5 U.S.C. § 5104 — Basis for grading positions

Page 507 TITLE 5—GOVERNMENT ORGANIZATION AND EMPLOYEES § 5104 (Pub. L. 89–554, Sept. 6, 1966, 80 Stat. 446; Pub. L. 95–454, title IX, § 906(a)(2), Oct. 13, 1978, 92 Stat. 1224.) HISTORICAL AND REVISION NOTES Derivation U.S. Code Revised Statutes and Statutes at Large .................. 5 U.S.C. 1083. Oct. 28, 1949, ch. 782, § 203, 63 Stat. 956. .................. 5 U.S.C. 1084(c). Oct. 28, 1949, ch. 782, § 204(c), 63 Stat. 957. Sept. 1, 1954, ch. 1208, § 105(b), 68 Stat. 1106. Former sections 1083 and 1084(c) are combined and re- stated for clarity. The words ‘‘hereinafter referred to as the Commission’’ in former section 1083 are omitted as unnecessary. The exception from ‘‘section 1082 (except paragraph (7) thereof)’’ in former section 1084(c) is car- ried into section 5102(d). Standard changes are made to conform with the defi- nitions applicable and the style of this title as outlined in the preface to the report. Editorial Notes AMENDMENTS 1978—Pub. L. 95–454 substituted ‘‘Office of Personnel Management’’ for ‘‘Civil Service Commission’’. Statutory Notes and Related Subsidiaries EFFECTIVE DATE OF 1978 AMENDMENT Amendment by Pub. L. 95–454 effective 90 days after Oct. 13, 1978, see section 907 of Pub. L. 95–454, set out as a note under section 1101 of this title. § 5104. Basis for grading positions The General Schedule, the symbol for which is ‘‘GS’’, is the basic pay schedule for positions to which this chapter applies. The General Sched- ule is divided into grades of difficulty and re- sponsibility of work, as follows: (1) Grade GS–1 includes those classes of posi- tions the duties of which are to perform, under immediate supervision, with little or no lati- tude for the exercise of independent judg- ment— (A) the simplest routine work in office, business, or fiscal operations; or (B) elementary work of a subordinate tech- nical character in a professional, scientific, or technical field. (2) Grade GS–2 includes those classes of posi- tions the duties of which are— (A) to perform, under immediate super- vision, with limited latitude for the exercise of independent judgment, routine work in of- fice, business, or fiscal operations, or com- parable subordinate technical work of lim- ited scope in a professional, scientific, or technical field, requiring some training or experience; or (B) to perform other work of equal impor- tance, difficulty, and responsibility, and re- quiring comparable qualifications. (3) Grade GS–3 includes those classes of posi- tions the duties of which are— (A) to perform, under immediate or gen- eral supervision, somewhat difficult and re- sponsible work in office, business, or fiscal operations, or comparable subordinate tech- nical work of limited scope in a professional, scientific, or technical field, requiring in ei- ther case— (i) some training or experience; (ii) working knowledge of a special sub- ject matter; or (iii) to some extent the exercise of inde- pendent judgment in accordance with well- established policies, procedures, and tech- niques; or (B) to perform other work of equal impor- tance, difficulty, and responsibility, and re- quiring comparable qualifications. (4) Grade GS–4 includes those classes of posi- tions the duties of which are— (A) to perform, under immediate or gen- eral supervision, moderately difficult and re- sponsible work in office, business, or fiscal operations, or comparable subordinate tech- nical work in a professional, scientific, or technical field, requiring in either case— (i) a moderate amount of training and minor supervisory or other experience; (ii) good working knowledge of a special subject matter or a limited field of office, laboratory, engineering, scientific, or other procedure and practice; and (iii) the exercise of independent judg- ment in accordance with well-established policies, procedures, and techniques; or (B) to perform other work of equal impor- tance, difficulty, and responsibility, and re- quiring comparable qualifications. (5) Grade GS–5 includes those classes of posi- tions the duties of which are— (A) to perform, under general supervision, difficult and responsible work in office, busi- ness, or fiscal administration, or comparable subordinate technical work in a profes- sional, scientific, or technical field, requir- ing in either case— (i) considerable training and supervisory or other experience; (ii) broad working knowledge of a special subject matter or of office, laboratory, en- gineering, scientific, or other procedure and practice; and (iii) the exercise of independent judg- ment in a limited field; (B) to perform, under immediate super- vision, and with little opportunity for the exercise of independent judgment, simple and elementary work requiring professional, scientific, or technical training; or (C) to perform other work of equal impor- tance, difficulty, and responsibility, and re- quiring