MAS - Parker Tide Corp. - GS07F0601N

GENERAL SERVICES ADMINISTRATION

FEDERAL SUPPLY SERVICE

AUTHORIZED FEDERAL SUPPLY SCHEDULE PRICE LIST

HUMAN CAPITAL

TEMPORARY HELP SERVICES

PSCR699

CONTRACT NUMBER:

GS-07F-0601N

PERIOD COVERED BY CONTRACT:

June 5, 2003 through June 4, 2023

Price list current as of Modification # PS-A826 effective 11/12/2020

Parker Tide Corp

818 Connecticut Avenue, NW, Suite 325, Washington, DC 20006 Phone: (202) 833-6100 Fax: (202) 833-6105 www.ParkerTide.com Contract Administration: Anthony W. Parker

E-Mail: MAL@parkertide.com

BUSINESS SIZE: Veteran-Owned, Small Business

For more information on ordering from Federal Supply Schedule click the FSS Schedules button at fss.gsa.gov

On-line access to contract ordering information, terms and conditions, up-to-date pricing, and the option to create an electronic delivery order are available through GSA Advantage!, a menu-driven database system. The Internet address for GSA Advantage! is http://www.gsaadvantage.gov. For more information on ordering from Federal Supply Schedules click on the FAS Schedules button at http://www.gsa.gov.

TABLE OF CONTENTS

CUSTOMER INFORMATION

PARKER TIDE CORP LABOR CATEGORY RATES

PARKER TIDE CORP LABOR CATEGORY DESCRIPTIONS

Parker Tide Corp GS-07F-0601N Page 3

(202) 833-6100

CUSTOMER INFORMATION

1a. Table of awarded special item number(s) with appropriate cross-reference to item descriptions and awarded price(s): See Pricing for Services on page 5-8

Special Item No. 561320SBSA Temporary Staffing (SBSA)

1b. Identification of the lowest priced model number and lowest unit price for that model for each special item number awarded in the contract. See Pricing for Services on page 5-8.

1c. Description of all commercial job titles, experience, functional responsibility, and education for those types of employees or subcontractors who will perform services. Please see attached labor category descriptions page 9.

2. Maximum order: $250,000.00

3. Minimum order: $100

4. Geographic coverage (delivery area): FOB Destination

5. Point of production (city, county, and state or foreign country): 818 Connecticut Avenue, NW, STE 325, Washington, DC, 20006-2731

6. Discount from list prices or statement of net price: Government prices are net

7. Quantity discounts: None

8. Prompt payment terms: 0%--Net 30 days. Information for Ordering Offices: Prompt payment terms cannot be negotiated out of the contractual agreement in exchange for other concessions.

9. Foreign items (list items by country of origin). Not Applicable

10a. Time of delivery: As negotiated between Contractor and Ordering Agency

10b. Items available for expedited delivery: Contact Contractor

10c. Overnight and 2-day delivery: Contact Contractor

10d. Urgent Requirements: Contact Contractor

11. F.O.B. Point: Destination

12a. Ordering address:

Parker Tide Corp 818 Connecticut Avenue, NW Suite 325 Washington, DC 20006 Tel.: (202) 833-6100 Fax: (202) 833-6105 https://www.gsaelibrary.gsa.gov/ElibMain/sinDetails.do?scheduleNumber=MAS&specialItemNumber=561320SBSA&executeQuery=YES

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12b. Ordering Procedures: For supplies and services, the ordering procedures, and information on Blanket Purchase Agreements (BPA’s) are found in Federal Acquisition Regulation (FAR) 8.405-3.

13. Payment address:

Parker Tide Corp 818 Connecticut Avenue, NW Suite 325 Washington, DC 20006 Tel.: (202) 833-6100 Fax: (202) 833-6105

14. Warranty provision: Not Applicable

15. Export packing charges: Not Applicable

16. Terms and conditions of rental, maintenance, and repair): Not Applicable

17. Terms and conditions of installation: Not Applicable

18a. Terms and conditions of repair parts indicating date of parts price lists and any discounts from list prices: Not Applicable

18b. Terms and conditions for any other services: Not Applicable

19. List of service and distribution points: Not Applicable

20. List of participating dealers: Not Applicable

21. Preventive maintenance: Not Applicable

22a. Special attributes, such as environmental attributes (e.g., recycled content, energy efficiency, and/or reduced pollutants): Not Applicable

22b. If applicable, indicate that Section 508 compliance information is available on Electronic and Information Technology (EIT) supplies and services and show where full details can be found (e.g. contractor's website or other location.) The EIT standards can be found at:

www.Section508.gov/. Not Applicable

23. Data Universal Number System (DUNS) number: 009043600

24. Parker Tide Corp is registered and current in the System for Award Management (SAM) database.

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PARKER TIDE CORP’S

LABOR CATEGORY RATES

SIN 561320SBSA Temporary Staffing (SBSA) Administrative Support & Clerical Occupations

