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PD#: AB410838

Sequence#: VARIES

Replaces PD#:   



Organization Title:



Agency: VARIES

Installation: VARIES

Army Command: VARIES


Command Code: VARIES




Supervisory Certification: I certify that this is an accurate statement of the major duties and responsibilities of this position and its organizational relationships, and that the position is necessary to carry out Government functions for which I am responsible. This certification is made with the knowledge that this information is to be used for statutory purposes relating to appointment and payment of public funds, and that false or misleading statements may constitute violations of such statutes or their implementing regulations.


Supervisor Name:  

Reviewed Date:

Classification Review: This position has been classified/graded as required by Title 5, U.S. Code in conformance with standard published by the U.S. Office of Personnel Management or if no published standards apply directly, consistently with the most applicable published standards.



Reviewed Date: 12/21/2012


Cyber Workforce:

  • Primary Work Role: VARIES
  • Additional Work Role 1: VARIES
  • Additional Work Role 2: VARIES



FLSA Appeal: NO

Bus Code: VARIES


  • Mission Category: VARIES
  • Work Category: VARIES
  • Work Level: VARIES

Acquisition Position: YES ***

  • CAP: N
  • Career Category:  
  • Career Level:  

Functional Code:  

Interdisciplinary: NO

Supervisor Status: VARIES



Drug Test Required: VARIES  

Financial Management Certification:

Position Designation: VARIES

Position Sensitivity: VARIES

Security Access: VARIES

Emergency Essential:   

Requires Access to Firearms: VARIES

Personnel Reliability Position: VARIES

Information Assurance: VARIES

Influenza Vaccination:  

Financial Disclosure: VARIES

Financial Disclosure: YES **  

Enterprise Position: VARIES


Competitive Area: VARIES

Competitive Level: VARIES

Career Program: VARIES

Career Ladder PD: NO

Target Grade/FPL: 07

Career Pos 1:    

Career Pos 2:    

Career Pos 3:    

Career Pos 4:   

Career Pos 5:    

Career Pos 6:   


1. Serves as Purchasing Agent with responsibility to procure a variety of supplies and services below the micro-purchase threshold to support the needs of Letterkenny Army Depot. Items procured include office supplies and services in support of Directorate of Resource Management, Directorate of Risk Management and Command Staff at Letterkenny Army Depot. Procurements range from common supplies of available off-the-shelf items following established procedures from mandatory sources, to ad hoc services requiring market research to justify reasonable price. In addition to procurement of supplies and services, the position processes all training requests above the micro-purchase limit, up to $25,000, for all Directorates at Letterkenny Army Depot.

2. Officially appointed as Cardholder of the Government-wide Commercial Purchase Card (GPC) program and responsible for securing and safeguarding the card. Receives supply, service, and training requests from Directorates supported. Thoroughly reviews each to determine the presence of certain required information and the treatment of technical specifications. Prepares justification for purchases as required and develops purchase card file with supporting documentation to obtain approval from the Billing Official prior to purchase. Ensures funds are available and authorized for all purchases. In case of funds shortage, requests additional funding to be authorized. Establishes and maintains purchase card files in accordance with regulations and guidelines. The GPC is used to pay for micro purchases (supplies or services), as well as training requirements not to exceed $25,000. Reconciles monthly Blanket Purchase Agreement and Credit Card System (BPACCS) transactions with monthly bank statements. Uses broad knowledge of Emall and other sources, as well as procurement regulations, and conducts market research to ensure purchases fall within the guidelines established for use of the GPC. Advises customers on the status of purchase requests and follows up with vendors to ensure prompt delivery of items. Reviews, reconciles, and verifies Monthly Statement of Account for the GPC, against the supporting documents retained for each transaction. Maintains suspense files on orders, verifies delivery of items or services, reviews invoices for proper billing charges, and rectifies errors with contractors. Updates and reconciles BPAACS. Complies with ethical and regulatory program requirements applicable to GPC cardholders.

3. Primary duties will be purchasing. Additional duties include management analysis duties to support management analysts in preparing reports and manpower studies. Receives on-the-job or formal training to provide a wide range of analytical services and management surveys. Conducts studies related to manpower allocations, utilization, organization control, procedures and operations. Develops a comprehensive knowledge of mission and staff operations for assigned organizations. Provides guidance, policy information, and improvement recommendations to management. Utilizes a thorough knowledge of review and analysis techniques, methods and procedures and management theory to evaluate organizations, missions, functions, work processes and related criteria.