comparable qualifications. (6) Grade GS–6 includes those classes of posi- tions the duties of which are— (A) to perform, under general supervision, difficult and responsible work in office, busi- ness, or fiscal administration, or comparable subordinate technical work in a profes- sional, scientific, or technical field, requir- ing in either case— (i) considerable training and supervisory or other experience; (ii) broad working knowledge of a special and complex subject matter, procedure, or Page 508 TITLE 5—GOVERNMENT ORGANIZATION AND EMPLOYEES § 5104 practice, or of the principles of the profes- sion, art, or science involved; and (iii) to a considerable extent the exercise of independent judgment; or (B) to perform other work of equal impor- tance, difficulty, and responsibility, and re- quiring comparable qualifications. (7) Grade GS–7 includes those classes of posi- tions the duties of which are— (A) to perform, under general supervision, work of considerable difficulty and responsi- bility along special technical or supervisory lines in office, business, or fiscal administra- tion, or comparable subordinate technical work in a professional, scientific, or tech- nical field, requiring in either case— (i) considerable specialized or super- visory training and experience; (ii) comprehensive working knowledge of a special and complex subject matter, pro- cedure, or practice, or of the principles of the profession, art, or science involved; and (iii) to a considerable extent the exercise of independent judgment; (B) under immediate or general super- vision, to perform somewhat difficult work requiring— (i) professional, scientific, or technical training; and (ii) to a limited extent, the exercise of independent technical judgment; or (C) to perform other work of equal impor- tance, difficulty, and responsibility, and re- quiring comparable qualifications. (8) Grade GS–8 includes those classes of posi- tions the duties of which are— (A) to perform, under general supervision, very difficult and responsible work along special technical or supervisory lines in of- fice, business, or fiscal administration, re- quiring— (i) considerable specialized or super- visory training and experience; (ii) comprehensive and thorough working knowledge of a specialized and complex subject matter, procedure, or practice, or of the principles of the profession, art, or science involved; and (iii) to a considerable extent the exercise of independent judgment; or (B) to perform other work of equal impor- tance, difficulty, and responsibility, and re- quiring comparable qualifications. (9) Grade GS–9 includes those classes of posi- tions the duties of which are— (A) to perform, under general supervision, very difficult and responsible work along special technical, supervisory, or adminis- trative lines in office, business, or fiscal ad- ministration, requiring— (i) somewhat extended specialized train- ing and considerable specialized, super- visory, or administrative experience which has demonstrated capacity for sound inde- pendent work; (ii) thorough and fundamental knowl- edge of a special and complex subject mat- ter, or of the profession, art, or science in- volved; and (iii) considerable latitude for the exer- cise of independent judgment; (B) with considerable latitude for the exer- cise of independent judgment, to perform moderately difficult and responsible work, requiring— (i) professional, scientific, or technical training equivalent to that represented by graduation from a college or university of recognized standing; and (ii) considerable additional professional, scientific, or technical training or experi- ence which has demonstrated capacity for sound independent work; or (C) to perform other work of equal impor- tance, difficulty, and responsibility, and re- quiring comparable qualifications. (10) Grade GS–10 includes those classes of po- sitions the duties of which are— (A) to perform, under general supervision, highly difficult and responsible work along special technical, supervisory, or adminis- trative lines in office, business, or fiscal ad- ministration, requiring— (i) somewhat extended specialized, super- visory, or administrative training and ex- perience which has demonstrated capacity for sound independent work; (ii) thorough and fundamental knowl- edge of a specialized and complex subject matter, or of the profession, art, or science involved; and (iii) considerable latitude for the exer- cise of independent judgment; or (B) to perform other work of equal impor- tance, difficulty, and responsibility, and re- quiring comparable qualifications. (11) Grade GS–11 includes those classes of po- sitions the duties of which are— (A) to perform, under general administra- tive supervision and with wide latitude for the exercise of independent judgment, work of marked difficulty and responsibility along special technical, supervisory, or adminis- trative