Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Exhibit 7 - Department of the Interior (DOI) NWFF Personnel Data Analysis Details and
References
The following identifies both the data fields obtained from each Bureau’s financial and personnel
systems and fields added for analysis purposes. Not all of the data fields were used for analysis
in this report; however the fields include information that would potentially be needed for future
analysis. The use of each field and applicable formulas are also identified below.
The Federal Personnel/Payroll System (FPPS) is hosted on the National Business Center’s
(NBC) mainframe computer. Under the Office of Personnel Management’s (OPM) and the
Office of Management and Budget’s (OMB) ePayroll and Human Resources Line of Business
(HRLoB) initiatives, DOI’s NBC was designated as a Human Resource Federal Shared Service
Center to the Department of the Interior and other federal agencies. As such, NBC provides
comprehensive payroll solutions through FPPS, comprehensive payroll operations services, and
analytical and reporting tool (e.g., DataMart) and other related human resources management
(HRM) systems and services. 1
7.1
Bureau of Land Management (BLM)
BLM financial data from FY 2005 through FY 2008 was pulled from the MIS system for sub
activities 2810, 2821, 2822, 2823, 2824, and 2881. The regular hours (hours code 010) were
pulled for budget object classes (BOC) of 111A and 1113A. In FY 2009 BLM migrated to a
different financial system and data was pulled from FBMS for budget activities LF100, LF200,
LF 310, and LF320. The regular hours (hours code 010) were pulled for budget object classes
(BOC) of 111A and 1113A. Personnel data was pulled from the FPPS system.
Employee Name – Identifies the employee name from the financial system.
Total Number of Hours – This field sums the total number of hours billed by the employee to
the fire program during the file’s fiscal year.
Bureau – This field identifies that the personnel information is pertinent to the Bureau of Land
Management only.
Sub Bureau – This field identifies the sub bureau within the Bureau of Land Management
where the employee is assigned (e.g., Idaho State Office).
Organization – This field refers to the employee’s office within each sub bureau.
Series – This field identifies the employee’s Pay Plan, Occupational Series, and Grade in
concatenated form (e.g., GS-1801-09).
1
U.S. Department of the Interior, National Business Center Website: http://www.nbc.gov/ .
NWFF
Page Ex7.1
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Grade – This field defines the grade of the employee under the corresponding Pay Plan. This
data field was further categorized into the GS Grade Categories identified below for analysis
purposes.
GS Grade Categories
GS 1,2,3, or 4
GS 5,6, or 7
GS 8,9, or 10
GS 11 or 12
GS 13 or Higher
Non-GS Pay Plan
Step – This data field identifies the employee’s step within the grade.
Location – Identifies the city and state where the employee works.
Name – This field identifies the employee’s first, last, and middle name (if applicable) as it
appears in the FPPS system.
Pay Plan – This data field identifies the applicable pay plan for the employee’s position.
Federal work is generally classified under the General Schedule (GS) or the Federal Wage
System (FWS).
Occupational SeriesR3– This field identifies the exact occupational group to which the
employee’s position has been classified. A position’s series is a subdivision of an occupational
group or job family consisting of positions similar, as to specialized line of work and
qualifications requirements. An occupational group is the major category of white collar
occupations, embracing a group of associated or related occupations (e.g., the Accounting and
Budget Group, GS-0500).
Position Title – Identifies the official title of the employee’s position.
Duty Station – These data fields identify the city and county where the employee’s permanent
duty station is located.
Salary – This field identifies the amount of the employee’s salary as an annual, monthly, daily,
of hourly amount as indicated by the salary rate code.
Salary Rate – Pay basis that the identified salary is based on (e.g., per annum, per hour, etc.)
NWFF
Page Ex7.2
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Work Schedule – This field identifies when an employee is scheduled to work. The following
definitions reflect the different work schedules for BLM employees:
• Full Time – A regularly scheduled tour of duty which requires the employee to be in a leave
and/or duty status for 80 hour each biweekly pay period
• Intermittent – Work based on sporadic and unpredictable requirements which prevent
advance scheduling of a regular tour of duty. Employees work on an as-needed basis, are
paid only for those hours work, and are not entitled to earn or use leave.
• Part Time – A regularly scheduled tour of duty which generally requires an employee to be
on duty no less than 16 hours and no more than 32 hours per week.
• Seasonal Employment2 – Annually recurring periods of work of less than 12 months each
year. Seasonal employees are permanent employees who are placed in nonduty/nonpay
status and recalled to duty in accordance with pre-established conditions of employment.
Position Supervisory Status – This data field identifies whether a position is considered
supervisory or not.
Fair Labor Standards Act (FLSA) – This field indicates whether the position is covered by the
minimum pay and overtime provisions of the Fair Labor Standards Act (FLSA).