4. Assists in the development of manpower surveys, management studies, work process reviews or data calls from within the organization and from higher headquarters. Supports manpower requirements determination, resource reviews, analysis of utilization, studies of organization control, assists in preparation of reorganization proposals, provides guidance and recommendations on manpower policy. Researches and reviews regulatory guidance. Pulls and prepares reports from automated data processing systems. Gathers information from interview, observation, questionnaires and statistical methods. Conducts limited analysis to support larger Depot management analyst functions and interpretation and presentation of manpower data to management.

5. Supports the preparation of manpower data for budget submissions. Coordinates with activities to ensure data is updated to reflect current mission and workload. Compiles data for formulation of budget schedules and internal operating budgets and the tracking of execution and development of trends to identify areas of opportunity and change.

** Incumbent is required to submit a Financial Disclosure Statement, OGE-450, (5CFR Part 2634, Subpart I USOGE, 6/08). Executive Branch Personnel Confidential Financial Disclosure Report upon entering the position and annually, in accordance with DoD Directive 5500-7-R, Joint Ethics Regulation, dated 23 March 2006.
*** This is an Army Acquisition and Technology Workforce position.
The employee must meet DoD 5000.52-M requirements applicable to the duties of the position.

Fair Labor Standards Act (FLSA) Determination = (NON EXEMPT)


1. Availability Pay Exemption - (e.g., Criminal Investigators, U.S. Customs and Border Protection pilots who are also Law Enforcement Officers).


2. Foreign Exemption - (Note: Puerto Rico and certain other locations do not qualify for this exemption – See 5 CFR 551.104 for a list of Nonexempt areas.)


3. Executive Exemption:


a. Exercises appropriate management responsibility (primary duty) over a recognized organizational unit with a continuing function, AND


b. Customarily and regularly directs 2 or more employees, AND


c. Has the authority to make or recommend hiring, firing, or other status-change decisions, when such recommendations have particular weight.


4. Professional Exemption:


a. Professional work (primary duty)


b. Learned Professional, (See 5 CFR, 551.208 ) (Registered Nurses, Dental Hygienists, Physician’s Assistants, Medical Technologists, Teachers, Attorneys, Physicians, Dentists, Podiatrists, Optometrists, Engineers, Architects, and Accountants at the independent level as just some of the typical examples of exempt professionals). Or


c. Creative Professional, (See 5 CFR, 551.209 ) (The primary duty requires invention and originality in a recognized artistic field (music, writing, etc.) and does not typically include newspapers or other media or work subject to control by the organization are just some examples of Creative Professionals). Or


d. Computer Employee, (See 5 CFR, 551.210 ) ( must meet salary test and perform such duties as system analysis, program/system design, or program/system testing, documentation, and modification). Computer manufacture or repair is excluded (non-exempt work).


5. Administrative Exemption:


a. Primary duty consistent with 5 CFR 551 (e.g.; non-manual work directly related to the management or general business operations of the employer or its customers), AND job duties require exercise of discretion & independent judgment.

  FLSA Conclusion:
  Non Exempt

FLSA Comments/Explanations:

Not Listed



Factor 1. Knowledge Required by the Position. Level 1-4, 550 points

Knowledge of Part 8 of the Federal Acquisition Regulations (FAR) and Department of the Army GPC SOP which govern the Government Purchase Card program. Knowledge small purchase procedures, quality assurance evaluation requirements, proper management of service contracts, requirements. Knowledge of purchasing regulations, ordering officer warrant limitations, purchasing methods, procedures, and business practices to make both broad and in-depth purchases involving specialized and/or commercial requirements having unstable prices or product characteristics, hard-to-locate sources, critical characteristics, or similar complicating factors. Knowledge of the supply policies, regulations and procedures and be completely familiar with the computer applications that support supply operations.
Knowledge of automation techniques relating to the operation of computer equipment and its interactions to other computer logistical/procurement systems.
Knowledge of common business practices with respect to sales, prices, determining price reasonableness, discounts, deliveries, stocks and shipment methods technical or professional services.
Skill in applying analytical and evaluative techniques to the identification, consideration, and resolution of issues or problems of a procedural or factual nature which are readily observable.

Knowledge of theory and principles of organizational management such as work measurement, determining staff to workload ratios, and organization design.

Ability to communicate orally and in writing.

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

The supervisor or other designated authority assigns work with standing instructions on objectives, priorities, and deadlines, and indicates special considerations or unusual requirements.

The employee plans and carries out successive steps necessary to make purchases and uses accepted practices or procedures to resolve problems and deviations.
The supervisor reviews completed purchase files for technical soundness, appropriateness, and conformity to policy and requirements. The methods the employee uses to complete assignments usually are not reviewed in detail.
For management analysis duties, supervisor provides instruction on what is to be done, procedures and methods to follow, data and information required, and deadlines. Employee carries out recurring assignments, referring problems or unfamiliar situations not covered by instructions to the supervisor or higher level employee for guidance. Work is reviewed to ensure that methods are technically accurate and in compliance with established instructions, procedures, and deadlines.