lines in office, business, or fiscal ad- ministration, requiring— (i) extended specialized, supervisory, or administrative training and experience which has demonstrated important attain- ments and marked capacity for sound independent action or decision; and (ii) intimate grasp of a specialized and complex subject matter, or of the profes- sion, art, or science involved, or of admin- istrative work of marked difficulty; (B) with wide latitude for the exercise of independent judgment, to perform respon- sible work of considerable difficulty requir- ing somewhat extended professional, sci- entific, or technical training and experience which has demonstrated important attain- ments and marked capacity for independent work; or (C) to perform other work of equal impor- tance, difficulty, and responsibility, and re- quiring comparable qualifications. Page 509 TITLE 5—GOVERNMENT ORGANIZATION AND EMPLOYEES § 5104 (12) Grade GS–12 includes those classes of po- sitions the duties of which are— (A) to perform, under general administra- tive supervision, with wide latitude for the exercise of independent judgment, work of a very high order of difficulty and responsi- bility along special technical, supervisory, or administrative lines in office, business, or fiscal administration, requiring— (i) extended specialized, supervisory, or administrative training and experience which has demonstrated leadership and at- tainments of a high order in specialized or administrative work; and (ii) intimate grasp of a specialized and complex subject matter or of the profes- sion, art, or science involved; (B) under general administrative super- vision, and with wide latitude for the exer- cise of independent judgment, to perform professional, scientific, or technical work of marked difficulty and responsibility requir- ing extended professional, scientific, or tech- nical training and experience which has demonstrated leadership and attainments of a high order in professional, scientific, or technical research, practice, or administra- tion; or (C) to perform other work of equal impor- tance, difficulty, and responsibility, and re- quiring comparable qualifications. (13) Grade GS–13 includes those classes of po- sitions the duties of which are— (A) to perform, under administrative direc- tion, with wide latitude for the exercise of independent judgment, work of unusual dif- ficulty and responsibility along special tech- nical, supervisory, or administrative lines, requiring extended specialized, supervisory, or administrative training and experience which has demonstrated leadership and marked attainments; (B) to serve as assistant head of a major organization involving work of comparable level within a bureau; (C) to perform, under administrative direc- tion, with wide latitude for the exercise of independent judgment, work of unusual dif- ficulty and responsibility requiring extended professional, scientific, or technical training and experience which has demonstrated leadership and marked attainments in pro- fessional, scientific, or technical research, practice, or administration; or (D) to perform other work of equal impor- tance, difficulty, and responsibility, and re- quiring comparable qualifications. (14) Grade GS–14 includes those classes of po- sitions the duties of which are— (A) to perform, under general administra- tive direction, with wide latitude for the ex- ercise of independent judgment, work of ex- ceptional difficulty and responsibility along special technical, supervisory, or adminis- trative lines which has demonstrated leader- ship and unusual attainments; (B) to serve as head of a major organiza- tion within a bureau involving work of com- parable level; (C) to plan and direct or to plan and exe- cute major professional, scientific, tech- nical, administrative, fiscal, or other spe- cialized programs, requiring extended train- ing and experience which has demonstrated leadership and unusual attainments in pro- fessional, scientific, or technical research, practice, or administration, or in adminis- trative, fiscal, or other specialized activi- ties; or (D) to perform consulting or other profes- sional, scientific, technical, administrative, fiscal, or other specialized work of equal im- portance, difficulty, and responsibility, and requiring comparable qualifications. (15) Grade GS–15 includes those classes of po- sitions the duties of which are— (A) to perform, under general administra- tive direction, with very wide latitude for the exercise of independent judgment, work of outstanding difficulty and responsibility along special technical, supervisory, or ad- ministrative lines which has demonstrated leadership and exceptional attainments; (B) to serve as head of a major organiza- tion within a bureau involving work of com- parable level; (C) to plan and direct or to plan and exe- cute specialized programs of marked dif- ficulty, responsibility, and