Master Record Number: FS3621

Title/Pay Plan/Series/Grade: Program Specialist, GS-301-09

Working Title: Recreation Fee Program Specialist

FLSA code: Exempt

INTRODUCTION

This position is located at a Forest Service Regional Office and established to provide financial
management support for the regional recreation fee program; and provide guidance and
direction to Regional and Forest staffs involved with the program.

MAJOR DUTIES

Assists in the development, preparation and execution of the Regional Office recreation fee
program budget, including analysis of unit needs and recommendations for modifications.
Identifies problems and proposes methods to improve customer service and decrease costs
while improving current recordkeeping and recreation fee processes.

Monitors Regional Office and Forest recreation fee cash balances and expenditures to ensure
use of funds are in accordance with allocations, policies, and laws; and makes adjustments as
required.

Analyzes financial information on cash balances and fee collections and prepares regional
recreation fee reports for managers. Provides assistance and disseminates guidelines to
recreation fee managers concerning related budget and financial management issues.

Coordinates with the Albuquerque Service Center and the Regional Budget and Finance Group
for recreation fee financial issues. Coordinates financial components of regional recreation fee
program review; documents findings; and prepares reports and briefing documents for Director
and Regional Forester level.

Provides guidance to external customers, Forest Service employees, supervisors and managers
on established fee regulations, organizational policies and administrative practices. Serves as
Point-of-Contact (POC) for the Region on questions from Forest and District personnel related
to recreation fee technical practices and procedures. Provides advice and guidance for web
based program information; communications; and publications management and
correspondence preparation and handling procedures.

Supervisory Responsibilities - 20% or less. The position plans the work to be accomplished by
the unit, assigns work to employees, and establishes production or quality standards for the
unit’s work.  Responsibility includes establishing and communicating guidelines and
performance requirements to employees; conducting formal performance reviews; and
identifying and providing for the developmental and training needs of employees.  The
incumbent hears and resolves employee complaints, effects minor disciplinary measures, and
recommends action in more serious cases.  The position performs administrative and human
resources management functions for the unit; provides advice, counsel or instruction on both
administrative and work matters; and assures full compliance with safety regulations.

The incumbent promotes equal opportunity and employs nondiscriminatory practices for merit
promotion, recruitment and hiring of applicants; encouragement, recognition and fair
treatment of all employees; and career development and full utilization of employees’ skills.  
The incumbent adheres to nondiscriminatory employment practices regarding race, color,
national origin, age, disability; and where applicable, sex, marital status, familial status, parental
status, religion, sexual orientation, genetic information, political beliefs, reprisal; or because all
or part of an individual’s income is derived from any public assistance program.

NOTES

All permanent supervisors, managers and executives are required to complete mandatory
supervisor training in accordance with Code of Federal Regulations, Part 412, and the USDA
Departmental Regulation 4040-412-002, Training and Development for Supervisors.
New supervisor training should begin within 90-days from your supervisor appointment date;
training must be well underway at nine months and nearing completion at eleven months.
Employee Relations will be notified at forty-eight weeks if the supervisor is failing to complete
the training.
New supervisor training must be completed within your first year.

Factor Statements

Factor 1. Knowledge Required by the Position Factor Level 1-6 950 points

Knowledge of laws, regulations, and policies pertaining to recreation fee authority in order to
communicate this information to field personnel, program managers and leaders.

Knowledge of and skill in applying the principles and practices of budget formulation to assist in
preparing regional recreation fee budget; and budget execution to analyze obligations and
requested allotments and ensure they are within limitations of approved budget.

Skill in applying analytical and evaluative techniques to identify and resolve recreation fee
issues or problems, and improve program delivery.
Knowledge of management principles and practices related to program and workforce
planning, supervision and training of employees to promote a well-trained and qualified staff,
and plan/integrate work schedules to meet unit needs.

Ability to establish and maintain effective relationships with team members, supervisors, and
managers to resolve program issues; and promote a team and customer-oriented work
environment in-line with management philosophies.

Written and oral communication skill to prepare and present findings and recommendations to
Director, Assistant Director, Board of Directors, regional collection officers, and forest
personnel.

Factor 2. Supervisory Controls Factor Level 2-3 275 points

The supervisor or other program specialist assigns specific projects and sets deadlines for
completing the work. Assistance is provided on controversial issues or when precedents are not
available. The employee plans, coordinates, and carries out the successive steps in fact-finding
and analysis of issues necessary to complete assigned projects. Work is reviewed for
conformance with policies, applicable precedents, laws, and regulations. Completed work
products are also reviewed for consistency of facts and figures, choice of appropriate analytical
methods, and practicality of recommendations. Findings and recommendations developed by
the employee are reviewed prior to release, publication, or discussion with management
officials.

