During a non-supervisory training on "other duties as assigned" in the Garrison Command Conference Room on June 18, local Civilian Personnel Advisory Center Classifier Charles Gensterblum explained that the phrase is required for all Army position descriptions. Specifically, it allows supervisors flexibility in assignment of duties and covers unexpected tasks or situations which arise periodically in any organization.

However, the ambiguity of "other duties as assigned" may lead to confusion on behalf of supervisors and employees alike. As a result, the phrase is sometimes use inappropriately. According to Gensterblum, there are left and right limits.

Approved uses:

• Insignificant and non-recurring duties that change frequently and don't consume more than 10% or about four hours during a regular 40-hour work week (or equivalent)
• Duties should be reasonably related to the general framework of the employee's duties, as identified in the position description
• Employees must be technically qualified to perform the duties
• In rare or emergency situations, duties which might not reasonably be related to an employee's position might have to be assigned

Inappropriate uses:

• Duties performed on a regular and recurring basis, that exceed 10% or 4 hours during a regular 40 hour work week (or equivalent)
• Mission essential and/or critical duties
• Duties not related to the general framework of the position description
• Employee is not technically qualified to perform the duties
• Consistently performing unrelated duties that belong to another position
• Collateral duty appointments

In instances where a position becomes vacant in an office and the duties must still be carried out, supervisors are responsible for ensuring the duties continue to be performed.

According to Gensterblum, if it's a higher graded position and the supervisor has eligible people who could perform the duties, they could consider temporarily promoting someone into the position. The employee is guaranteed to go back into their permanent position upon completion of the temporary promotion, they get some extra money and it allows them to gain additional experience.

Gensterblum said conducting a position review is also an option for employees, but there is a formal process that must be followed.

"An employee can always request that management review their PD, but it won't get to CPAC until management determines updates are needed; the request to review a position must first come through management," he said. "Supervisors are responsible for ensuring all employee PDs accurately reflect the duties of the position."

Gensterblum explained that position reviews result in a grade increase far fewer times than most think as there is a point range for each position set by the Office of Personnel Management that is based on the duties of the position. Accretion may increase the points in the current range, but it may not add up to enough to qualify for a grade increase.