assigned duties definition

The Fair Labor Standards Act (FLSA) sets minimum standards for wage and overtime entitlements and administrative procedures for which covered worktime must be compensated. All employees are covered by the Act, except for those listed under 5 C.F.R. 551.103 .
All positions within the federal government must be designated as either “exempt” or “nonexempt” under the FLSA criteria identified in 5 C.F.R. 551 . The exempt or nonexempt status of the position are identified as part of the employee's PD and annotated in block 7 of the OF-8.
Employees are presumed to be FLSA “nonexempt” unless a determination is made the employee clearly meets one or more of the exemption criteria as specified in 5 C.F.R. Part 551, Subpart B , and supplemental guidance issued by OPM. If the employee clearly meets the criteria for exemption, the FLSA “exempt” designation must be documented.
An exempt or nonexempt determination shall be made at the time of classification for each employee assigned to a position based on a comparison of the employee's actual duties performed with the exemption criteria outlined in OPM and Department of Labor guidelines. While official PDs and titles may assist in making initial FLSA exemption determinations, the designation of an employee as FLSA exempt or nonexempt must ultimately rest on the duties actually performed by the employee.
The exempt or nonexempt status of a position should be reviewed when it is established, redescribed, and classified based on significant changes in assigned duties, or in connection with a classification review.
If the exempt or nonexempt determination of an employee is inconsistent with the duties and responsibilities assigned in the official PD, it is necessary to either revise the PD, or ensure that the employee performs the duties and responsibilities as assigned in the PD.
For unencumbered positions, an initial determination must be made based on a comparison of the projected duties and responsibilities as assigned in the official PD with the exemption criteria.
When making an FLSA determination, the OHRO must not presume a nonexempt or exempt status based on grade. Not all positions graded at GS-9 and below are nonexempt. While this can be used as a guide, HR specialists must analyze the duties and responsibilities for each determination.
In general, executive, administrative and professional employees, as well as employees performing a combination of exempt duties, are exempt from FLSA regulations. However, this must be narrowly applied only to employees who are clearly within the terms and spirit of the exemption criteria.
The supervisor is responsible for reviewing an employee’s duties and responsibilities and filling out the “FLSA Status Determination Questionnaire for Managers and Supervisors” (Exhibit B) and submitting it with the PD to the OHRO.
The OHRO must fill out the HHS FLSA Classifier Checklist (Exhibit C) and attach it to the official position description. The burden of proof as to the exempt or nonexempt status of an employee rests with the Department, not the employee. If the determination is not self-evident, the basis for the decision should be retained with the PD either as part of the evaluation report or as a separate document.

511-1-130 FLSA Claims

Note: OpDivs/StaffDivs should review their local or national collective bargaining agreement for specifically negotiated items or processes.

Employees who are dissatisfied with the FLSA coverage determination of their positions have the right to appeal the decision. It is recommended by OPM the employee first talk to their supervisor and/or OHRO to discuss their concerns about their FLSA determination.
Bargaining unit covered employees are required to use the negotiated grievance process and may not file an administrative FLSA claim with either HHS or OPM unless expressly excluded from the bargaining agreement.
Non-bargaining unit covered employees may file an FLSA claim either with HHS or with OPM; however, the same claim may not be pursued with both HHS and OPM at the same time. Employees who elect to submit a claim first to HHS may subsequently submit a claim to OPM if they are dissatisfied with the Department's decision. However, employees may not file with HHS if they have previously submitted the same claim to OPM. You may not file a claim with HHS after receiving an unfavorable decision from OPM. An OPM decision on a claim is final and is not subject to further administrative review.
All employees have the right to bring an action in an appropriate United States court. Filing a claim with HHS or with OPM does not stop the statute of limitations from running. OPM will not decide a claim that is in litigation.
In accordance with 5 C.F.R. § 551.702 , all FLSA pay claims filed after June 30, 1994, are subject to a two-year statute of limitations (three years for willful violations). An employee must submit a written claim to either the employing agency or to OPM in order to preserve the claim period. The date the agency or OPM receives the claim is the date that determines the period of possible back pay entitlement.
Under 5 C.F.R. § 551.104 , “willful violation” means a violation in circumstances where the agency knew that its conduct was prohibited by the Act or showed reckless disregard of the requirements of the Act. All of the facts and circumstances surrounding the violation are taken into account in determining whether a violation was willful.
A signed statement that the employee wishes to appeal the FLSA determination of his/her position;
Name of local facility;
Current position title, series, and grade;
The requested FLSA determination;
A description of the nature of the claim and the specific issues or incidents giving rise to the claim, including the time period covered by the claim;
Evidence available which supports the claim, including the identity, commercial telephone number, and location of other individuals who may be able to provide information relating to the claim;
A written designation of third party representation, if applicable. The designation must include the name, address and phone number of the representative.
Evidence, if available, that the claim period was preserved in accordance with the time limits in 5 C.F.R. § 551.702 . The date HHS or OPM received the claim, whichever is earlier, becomes the date the claim period is preserved;
A statement as to whether the employee was or was not a member of a collective bargaining unit at any time during the claim period;
If the employee was a member of a bargaining unit, a statement that he/she was or was not covered by a negotiated grievance procedure at any time during the claim period, and if covered, whether that procedure specifically excluded the claim from the scope of the negotiated grievance procedure; and
A statement that the employee has not filed an action in an appropriate United States court.
A current, accurate PD (agreed to by all levels of management) which meets standards of adequacy and which is consistent with the position evaluation report, FLSA evaluation report, and the supervisor's comments.
A position evaluation report which includes an in-depth comparison of the duties and responsibilities with published FLSA criteria. If the report was prepared prior to the appeal, it should be updated to cover salient points raised by the appellant that may not have been previously evaluated.
Organizational and functional charts.
Comments from the immediate supervisor and/or higher level official relative to the accuracy of the PD and the merits of the FLSA appeal. Discrepancies or disagreements should be resolved before submitting the appeal for decision.
Copies of official time and leave/pay records for the time period claimed.
OPM claims are forwarded to: Classification and Pay Claims Program Manager, Center for Merit System Accountability, Office of Personnel Management, 1900 E Street, NW, Room 6484, Washington, DC 20415 .
HHS claims are forwarded to the HHS Director of the Talent Acquisition Division, in OHR, at [email protected] .

511-1-140 Documentation and Accountability

Records associated with actions taken under this Instruction, including all documentation sufficient for third party reconstruction purposes, must be retained according to the record disposition schedule. All records created in a given year must be retained for a total of three full years. Records involved in litigation and grievance processes may be destroyed only after official notification is received from OPM, Department of Justice, courts, etc. or if the time limits associated with grievance processes have passed (e.g., before the anniversary date).
OHR will conduct periodic accountability reviews to analyze compliance with this Instruction, HHS and OPM policy and guidance and all applicable federal laws and regulations.

Exhibit A: Example Position Description/Evaluation Statement Format

Example Position Description Format* (Factor Evaluation System)

[Position Title] GS-[Occupational Series]-[Grade]

I. Introduction

[Describe the primary purpose of the position and its location within the organization. Include a very brief overview of the Duties and Responsibilities sections. If this position is a career ladder then the paragraph must identify its relative position (i.e. entry level, full performance, etc.).]

Example: This position is located in [Office of the Secretary, an Operating Division, or Staff Division, of the Department of Health and Human Services]. The purpose of the position is to carry out a wide variety of assignments associated with administrative efficiency and operations of the office. The incumbent must have a current knowledge of administration and Department policy with respect to the various agency programs and activities. The work of the position focuses on responsibilities performed in support of the office or senior agency official and may involve a variety of sensitive and confidential matters. Responsibilities related to administrative matters include frequent contact with subordinate agencies throughout the Department. The incumbent serves as a principal member of the office’s support staff.

II. Major Duties and Responsibilities

[In descending order of importance, describe the principal duties and responsibilities which characterize the position in plain, clear language and as specifically as possible. Avoid general terms, vague expressions, repetition, and conclusions. Describe only the major duties, responsibilities and other important aspects of the position that may affect the final classification determination. Generally, major duties are those that occupy a significant portion of the employee's time and they should be only those duties currently assigned, observable, identified with the position's purpose and mission of the organization, and expected to continue on a regular and recurring basis.]

Performs other duties as assigned. [This exact statement must be included in all PDs.]

III. Factor 1 - Knowledge Required by the Position

Kind or nature of knowledge and skills needed.
How the knowledge and skills are used in doing the work.]