national signifi- cance, along professional, scientific, tech- nical, administrative, fiscal, or other lines, requiring extended training and experience which has demonstrated leadership and un- usual attainments in professional, scientific, or technical research, practice, or adminis- tration, or in administrative, fiscal, or other specialized activities; or (D) to perform consulting or other profes- sional, scientific, technical, administrative, fiscal, or other specialized work of equal im- portance, difficulty, and responsibility, and requiring comparable qualifications. (Pub. L. 89–554, Sept. 6, 1966, 80 Stat. 446; Pub. L. 101–509, title V, § 529 [title I, § 102(b)(1)], Nov. 5, 1990, 104 Stat. 1427, 1443.) HISTORICAL AND REVISION NOTES Derivation U.S. Code Revised Statutes and Statutes at Large .................. 5 U.S.C. 1111. Oct. 28, 1949, ch. 782, § 601, 63 Stat. 959. Sept. 1, 1954, ch. 1208, § 107, 68 Stat. 1108. .................. 5 U.S.C. 1112. Oct. 28, 1949, ch. 782, § 602, 63 Stat. 959. Sept. 1, 1954, ch. 1208, § 108, 68 Stat. 1108. June 20, 1958, Pub. L. 85–462, § 13(a), 72 Stat. 214. Former sections 1111 and 1112 are combined and re- stated. Standard changes are made to conform with the defi- nitions applicable and the style of this title as outlined in the preface to the report. Editorial Notes REFERENCES IN TEXT The General Schedule, referred to in text, is set out under section 5332 of this title. AMENDMENTS 1990—Pub. L. 101–509 struck out ‘‘18’’ before ‘‘grades’’ in introductory provisions and struck out pars. (16) to (18) which described grades GS–16 to GS–18. Page 510 TITLE 5—GOVERNMENT ORGANIZATION AND EMPLOYEES § 5104 Statutory Notes and Related Subsidiaries EFFECTIVE DATE OF 1990 AMENDMENT Amendment by Pub. L. 101–509 effective on such date as the President shall determine, but not earlier than 90 days, and not later than 180 days, after Nov. 5, 1990, see section 529 [title III, § 305] of Pub. L. 101–509, set out as a note under section 5301 of this title. JOB EVALUATION POLICY ACT OF 1970 Pub. L. 91–216, May 17, 1970, 84 Stat. 72, provided: ‘‘That this Act may be cited as the ‘Job Evaluation Policy Act of 1970’. ‘‘TITLE I—CONGRESSIONAL FINDINGS WITH RESPECT TO JOB EVALUATION AND RANKING IN THE EXECUTIVE BRANCH ‘‘SEC. 101. The Congress hereby finds that— ‘‘(1) the tremendous growth required in the activi- ties of the Federal Government in order to meet the country’s needs during the past several decades has led to the need for employees in an ever-increasing and changing variety of occupations and professions, many of which did not exist when the basic principles of job evaluation and ranking were established by the Classification Act of 1923 [Act Mar. 4, 1923, ch. 265, 42 Stat. 1488]. The diverse and constantly changing na- ture of these occupations and professions requires that the Federal Government reassess its approach to job evaluation and ranking better to fulfill its role as an employer and assure efficient economical adminis- tration; ‘‘(2) the large number and variety of job evaluation and ranking systems in the executive branch have re- sulted in significant inequities in selection, pro- motion, and pay of employees in comparable posi- tions among these systems; ‘‘(3) little effort has been made by Congress or the executive branch to consolidate or coordinate the various job evaluation and ranking systems, and there has been no progress toward the establishment of a coordinated system in which job evaluation and ranking, regardless of the methods used, is related to a unified set of principles providing coherence and eq- uity throughout the executive branch; ‘‘(4) within the executive branch, there has been no significant study of, or experimentation with the sev- eral recognized methods of job evaluation and rank- ing to determine which of those methods are most ap- propriate for use and application to meet the present and future needs of the Federal Government; and ‘‘(5) notwithstanding the recommendations result- ing from the various studies conducted during the last twenty years, the Federal Government has not taken the initiative to implement those rec- ommendations with respect to the job evaluation and ranking systems within the executive branch, with the result that such systems have not, in many cases, been adapted or administered to meet the rapidly changing needs of the Federal Government. ‘‘TITLE II—STATEMENT OF POLICY ‘‘SEC. 201. It is the sense of Congress that— ‘‘(1) the executive branch shall, in the interest of equity, efficiency, and good administration, operate under a coordinated job evaluation and ranking sys- tem for all civilian positions, to the greatest extent practicable; ‘‘(2) the system shall be designed so as to utilize such methods of job evaluation and ranking as are appropriate for use in the executive branch, taking into account the various occupational categories