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Show QUALITY. Oct. 25, 1991 At present, supervisors have their work cut out for them when trying to establish and fill a position. Among the tasks involved in the process are: El A position description must be written that accurately describes the duties to be performed. B The position must be coordinated with classification personnel. A determination of the physical requirements of the position must be made by working with affirmative employment and classification personnel and coordinating the results with the civilian dispensary, safety, bioenviron-menta- l and personnel offices. II To fill the position, the supervisor must work with affirmative employment personnel to develop promotion evaluation patterns and identify the skills and required knowledge, abilities. El A work plan must be developed that establishes the valid performance elements and standards by which an employee's performance can be measured. A T Mi document is available for use. The core document concept and automated system have been approved and adopted for Air Force-wid- e use. in is now process, Implementation beginning with union negotiations and It's been said many times, "There's Human Resources Directorate got to be a better way." The Air Force has found one, say officials in the Human Resources Directorate. For the past several years, Hill AFB has been the Air Force Logistics Command test base for the Air Force project Palace Automate, which is an automated system that will produce a core document that combines the current position description, work plan, recruitment criteria and physical requirements into one document. It also provides a tentative classification (title, series, grade) of the position. Human Resources workers have been coordinating with managers and employees in various base organizations to develop and validate the system so that it meets the needs of user training. Software for a 14 occupational series will be released on a staggered basis from now through February 1992. involved to convert and implement core documents for all covered positions. The supervisor, working with the classification specialist, can now build a core document in less than an hour by simply answering yes or no to a series of questions concerning the duties being performed by or assigned to the position. The system will produce the core document with related performance AFLC and all Air Force users. The new system will change and improve the process in a number of ways, officials said. Most importantly, the customer will be better served. Additional benefits include time savings, reduced paperwork, labor savings, increased accuracy, consistency and overall quality of documents. Initially, there will be a lot of work standards, recruitment criteria and physical requirements. Then, the document is reviewed for accuracy and in Upon receipt of the software for each series, classifiers will be conducting briefings for supervisors and employees in the specific series. At the same time, classifiers will work with supervisors to build and implement core documents for all affected positions. Software is being developed for additional occupational series for approximately 36 occupational groups that are the most populated positions in the Air Force. Future enhancements in the planning and development stage include: Automated training plans. Promotion evaluation patterns. Q Vacancy announcements. Additional staffing criteria. with the automated civilian personnel data system. In the future, this system, together with other systems being developed, will automate and improve a number of personnel Tie-i- n not-too-dista- nt processes. ft r M m m m ffllWM i. 11 put by the employee. After making any required changes, additions or deletions, w hich is now a simple, automated process, the final Computers simplify personnel processes by Yvonne Goodwin Hilltop Times - .van,- .7, mm tv- - .j, ftQ.xVi'.v imfrfx xmim iTmft?$. Has HEATING BILLS TOO HIGH? jaaumte Ynimm t m And... TTi a 520 S. State, Clearfield 773-4836292-16- ' 36 ' W k. id fi nar 1 |