IV. Factor 2 - Supervisory Controls

How the work is assigned.
Employee's responsibility for carrying out the work.
How the work is reviewed. ]

V. Factor 3 – Guidelines

Guidelines used for performing the work.
Judgment needed to apply the guidelines or develop new guides. ]

VI. Factor 4 – Complexity

Nature of the assignment.
Difficulty in identifying what needs to be done.
Difficulty and originality involved in performing the work. ]

VII. Factor 5 - Scope and Effect

Purpose of the work.
Impact of the work product or service (how far-reaching is its effects). ]

VIII. Factors 6/7 - Personal Contacts/Purpose of Contacts

People and conditions/setting under which contacts are made.
Reasons for contacts in Factor 6.]

IX. Factor 8 - Physical Demands

Nature, frequency, and intensity of physical activity.]

X. Factor 9 - Work Environment

Risks and discomforts caused by physical surroundings and the safety precautions necessary to avoid accidents or discomfort.]

*The FES format must be used when the classification of the position is based on a FES standard.

Sample Evaluation Statement for FES Format

[Briefly describe why the position is being established, re-evaluated, etc.]

II. References

[Include all references used to classify the position, for example:

Introduction to the Position Classification Standards, Revised: August 2009
Administrative Work in the Human Resources Management Group, GS-0200 December 2000]

III. Pay Plan, Series, and Title Determination

[Describe how the pay plan, series, and title were determined, utilizing references from paragraph II above.]

IV. Grade Determination

[Refer to the standard used to evaluate the position and describe how the position FULLY meets the factor levels described in the Standard (i.e., if the factor level(s) require additional explanation, provide the rationale for assigning the factor level(s) that was credited.]

V. Conclusion

[State the classification determination, based on the above evaluation.]

Example Position Description (Narrative Format)

Example: This position is located in [Office of the Secretary, an Operating Division, or Staff Division] of the Department of Health and Human Services. The purpose of the position is to carry out a wide variety of assignments associated with administrative efficiency and operations of the office. The incumbent must have a current knowledge of administration and Department policy with respect to the various agency programs and activities. The work of the position focuses on responsibilities performed in support of the office or senior agency official and may involve a variety of sensitive and confidential matters. Responsibilities related to administrative matters include frequent contact with subordinate agencies throughout the Department. The incumbent serves as a principal member of the office’s support staff.

II. Nature of Assignment

[In descending order of importance, describe the principal duties and responsibilities which characterize the position, describing them in plain, clear language and as specifically as possible. Avoid general terms, vague expressions, repetition, and conclusions. Describe only the major duties and other important aspects of the position that may affect the final classification determination. Generally, major duties are those that occupy a significant portion of the employee's time and they should be only those duties currently assigned, observable, identified with the position's purpose and mission of the organization, and expected to continue on a regular and recurring basis.]

Performs other duties as assigned. [This exact statement must be included on all PDs.]

III. Level of Responsibility

How the knowledge and skills are used in doing the work.
Level of responsibility given in decision-making.
Guidelines used to perform the work.
How work is assigned.]

Example Evaluation Statement (Narrative Format)

Administrative Work in the Human Resources Management Group, GS-0200 December 2000

Exhibit B: FLSA Status Determination Questionnaire for Managers and Supervisors

Fair Labor Standards Act Status Determination Questionnaire for Managers and Supervisors

Employee: [Joe Donuts]

Position Title: [ ] Pay Plan: [ ] Series [0123] Grade [09] PD # [12345 ]

Office: [Office of Self Employment ]

Employment Status: [Full-Time] Work Schedule: [8 hour]

Supervisor: [ ] Contact Number: [123-456-7890 ]

Purpose: This questionnaire is for managers and supervisors to assist Classifiers in determining whether or not the named employee should be coded as exempt or non-exempt from the Fair Labor Standards Act (FLSA). The provisions of the FLSA apply to employees coded as non-exempt. The FLSA status of the employee is often the key to deciding whether certain duties are compensable as "hours of work" and as to the rate of pay the employee should be compensated. Overtime entitlements also depend on this status, as may compensation for travel time. It is assumed that all federal employees are covered by the FLSA (Non-Exempt) unless they clearly fall under one of the following exemptions. Job titles and official PDs do not determine an employee’s status, rather it is the duties that the employee actually performs on a regular and recurring basis that serve as the determining factor. Please provide detailed explanation in the spaces provided for all “Yes” answers.

Yes [ ] No [ ] Is the employee a supervisor or manager? (regularly directs two or more employees, and has the authority to hire or fire (or the employee's recommendations as to the hiring, firing, advancement, promotion, or any other change of status of other employees, are given particular weight))? If yes, list examples of duties to support this:
Yes [ ] No [ ] Does the employee exercise discretion and independent judgment with respect to matters of significance while performing office or non-manual work directly related to the agency's management or general business operations? (The exercise of discretion and independent judgment involves the comparison and the evaluation of possible courses of conduct, and acting or making a decision after the various possibilities have been considered. Employees who simply apply well-established techniques or procedures described in manuals or other sources within closely prescribed limits to determine the correct response to an inquiry or set of circumstances are nonexempt. The term “matters of significance” refers to the level of importance or consequence of the work performed. Some examples: Employee has authority to commit the employer in matters that have significant financial impact; has authority to waive or deviate from established policies and procedures without prior approval; has authority to negotiate and bind the organization on significant matters.) If yes, list examples of duties to support this:
The employee must perform work requiring advanced knowledge (predominantly intellectual in character and including work requiring the consistent exercise of discretion and judgment). Advanced knowledge cannot be attained at the high school level;
The advanced knowledge must be in a field of science or learning which includes the traditional professions of law, medicine, theology, accounting, actuarial computation, engineering, architecture, teaching, various types of physical, chemical and biological sciences, pharmacy, and other similar occupations that have a recognized professional status;
The advanced knowledge must be customarily acquired by a prolonged course of specialized instruction in a field where specialized academic training is a standard prerequisite for entrance into the profession – to address this element, please identify specifically the type and level of specialized instruction required for the position.
Yes [ ] No [ ] Is the employee's primary duty in the performance of work requiring invention, imagination, originality, or talent in a recognized field of artistic or creative endeavor? The work performed must be "in a recognized field of artistic or creative endeavor," including such fields as music, writing, acting, and the graphic arts. Employees engaged in the work of newspapers, magazines, television, or other media are not exempt creative professionals if they only collect, organize, and record information that is routine or already public, or if they do not contribute a unique interpretation or analysis to a news product. If yes, list examples of duties to support this:
The application of systems analysis techniques and procedures, including consulting with users, to determine hardware, software or system functional specifications;
The design, development, documentation, analysis, creation, testing or modification of computer systems or programs, including prototypes, based on and related to user or system design specifications;
The design, documentation, testing, creation or modification of computer programs related to machine operating systems;
A combination of the above, requiring the same level of skills.

Supervisor’s Signature ______________________ Date:

Exhibit C: HHS Fair Labor Standards Act Classifier Checklist

HHS FLSA Classifier Checklist

Complete this form for each grade in a career ladder. Note: it is possible for different grades within a career ladder to have different FLSA designations (for example, non-exempt at lower grades; or the work is procedural in nature; and exempt at higher grades in the career ladder requiring more analytical skills to complete the tasks). A completed and signed checklist must be attached to each classified position description and statement of difference (if applicable).

Instructions: Complete the fields below and check the criteria applicable to the position:

A. REQUIRED POSITION INFORMATION

Position Title: Pay Plan: Series: 0123 Grade: 01 Position Number: Office/Organization: Administrative Code: Job Code:

B. NON-EXEMPT CRITERIA

Salary-based non-exemption ( 5 C.F.R. 551.203 ) [ ] Employee annual rate of basic pay is less than $23,660.
Non-exemption of certain employees ( 5 C.F.R. 551.204 ) [ ] Position is non-supervisory and engaged in equipment operation, or is a protective or clerical occupation. [ ] Position involves technician work properly classified at the GS-09 level or below. [ ] Position is nonsupervisory in the Federal Wage System or other comparable wage system.