of positions therein; and ‘‘(3) the United States Civil Service Commission shall be authorized to exercise general supervision and control over such a system. ‘‘TITLE III—PREPARATION OF A JOB EVALUATION AND RANKING PLAN BY THE CIVIL SERVICE COMMISSION AND REPORTS AND RECOMMENDATIONS TO CONGRESS ‘‘SEC. 301. The Civil Service Commission, through such organizational unit which it shall establish within the Commission and which shall report directly to the Commission, shall prepare a comprehensive plan for the establishment of a coordinated system of job eval- uation and ranking for civilian positions, in the execu- tive branch. The plan shall include, among other things— ‘‘(1) provision for the establishment of a method or methods for evaluating jobs and alining them by level; ‘‘(2) a time schedule for the conversion of existing job evaluation and ranking systems into the coordi- nated system; ‘‘(3) provision that the Civil Service Commission shall have general supervision of and control over the coordinated job evaluation and ranking system, in- cluding, if the Commission deems it appropriate, the authority to approve or disapprove the adoption, use and administration in the executive branch of the method or methods established under that system; ‘‘(4) provision for the establishment of procedures for the periodic review by the Civil Service Commis- sion of the effectiveness of the method or methods adopted for use under the system; and ‘‘(5) provision for maintenance of the system to meet the changing needs of the executive branch in the future. ‘‘SEC. 302. In carrying out its functions under section 301 of this Act, the Commission shall consider all recog- nized methods of job evaluation and ranking. ‘‘SEC. 303. The Civil Service Commission is authorized to secure directly from any executive agency, as de- fined by section 105 of title 5, United States Code, or any bureau, office, or part thereof, information, sugges- tions, estimates, statistics, and technical assistance for the purposes of this Act; and each such executive agen- cy or bureau, office, or part thereof is authorized and directed to furnish such information, suggestions, esti- mates, statistics, and technical assistance directly to the Civil Service Commission upon request by the Com- mission. ‘‘SEC. 304. (a) Within one year after the date of enact- ment of this Act, the Commission shall submit to the President and the Congress an interim progress report on the current status and results of its activities under this Act, together with its current findings. ‘‘(b) Within two years after the date of enactment of this Act [Mar. 17, 1970]— ‘‘(1) the Civil Service Commission shall complete its functions under this Act and shall transmit to the President a comprehensive report of the result of its activities, together with its recommendations (in- cluding its draft of proposed legislation to carry out such recommendations), and ‘‘(2) the President shall transmit that report (in- cluding the recommendations and draft of proposed legislation of the Commission) to the Congress, to- gether with such recommendations as the President deems appropriate. ‘‘(c) The Commission shall submit to the Committees on Post Office and Civil Service of the Senate and House of Representatives once each calendar month, or at such other intervals as may be directed by those committees, or either of them, an interim progress re- port on the then current status and results of the ac- tivities of the Commission under this Act, together with the then current findings of the Commission. ‘‘(d) The Commission shall periodically consult with, and solicit the views of, appropriate employee and pro- fessional organizations. ‘‘(e) The organizational unit established under sec- tion 301 of this Act shall cease to exist upon the sub- Page 511 TITLE 5—GOVERNMENT ORGANIZATION AND EMPLOYEES § 5107 mission of the report to the Congress under subsection (b) of this section.’’ § 5105. Standards for classification of positions (a) The Office of Personnel Management, after consulting the agencies, shall prepare standards for placing positions in their proper classes and grades. The Office may make such inquiries or investigations of the duties, responsibilities, and qualification requirements of positions as it considers necessary for this purpose. The agen- cies, on request of the Office, shall furnish infor- mation for and cooperate in the preparation of the standards. In the standards, which shall be published in such form as the Office may deter- mine, the Office shall— (1) define the various classes of positions in terms of duties, responsibilities, and qualifica- tion requirements; (2) establish the official class titles; and (3) set forth the grades in which the classes have been placed by the Office. (b) The Office, after consulting the agencies to the extent considered necessary, shall revise, supplement, or abolish existing standards, or prepare new standards, so that, as nearly as may be practicable, positions existing at any given time will be covered by current published stand- ards. (c) The official class titles established under subsection (a)(2) of this section shall be used for personnel, budget, and fiscal purposes. However, this requirement does not prevent the use of or- ganizational or other titles for internal adminis- tration, public convenience, law enforcement, or similar purposes. (Pub. L. 89–554, Sept. 6, 1966, 80 Stat. 452; Pub. L. 95–454, title IX, § 906(a)(2), (3), Oct. 13, 1978, 92 Stat. 1224.) HISTORICAL AND REVISION NOTES Derivation U.S. Code Revised Statutes and Statutes at Large .................. 