Accounting Clerk I $29.77 Accounting Clerk II $32.71 Accounting Clerk III $41.29 Accounting Clerk IV $41.38 Administrative Assistant $55.82 Audio Visual Librarian $40.09 Computer Data Librarian $29.04 Court Reporter $40.56 Data Entry Clerk I $26.60 Data Entry Clerk II $28.50 Data Entry Clerk III $30.97 Document Preparation Clerk $28.39 Duplicating Machine Operator $28.39 Film/Tape Librarian $29.87 General Clerk I $29.46 General Clerk II $31.62 General Clerk III $35.61 General Clerk IV $39.17 HR Assistant $29.57 HRIS Clerk I $25.60 HRIS Clerk II $30.75 HRIS Clerk III $35.13 Key Entry Operator I $25.05 Key Entry Operator II $26.74 Medical Record Clerk $33.51 Medical Record Technician $36.82 Order Clerk I $29.84 Order Clerk II $32.04 Personnel Assistant (Emp) I $34.67 Personnel Assistant (Emp) II $38.13 Personnel Assistant (Emp) III $41.85 Personnel Assistant (Emp) IV $38.02 Receptionist $28.74 Secretary I $34.54 Secretary II $37.91 Secretary III $46.06 Secretary IV $43.71 Secretary V $47.99 https://www.gsaelibrary.gsa.gov/ElibMain/sinDetails.do?scheduleNumber=MAS&specialItemNumber=561320SBSA&executeQuery=YES

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(continued)

Administrative Support & Clerical Occupations Stenographer I $29.92 Stenographer II $32.87 Survey Worker (Interviewer) $37.67 Switchboard Operator-Receptionist $26.68 Test Examiner $33.01 Test Proctor $37.94 Travel Clerk I $26.92 Travel Clerk II $28.63 Travel Clerk III $30.43 Word Processor I $30.65 Word Processor II $33.90 Word Processor III $37.54

Automatic Data Processing Occupations

Computer Operator I $35.90 Computer Operator II $39.50 Computer Operator III $43.36 Computer Operator IV $47.54 Computer Operator V $52.05 Computer Programmer I $47.76 Computer Programmer II $47.76 Computer Programmer III $47.76 Computer Programmer IV $47.76 Computer Systems Analyst I $47.76 Computer Systems Analyst II $47.76 Computer Systems Analyst III $47.76 Peripheral Equipment Operator $35.90

SIN 561320SBSA

General Services and Support

General Maintenance Worker $39.90 Laborer (Grounds Maintenance) $26.57 Maintenance Trades Helper $34.86 Plumber $41.27 Sales Clerk $25.01 Shipping/Receiving Clerk $29.79 Store Worker I $24.42 Warehouse Specialist $34.46 https://www.gsaelibrary.gsa.gov/ElibMain/sinDetails.do?scheduleNumber=MAS&specialItemNumber=561320SBSA&executeQuery=YES https://www.gsaelibrary.gsa.gov/ElibMain/sinDetails.do?scheduleNumber=MAS&specialItemNumber=561320SBSA&executeQuery=YES https://www.gsaelibrary.gsa.gov/ElibMain/sinDetails.do?scheduleNumber=MAS&specialItemNumber=561320SBSA&executeQuery=YES

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Information and Arts Occupations

Cashier $21.72 Exhibits Specialist l $37.40 Exhibits Specialist ll $44.97 Exhibits Specialist lll $53.71 Illustrator l $38.39 Illustrator ll $46.20 Illustrator lll $55.21 Librarian $59.76 Librarian Technician $37.45 Photo Finishing Worker $26.78 Photographer I $32.28 Photographer II $35.87 Photographer III $43.47 Photographer IV $51.42 Photographer V $59.56 Survey Technician $38.98

Technical and Professional Occupations

Accounting Support $58.19 Attorney I $50.75 Attorney II $59.42 Attorney III $77.89 Audit Support $58.19 Contracts Administration Mgr $65.31 Contracts Administrator $41.93 Contracts Specialist I $66.12 Contracts Specialist Il $74.36 Contracts Specialist Ill $82.61 Contracts Specialist lV $90.85 Contracts Specialist V $99.08 Copyrighter I $30.06 Copyrighter II $35.12 Copyrighter III $46.07 Copyrighter IV $54.29 Editor $43.23 Editor, Sr. $64.22 Graphic Artist $48.47 https://www.gsaelibrary.gsa.gov/ElibMain/sinDetails.do?scheduleNumber=MAS&specialItemNumber=561320SBSA&executeQuery=YES https://www.gsaelibrary.gsa.gov/ElibMain/sinDetails.do?scheduleNumber=MAS&specialItemNumber=561320SBSA&executeQuery=YES

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(continued) Technical and Professional Occupations