C. EXEMPTION CRITERIA

Executive Exemption Criteria ( 5 C.F.R. 551.205 ) [ ] Primary duty of the position is management or supervision; work involves customarily and regularly directing the work of subordinates and has the authority to hire, remove, or evaluate performance as well as make recommendations on employment issues that are given particular weight by higher-level supervisors or managers.
Administrative Exemption Criteria ( 5 C.F.R. 551.206 ) [ ] Primary duty is performance of office or non-manual work directly related to the management or general business functions. The work involves the exercise of discretion and independent judgment with respect to matters of significance.
Professional Exemption Criteria ( 5 C.F.R. 551.207 ) [ ] Learned Professionals ( 5 C.F.R. 551.208 ): Primary duty is performance of work requiring advanced knowledge in a field of science or learning including the traditional professions of law, medicine, theology, accounting, actuarial computation, engineering, architecture, teaching, pharmacy, various types of physical, chemical and biological sciences, and other similar occupations that have a recognized professional status; entrance into these professions requires a prolonged course of specialized intellectual instruction. [ ] Creative Professionals ( 5 C.F.R. 551.209 ): Primary duty is performance of work requiring invention, imagination, originality or talent in a recognized field of artistic or creative endeavor such as music, acting, writing, and the graphic arts. Exemption depends upon the extent of invention, imagination, originality or talent of the employee; exemption does not apply to work that can be produced by a person with general manual or intellectual ability and training. [ ] Computer Employees ( 5 C.F.R. 551.210 ): Primary duty consists of the application of systems analysis techniques and procedures, including consulting with users to determine hardware, software or system functions specifications; OR design development, documentation, analysis, creation, testing or modification of computer systems or programs; OR a combination of these duties. Exemption does not apply to employees engaged in the manufacture or repair of computer hardware and related equipment or to those whose work is highly reliant on computers but whose duties do not consist of the aforementioned. Salary based exemption applies to any computer professional compensated on an hourly bases at a rate of basic pay of $27.63 an hour and above.
Temporary Duties ( 5 C.F.R. 551.211 ): [ ] Performing different work or duties for a temporary period of time may affect an employee's exemption status. Consult 5 C.F.R. 551.211 for more details and explain in remarks below.
Foreign Exemption Criteria ( 5 C.F.R. 551.212 ) [ ] Employees permanently stationed in an exempt area and spend all hours of work in a given work week in one or more exempt areas or employees not permanently stationed in an exempt area, but spend all hours of work in a given work week in one or more exempt areas. Exempt area means any foreign country, or any territory under the jurisdiction of the United States other than a State; the District of Columbia; Puerto Rico; the U.S. Virgin Islands; American Samoa; Guam; Commonwealth of the Northern Mariana Islands; Midway Atoll; Wake Island; Johnston Island; and Palmyra (5 C.F.R.104).
Criminal Investigators Receiving Availability Pay ( 5 C.F.R. 551.213(a) ) [ ] Special exemption/exclusion applies to criminal investigators receiving availability pay.
Law Enforcement Activities ( 5 C.F.R. 551.216 ) [ ] Certain duties performed by law enforcement officers affect FLSA status. Consult 5 CFR 551.216 for more details and explain in remarks below.

Final Determination (check one): [ ] Non-Exempt [ ] Exempt

HR Specialist: Date:

Signature __________________________________________

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Frequently Asked Questions – Position Classification/Position Descriptions

Whose responsibility is it to write a Position Description (PD)?
Can the Human Resources (HR) Specialist help with the development of a Position Description?
What is a major duty?
Who determines the duties that are assigned to a position?
What duties should be in a Position Description (PD)?
Can supervisors add specific education requirements to professional position descriptions (e.g., requiring specific coursework or educational requirements for biology or hydrology positions)?
What is the proper format for writing a PD?
Can I establish an Interdisciplinary position for a position that is not in a professional/scientific series (e.g., budget and administration)?
How do I set up a career ladder position?
Why does HR sometimes change the recommended title on my PD and Form HC-08 (PD coversheet)?
How is the series of a position determined?
Can I change an existing position description without a full classification review?
What is meant by a “Code 2” and “Code 4” supervisor?
How do I amend a classified General Schedule Position Description to add Supervisory Duties that are 20% or less?
What does it mean when the Form HC-08 PD coversheet indicates the position is “I/A”?
Can I be assigned work that is not described in my position description?
Are all Federal employees entitled to a copy of their Position Description?
Why does an HR Specialist say the duties of the position “does not fully meet” a higher factor level?
How is the position classification (i.e. title, series, grade) of my job determined?
What are position classification standards, functional guides and job family standards?
What is a Desk Audit?
What do I do when I believe my PD is not accurate?
What is a position classification appeal and what issues may be appealed?
How does HR determine the Fair Labor Standards Act (FLSA) coding of exempt or non- exempt for a position?

1. Whose responsibility is it to write a Position Description (PD)?

Supervisors/Managers write the PDs because the assignment of work is ultimately their responsibility. PDs must by written by someone knowledgeable of the occupational field, the organization, functions, programs, and procedures concerned. It must also be certified by the supervisor as an accurate representation of the work.

For information on writing a PD, visit Creating Position Descriptions on the Position Classification page.

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2. Can the Human Resources (HR) Specialist help with the development of a Position Description?

HR can only advise on content and factor level language. The Major Duties and Responsibilities of the position must be written by the supervisor/manager and/or subject matter expert (SME) since they are familiar with the work of the position.

3. What is a major duty?

Major duties are statements identifying the most important, regular and recurring duties and responsibilities assigned to a position. Major duties are those that represent the primary reason for the position's existence and govern the qualification requirements. For the purposes of writing a PD, a position should typically have 5 to 7 major duties.

4. Who determines the duties that are assigned to a position?

Managers/Supervisors are responsible for determining the duties and responsibilities that are assigned to each position.

5. What duties should be in a Position Description (PD)?

A PD should identify the regular and recurring major duties and responsibilities assigned to a position. A PD does not describe in detail every possible activity performed by the employee in the position. DOI policy defines a PD as accurate if it represents at least 80% of the work of the position.

6. Can supervisors add specific education requirements to professional position descriptions (e.g., requiring specific coursework or educational requirements for biology or hydrology positions)?

No. PDs describe duties, responsibilities, and reporting relationships of a position and cannot be used to add education requirements in excess of the OPM minimum qualification requirements.

7. What is the proper format for writing a PD?

The format of a PD is dependent on the type of position. The USGS has PD templates for non- supervisory, supervisory, research, and equipment development PDs. Please visit the Position Classification page and view the PD templates for proper PD formatting. Use of these templates is strongly encouraged as they provide technical guidance for PD writing.

8. Can I establish an Interdisciplinary position for a position that is not in a professional/scientific series (e.g., budget and administration)?

No. Classification of interdisciplinary positions is only appropriate for logically compatible professional/scientific work. The OPM’s Classifier’s Handbook states, “An interdisciplinary position involves duties and responsibilities that are closely related to more than one professional occupation. As a result, the knowledge and experience requirements can be met by persons qualified in either of the professional series involved. Interdisciplinary classification is used principally for positions in mathematical, scientific, or engineering disciplines.” The Handbook further states “In order to be designated interdisciplinary, the professions or disciplines involved must be logically compatible. There must also be an obvious degree of commonality in the core education, knowledge, and experience necessary to meet the qualification requirements of either profession.”

Position descriptions for these positions must state that they are interdisciplinary, and show the tentative classification (title, series, and grade) for each profession (normally limited to two or three series). For staffing purposes, the selected classification of an interdisciplinary professional position is based on the qualifications of the employee that was selected and is recorded on the position description once the position is filled.

9. How do I set up a career ladder position?

When establishing a position at multiple grade levels (e.g., GS-9/11/12) a fully described Position Description and its own Form HC-08 (PD coversheet) is required for each grade. In the past, a Statement of Difference was often used to describe the difference between two grade levels in lieu of having a full PD, but that practice has been found to not meet the Standards of Adequacy as described in the Department of Interior’s Position Management and Position Classification Policy Handbook and is no longer an option.

The use of career ladders for code 2 supervisory positions (supervisory duties performed 25% or more) is prohibited by DOI policy.

The use of career ladders for code 4 supervisory positions (supervisory duties performed 20% or less) is rare. A full position management review of the position and surrounding organizational structures must be completed when using a career ladder for a code 4 supervisor position. (see below for additional information regarding code 4 supervisors)

10. Why does HR sometimes change the recommended title on my PD and Form HC-08 (PD coversheet)?

HR Specialists are required to use OPM-prescribed titles. Only prescribed titles may be used as the official title for a position.

The requirement to use official titles, however, does not preclude submitting offices from using an ‘organizational title” for the position. HR can help construct appropriate organizational titles. These may be helpful for internal use or for recruiting purposes but are not always descriptive of the overall occupation for broader purposes. Note: Titles prescribed by OPM or restricted by DOI or USGS usage cannot be used as organizational titles. Organizational titles are documented on the HC-08 and in FPPS.

