AOS supports all activities relevant to position management — including job classification and pay — and completely automates the processes involved in creating and identifying the work in classified positions, also providing key documentation related to the position.
AOS uses sophisticated rules engines to determine relationships between duties, job classification, compensation level, and performance standards. After the analysis is complete, AOS produces a classified Position Description (as in the screenshot above), Evaluation Statement, Performance Plan, and Interview Tips for the manager. All of the documents listed are fully integrated to the major duties and responsibilities allocated to a position.
AOS is pay system-agnostic and supports agencies with a variety of different approaches including pay banding, excepted service, market-base pay, and pay for performance systems.
On average, managers developing positions using AOS take only 10 minutes from start to finish. Avue edit capabilities allow users to edit any and all content, except for certain position grade controlling features. These features are write-protected and manager users are permitted to include or exclude them but not to edit the text itself. Should managers build positions and then exclude certain grade controlling features, the AOS module automatically recalibrates the position classification to take into account this affect. All edits are tracked, and documented in the position’s history file or status log, with notations by date, time, and user.
AOS provides a side-by-side comparison of the original system-generated text and the edited text for ease in identifying edits by other users, such as HR professionals. This text edit tracking is also used by Avue and the client organization to view the type and substance of the edits, and make decisions about whether the edits indicate a substantive change or addition should be made to the core database for all users.
Special features are provided to authorized users based on user role and agency authorized permissions. These users, generally HR professionals, may override system generated job classification information, including factor levels, grade, series, title, and/or pay plan. System generated documents note the changes, they are also noted in the position’s history or status log file, and they require the addition of remarks explaining the need for the override. Users conducting the override are noted along with the date and time of the action.
Position-related content is provided turnkey in the Avue database and made available immediately upon contract award. Any additions, customizations, or new development required for a specific organization are engineered from a wide variety of data sources. These sources include: existing position descriptions, master position records, vacancy announcements, crediting plans, individual development plans, position management policies, appropriate internal guides, and any special related policies or guidance – including governing appeal decisions, court decisions, and/or union requirements that apply to human resource issues to customize the occupational content. In addition, content development, editing, customization, or refresh efforts may include onsite desk audits, focus groups of subject-matter experts, work observation, occupational studies within the client organization, and interagency occupational studies.
- Avue’s subscription is provided on an “all-you-can-eat” basis, so additions to the database continue to be developed to ensure coverage of all occupational series and specializations within a series.
- Avue’s staff of content engineers is comprised of classification, staffing and position management experts who use a multipurpose job analysis methodology, and their extensive knowledge of particular occupational families, to customize existing content to reflect all organization-unique features of any position.
- Avue’s content database has job-specific content for 100 percent of the government-wide occupations — and the database supports an extensive variety of specialized occupations developed to meet the occupational diversity of our client agencies.
At implementation, Avue builds position descriptions to cover all the master positions of record in the organization, as defined by the organization’s payroll system, and then links positions to employees via the organizational hierarchy and payroll system interface. From this information, Avue provides a real-time, online organizational chart accessible by managers, administrative staff, and HR professionals to look up employee and position information with control over access to the type and detail viewed according each user’s role and permissions granted.
Avue provides an online method in which agency managers, HR staff, and subject matter experts can provide input on the applicability of Avue occupational content to ensure it meets all client needs. Avue consults with the organization to determine the degree of rules engine customization required to accommodate particular policy issues, and to tune the grading algorithms to comply with agency policy, prior appeal decisions, and unique pay and classification systems. Avue assists organization decision makers in understanding the near- and long-term impacts of policy changes, including the human resource program and financial impacts.
As a position management tool, the online desk audit function is used to validate the duties and responsibilities of a position from the perspective of both the employee and supervisor. The online desk audit solicits and documents information for verification of the duties and responsibilities of a position, as well as to support occupational analysis, agency classification policies, and equity in compensation.
The Avue online desk audit tool can also be utilized to conduct a position management study of occupations by assessing the duties and responsibilities of each position. Employees can also document any additional duties performed that were not included in their official position descriptions. This supports agency efforts to design career ladders, establish new promotion patterns, assess workload distribution, determine whether to consolidate or decentralize activities, verify grade accuracy, validate work assignments to strategic goals, determine optimal position ratios, and other important functions.
Avue’s system facilitates the transition to new compensation systems, such as pay banding, from existing Title 5 structures. Multiple approaches to compensation (pay banding, market-based pay, pay for performance) can be accommodated within a single Department-wide contract, with variances in rules and processes down to the location, occupation, mission, or other variable.
- Avue currently supports pay banding — a system that integrates a broadband classification system with a market-based or pay-for-performance system. Pay-banding classification systems define several job categories that group together job series describing similar work and meriting similar pay levels in the external market place. Within each job category, there are multiple career levels identified that reflect increasing degrees of responsibility and complexity.
- Avue also supports market-based compensation systems used to maintain comparability within a specific market or industry or within a specialized Federal government focus, such as financial regulatory agencies.
- AOS in conjunction with the Performance Optimization Module, or POM, supports performance-based pay systems.
Through the agency configuration process, Avue configures the business rules that generate the correct series, job category, career level and pay band for each position built.