Instructor $46.22 Lead Contract Specialist I $107.33 Lead Contract Specialist II $115.57 Lead Contract Specialist III $123.80 Lead Contract Specialist IV $132.05 Lead Contract Specialist V $140.29 Paralegal I $39.79 Paralegal II $47.94 Paralegal III $57.33 Paralegal IV $68.18 Personnel Analyst $35.13 Procurement Analyst $43.66 Procurement Clerk $28.13 Procurement Manager $56.76 Program Manager I $98.29 Program Manager II $107.85 Program Manager III $118.72 Project Manager I $47.80 Project Manager II $59.37 Project Manager III $74.92 Security Specialist $39.01 Speechwriter $49.36 Subject Matter Expert I $82.29 Subject Matter Expert II $88.13 Subject Matter Expert III $126.93 Subject Matter Expert IV $145.25 Subject Matter Expert V $180.42 Subject Matter Expert VI $211.74 Subject Matter Expert VII $244.69 Systems Analyst I $43.51 Systems Analyst II $55.35 Systems Analyst III $63.18 Systems Analyst IV $76.96 Technical Writer $40.70 Trainer I $41.64 Trainer II $48.03 Trainer III $59.02 Trainer IV $69.37 https://www.gsaelibrary.gsa.gov/ElibMain/sinDetails.do?scheduleNumber=MAS&specialItemNumber=561320SBSA&executeQuery=YES

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PARKER TIDE CORP’S

LABOR CATEGORY DESCRIPTIONS

SIN 561320SBSA Temporary Staffing (SBSA) Accounting Clerk I (Administrative, Support, and Clerical) Minimum/General Experience: 0-3 Years Minimum Education: High School Diploma or equivalent Functional Responsibility: Performs accounting activities such as maintenance of the general ledger and preparation of various accounting statements and financial reports. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision.

Primary job functions do not typically require exercising independent judgment. Typically reports to a supervisor or manager.

Accounting Clerk II (Administrative, Support, and Clerical) Minimum/General Experience: 2-5 Years Minimum Education: High School Diploma or equivalent Functional Responsibility: Performs accounting activities such as, maintenance of the general ledger and preparation of various accounting statements and financial reports. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experiences and judgment to plan and accomplish goals to perform a variety of tasks. Works under general supervision;

typically reports to a supervisor or manager. A certain degree of creativity and latitude is required.

Accounting Clerk III (Administrative, Support, and Clerical) Minimum/General Experience: 5 Years Minimum Education: High School Diploma or equivalent Functional Responsibility: Performs daily accounting activities such as, maintenance of the general ledger and preparation of various accounting statements and financial reports. Familiar with a variety of the field's concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May direct and lead the work of others.

Typically reports to a manager or head of a unit/department. A wide degree of creativity and latitude is expected.

Accounting Clerk IV Functional Responsibility: Maintains journals or subsidiary ledgers of an accounting system and balances and reconciles accounts. Typical duties include one or both of the following: Reviews invoices and statements (verifying information, ensuring sufficient funds have been obligated, and if questionable, resolving with the submitting unit, determining accounts involved, coding transactions, and processing material through data processing for application in the accounting system); and/or analyzes and reconciles computer printouts with operating unit reports (contacting units and researching causes of discrepancies, and taking action to ensure that accounts balance). Employee resolves problems in recurring assignments in accordance with previous training and experience.

Supervisor provides suggestions for handling unusual or nonrecurring transactions. Conformance with requirements and technical soundness of completed work are reviewed by the supervisor or are controlled by mechanisms built into the accounting system. Excluded from Level IV are positions responsible for maintaining either a general ledger or a general ledger in combination with subsidiary accounts.

https://www.gsaelibrary.gsa.gov/ElibMain/sinDetails.do?scheduleNumber=MAS&specialItemNumber=561320SBSA&executeQuery=YES

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Administrative Assistant (Administrative, Support, and Clerical) Minimum/General Experience: 2-4 Years Minimum Education: High School Diploma Functional Responsibility: Provides administrative support to an individual or office. Supplies information, maintains files, schedules appointments, produces correspondence and otherwise relieves officials of minor administrative and business detail. Familiar with standard concepts, practices, and procedures within a particular field. Relies on experience and judgment to plan and accomplish goals.

Performs a variety of tasks. Works under general supervision; typically reports to a supervisor or manager. A certain degree of creativity and latitude is required.

Audiovisual Librarian Functional Responsibility:

Plans audiovisual programs and administers library of film and other audiovisual materials. Assists patrons in selection of materials, utilizing knowledge of collections. Advises other library personnel on audiovisual materials and appropriate selection for particular needs and uses. Establishes and maintains contact with film distributors and other resources for procurement of tapes and cassettes. Evaluates materials, considering their technical, informational, and aesthetic qualities, and selects materials for library collections. Prepares summaries of acquisitions for catalog. Prepares and arranges audiovisual programs for presentation to groups and may lead discussions after film showings. Advises those planning audiovisual programs on technical problems, such as acoustics, lighting and program content.