11. How is the series of a position determined?

A variety of information is considered by the HR Specialist when determining the series of a position. Considered in making the determination are the type of organization in which the position is located, the qualifications used in recruiting for the position, and the primary type of work performed by the position. For most positions this determination is straight-forward; for example, a position performing lower-graded technical work in support of a stream gage network in a Water Science Center fits very neatly into the 1316 Hydrologic Technician series.

At times, however, it may be more difficult to determine the series. In situations where much of the work is administrative in nature, but the position requires a professional understanding of scientific principles, the qualifications for scientific positions will drive the series determination. A support position that performs a variety of clerical, property management, and purchasing tasks in an administrative organization would likely fit in the 0303 Miscellaneous Clerk and Assistant series, whereas a position performing similar work sitting in a facilities operation organization will fit better into the 1603, Equipment, Facilities, and Services Assistance series. The HR Specialist must make the series determination based on careful analysis of the position location, purpose, and duties and consistent application of OPM’s published standards and guidance.

12. Can I change an existing position description without a full classification review?

Form DI-625, Position Classification Amendment , is the DOI form used to amend/make minor changes (impacting less than 20% of the duties) to an existing PD. This form cannot be used to make changes to the existing title, grade or series of a position.

Changes to positions impacting more than 20% of the duties or that impact the title, grade or series cannot be completed through the amendment process. Such changes require a fully described PD and full evaluation by a HR Classifier.

For DOI standard PDs – Supervisors may strike out minor words not applicable to the position but cannot add to them. The only modifications that can be made to the cover page of a DOI standard PD is the addition of organizational information or appropriate remarks. Signatures, titles, etc., cannot be altered. Any modifications, such as addition of minor collateral duties, must be documented on a DI-625 .

For USGS standard PDs – Supervisors may amend a PD with a DI-625 to add collateral duty statements or to add specificity to a particular duty. An example of where this may be appropriate is the addition of duties related to a specific class of animals or to a specified type of hydrologic studies unique to the organization.

All PD amendments will be submitted to Classification for review and approval through the 9-3178 system.

13. What is meant by a “Code 2” and “Code 4” supervisor?

During the classification review process, the information contained in the position description relating to supervisory duties is reviewed along with the organizational chart. This information is compared to OPM published standards and guidance to determine the supervisory status of the position.

“Code 2” - Applies to supervisors who exercise supervisory responsibilities that meet, at least, the minimum requirements for application of the GSSG; i.e., requiring accomplishment of work through combined technical and administrative direction of others; occupying at least 25% of the positions time; and meeting at least the lowest level of Factor 3 in the GSSG. These positions

may have the prefix of “supervisory” added to their title in accordance with OPM’s titling guidance.

“Code 4” – Applies to supervisory positions that meet the legal definition of a supervisor as identified in 5 U.S.C. 7103(A), which defines "supervisor" as an individual employed by an agency having authority in the interest of the agency to hire, direct, assign, promote, reward, transfer, furlough, layoff, recall, suspend, discipline, or remove employees, to adjust their grievances, or to effectively recommend such action, if the exercise of the authority is not merely routine or clerical in nature but requires the consistent exercise of independent judgment.

Code 4 supervisors do not meet the minimum requirements for application of OPM’s General Schedule Supervisory Guide (GSSG) during the classification process. Code 4 supervisory positions exercise supervisory responsibilities 20% or less of their time and will not have the prefix of “supervisory” included in their title. Typically, code 4 supervisors are reserved for small organizations where no other supervisory options are practical and position management principles have been applied.

14. How do I amend a classified General Schedule Position Description to add Supervisory Duties that are 20% or less?

1. The decision to add Code 4 supervisory duties to a position must be made in consultation with HR management to ensure appropriate use and consistency with law, regulation, and policy.

2. Note the specific percentage (The maximum percentage of time that can be spent is 20%, as duties performed at the 25% threshold may impact the classification of the position.) and the subordinate positions assigned to this position. (For example: Number of Positions, Title of Position(s), Series and Grade(s), Full Performance Level, and Type of Position - i.e. Permanent, Temporary, Seasonal, etc.)

3. Positions that have the addition of supervisory responsibilities should be reviewed for potential changes to data elements on the Form HC-08 PD coversheet.

4. A supervisory statement may be added to the body of the PD and submitted to classification.

Sample Supervisory Statement : Exercises the full range of administrative and technical supervision for a supporting staff. Performs overall work planning, establishes work schedules and priorities and assigns and reviews work. Personally discusses with subordinates their work progress and problem areas as they arise. Interviews and recommends the hiring of subordinate staff. Recommends promotions, reassignments and other personnel changes, and approves leave. Develops/recommends performance standards and evaluates the performance of subordinates. Recommends awards, and counsels employees whose performance falls short of expectations. Identifies training needed by subordinates and ensures that training opportunities are provided. Carries out minor disciplinary measures such as counseling, written warnings, and reprimands and proposes other more sever discipline in more serious matters. Keeps employees informed of management policies and goals.

Equal Opportunity: As a supervisor, the incumbent is responsible for ensuring equal opportunity for employees supervised, including selection for training, promotions and awards.

Safety: Responsible for the on-the-job safety and health of all employees supervised and initiates efforts conforming to established local and bureau safety programs to satisfy the responsibility.

Labor-Management Relations: Responsible for being knowledgeable about management’s role and responsibilities in labor-management relations.

5. Submit the request and required documents to the Human Resource Office through the 9-3178 for classification review and approval.

Remember that while management decides how to arrange work in their organization, positions must be classified in accordance with OPM’s published standards and guidance as well as DOI policy.

15. What does it mean when the Form HC-08 PD coversheet indicates the position is “I/A”?

I/A stands for Identical/Additional. A PD marked I/A “yes” is typically used in an office to assign more than one employee to a PD where they perform the exact same job functions. For example, an HR office with 4 Human Resources Specialists, GS-0201-11, employees would be assigned to the same PD marked I/A. Even though they may service different offices, the work performed is identical. Organizations should work with their servicing HR Office to establish I/ A PDs whenever practical. I/A PDs may be used for a single grade-level PD or for career ladder positions.

I/A PDs are only appropriate for supervisory positions when organizational structures are identical. Because supervisory positions are evaluated based upon factors such as the typical grade level of work being supervised, the organizational setting of the position, etc., I/A PDs for supervisory positions must be reviewed with extra care. The organizational structures and work being supervised must be identical as well as the work being performed by the supervisory position. Supervisory I/A PDs are rare. They are typically only found in large organizations with several sub-units of identical size, mission, and purpose.

I/A “no” positions represent work that is unique to a single position. These PDs often represent the work of a higher-level technical expert to whom others in an organization look for guidance and assistance. Such PDs should not be used to fill multiple positions without careful review by and authorization of the classifier.

16. Can I be assigned work that is not described in my position description?

Yes. Managers and Supervisors have the right to assign work to employees under their supervision, and employees have the responsibility to perform the assigned work. Employees frequently perform work that is not described in their PD.

If assignments not described in the PD becomes regular and recurring or represent 20% or more of typical work of the position, management is responsible for properly documenting the duties in the official PD. HR must be consulted when adding significant duties to any PD.

Assignment of higher-graded duties to a position can impact the grade of a position, therefore, “fair and open competition” must be considered when assigning higher-graded duties to any employee. Failure to consult HR in such cases can result in a supervisor or manager unwittingly committing a prohibited personnel practice .

17. Are all Federal employees entitled to a copy of their Position Description?

Yes. Employees should have access to their position description. If you need a copy of your position description, you should first look in your Electronic Official Personnel Folder (eOPF). If one is not filed in your eOPF, you should contact your immediate supervisor or your Servicing Human Resource Office.

18. Why does an HR Specialist say the duties of the position “does not fully meet” a higher factor level?

Crediting a position at a particular factor level requires the HR specialist to evaluate the job duties by comparing the predominant work to the factor level description in the OPM Classification Standards. Each factor level description represents a minimum or "threshold" between each factor. If a position factor exceeds one level but fails to meet fully the intent of the next higher level, then the lower point value must be credited. Because factor level descriptions represent the lower range or threshold for a given point value, the position must fully meet the intent of the factor level to be credited.

19. How is the position classification (i.e. title, series, grade) of my job determined?

The major duties and responsibilities of a position are analyzed and evaluated using position classification standards and guides issued by the Office of Personnel Management (OPM). Applying OPM principles and rules, the HR Specialist determines the applicable pay system, title, series, and grade.

20. What are position classification standards, functional guides and job family standards?

Position classification standards, functional guides and job family standards are the evaluation tools issued by the Office of Personnel Management and used by the HR Specialist when evaluating the work of positions.