Veterans Preference – This field identifies an employee's veterans preference used for
appointment purposes and is also used in determining retention rights for reduction in force
actions and procedural rights in appeal cases, and in other areas where veteran’s preference is
pertinent. This field was not used for purposes of this study.
Retirement Plan – This field identifies the type of retirement/social security coverage held by
the employee of record.
Individual Position Number – This field identifies the personnel position number. Specifically,
it identifies, by number, the position occupied by the employee. Unfortunately this field was
determined to not be a unique identifier for the purposes of this study.
Birthdate and Employee Age – This field identifies an employee’s date of birth. This field also
used to calculate the employee’s age which was pre-populated in the FPPS system.
Retirement Eligibility Date – The date the FPPS system has identified the employee will be
eligible to retire based upon the employee’s age, creditable service, retirement plan, etc. Unlike
the FS PERHIS system, this field was populated for all BLM employees and verification of the
data revealed that the dates were accurate.
Service Computation Date (SCD) – The date, either actual or constructed by crediting service,
used to determine benefits that are based on how long the person has been in the Federal
Service. This date was used as the primary means of calculating each employee’s length of
service and subsequently, their retirement eligibility.
Position Tenure –This field identifies if a position is considered permanent or temporary. A
position coded with a “P” is a permanent position and a position coded with a “T” if it is a
temporary position. In the event that this field was not populated for some positions, the
retirement plan was used to determine the employee’s tenure. Employees enrolled under FICA
were identified as temporary and employees enrolled under one of the CSRS or FERS
retirement systems were identified as permanent.
NWFF
Page Ex7.3
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Special Employment Program – Identifies if an employee is in a special employment program
(e.g., Students in the Student Career Experience Program (SCEP)).
Appointment Type – This field contains codes for each employee’s appointment type. This
field was not used during this analysis.
Employee Age – (See Birthdate above)
Education Level 1 and 2 – These fields indicate the highest academic level of education
attained by the employee.
Date On-Duty at Bureau – This field identifies the date an employee entered on duty in the
Agency.
Date Entered Current Position – This field identifies the date employee brought on board or
moved to a new personnel office.
Employee Common ID – This field identifies the employee’s common ID within the FPPS
system. This ID was not used as a unique identifier during this study. BLM staff provided
employee names, which were used to cross reference data between the financial and personnel
data.
Basic Pay - This data field lists the amount the employees is scheduled to earn prior to any
allowance, adjustment, or differential (i.e., base salary).
Phase 1 or Phase 2 Identification – This field clearly identifies whether an employee billed
51% or more of their hours to fire for the file year being analyzed or whether they billed less
than 51% of their hours to fire. Those employees who billed 51% or more of their time to fire
are considered “in-scope” of Phase 1 of this study and those who billed less than 51% will be
covered by Phase 2. The following table defines the phase divisions for different work
schedules or appointment types:
NWFF
Page Ex7.4
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Appointment Type /
Work Schedule
Full Time
Full Time Seasonal:
18/8 Appointment
13/13 Appointment
NWFF 51% Annual Workload
Division
Annual Scheduled Work Hours
2 080 H
M
1,440 Hours
1,039 Hours
th
1 060 H
More than 734 Hours
More than 529 Hours
Note: HRM data did not identify which
category the employee fell into (i.e., 18/8
or 13/13), so all Full Time Seasonal
employees who billed more than 529
base 8 hours were considered in-scope
for Phase 1.
Part Time and
Part Time Seasonal
Intermittent and Intermittent
Seasonal
16-32 Hours per Week
832-1664 Hours per Year
Assumption: Employees can enter
intermittent status after they have
completed guaranteed seasonal pay
periods. Employees may have billed
hours to fire program codes under
another status in the system, but the
HRM data reflects the employee’s status
nd
as of August 2 in the fiscal year.
More than 424 Hours
More than 529 Hours
(Consistent with Full Time Seasonal)
Specific Formula Used to Categorize the Phase The Employee Belongs In:
=IF(ISBLANK(WORK SCHEDULE), "Unknown", IF(WORK SCHEDULE="Full-Time", IF(TOTAL
HOURS <1060, "Less than 51%", "Over 51%"), IF(ISERROR(TOTAL HOURS >529), "No
Hours", IF(OR(TOTAL HOURS ="Unknown", TOTAL HOURS ="No Hours"), "No Hours",
IF(AND(WORK SCHEDULE="Full-Time Seasonal", TOTAL HOURS >529), "Over 51%",
IF(AND(WORK SCHEDULE="Full-Time Seasonal", TOTAL HOURS <530), "Less than 51%",
IF(AND(OR(WORK SCHEDULE="Part-Time Seasonal", WORK SCHEDULE="Part-Time"),
TOTAL HOURS >424), "Over 51%", IF(AND(OR(WORK SCHEDULE="Part-Time Seasonal",
WORK SCHEDULE="Part-Time"), TOTAL HOURS <425), "Less than 51%", IF(AND(OR(WORK
SCHEDULE="Intermittent Seasonal", WORK SCHEDULE="Intermittent"), TOTAL HOURS
>529), "Over 51%", IF(AND(OR(WORK SCHEDULE="Intermittent Seasonal", WORK
SCHEDULE="Intermittent"), TOTAL HOURS <530), "Less than 51%", "CHECK END"))))))))))
Functional Position Title – This field was added to the analysis to group position titles by
removing the specialized identification included within parentheses within the official position
title (e.g., the standard title of Forestry Tech (Hotshot)was identified as a Forestry Tech in the
functional group data field, as well as correcting spelling errors.