Evaluates audiovisual equipment and gives advice in selection of equipment, considering factors, such as intended use, quality, and price. May advise in planning and layout of physical facilities for audiovisual services. May operate film projectors, splicers, reminders, film inspection equipment, and tape and record playing equipment. May train personnel in operation and maintenance of audiovisual equipment.

Computer Data Librarian Functional Responsibility: Maintains library of media (tapes, disks, cards, cassettes) used for automatic data processing applications. Classifies, catalogs, and stores items in accordance with standardized system. Issues media for processing on request. Maintains record of items received, stored, issued, and returned. Examines returned media for damage or excessive wear to determine if they need replacing. May make minor repairs to damaged tapes.

Court Reporter (Legal Services) Minimum Education: May require 2-4 year training program at a vocational school Functional Responsibility: Documents court proceedings by using a stenotype machine. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a supervisor or manager.

Data Entry Clerk I (Administrative, Support, and Clerical) Minimum/General Experience: 0-3 Years Minimum Education: High School Diploma or equivalent Functional Responsibility: Operates a data entry device to record or verify a variety of standard and/or complex coded or un-coded business and statistical source data into a computer. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a supervisor or manager.

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Data Entry Clerk II (Administrative, Support, and Clerical) Minimum/General Experience: 2-5 Years Minimum Education: High School Diploma or equivalent Functional Responsibility: Operates a data entry device to record or verify a variety of standard and/or complex coded or un-coded business and statistical source data into a computer.

Familiar with standard concepts, practices, and procedures within a particular field. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a supervisor or manager. A certain degree of creativity and latitude is required.

Data Entry Clerk III (Administrative, Support, and Clerical) Minimum/General Experience: 5 Years Minimum Education: High School Diploma or equivalent Functional Responsibility: Operates a data entry device to record or verify a variety of standard and/or complex coded or un-coded business and statistical source data into a computer.

Familiar with a variety of the field's concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May direct and lead the work of others. Typically reports to a manager or head of a unit/department. A wide degree of creativity and latitude is expected.

Document Preparation Clerk (Document Preparer) Functional Responsibility: Prepares documents such as brochures, books, periodicals, catalogs, and pamphlets for copying or photocopying, photographic, and other reproducing office machine. Cuts documents into individual pages of standard size and format when allowed by margin space, using paper cutter or razor knife. Reproduces document pages as necessary to improve clarity or to reduce one or more pages into single page of standard size for copying machine being used, using photocopying machine. Stamps standard symbols on pages or inserts instruction cards between pages of material to notify Duplicating Machine Operator of special handling, such as manual repositioning during copying procedure. Prepares cover sheet and document folder for material, and index card for organizations' files indicating information, such as organization's name and address, subject or product category, and index code to identify material. Inserts material to be copied in document folder, and files folder for processing according to index code and copying priority schedule.

Duplicating Machine Operator (Photocopy Machine Operator) Functional Responsibility: Operates one or more photocopying, photographic, mimeograph and duplicating office machines to make copies of documents such as letters, reports, directives, manuals, articles and bulletins. Operates small binding machines. Performs clerical duties associated with the request for printing and photographic services. Prepares assembly sheets and printing requisitions with specifications for printing and binding. Keeps record of work, and delivers and picks up work.

Performs minor repairs and preventive maintenance. Maintains an inventory of supplies and parts needed for reproduction equipment. Important variables may be indicated by trade name of machine operated.

Film/Tape Librarian (Audiovisual Service Clerk) Functional Responsibility: Classifies, catalogs, and maintains library of motion-picture films, photographic slides, and video and audio tapes. Classifies and catalogs items according to contents and purpose, and prepares index cards for file reference. Stores item according to classification and catalog number. Issues item as requested or recommends item for a particular subject. Maintains records of items received, stored, issued, and returned. Examines returned item for damage. May make minor

Parker Tide Corp GS-07F-0601N Page 12 repairs to damaged film. May maintain a stock record system for the loan and turn of audiovisual equipment.

General Clerk I Minimum/General Experience: 0-3 Years Minimum Education: High School Diploma or equivalent Functional Responsibility: Responsible for performing daily office tasks such as filing, recording, maintaining records, copying, posting, and other similar duties, using a computer terminal, typewriter, and other word processors. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a supervisor or manager.

General Clerk II Minimum/General Experience: 2-5 Years Minimum Education: High School Diploma or equivalent Functional Responsibility: Responsible for performing daily office tasks such as filing, recording, maintaining records, copying, posting, and other similar duties, using a computer terminal, typewriter, and other word processors. Familiar with standard concepts, practices, and procedures within a particular field. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a supervisor or manager. A certain degree of creativity and latitude is required.