21. What is a Desk Audit?

A desk audit is a way of getting up-to-date facts about a position to ensure the duties are classified accurately. Changes in programs, new tools, different procedures, and organizational changes are only a few ways that duties and responsibilities of a position are affected. Other examples that may trigger a desk audit are:

Your position is identified during routine classification reviews.
Employee requests a review with supervisory concurrence.
New position classification standards need to be applied to your position.
The supervisor recommends a review of your position due to major changes in your job and to determine if revisions are in order.
Administrative review is required in conjunction with some other administrative function (such as a Science Center Administrative Review or a classification consistency review required by DOI or OPM).

22. What do I do when I believe my PD is not accurate?

Employees should work with their immediate supervisor when they feel their PD is no longer accurate in clarifying any assigned duties. If needed, an updated description may need to be written and classified.

23. What is a position classification appeal and what issues may be appealed?

An employee can appeal the classification of their position either through Department of the Interior (DOI) procedures or directly to the Office of Personnel Management. DOI guidance allows employees to appeal their positions either to the bureau (USGS) or the Department. For either of the Department methods, the employee can make a formal written request to either the USGS Office of Human Capital or DOI Office of Human Resources. An appeal request should include the reason for the appeal and the outcome the employee is requesting (for example, “my position should be credited at factor 1-6 and the final grade level should be GS-09” or “my position title should be changed to supervisory management analyst”). Additional information on the content of appeals, what can be appealed can be found on DOI’s Position Management and Position Classification Policy Handbook Frequently Asked Questions & Answers and on OPM’s Policy, Data, and Oversight web pages.

Note that DOI will not adjudicate appeals for DOI Standard PDs or positions graded on the Research Grade Evaluation Guide (RGEG) or the Equipment Development Grade Evaluation (EDGE) Guide. DOI Standard PDs must be appealed to OPM. Positions graded based on the application of either RGEG or EDGE may appeal either to USGS or OPM. As with other appeals, an appeal to OPM is final and cannot be then appealed to USGS.

24. How does HR determine the Fair Labor Standards Act (FLSA) coding of exempt or non- exempt for a position?

OPM, DOI, and USGS guidance on FLSA coding is extensive but comes down to two important rules. First, all positions are considered to be non-exempt (meaning they’re covered by specific provisions of the Fair Labor Standard Act) unless it can be clearly demonstrated that the work of the position meets one of the exemptions described at 5 CFR 551. Second, the determination of exempt or non-exempt from the provisions of the Act must be based on the duties and responsibilities of an operating position, not on titles, grade levels, or position descriptions that may or may not be accurate.

« Return to Position Descriptions

Primary tabs

Assign is the act of transferring rights , property , or other benefits to another party (the assignee ) from the party who holds such benefits under contract (the assignor). This concept is used in both contract and property law .

Contract Law

Under contract law, when one party assigns a contract , the assignment represents both: (1) an assignment of rights; and (2) a delegation of duties .

For example, if A contracts with B to teach B guitar for $50, A can assign this contract to C.
Here, A has both: (1) assigned A’s rights under the contract to the $50; and (2) delegated A’s duty to teach guitar, to C.
In this example, A is both the “assignor” and the “delegee” who delegates the duties to another (C), C is known as the “ obligor ” who must perform the obligations to the assignee , and B is the assignee who is owed duties and is liable to the obligor.

Assigning of Rights/Duties Under Contract Law

There are a few notable rules regarding assignments under contract law.

First, if an individual has not yet secured the contract to perform duties to another, they cannot assign their future right to an assignee.

That is, if A has not yet contracted with B to teach B guitar, A cannot assign their rights to C.

Second, rights cannot be assigned when they materially change the obligor’s duty and rights.

Third, the obligor can sue the assignee directly if the assignee does not pay them.

Following the previous example, this means that C ( obligor ) can sue B ( assignee ) if C teaches guitar to B, but B does not pay C $50 in return.

Delegation of Duties

If the promised performance requires a rare genius or skill, then the delegee cannot delegate it to the obligor. It can only be delegated if the promised performance is more commonplace. Further, an obligee can sue if the assignee does not perform. However, the delegee is secondarily liable unless there has been an express release of the delegee.

Meaning if B does want C to teach guitar but C refuses to, then B can sue C. If C still refuses to perform, then B can compel A to fulfill the duties under secondary liability.

Lastly, a related concept is novation , which is when a new obligor substitutes and releases an old obligor. If novation occurs, then the original obligor’s duties are wiped out. Novation requires an original obligee’s consent .

Property Law

Under property law , assignment typically arises in landlord-tenant situations.

For example, A might be renting from landlord B but wants another party (C) to take over the property.
In this scenario, A might choose between assigning and subleasing the property to C.
If assigning , A would give C the entire balance of the term , with no reversion to anyone; whereas if subleasing , A would give C the property for a limited period of the remaining term.
Under assignment, C would have privity of estate with the landlord while under a sublease, C would not.

[Last updated in June of 2022 by the Wex Definitions Team ]

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An official website of the United States government

The .gov means it’s official. Federal government websites often end in .gov or .mil. Before sharing sensitive information, make sure you’re on a federal government site.

The site is secure. The https:// ensures that you are connecting to the official website and that any information you provide is encrypted and transmitted securely.

Your Environment. Your Health.

Official duties.

Definition: Official Duty Activities are those activities performed by an employee as part of, or an extension of, regular official responsibilities. This discussion refers to official duty activities with an outside organization. The Standards of Ethical Conduct for Employees of the Executive Branch (at 5 CFR 2635) provide the basic guidelines for official duty activities, and the NIH sets the policy for implementing the guidelines at the NIH. An employee may participate in such activities only with advance approval as indicated below.

The activities an employee performs must be related to his/her official duties. Any official work performed with an outside organization must also be consistent with the authority and mission of the NIH. There should be compelling agency policy reasons for official duty activities with outside organizations. The activity must be avoided if the outside organization engages in lobbying or otherwise takes public positions on matters of significant controversy involving the NIH. Such activity should be limited where it is likely that the outside organization may become involved in legal disputes or other actions (e.g., medical care, personnel) that could subject it to liability. Because the activities are related to the employee's job, the employee may use non-confidential official information:

that is available to the public or necessary to the work at hand, including information drawn from his/her current work or any work performed within the last 12-month period;
associated with previous work (i.e., any matter in which the employee was involved prior to the last 12 months) regardless of whether it has been publicly disclosed; and
that involves any on-going or announced NIH policy, program, or operation (rather than the outside organization's or the employee's general scientific or professional knowledge).

NIH Official Duty Policy Documents

January 23, 2008, Memo from the NIH Deputy Ethics Counselor notifying ICs about the new policy. The policy consists of 3 primary elements:

Introductory Statement: Official Duty Policy
Conflicts Assessment Sheet
Official Duty Activity table of examples and approval level required.

See also the June 1, 2007, memo from the NIH Deputy Ethics Counselor to the IC Directors implementing the option to use a blanket official duty activity request to obtain permission for several official duty activities together. A blanket official duty activity request memo template is available on the forms webpage.

The extramural community has two additional guidance documents applicable to extramural staff only:

Conflict of Interest Procedures for Extramural NIH Employees in the Conduct of Their Official Duties
An Extramural Scientist with Significant Intramural Responsibilities
Giving Scientific Advice to an IC Director on Extramural Activities
Scientific Officers on Cooperative Agreements
Intramural & Extramural Scientific Research Collaboration within the Same IC
How Collaborative Relationships that Change Over Time can Impact Conflicts of Interests - Giving Lectures
IC Directors and Mentorship
IC Directors with Intramural Laboratories Collaborating with Extramural Organizations
Extramural Science Administrators Reviewing Manuscripts
SRAs and Conflicts - Managing a Workshop
Public-Private Partnerships
Another Public-Private Partnership
Conflicts Emerging from Collaborations with For-Profit Organizations (Does size and structure matter?)

Memo to Request Approval of Official Duty Activity

This memo is used to request approval of certain activities involving outside organizations which are outside your regular official duties but will be performed as part of your official duty. Three samples are provided, as described below.

Word Format

Publication Copyright and Public Access Issues

An employee working in an official capacity is working on behalf of the NIH, not in a personal capacity, and must follow the NIH Employee Procedures for Complying with NIH Public Access Policy .

Additional Guidelines for Official Duty Activities With Outside Organizations

Note : Please send all official duty actions for IC Directors that require either an ethics OR supervisory review to NEO, and not directly to Dr. Kington's office.

