SF3 Frequently Asked Questions

WRITING SF-3'S

Q How detailed should an SF-3 be?

A SF-3's should be from one to five pages depending on the subject matter. Positions within a specialty series can be shorter.

Q Does it matter in what order duties are reported?

A We prefer that duties be grouped into sub-headings of related duties with the most important or highest volume (if of equal importance) duties first.

Q Should the employee write their SF-3?

A Employees should read and sign their SF-3. Duties are assigned by management. However, employees may be asked to report duties being performed for management review.
 

REALLOCATIONS VERSUS NEW POSITIONS

Q How does CS decide when a reallocation will be declared a new position?

A New positions are declared to encourage competition for a promotion. Adding duties to an existing position which results in CS agreeing to change the job title will usually be declared a new position in the following cases: movement from sub-professional to professional; non-supervisory to supervisory; non-law enforcement to law enforcement, and movements three (3) Grade Scale levels or more.

Q What happens when an agency removes duties from a position which results in allocation to a lower Grade Scale level?

A CS may declare a new position to be filled by a "bumping layoff". If no lateral bump is available, or the employee lacks seniority, the agency may request a downward reallocation in order to protect the employee's current rate of pay.
 

ACTUAL VERSUS REPORTED DUTIES

Q If CS discovers a substantial discrepancy between the duties actually being performed as opposed to those reported on the SF-3, how is this resolved?

A CS decides if the difference is enough to change the allocation and the qualifying field. If yes, an updated SF-3 is required. IN RARE CASES, AN INVESTIGATION IS INITIATED TO PURSUE "FALSIFICATION OF DUTY STATEMENTS" in accordance with General Circular 1047.

Q If an agency disputes duties the employee claims, how is it resolved?

A CS audits the employee and supervisor (and in some cases co-workers) to verify duty claims. Minor discrepancies can be resolved with an updated SF-3. If the employee assumed duties without the approval of management, allocation is based on the officially reported duties.

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Writing Position Descriptions