General Clerk III Minimum/General Experience: 5 Years Minimum Education: High School Diploma or equivalent Functional Responsibility: Responsible for performing daily office tasks such as filing, recording, maintaining records, copying, posting, and other similar duties, using a computer terminal, typewriter, and other word processors. Familiar with a variety of the field's concepts, practices, and procedures.

Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May direct and lead the work of others. Typically reports to a manager or head of a unit/department. A wide degree of creativity and latitude is expected.

General Clerk IV Functional Responsibility: Uses some subject-matter knowledge and judgment to complete assignments consisting of numerous steps that vary in nature and sequence. Selects from alternative methods and refers problems not solvable by adapting or interpreting substantive guides, manuals, or procedures. Typical duties include: assisting in a variety of administrative matters; maintaining a wide variety of financial or other records; verifying statistical reports for accuracy and completeness; and handling and adjusting complaints. May also direct lower level clerks. Positions above level IV are excluded. Such positions (which may include supervisory responsibility over lower level clerks) require workers to use a thorough knowledge of an office's work and routine to: 1) choose among widely varying methods and procedures to process complex transactions; and 2) select or devise steps necessary to complete assignments. Typical jobs covered by this exclusion include administrative assistants, clerical supervisors, and office managers.

Human Resources Assistant (Administrative, Support, and Clerical) Minimum/General Experience: 0-2 Years Minimum Education: May require an associate's degree in a related area

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Functional Responsibility: Provides support in functional areas of a human resources department, which may include recruitment and employment, personnel records, employee and/or labor relations, job evaluation, compensation management, benefits administration, organization development and training. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a supervisor or manager.

HRIS Clerk I (Administrative, Support, and Clerical) Minimum/General Experience: 0-3 Years Minimum Education: High School Diploma or equivalent Functional Responsibility: Performs routine administrative tasks in support of the HRIS (Human Resources Information Systems) group. Inputs data into a computer processing system and reviews output for accuracy. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a supervisor.

HRIS Clerk II (Administrative, Support, and Clerical) Minimum/General Experience: 2-5 Years Minimum Education: High School Diploma or equivalent Functional Responsibility: Performs routine administrative tasks in support of the HRIS (Human Resources Information Systems) group. Inputs data into a computer processing system and reviews output for accuracy. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a supervisor.

HRIS Clerk III (Administrative, Support, and Clerical) Minimum/General Experience: 5 Years Minimum Education: High School Diploma or equivalent Functional Responsibility: Performs routine administrative tasks in support of the HRIS (Human Resources Information Systems) group. Inputs data into a computer processing system and reviews output for accuracy. Familiar with a variety of the field's concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May lead and direct the work of others. May report directly to a supervisor.

Key Entry Operator I Functional Responsibility: Work is routine and repetitive. Under close supervision or following specific procedures or detailed instructions, works from various standardized source documents which have been coded and require little or no selecting, coding or interpreting of data to be entered. Refers to supervisor problems arising from erroneous items, codes, or missing information.

Key Entry Operator II Functional Responsibility: Work requires the application of experience and judgment in selecting procedures to be followed and in searching for, interpreting, selecting, or coding items to be entered from a variety of source documents. On occasion may also perform routine work as described for Level I. Excluded are operators above Level II using the key entry controls to access, read, and evaluate the substance of specific records to take substantive actions, or to make entries requiring a similar level of knowledge.

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Medical Record Clerk Functional Responsibility: Compiles, verifies, and files medical records of hospital or clinic patients and compiles statistics for use in reports and surveys. Prepares folders and maintains records of newly admitted patients. Reviews contents of patients' medical record folders, assembles into standard order, and files according to established procedure. Reviews inpatient and emergency room records to insure presence of required reports and physicians' signatures, and routes incomplete records to appropriate personnel for completion or prepares reports of incomplete records to notify administration. Checks list of discharged patients to insure receipt of all current records. Compiles daily and periodic statistical data, such as admissions, discharges, deaths, births, and types of treatment rendered. Records diagnoses and treatments, including operations performed, for use in completing hospital insurance billing forms. May maintain death log. May type and process birth certificates. May assist other workers with coding of records. May make copies of medical records, using duplicating equipment.

May schedule and post results of laboratory tests to records.

Medical Record Technician (Medical Record Administrator) Functional Responsibility: Maintains medical records of hospital and clinic patients. Reviews medical records for completeness and accuracy. Codes diseases, operations, diagnoses, and treatments.

Compiles medical care and census data for statistical reports. Transcribes medical reports. Maintains indexes on patient, disease, operation, and other categories. Directs routine operation of medical record department. Files, or directs Medical Record Clerk to file, patient records. Maintains flow of medical records and reports to departments. May assist medical staff in special studies or research.