Note : If an organization expresses a desire to give an honorarium to an institute or center because the employee cannot accept an honorarium for an Official Duty Activity, the organization must be referred to the IC Executive Officer or Budget Officer. If an employee helps determine to whom the funds are given in lieu of an honorarium, it would be deemed "constructive receipt" of the honorarium on the employee's part, which is prohibited.

Official Time : An employee who performs his/her officially assigned duties and responsibilities with outside organizations is working on official time and therefore he/she is not required to take annual leave or leave without pay.
Use of Government Resources : An employee may use Government equipment, supplies, services, and staff to carry out his/her assigned duties with outside organizations. The employee travels using Government travel orders, and may travel on an approved HHS-348 if applicable.
Use of NIH Space : An employee may use NIH space and facilities when needed to accomplish official duty work with an outside organization. Meeting rooms and other space must be requested in the same manner as for any internal NIH function.
Use of Official Titles : Outside organizations may use the official titles of an employee as a reference, identifier, or to promote attendance at public meetings or presentations, when the employee is participating in an official capacity. (Official title may not be used to imply endorsement of the organization or its products or services, if any.) See also Use of Official Title in Activities with Outside Organizations .

Exception : An employee may perform outside activities and official duty activities with the same outside organization during the same time period if all three of the following exist: the outside activity involves: a position (elected or appointed) in the organization, i.e., professional association; or an appointment to an academic/medical institution with no compensation or minimal compensation and limited teaching responsibilities; and the official duty involves the presentation of research related information; and the employee obtains a waiver from his/her Deputy Ethics Counselor when the determination is made that the conflicting financial interest is not so substantial as to be deemed likely to affect the integrity of the services which the Government may expect from the employee. A signed waiver must accompany both outside activity requests and requests for payment-in-kind (HHS-348).

personnel actions regarding the staff of the organization and/or establishing their compensation and benefits;
the financial management of the organization, including sources and disposition of the income of the organization, management of investment portfolios, or other related matters; or,
fund-raising activities.
A Federal liaison must serve as a non-voting, non-fiduciary agency representative to the outside organization. (In some standard setting organizations, there is authority for the Federal Liaisons to vote.)
An employee serving in this capacity must not participate in the internal or business affairs, or fund-raising activities of the outside organization.
For all other purposes, the employee is subject to the same provisions that apply to NIH employees engaged in official duty activities.
An employee may participate as a Federal liaison on Government time, use Government equipment and services, and travel on Government travel orders.

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Roles, responsibilities, and permissions

7 contributors

In an organization, several teams work together to make sure that the workload and the supporting infrastructure are secure. To avoid confusion that can create security risks, define clear lines of responsibility and separation of duties.

Based on Microsoft's experience with many cloud adoption projects, establishing clearly defined roles and responsibilities for specific functions in Azure avoids confusion that can lead to human and automation errors creating security risk.

Clear lines of responsibility

Do the teams have a clear view on responsibilities and individual/group access levels?

Designate the parties responsible for specific functions in Azure.

Clearly documenting and sharing the contacts responsible for each of these functions creates consistency and facilitates communication. Based on Microsoft's experience with many cloud adoption projects, consistency and communication prevent confusion that can lead to human and automation errors that create security risks.

Designate groups (or individual roles) that are responsible for key functions.

A centralized team might be responsible for establishing these roles across your organization to provide consistent support across all workload teams. If your team is not solely responsible for each of the following roles, consult the guidance on Aligning responsibilities across teams with a focus on understanding how your workload team will interface with a Cloud platform team , Central IT , or a Cloud center of excellence .

Group or individual role	Responsibility
	Configuration and maintenance of Azure Firewall, Network Virtual Appliances (and associated routing), Web Application Firewall (WAF), network security groups, application security groups (ASG), and other cross-network traffic.
	Enterprise-wide virtual network and subnet allocation.
	Monitor and remediate server security (patching, configuration, endpoint security).
	Incident monitoring and response to investigate and remediate security incidents in security information and event management (SIEM) or source console such as Microsoft Defender for Cloud Azure AD Identity Protection.
	Apply governance based on risk analysis and compliance requirements. Set direction for use of Azure role-based access control (Azure RBAC), Microsoft Defender for Cloud, administrator protection strategy, and Azure Policy to govern Azure resources.
	Set direction for Azure AD directories, PIM/PAM usage, multifactor authentication, password and synchronization configuration, and application identity standards.

Application roles and responsibilities should cover different access level of each operational function. For example, publish production release, access customer data, manipulate database records, and so on. Application teams should include central functions listed in the preceding table.

Assign permissions

Grant roles the appropriate permissions that start with least privilege and add more based on your operational needs. Provide clear guidance to your technical teams that implement permissions. This clarity makes it easier to detect and correct that reduces human errors such as overpermissioning.

Many organizations manage identity, access, and permissions from a centralized cloud platform team using Cloud Adoption Framework Azure landing zones as a guide for configuration and permissions across multiple workloads. If identity and access are managed outside of the workload team, see the Identity and access management design area to understand how to apply the proper level of permissions in your application's landing zone.

Assign permissions at the management group level for the segment instead of individual subscriptions. Assigning permissions drives consistency and ensures application to future subscriptions. In general, avoid granular and custom permissions.

Consider the built-in roles in Azure before creating custom roles to grant the appropriate permissions to VMs and other objects.

Security managers group membership might be appropriate for smaller teams or organizations where security teams have extensive operational responsibilities.

When assigning permissions for a segment, consider consistency while allowing flexibility to accommodate several organizational models. These models can range from a single centralized IT group to mostly independent IT and DevOps teams.

Reference model example

This section uses a reference model to demonstrate the considerations for assigning permissions for different segments. If your workload architecture requires segmentation and shared services spanning multiple segments for the same workload, Microsoft recommends starting from these models and adapting to your organization.

Shared services are seldom deployed or managed as part of a single workload or by the workload team. When centralized teams provide shared service, the best practice is to begin with Azure landing zones in the Cloud Adoption Framework. Azure Landing Zones provide a conceptual architecture, reference implementations, and proven design processes to customize and implement the platform (or shared) services needed to support multiple applications. Those best practices aid in making platform wide decisions regarding network topology and connectivity , segmentation and governance , which should be used when these decisions impact more than one workload.

Core services reference permissions

This segment hosts shared services utilized across the organization. These shared services typically include Active Directory Domain Services, DNS/DHCP, System Management Tools hosted on Azure Infrastructure as a Service (IaaS) virtual machines.

Conceptual art showing reference permissions

Security visibility across all resources: For security teams, grant read-only access to security attributes for all technical environments. This access level is needed to assess risk factors, identify potential mitigations, and advise organizational stakeholders who accept the risk. For more information, see Security team visibility .

Policy management across some or all resources: To monitor and enforce compliance with external (or internal) regulations, standards, and security policy, assign appropriate permission to those roles. The roles and permissions you choose depend on the organizational culture and expectations of the policy program. See Microsoft Cloud Adoption Framework for Azure .

Before defining the policies, consider:

How is the organization's security audited and reported? Is there mandatory reporting?
Are the existing security practices working?
Are there any requirements specific to industry, government, or regulatory requirements?

Designate group(s) (or individual roles) for central functions that affect shared services and applications.

After the policies are set, continuously improve those standards incrementally. Make sure that the security posture doesn't degrade over time by having auditing and monitoring compliance. For information about managing security standards of an organization, see governance, risk, and compliance (GRC) .

Central IT operations across all resources: Grant permissions to the central IT department (often the infrastructure team) to create, modify, and delete resources like virtual machines and storage. Contributor or owner roles are appropriate for this function.

Central networking group across network resources: To ensure consistency and avoid technical conflicts, assign network resource responsibilities to a single central networking organization. These resources should include virtual networks, subnets, Network Security Groups (NSG), and the virtual machines hosting virtual network appliances. Assign network resource responsibilities to a single central networking organization. The network contributor role is appropriate for this group. For more information, see Centralize network management and security .

Resource role permissions: For most core services, administrative privileges required to manage them are granted through the application (Active Directory, DNS/DHCP, System Management Tools), so no other Azure resource permissions are required. If your organizational model requires these teams to manage their own VMs, storage, or other Azure resources, you can assign these permissions to those roles.

Workload segments with autonomous DevOps teams manage the resources associated with each application. The actual roles and permissions depend on the application size and complexity, the application team's size and complexity, and the organization and application team's culture.

Service admin (break glass account): Use the service administrator role only for emergencies and initial setup. Don't use this role for daily tasks. For more information, see Emergency access ('break glass' accounts) .

