Is Position Classification More Accurate? ✓ Solved

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Why is position classification more "art" than "science?" What is the Classification Act of 1923? 1949? What is the distinction between job descriptions and position descriptions? Using the guidelines starting on page 189, write an abbreviated (no more than one paragraph per section) job description for a management level grant writer of a non-profit organization. This position will oversee 3 other grant writers and is expected to secure several millions of dollars in grant funding a year. You can be creative here just as long as you cover the four areas of a job description. Once your job description is written, identify what you would consider the key factors associated with this job. What would be the point range you would give these factors and how would this position score?

Sample Paper For Above instruction

Introduction

Position classification is often regarded as more of an art than a precise science due to its reliance on subjective judgment, experience, and understanding of organizational nuances. Unlike pure sciences that depend heavily on data and quantifiable metrics, classification involves interpreting various job elements, organizational context, and market conditions to determine appropriate classifications for different roles. The Classification Act of 1923 and its amended version in 1949 laid foundational legal frameworks for federal civil service classification, establishing standards and procedures for organizing government jobs systematically (U.S. Civil Service Commission, 1949). The distinction between job descriptions and position descriptions centers on scope: job descriptions outline the general duties, responsibilities, and required qualifications for a broad role within an organization, while position descriptions are specific to a particular vacancy or role within a department, detailing the exact responsibilities, reporting relationships, and employment conditions (Gomez-Mejia et al., 2018).

Job Description for a Management-Level Grant Writer

The management-level grant writer for a non-profit organization is responsible for developing and executing grant proposals to secure multi-million dollar funding sources annually, overseeing a team of three subordinate grant writers. This role involves researching potential funding sources aligned with organizational goals, preparing compelling proposals, and managing relationships with funders. The position requires strategic planning to identify opportunities, coordination with program staff to ensure alignment with organizational priorities, and adherence to grant compliance standards. The incumbent also monitors and reports on grant progress, ensuring timely submission and adherence to funder requirements, while providing leadership and mentorship to the grant writing team to maximize productivity and success rates.

Key Factors for the Job and Scoring

The key factors for this grant writer position include technical expertise in grant writing, leadership ability, strategic planning, and organizational impact. Assigning point ranges, I would allocate 30 points for technical expertise, considering a high level of proficiency in writing and proposal development; 25 points for leadership and team management skills; 20 points for strategic planning and organizational impact; and 15 points for compliance and reporting capabilities. The total point score for this role would be 100, with the position scoring highly on technical expertise and leadership due to the senior level responsibilities and expected successful funding outcomes.

Conclusion

Position classification involves subjective judgment grounded in organizational context, emphasizing the art of balancing numerous qualitative factors. The legal frameworks of the Classification Acts guide the systematic organization of jobs within federal systems, yet the specific classification of roles—particularly at management levels—relies heavily on interpretive assessments rather than solely objective data. Effective job and position descriptions serve as critical tools for clear communication of role expectations, facilitating appropriate classification, compensation, and organizational alignment. In the case of a senior grant writer, understanding these nuances ensures the role is accurately defined and successfully integrated into the organization's strategic framework.

References

• Gomez-Mejia, L., Balkin, D., & Cardy, R. (2018). Managing Human Resources. Pearson Education.
• U.S. Civil Service Commission. (1949). Classification Act of 1949. Government Printing Office.
• Davis, R. (2010). Job Analysis and Description. Human Resource Management Journal, 45(3), 32-45.
• Brewster, C., Chung, C., & Sparrow, P. (2016). Strategic Human Resource Management. Routledge.
• Society for Human Resource Management. (2020). Position Classification and Pay Structures. SHRM.
• Brannick, M., Levine, E., & Morgeson, F. (2017). Job and Work Analysis. SAGE Publications.
• Kent, M. (2019). Effective Grant Writing Strategies. Nonprofit Quarterly.
• Robinson, S., & Judge, T. (2019). Organizational Behavior. Pearson.
• Schein, E. (2010). Organizational Culture and Leadership. Jossey-Bass.
• Harrison, J. (2011). Job Description and Performance Management. Journal of Organizational Psychology.