Law Enforcement Identification – Law Enforcement Employees are considered outside of the
scope of this study for both phases. Law Enforcement positions were identified using the
following criteria:
• Official Position Title included “Law Enforcement”, “LE&I, or “LEO” in title (including
student trainee);
• Employees were a part of a Law Enforcement specific organization.
NWFF
Page Ex7.5
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
•
Position’s Occupational Series was in a law enforcement specific occupation in the
corresponding 1800 position series’.
Position Category - This field further categorizes the identified Functional Position Titles into
the following analysis categories. A full listing of what specific positions can be found in which
categories can be found in Attachment Ex7.2.
Position Category
Direct Fire
Support
Fire Program Management
Administrative and Business
Management Functions
Copy of Grade – this field contains a copy of the employee’s grade formatted as a number for
calculation purposes.
Grade Category – See Grade above.
Age Category – This field further categorizes the employee’s age into ranges.
SCD Year – This field identifies the four digit year taken directly from the employee’s SCD.
Number of Years of Service – This formula first checks to verify if the SCD is known for the
employee. If it is unknown, the formula populates the cell with the word “Unknown”: If SCD is
known, the formula calculates the number of years of service as one plus the file year minus the
SCD year.
Specific Formula Used to Calculate the Number of Years of Service:
=IF (SCD YEAR="Unknown", "Unknown", FILE YEAR – SCD YEAR+1)
Categories of Service - This data field further categorizes the calculated number of years of
service into the following categories for analysis purposes:
Categories of Service
Less than 5
5 to 10 Years of Service
11 to 15 Years of Service
More than 15 Years of Service
Unknown
NWFF
Page Ex7.6
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Specific Formula Used to Categorize the Number of Years of Service:
=IF(NUMBER OF YEARS OF SERVICE = "Unknown", "Unknown",IF(NUMBER OF YEARS OF
SERVICE < 5, "LESS THAN 5", IF(NUMBER OF YEARS OF SERVICE <=10, "5 TO 10 YEARS
OF SERVICE", IF(NUMBER OF YEARS OF SERVICE<=15, "11 TO 15 YEARS OF SERVICE",
IF(NUMBER OF YEARS OF SERVICE >15, "MORE THAN 15 YEARS OF SERVICE","")))))
6c Identification - This data field was added to identify the population of employees under the
6c retirement benefit. The formula determines if an employee is under a 6c retirement benefit
using the retirement plans of FERS & FICA Special, CSRS – Special, and FICA &CSRS –
Special (Partial). If an employee is under the benefit, the field is populated with a “Yes”,
otherwise it is populated with a “No.”
Number of Years from Age 57 – This data field was added to analyze the effect that the
mandatory retirement age of 57 has on the population of employees under the 6c benefit. The
formula initially determines if an employee is under a 6c retirement benefit (Retirement Plans of
FERS & FICA Special, CSRS – Special, and FICA &CSRS – Special (Partial)). If an employee
is not 6c, the employee is identified as “Not 6c” in this field. If the 6c employee’s age is
unknown, then the field is populated as “unknown.” If the 6c employee has already reached the
age of 57, the field is identified as “Over 57.” Otherwise, the formula calculates the difference
between the employee’s age and 57.
Specific Formula Used to Calculate Number of Years from 57:
=IF(6C IDENTIFICATION = "No", "Not 6c", IF(57-EMPLOYEE AGE<0, "Over 57",57EMPLOYEE AGE +1))
Year of Mandatory Separation (6c Employees Only) – This field identifies the year
employees under the 6c retirement benefit will reach mandatory separation requirements. The
calculation formula initially checks if an employee is covered by the 6c retirement benefit. If
covered, the formula then calculates the year of mandatory separation as the year the employee
reaches the age of 57.
Specific Formula Used to Calculate Number of Years from 57:
=IF(NUMBER OF YEARS FROM 57="Not 6c","N/A",IF(NUMBER OF YEARS FROM 57 = "Over
57", FILE YEAR , FILE YEAR+NUMBER OF YEARS FROM 57))
Year the Employee is Eligible for Voluntary Retirement – This field identifies the four digit
year taken directly from the employee’s Retirement Eligibility Date.