Factor 3. Guidelines Factor Level 3-3 275 points

Procedural guidelines and general policy guidelines (FSM, Handbooks, Department Directives,
and precedents) are available. Incumbent uses judgment when interpreting guidelines and
independently determines their applicability to numerous variations of situations which are not
always specifically covered.

Factor 4. Complexity Factor Level 4-4 225 points

The work involves gathering information, identifying and analyzing issues, and developing
recommendations to resolve substantive problems and improve effectiveness and efficiency of
the recreation fee program. Measuring effectiveness and efficiency can be difficult due to
variations in the nature of administrative processes and information, and conflicting or
incomplete information. The incumbent must consider needs, interests, and level of detail
needed to satisfy a wide variety of user requirements; and ensures accuracy and relevancy of
data using qualitative and quantitative analytical methods and techniques to cross-check,
analyze and interpret data. The work requires detailed planning to correlate information, to
corroborate facts, and to coordinate with management representatives.

Factor 5. Scope and Effect Factor Level 5-3 150 points

The purpose of this work is to plan and carry out assignments to improve the efficiency and
productivity of the Recreation Fee Program. The incumbent may be assigned portions of
broader program or issues in the evaluation of program effectiveness. The work influences
decisions by higher level specialists or managers concerning administrative or program
operations.
Factor 6. Personal Contacts Factor Level 6-3

Internal contacts and interactions are throughout the Forest Service and include the
Washington Office, Albuquerque Service Center (ASC) and other regions to collaborate in the
resolution of issues related to the Recreation Fee Program. External contacts are with the
general public, recreation pass vendors, and other federal and state agencies. Contacts, at
times, may be in an unstructured setting or controversial in nature.

Factor 7. Purpose of Contacts Factor Level 7b 110 points

Contacts are to disseminate and exchange information, provide assistance, answer questions,
research discrepancies, and resolve problems related to organization or program related issues
and concerns. The work includes active participation in conferences, meetings, and
presentations involving problems, issues and opportunities of importance to a variety of
individuals and groups.

Factor 8. Physical Demands Factor Level 8-1 5 points

The work is primarily sedentary at an office desk. However, walking, standing, bending and
carrying light items like file folders, reports, papers and books may be required.

Factor 9. Work Environment Factor Level 9-1 5 points

The work is usually performed in an adequately lighted and climate controlled office.
Occasional travel may be required.

Total Points: 1995

Point Range: 1855-2100 = GS-09

Reference Used: Administrative Analysis Grade Evaluation Guide TS-98 August 1990
Source documents: Financial Management Specialist, GS-501-11, FS2906, classified
02/05/2013; Financial Management Specialist, GS-501-11, Army PD #D5295856, classified
10/08/2008; Program Specialist, GS-301-09, FS3486, classified 08/09/2013

Name of Classification Delegate: Anita C. Valdez

Date Classified: 09/19/2013

Position Designation Record

Agency FS

Position Title Program Specialist

Series and Grade/Pay Band GS-301-09

Position Description Number FS3621

Designator's Name & Title Vickie Huelster, HR Specialist

National Duties Degree of Potential for Compromise

or Damage
Potential for Compromise or Damage
Duties Degree of Potential for Compromise
or Damage
Protection of One or more of the following:
government
funds for non-  Obligates, expends, collects or
national security controls funds or items with
operations monetary value of less than $2
million, but only when
meaningful controls are in place
to monitor the process and
detect abuse; Otherwise, value
may not exceed $1 million
 Audits or analyzes budgets or
other financial records, with
potential for limited impact on
government programs or
operations
 Procures (or secures funding
for) goods and/or services with
monetary value less than $2
million annually the
compromise of which could
National Duties Degree of Potential for Compromise
or Damage
Potential for Compromise or Damage
Duties Degree of Potential for Compromise
or Damage
cause limited impact on
government programs or
operations

Adjustment for Program Designation and Level of

Supervision
Adjustments Label

Adjustment for
Scope of
Program and
Agency impact
Correlation to
Extent of Impact
(see definitions)
Adjustment for
level of Periodic, ongoing review - ability to
supervision or act independently a lot of the time
other controls
Total For
Points Inves m
Designatio tigati Re
n on qui
Label Poi red
nts SF
T1
Total 85
Initial
Positi
on
Desig 1
nation
Points
from
Step 2
Adjus 1
ted
Positi
on
Desig
nation
Points
 Adjustment for Program Designation and Level of
Supervision
Adjustments Label

from
Step 3
Sensitivity Risk Level
Non-Sensitive Low Risk
Signature: /s/ Vickie L. Huelster
Date: 12/27/16
Name: Vickie Huelster