Segment reference permissions

This segment permission design provides consistency while allowing enough flexibility to accommodate the range of organizational models. The organizational models span from a single centralized IT group to mostly independent IT and DevOps teams.

Policy management across some or all resources: To monitor and enforce compliance with external (or internal) regulations, standards, and security policy assign appropriate permission to those roles. The roles and permissions you choose depend on the organizational culture and expectations of the policy program. See Security Baseline discipline overview .

IT Operations across all resources: Grant permission to create, modify, and delete resources. The purpose of the segment (and resulting permissions) depends on your organization structure.

Segments with resources managed by a centralized IT organization can grant the central IT department (often the infrastructure team) permission to modify these resources.

Segments managed by independent business units or functions (such as a Human Resources IT Team) can grant those teams permission to all resources in the segment.

Segments with autonomous DevOps teams don't need to grant permissions across all resources because the resource role grants permissions to application teams. For emergencies, use the service admin account (break-glass account).

Resource role permissions: Segments with autonomous DevOps teams manage the resources associated with each application. The actual roles and permissions depend on the application size and complexity, the application team's size and complexity, and the organization and application team's culture.

Service admin (break glass account): Use the service admin role only for emergencies (and initial setup if necessary). Don't use this role for daily tasks. For more information, see Emergency access or 'Break Glass' accounts) .

Security team visibility

An application team needs to be aware of security initiatives to align their security improvement plans with the outcome of those activities. Provide security teams read-only access to the security aspects of all technical resources in their purview.

Security organizations need visibility into the technical environment to perform their duties of assessing and reporting on organizational risk. Without this visibility, security has to rely on information provided from groups operating in the environment, which have potential conflict of interest (and other priorities).

Security teams might separately be granted other privileges if they have operational responsibilities or a requirement to enforce compliance on Azure resources.

For example in Azure, assign security teams to the security readers permission that provides access to measure security risk (without providing access to the data itself).

For enterprise security groups with broad responsibility for security of Azure, you can assign this permission using:

Root management group – for teams responsible for assessing and reporting risk on all resources

Segment management group(s) – for teams with limited scope of responsibility (typically required because of organizational boundaries or regulatory requirements)

Because security will have broad access to the environment (and visibility into potentially exploitable vulnerabilities), treat security teams as critical impact accounts and apply the same protections as administrators. The Administrative account security section details these controls for Azure.

Suggested actions

Define a process for aligning communication, investigation, and hunting activities with the application team.
Following the principle of least privilege, establish access control to all cloud environment resources for security teams with sufficient access. Security teams gain the required visibility into the technical environment and to perform their duties of assessing, and reporting on organizational risk.

Engage your organization's security team

Manage connected tenants

Does your security team have visibility into all existing subscriptions and cloud environments? How do they discover new ones?

Ensure your security organization is aware of all enrollments and associated subscriptions connected to your existing environment (via ExpressRoute or a site-to-site VPN) and monitoring as part of the overall enterprise.

These Azure resources are part of your enterprise environment and security organizations require visibility into them. Security organizations need this access to assess risk and to identify whether organizational policies and applicable regulatory requirements are being followed.

The organizations' cloud infrastructure should be well documented, with security team access to all resources required for monitoring and insight. Frequent scans of the cloud-connected assets should be performed to ensure no other subscriptions or tenants have been added outside of organizational controls. Regularly review Microsoft guidance to ensure security team access best practices are consulted and followed.

Ensure all Azure environments that connect to your production environment and network apply your organization's policy, and IT governance controls for security.

You can discover existing connected tenants using a tool provided by Microsoft for guidance on permissions.

Restrict access to Azure resources based on a need-to-know basis starting with the principle of least privilege security and add more based on your operational needs.

Azure control plane security

Additional resources

Duties Assigned Sample Clauses

Related clauses.

Duties as Sub-Adviser
Position, Duties and Responsibilities
Duties and Obligations of Employee
Position; Duties
Duties and Obligations
Certain Duties and Responsibilities
Position Duties Responsibilities
Duties and Title
Duties and Responsibilities of the Escrow Agent

Related to Duties Assigned

Duties as Sub-Adviser (a) Subject to the supervision and direction of the Trust's Board of Trustees (the "Board") and review by UBS Global Americas, and any written guidelines adopted by the Board or UBS Global Americas, the Sub-Adviser will provide a continuous investment program for the Portfolio or Segment, including investment research and discretionary management with respect to all securities and investments and cash equivalents in the Portfolio or Segment. The Sub-Adviser will determine from time to time what investments will be purchased, retained or sold by the Portfolio or Segment. The Sub-Adviser will be responsible for placing purchase and sell orders for investments and for other related transactions for the Portfolio or Segment. The Sub-Adviser understands that the Portfolio's assets need to be managed so as to permit the Portfolio to qualify or to continue to qualify as a regulated investment company under Subchapter M of the Internal Revenue Code, as amended ("Code"). The Sub-Adviser will provide services under this Agreement in accordance with the Portfolio's investment objective, policies and restrictions as stated in the Trust's currently effective registration statement under the 1940 Act, and any amendments or supplements thereto ("Registration Statement").

Position, Duties and Responsibilities As of the Effective Date, the Executive shall be employed as the Senior Vice President, Product Management of the Company or in such other reasonably comparable position as the Chief Executive Officer of the Company (the “Chief Executive Officer”) may determine from time to time. In this capacity, the Executive shall be assigned such duties and responsibilities inherent in such position and such other duties and responsibilities as the Chief Executive Officer shall from time to time reasonably assign to him. The Executive shall serve the Company faithfully, conscientiously, and to the best of the Executive’s ability and shall promote the interests and reputation of the Company. The Executive shall devote all of the Executive’s time, attention, knowledge, energy and skills during normal working hours, and at such other times as the Executive’s duties may reasonably require, to the duties of the Executive’s employment; provided, however, that the Executive may (a) serve on civic or charitable boards or committees; or (b) with the approval of the Chief Executive Officer or the Board, serve on corporate boards or committees. The Executive shall report to the Chief Executive Officer in carrying out his duties and responsibilities under this Agreement. The Executive agrees to abide by the rules, regulations, instructions, personnel practices and policies of the Company and any changes therein that may be adopted from time to time.

Duties and Obligations of Employee Employee shall serve as Executive ------------------------------------- Vice President. Employee shall report to CEO or other individual designated by the Board of Directors of the Company. Employee shall faithfully and diligently perform all professional duties and acts as may be requested and required of Employee by Company or its Directors. Employee shall devote such time and attention to the business of Company as shall be required to perform the required services and duties. Employee at all times during the employment term shall strictly adhere to and obey all policies, rules and regulations established from time to time governing the conduct of employees of Company

Position; Duties (a) During the Employment Term (as defined in Section 2 below), the Executive shall serve as a Chief Executive Officer of the Company. In this capacity the Executive shall have such duties, authorities and responsibilities commensurate with the duties, authorities and responsibilities of persons in similar capacities in similarly sized companies and such other reasonable duties and responsibilities as the Board of Directors of the Company (the "Board") shall designate. The Executive shall report directly to the Chief Executive Officer. The Executive shall obey the lawful directions of the Board, the Company's Chief Executive Officer and any other senior executive of the Company to whom the Executive reports and shall use his diligent efforts to promote the interests of the Company and to maintain and promote the reputation thereof.

Duties and Obligations The Administrative Agent shall not have any duties or obligations except those expressly set forth in the Loan Documents. Without limiting the generality of the foregoing, (a) the Administrative Agent shall not be subject to any fiduciary or other implied duties, regardless of whether a Default has occurred and is continuing, (b) the Administrative Agent shall not have any duty to take any discretionary action or exercise any discretionary powers, except discretionary rights and powers expressly contemplated by the Loan Documents that the Administrative Agent is required to exercise as directed in writing by the Required Lenders (or such other number or percentage of the Lenders as shall be necessary under the circumstances as provided in Section 9.02), and, (c) except as expressly set forth in the Loan Documents, the Administrative Agent shall not have any duty to disclose, and shall not be liable for the failure to disclose, any information relating to any Loan Party or any Subsidiary that is communicated to or obtained by the bank serving as Administrative Agent or any of its Affiliates in any capacity. The Administrative Agent shall not be liable for any action taken or not taken by it with the consent or at the request of the Required Lenders (or such other number or percentage of the Lenders as shall be necessary under the circumstances as provided in Section 9.02) or in the absence of its own gross negligence or willful misconduct as determined by a final nonappealable judgment of a court of competent jurisdiction. The Administrative Agent shall be deemed not to have knowledge of any Default unless and until written notice thereof is given to the Administrative Agent by the Borrower or a Lender, and the Administrative Agent shall not be responsible for or have any duty to ascertain or inquire into (i) any statement, warranty or representation made in or in connection with any Loan Document, (ii) the contents of any certificate, report or other document delivered hereunder or in connection with any Loan Document, (iii) the performance or observance of any of the covenants, agreements or other terms or conditions set forth in any Loan Document, (iv) the validity, enforceability, effectiveness or genuineness of any Loan Document or any other agreement, instrument or document, (v) the creation, perfection or priority of Liens on the Collateral or the existence of the Collateral, or (vi) the satisfaction of any condition set forth in Article IV or elsewhere in any Loan Document, other than to confirm receipt of items expressly required to be delivered to the Administrative Agent.