Factor 3. Guidelines. Level 3-3, 275 Points

Guidelines, including regulations, policy documents, SOPs, and history files are available but are not completely applicable to many aspects of the work because of the unique or complicating nature of the requirements or circumstances. For example, when ensuring the adequacy of specialized purchase descriptions there are not directly related reference sources, such as standardized descriptions in catalogs or procurement history files. The employee uses judgment to interpret guidelines, adapt procedures, decide approaches, and resolve specific problems.
For management analysis duties, general standing guidance and instructions are readily available. The employee must use judgment in locating, selecting, and applying the most appropriate instructions, references, or procedures. Employee may make minor deviations in guidelines to adapt to specific tasks, but refers situations involving significant deviations to the supervisor or higher level employee.

Factor 4. Complexity. Level 4-3, 150 Points

The employee decides on a purchasing strategy (i.e., how to solicit, whom to solicit, which offers to accept) by analyzing a variety of information, such as regulations, history files, item characteristics, or catalogs. Based on NSN characteristics, employee determines the method of procurement, through the supply system, via a mandatory source or on the commercial open market. Employee also applies strategy and coordination with customers to evaluate the viability of equal items with competing prices to meet the customer requirements.
For management analysis duties, work consists of various duties involving different management or program analysis technical processes and procedures. Employee decides what needs to be done by considering the characteristics, practices, objectives, and interrelationships of various work units and/or management or program operations.

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

The work involves applying conventional practices to resolve a variety of purchasing problems (i.e., requiring activity fails to provide manufacturer part number, lack of multiple suppliers, urgent need, and insufficient price history). Purchasing advice and decisions directly affect the ability of serviced programs to conduct business adequately. In some situations, the quality of the purchasing advice and decisions may affect the operation of certain programs.
For management analysis duties, the purpose of the work is to plan and carry out assignments or projects to improve the productivity or efficiency of organizations or program operations. Employee uses established methods, practices, and criteria to identify, study, and recommend solutions for resolving conventional problems. The work affects the design of organizational structures and their use of staffing, funding, and other resources.

Factor 6/7. Personal Contacts/Purpose of Contacts, 5 points

Contacts include employees at the same agency, but within other Directorates. Employee will coordinate all training requests and speak directly with those who are requesting training and their approving supervisors.

Factor 8. Physical Demands. Level 8-1, 5 Points

Work requires some physical effort, such as standing, walking, bending or sitting. There are no special physical demands.

Factor 9. Work Environment. Level 9-2, 20 Points

The work involves moderate discomfort when visiting sites away from the office. The employee may be required to wear protective clothing such as hearing protection, and safety toed shoes when visiting contacts in industrial, or other areas.

TOTAL Points: 1430
POINT RANGE: 1355-1600 = 07

** Incumbent is required to submit a Financial Disclosure Statement, OGE-450, (5CFR Part 2634, Subpart I USOGE, 6/08). Executive Branch Personnel Confidential Financial Disclosure Report upon entering the position and annually, in accordance with DoD Directive 5500-7-R, Joint Ethics Regulation, dated 23 March 2006.

Position Evaluation:
5CFR 551 Evaluation Outline

Purchasing Agent/GS-1105-07

___ Foreign Exemption (5 CFR 551.209)
___ Criminal Investigator with Availability Pay Exemption (5 CFR 551.210)
___ Pilot with Customs Service Exemption (5 CFR 551.210)
___ Customs Officer Exemption (5 CFR 551.211.

___ Executive Exemption
___ Exercises appropriate supervisory responsibility (primary duty)
___ Customarily and regularly exercises independent judgment
___ 80% test, if applicable (GS-5/6; Sit 1 & 2 WS supervisors; law
enforcement & firefighter supervisors thru GS-9)

___ Professional Exemption

___ Professional work (primary duty)
___ Intellectual and varied work (more than dealing with procedures/precedents)
___ Discretion & independent judgment
___ 80% test, if applicable (This virtually never applies since GS-5/6 positions
are trainees and other eligible employees are not professional)

Not Met Administrative Exemption

Not Met Primary duty
___Policy or
___ Management or general business or supporting services or
___ Participation in the executive/administrative functions of a management

Not Met Nonmanual work test
___ intellectual and significant (more than dealing with procedures/precedents), or
___ specialized & technical in nature requiring considerable training/experience
Not Met Discretion & independent judgment

___ 80% test, if applicable

Comments/Explanations (State which major duties/job functions are Exempt):
Not Met Administrative Exemption. Fails primary duty test. Employee performs technical mission work rather than management or business support.
Conclusion: Non-Exempt