Order Clerk I Functional Responsibility: Handles orders involving items which have readily identified uses and applications. May refer to a catalog, manufacturer's manual or similar document to insure that proper item is supplied or to verify price of ordered item.

Order Clerk II Functional Responsibility: Handles orders that involve making judgments such as choosing which specific product or material from the establishment's product lines will satisfy the customer's needs, or determining the price to be quoted when pricing involves more than merely referring to a price list or making some simple mathematical calculations.

Personnel Assistant (Employment) I Functional Responsibility: Performs routine tasks which require a knowledge of personnel procedures and rules, such as: providing simple employment information and appropriate lists and forms to applicants or employees on types of jobs being filled, procedures to follow, and where to obtain additional information; ensuring that the proper forms are completed for name changes, locator information, applications, etc. and reviewing completed forms for signatures and proper entries; or maintaining personnel records, contacting appropriate sources to secure any missing items, and posting items such as dates of promotions, transfer, and hire, or rates of pay or personal data. If this information is computerized, outside inquiries for simple factual information, such as verification of dates of employment in response to telephone credit checks of employees. some receptionist or other clerical duties may be performed. May be assigned work to provide training for a higher level position.

Detailed rules and procedures are available for all assignments. Guidance and assistance on unusual questions are available at all times. Work is spot checked, often on a daily basis.

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Personnel Assistant (Employment) II Functional Responsibility: Examines and/or processes personnel action documents using experience in applying personnel procedures and policies. Ensures that information is complete and consistent and determines whether further discussion with applicants or employees is needed or whether personnel information must be checked against additional files or listings. Selects appropriate precedents, rules, or procedures from a number of alternatives. Responds to varied questions from applicants, employees, or managers for readily available information which can be obtained from file material or manuals; responses require skill to secure cooperation in correcting improperly completed personnel documents or to explain regulations and procedures. May provide information to managers on availability of applicants and status of hiring actions; may verify employment dates and places supplied on job applications; may maintain personnel records; and may administer typing and stenography test. Completes routine assignments independently. Detailed guidance is available for situations which deviate from established precedents. Clerks/assistants are relied upon to alert higher level clerks/assistants or supervisor to such situations. Work may be spot checked periodically.

Personnel Assistant (Employment) III Functional Responsibility: Serves as a clerical expert in independently processing the most complicated types of personnel actions, e.g., temporary employment, rehires, and dismissals and in providing information when it is necessary to consolidate data from a number sources, often with short deadlines. Screens applications for obvious rejections. Resolves conflicts in computer listings or other sources of employee information. Locates lost documents or reconstructs information using a number of sources. May check references of applicants when information in addition to dates and places of past work is needed, and judgment is required to ask appropriate routine follow-up questions. May provide guidance to lower level clerks. Supervisory review is similar to level II. AND/OR Performs routine personnel assignments beyond the clerical level, such as: orienting new employees to programs, facilities, rules on time and attendance, and leave policies; computing basic statistical information for reports on manpower profiles, EEO progress and accomplishments, hiring activities, attendance and leave profiles, turnover, etc.; and screening applicants for well-defined positions, rejecting those who do not qualify for available openings for clear cut reasons, referring others to appropriate employment interviewer. Guidance is provided on possible sources of information, methods of work, and types of reports needed. Completed written work receives close technical review from higher level personnel office employees; other work may be checked occasionally.

Personnel Assistant (Employment) IV Functional Responsibility: Performs work in support of personnel professionals which requires a good working knowledge of personnel procedures, guides, and precedents. In representative assignments: interviews applicants, obtains references, and recommends placement of applicants in a few well-defined occupations (trade or clerical) within a stable organization or unit; conducts post-placement or exit interviews to identify job adjustment problems or reasons for leaving the organization; performs routine statistical analyses related to manpower, EEO, hiring, or other employment concerns, e.g., compares one set of data to another set as instructed; and requisitions applicants through employment agencies for clerical or blue collar jobs. At this level, assistants typically have a range of personal contacts within and outside the organization and with applicants, and must be tactful and articulate. May perform some clerical work in addition to the above duties.

Supervisor reviews completed work against stated objectives.

Receptionist (Administrative, Support, and Clerical) Minimum/General Experience: 0-2 Years

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Minimum Education: High School Diploma or equivalent Functional Responsibility: Greets vendors, customers, job applicants and other visitors, and arranges for transportation services, when needed. May operate a switchboard to route incoming calls and place outgoing calls. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a supervisor or manager.

Secretary I Thru V (Occupational Base) Functional Responsibility:

Provides principal secretarial support in an office, usually to one individual, and, in some cases, also to the subordinate staff of that individual. Maintains a close and highly responsive relationship to the day-to-day activities of the supervisor and staff. Works fairly independently, receiving a minimum of detailed supervision and guidance. Performs varied clerical and secretarial duties requiring a knowledge of office routine and an understanding of the organization, programs, and procedures related to the work of the office.