5 U.S.C. 1094. Oct. 28, 1949, ch. 782, § 401, 63 Stat. 957. The section is restated for clarity. In subsection (b), the requirement that the Commis- sion keep the standards up to date is omitted as in- cluded in the requirement that the Commission revise, supplement, or abolish existing standards, or prepare new standards so as to keep them current as nearly as practicable. Standard changes are made to conform with the defi- nitions applicable and the style of this title as outlined in the preface to the report. Editorial Notes AMENDMENTS 1978—Subsecs. (a), (b). Pub. L. 95–454 substituted ‘‘Of- fice of Personnel Management’’ and ‘‘Office’’ for ‘‘Civil Service Commission’’ and ‘‘Commission’’, respectively, wherever appearing. Statutory Notes and Related Subsidiaries EFFECTIVE DATE OF 1978 AMENDMENT Amendment by Pub. L. 95–454 effective 90 days after Oct. 13, 1978, see section 907 of Pub. L. 95–454, set out as a note under section 1101 of this title. PERFORMANCE MANAGEMENT SKILLS AND COMPETENCIES Pub. L. 111–352, § 12, Jan. 4, 2011, 124 Stat. 3882, pro- vided that: ‘‘(a) PERFORMANCE MANAGEMENT SKILLS AND COM- PETENCIES.—Not later than 1 year after the date of en- actment of this Act [Jan. 4, 2011], the Director of the Office of Personnel Management, in consultation with the Performance Improvement Council, shall identify the key skills and competencies needed by Federal Government personnel for developing goals, evaluating programs, and analyzing and using performance infor- mation for the purpose of improving Government effi- ciency and effectiveness. ‘‘(b) POSITION CLASSIFICATIONS.—Not later than 2 years after the date of enactment of this Act, based on the identifications under subsection (a), the Director of the Office of Personnel Management shall incorporate, as appropriate, such key skills and competencies into relevant position classifications. ‘‘(c) INCORPORATION INTO EXISTING AGENCY TRAIN- ING.—Not later than 2 years after the enactment of this Act, the Director of the Office of Personnel Manage- ment shall work with each agency, as defined under section 306(f) of title 5, United States Code, to incor- porate the key skills identified under subsection (a) into training for relevant employees at each agency.’’ § 5106. Basis for classifying positions (a) Each position shall be placed in its appro- priate class. The basis for determining the ap- propriate class is the duties and responsibilities of the position and the qualifications required by the duties and responsibilities. (b) Each class shall be placed in its appro- priate grade. The basis for determining the ap- propriate grade is the level of difficulty, respon- sibility, and qualification requirements of the work of the class. (c) Appropriated funds may not be used to pay an employee who places a supervisory position in a class and grade solely on the basis of the size of the organization unit or the number of subordinates supervised. These factors may be given effect only to the extent warranted by the work load of the organization unit and then only in combination with other factors, such as the kind, difficulty, and complexity of work super- vised, the degree and scope of responsibility del- egated to the supervisor, and the kind, degree, and character of the supervision exercised. (Pub. L. 89–554, Sept. 6, 1966, 80 Stat. 453.) HISTORICAL AND REVISION NOTES Derivation U.S. Code Revised Statutes and Statutes at Large (a), (b) ....... 5 U.S.C. 1092. Oct. 28, 1949, ch. 782, § 302, 63 Stat. 957. (c) ............. 5 U.S.C. 1093. Oct. 28, 1949, ch. 782, § 303, 63 Stat. 957. In subsection (c), the prohibition is restated in posi- tive form. The words ‘‘to pay’’ are substituted for the words ‘‘to pay the compensation of’’. The words ‘‘the group, section, bureau’’ are omitted as included in the words ‘‘the organization unit’’. The word ‘‘actually’’ in the phrase ‘‘of the supervision exercised’’ is omitted as unnecessary. Standard changes are made to conform with the defi- nitions applicable and the style of this title as outlined in the preface to the report. § 5107. Classification of positions Except as otherwise provided by this chapter, each agency shall place each position under its