Certain Duties and Responsibilities (a) Except during the continuance of an Event of Default,

Position Duties Responsibilities 3.1 It is intended that at all times during the Term of employment hereunder, the Employee shall serve as the Chief Executive Officer of the Company. The Employee agrees to perform such senior executive officer and managerial services customary to such position as are necessary to the operations of the Company and as may be assigned to him from time to time by the Company's Board of Directors (the "Board of Directors").

Duties and Title Employee’s title shall be that of President and Chief Executive Officer. Employee shall have such powers and perform such duties as are customarily performed by a Chief Executive Officer, including management responsibility for all of the day to day operations of Employer. Employee shall report to the Board of Directors of the Company. Employee shall perform his duties to the best of his abilities and shall devote substantially all of his working time to such duties.

Duties and Responsibilities of the Escrow Agent The Escrow Agent's duties and responsibilities shall be subject to the following terms and conditions:

Job Duties Company employs, engages and hires Executive as its Chief Information Officer, and Executive accepts and agrees to such employment, engagement and hiring. Executive’s duties and authority during the Employment Period shall be such executive and managerial duties as the Chief Executive Officer of Company, or the Chief Executive Officer’s designee, shall reasonably determine. Executive will devote full time on behalf of Company, or such lesser amount of time as the Chief Executive Officer, or the Chief Executive Officer’s designee, may determine, reasonable absences because of illness, personal and family exigencies excepted.

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IMAGES

Assigned Duties ~ James Breakwell's Unbelievably Bad Webcomic
OTHER DUTIES AS ASSIGNED: TIPS, 9781416608868
Other Duties as Assigned by Mark P. Curchack · OverDrive: eBooks, audiobooks and videos for
Other Duties as Assigned
What Is an Assignment of Contract?
Other Duties Assigned

VIDEO

Countervailing Duties In International Business
നിർവ്വഹിക്കപ്പെടേണ്ട നിയുക്ത നി്യോഗങ്ങൾ
Other Duties As Assigned
What are the Types Administrative Action?
U.S. Air Force Pararescueman's Creed
What are Duties? What are the kinds of Duties? |English Jurisprudence|

COMMENTS

Assignment Definition & Meaning
assignment noun as· sign· ment 1 : the act of assigning 2 a : a position, post, or office to which one is assigned b : a task assigned 3 : a present transfer of property or rights — absolute assignment : an assignment in which the transfer is complete and leaves the assignor with no interest in the property or right transferred
Assign Definition & Meaning
: to appoint to a post or duty assigned them to light duty assigned me two clerks b : to appoint as a duty or task assigns 20 pages for homework 3 : to fix or specify in correspondence or relationship : select, designate assign counsel to the defendant assign a value to the variable
Assign Definition & Meaning
to give out or announce as a task: to assign homework. to appoint, as to a post or duty: to assign one to guard duty. to designate; name; specify: to assign a day for a meeting. verb (used without object) Law. to transfer property, especially in trust or for the benefit of creditors. noun Usually assigns.
Assign Definition & Meaning
Britannica Dictionary definition of ASSIGN. [+ object] 1. : to give someone a particular job or duty : to require someone to do a particular task. They assigned me the job of cleaning the equipment. = They assigned the job of cleaning the equipment to me. = They assigned me to clean the equipment. The teacher assigned us 50 math problems for ...
Assigned
1. To select for a duty or office; appoint: firefighters assigned to the city's industrial park. See Synonyms at appoint. 2. To set apart for a particular purpose or place in a particular category; designate: assigned the new species to an existing genus. See Synonyms at allocate. 3. To give out as a task; allot: assigned homework to the class. 4.
Assigned duties Definition
Assigned duties means those specific tasks or jobs designated by the employer for a particular position within a job classification. The term does not include the duties of a member 's rank or grade that the member is not actually required to regularly perform in the position which the member occupies. Sample 1 Sample 2 Sample 3
Need to Know: Other duties as assigned
• Employees must be technically qualified to perform the duties • In rare or emergency situations, duties which might not reasonably be related to an employee's position might have to be...
Other Duties as Assigned Sample Clauses
The term "other duties as assigned" as part of the position description is defined to mean, reasonably related duties to the job /position, and should be of the same level and classification that the individual is currently graded. This does not preclude the Employer from assigning additional duties.
Assignee Definition
Assignee: A person, company or entity who receives the transfer of property, title or rights from a contract. The assignee receives the transfer from the assignor. For example, an assignee may ...
511-1: Position Classification
Generally, major duties are those that occupy a significant portion of the employee's time and they should be only those duties currently assigned, observable, identified with the position's purpose and mission of the organization, and expected to continue on a regular and recurring basis.] Performs other duties as assigned.
Frequently Asked Questions
A PD should identify the regular and recurring major duties and responsibilities assigned to a position. A PD does not describe in detail every possible activity performed by the employee in the position. DOI policy defines a PD as accurate if it represents at least 80% of the work of the position. ↑ Back to top 6.
Duty assignment
duty assignment: 1 n a duty that you are assigned to perform (especially in the armed forces) Synonyms: assignment Types: show 10 types... hide 10 types... guard , guard duty , sentry duty , sentry go the duty of serving as a sentry fatigue , fatigue duty labor of a nonmilitary kind done by soldiers (cleaning or digging or draining or so on) ...
assign
Assign is the act of transferring rights, property, or other benefits to another party (the assignee) from the party who holds such benefits under contract (the assignor). This concept is used in both contract and property law. Contract Law Under contract law, when one party assigns a contract, the assignment represents both: (1) an assignment of rights; and (2) a delegation of duties.
Assigned duties Crossword Clue
Assigned duties Crossword Clue. The Crossword Solver found 30 answers to "Assigned duties", 5 letters crossword clue. The Crossword Solver finds answers to classic crosswords and cryptic crossword puzzles. Enter the length or pattern for better results. Click the answer to find similar crossword clues . Enter a Crossword Clue. Sort by Length.
Avoiding headaches with the 'other duties as assigned' provision
When it comes to creating job descriptions, adding "other duties as assigned" has become practically a no-brainer for many employers. After all, addressing every possible task that might arise...
Duty assignment
Noun 1. duty assignment - a duty that you are assigned to perform (especially in the armed forces); "hazardous duty" assignment duty - work that you are obliged to perform for moral or legal reasons; "the duties of the job" guard duty, sentry duty, sentry go, guard - the duty of serving as a sentry; "he was on guard that night"
Official Duties
Definition: Official Duty Activities are those activities performed by an employee as part of, or an extension of, regular official responsibilities. This discussion refers to official duty activities with an outside organization.
Roles, responsibilities, and permissions
Warning. Shared services are seldom deployed or managed as part of a single workload or by the workload team. When centralized teams provide shared service, the best practice is to begin with Azure landing zones in the Cloud Adoption Framework. Azure Landing Zones provide a conceptual architecture, reference implementations, and proven design processes to customize and implement the platform ...
Duties Assigned Sample Clauses
Related to Duties Assigned. Duties as Sub-Adviser (a) Subject to the supervision and direction of the Trust's Board of Trustees (the "Board") and review by UBS Global Americas, and any written guidelines adopted by the Board or UBS Global Americas, the Sub-Adviser will provide a continuous investment program for the Portfolio or Segment, including investment research and discretionary ...
Assigned duties definition and meaning
Assigned duties definition based on common meanings and most popular ways to define words related to assigned duties.
Enterprise Duty To Serve Underserved Markets-Colonia Census Tract
The Federal Housing Finance Agency (FHFA) is adopting as final, without change, a proposed rule that amends its Enterprise Duty to Serve Underserved Markets regulation to add a definition of "colonia census tract," to serve as a census tract-based proxy for a "colonia.". The final rule also amends the definition of "high-needs rural ...

511-1-120 Fair Labor Standards Act Determinations