Classification by Level Secretary jobs which meet the required characteristics are matched at one of five levels according to two factors: (a) Level of the secretary's supervisor within the overall organizational structure, and (b) level of the secretary's responsibility. The table following the explanations of these factors indicates the level of the secretary for each combination of factors.

Level of Secretary's Supervisor (LS) Secretaries should be matched with one of the three LS levels below that best describes the organization of the secretary's supervisor.

• LS-1

Organizational structure is not complex and internal procedures and administrative controls are simple and informal; supervisor directs staff through face-to-face meetings.

• LS-2

Organizational structure is complex and is divided into subordinate groups that usually differ from each other as to subject matter, function, etc.; supervisor usually directs staff through intermediate supervisors; and internal procedures and administrative controls are formal. An entire organization (e.g., division, subsidiary, or parent organization) may contain a variety of subordinate groups which meet the LS-2 definition. Therefore, it is not unusual for one LS-2 supervisor to report to another LS-2 supervisor. The presence of subordinate supervisors does not by itself mean LS-2 applies, e.g., a clerical processing organization divided into several units, each performing very similar work, is placed in LS-1. In smaller organizations or industries such as retail trades, with relatively few organizational levels, the supervisor may have an impact on the policies and major programs of the entire organization, and may deal with important outside contacts as described in LS-3.

• LS-3

Organizational structure is divided into two or more subordinate supervisory levels (of which at least one is a managerial level) with several subdivisions at each level. Executive's program(s) are usually interlocked on a direct and continuing basis with other major organizational segments, requiring constant attention to extensive formal coordination, clearances, and procedural controls. Executive typically has: Financial decision-making authority for assigned program(s); considerable impact on the entire organization's financial position or image; and responsibility for, or has staff specialists in, such areas as personnel and administration for assigned organization. Executive plays an important role in determining the policies and major programs of the entire organization, and spends considerable time dealing

Parker Tide Corp GS-07F-0601N Page 17 with outside parties actively interested in assigned program(s) and current or controversial issues.

Level of Secretary's Responsibility (LR) This factor evaluates the nature of the work relationship between the secretary and the supervisor or staff, and the extent to which the secretary is expected to exercise initiative and judgment.

Secretaries should be matched at the level best describing their level of responsibility. When a position's duties span more than one LR level, the introductory paragraph at the beginning of each LR level should be used to determine which of the levels best matches the position. (Typically, secretaries performing at the higher levels of responsibility also perform duties described at the lower levels.)

• LR-1 Carries out recurring office procedures independently. Selects the guideline or reference which fits the specific case. Supervisor provides specific instructions on new assignments and checks completed work for accuracy. Performs varied duties including or comparable to the following:

1. Responds to routine telephone requests which have standard answers; refers calls and visitors to appropriate staff. Controls mail and assures timely staff response; may send form letters;

2. As instructed, maintains supervisor's calendar, makes appointments, and arranges for meeting rooms;

3. Reviews materials prepared for supervisor's approval for typographical accuracy and proper format;

4. Maintains recurring internal reports, such as time and leave records, office equipment listings, correspondence controls, and training plans;

5. Requisitions supplies, printing, maintenance, or other services. Types, takes and transcribes dictation, and establishes and maintains office files.

• LR-2 Handles differing situations, problems, and deviations in the work of the office according to the supervisor's general instructions, priorities, duties, policies, and program goals. Supervisor may assist secretary with special assignments. Duties include or are comparable to the following:

1. Screens telephone calls, visitors, and incoming correspondence; personally responds to requests for information concerning office procedures; determines which requests should be handled by the supervisor, appropriate staff member or other offices. May prepare and sign routine, nontechnical correspondence in own or supervisor's name;

2. Schedules tentative appointments without prior clearance. Makes arrangements for conferences and meetings and assembles established background materials, as directed. May attend meetings and record and report on the proceedings;

3. Reviews outgoing materials and correspondence for internal consistency and conformance with supervisor's procedures; assures that proper clearances have been obtained, when needed;

4. Collects information from the files or staff for routine inquiries on office program(s) or periodic reports. Refers nonroutine requests to supervisor or staff;

5. Explains to subordinate staff supervisor's requirements concerning office procedures.

Coordinates personnel and administrative forms for the office and forwards for processing.

• LR-3 Uses greater judgment and initiative to determine the approach or action to take in nonroutine situations. Interprets and adapts guidelines, including unwritten policies, precedents, and practices, which are not always completely applicable to changing situations.

Duties include or are comparable to the following:

1. Based on a knowledge of the supervisor's views, composes correspondence on own initiative about administrative matters and general office policies for supervisor's approval;

2. Anticipates and prepares materials needed by the supervisor for conferences, correspondence, appointments, meetings, telephone calls, etc., and informs supervisor on matters to be considered;

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3. Reads publications, regulations, and directives and takes action or refers those that are important to the supervisor and staff;

4. Prepares special or one-time reports, summaries, or replies to inquiries, selecting relevant information from a variety of sources such as reports, documents, correspondence, other offices, etc., under general directions;

5. Advises secretaries in subordinate offices on new procedures; requests information needed from the subordinate office(s) for periodic or special conferences, reports, inquiries, etc. Shifts clerical staff to accommodate workload needs.

• LR-4 Handles a wide variety of situations and conflicts involving the clerical or administrative functions of the office which often cannot be brought to the attention of the executive. The executive sets the overall objectives of the work. Secretary may participate in developing the work deadlines. Duties include or are comparable to the following:

1. Composes correspondence requiring some understanding of technical matters; may sign for executive when technical or policy content has been authorized;

2. Notes commitments made by executive during meetings and arranges for staff implementation.

On own initiative, arranges for staff member to represent organization at conferences and meetings, establishes appointment priorities, or reschedules or refuses appointments or invitations;

3. Reads outgoing correspondence for executive's approval and alerts writers to any conflict with the file or departure from policies or executive's viewpoints; gives advice to resolve the problems;

4. Summarizes the content of incoming materials, specially gathered information, or meetings to assist executive; coordinates the new information with background office sources; draws attention to important parts or conflicts;

5. In the executive's absence, ensures that requests for action or information are relayed to the appropriate staff member; as needed, interprets request and helps implement action; makes sure that information is furnished in timely manner; decides whether executive should be notified of important or emergency matters.

Excludes secretaries performing any of the following duties:

Acts as office manager for the executive's organization, e.g., determines when new procedures are needed for changing situations and devises and implements alternatives; revises or clarifies procedures to eliminate conflict or duplication; identifies and resolves various problems that affect the orderly flow of work in transactions with parties outside the organization.

Prepares agenda for conferences; explains discussion topics to participants; drafts introductions and develops background information and prepares outlines for executive or staff member(s) to use in writing speeches.

Advises individuals outside the organization on the executive's views on major policies or current issues facing the organization; contacts or responds to contact from high-ranking outside officials (e.g., city or State officials, members of Congress, presidents of national unions or large national or international firms, etc.) in unique situations. These officials may be relatively inaccessible, and each contact typically must be handled differently, using judgment and discretion.

• LR-5 Handles a wide variety of situations and conflicts involving the clerical or administrative functions of the office which often cannot be brought to the attention of the executive. The executive sets the overall objectives of the work. Secretary may participate in developing the work deadlines. Duties include or are comparable to the following:

1. Composes correspondence requiring some understanding of technical matters; may sign for executive when technical or policy content has been authorized;

2. Notes commitments made by executive during meetings and arranges for staff implementation.

On own initiative, arranges for staff member to represent organization at conferences and

Parker Tide Corp GS-07F-0601N Page 19 meetings, establishes appointment priorities, or reschedules or refuses appointments or invitations;

3. Reads outgoing correspondence for executive's approval and alerts writers to any conflict with the file or departure from policies or executive's viewpoints; gives advice to resolve the problems;

4. Summarizes the content of incoming materials, specially gathered information, or meetings to assist executive; coordinates the new information with background office sources; draws attention to important parts or conflicts;

5. In the executive's absence, ensures that requests for action or information are relayed to the appropriate staff member; as needed, interprets request and helps implement action; makes sure that information is furnished in timely manner; decides whether executive should be notified of important or emergency matters.

LR- 5 May be asked to perform any of the following duties:

Acts as office manager for the executive's organization, e.g., determines when new procedures are needed for changing situations and devises and implements alternatives; revises or clarifies procedures to eliminate conflict or duplication; identifies and resolves various problems that affect the orderly flow of work in transactions with parties outside the organization.

Prepares agenda for conferences; explains discussion topics to participants; drafts introductions and develops background information and prepares outlines for executive or staff member(s) to use in writing speeches.

Advises individuals outside the organization on the executive's views on major policies or current issues facing the organization; contacts or responds to contact from high-ranking outside officials (e.g., city or State officials, members of Congress, presidents of national unions or large national or international firms, etc.) in unique situations. These officials may be relatively inaccessible, and each contact typically must be handled differently, using judgment and discretion.

Stenographer I Functional Responsibility: Takes and transcribes dictation, receiving specific assignments along with detailed instructions on such requirements as form and presentation. The transcribed material is typically reviewed in rough draft, and the final transcription is reviewed for conformance with the rough draft. May maintain files, keep simple records, or perform other relatively routine clerical tasks.

Stenographer II Functional Responsibility: Takes and transcribes dictation determining the most appropriate format.

Performs stenographic duties requiring significantly greater independence and responsibility than Stenographer I. Supervisor typically provides general instructions. Work requires a thorough working knowledge of general business and office procedure and of the specific business operations, organization, policies, procedures, files, workflow, etc.