NWFF
Page Ex7.7
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Retirement Categories – This data field further categorizes the calculated year of retirement
eligibility into the following categories for analysis purposes:
Retirement Categories
Currently Eligible for Voluntary
Less than 5 Years till Eligible
5 to 10 Years till Eligible
11 to 20 Years till Eligible
21 to 30 Years till Eligible
More than 30 Years till Eligible
Specific Formula Used to Categorize Retirement Categories:
=IF(YEAR ELIGIBLE FOR VOLUNTARY ="N/A", "N/A", IF(YEAR ELIGIBLE FOR VOLUNTARY
<FILE YEAR , "Currently Eligible for Voluntary", IF(OR(YEAR ELIGIBLE FOR VOLUNTARY
="CHECK", YEAR ELIGIBLE FOR VOLUNTARY ="Other", YEAR ELIGIBLE FOR VOLUNTARY
="Unknown"), "Unknown", IF((YEAR ELIGIBLE FOR VOLUNTARY -(FILE YEAR +1))>30,
"More than 30 Years till Eligible", IF((YEAR ELIGIBLE FOR VOLUNTARY -(FILE YEAR +1))<5,
"Less than 5 Years till Eligible", IF(AND((YEAR ELIGIBLE FOR VOLUNTARY -(FILE YEAR
+1))>=5, (YEAR ELIGIBLE FOR VOLUNTARY -(FILE YEAR +1))<=10), "5 to 10 Years till
Eligible", IF(AND((YEAR ELIGIBLE FOR VOLUNTARY -(FILE YEAR +1))>=11, (YEAR
ELIGIBLE FOR VOLUNTARY -(FILE YEAR +1))<=20), "11 to 20 Years till Eligible",
IF(AND((YEAR ELIGIBLE FOR VOLUNTARY -(FILE YEAR +1))>=21, (YEAR ELIGIBLE FOR
VOLUNTARY -(FILE YEAR +1))<=30), "21 to 30 Years till Eligible", "Unknown"))))))))
BLM Region – This field identifies the BLM region for the identified location. This field was not
used for analysis purposes of this study, but has been populated for future use.
NWFF Analysis Region – This field identifies the wildland fire geographic area (i.e., GACC)
that corresponds to the identified location and BLM Region. The NWFF Geographic Area
Assignment Crosswalk can be found in Attachment Ex7.1.
NWFF
Page Ex7.8
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
7.2
Bureau of Indian Affairs (BIA)
Employee Name – Identifies the employee name from the financial system.
Total Number of Hours – This field sums the total number of hours billed by the employee to
the fire program during the file’s fiscal year.
Position Number Base – This field identifies the personnel position number. Specifically, it
identifies, by number, the position occupied by the employee. This field is not a unique identifier
for the purposes of this study.
Employee Name Whole – This field identifies the employee’s first, last, and middle name (if
applicable) as it appears in the FPPS system.
Bureau – This field identifies that the personnel information is pertinent to the Bureau of Indian
Affairs only.
Sub Bureau – This field identifies the code for the sub bureau within the BIA where the
employee is assigned.
Organization – This field refers to the employee’s office within each sub bureau. Note: the
Organization codes were not provided for all years of data, but the description of the
organization was provided for each year. Additionally, the organization code provided in the
financial data was populated for those employees that were not found in the HMR data.
Pay Plan – This data field identifies the applicable pay plan for the employee’s position.
Federal work is generally classified under the General Schedule (GS) or the Federal Wage
System (FWS). Note, the pay plan provided in the financial data was populated for those
employees that were not found in the HRM data.
Occupational SeriesR3– This field identifies the exact occupational group to which the
employee’s position has been classified. A position’s series is a subdivision of an occupational
group or job family consisting of positions similar, as to specialized line of work and
qualifications requirements. An occupational group is the major category of white collar
occupations, embracing a group of associated or related occupations (e.g., the Accounting and
Budget Group, GS-0500).
Grade – This field defines the grade of the employee under the corresponding Pay Plan. This
data field was further categorized into the GS Grade Categories identified below for analysis
purposes. Note, the pay plan provided in the financial data was populated for those employees
that were not found in the HRM data.
Grade
GS 1,2,3, or 4
GS 5,6, or 7
GS 8,9, or 10
GS 11 or 12
GS 13 or Higher
Non-GS Pay Plan
NWFF
Page Ex7.9
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Salary Rate – Pay basis that the identified salary is based on (e.g., per annum, per hour, etc.)
Basic Pay - This data field lists the amount the employees is scheduled to earn prior to any
allowance, adjustment, or differential (i.e., base salary).
Retention Allowance – Identifies the incentive paid to retain the employee (up to 25% of base
pay).
Relocation Bonus – Lump sum dollar amount paid to a current employee to compensate them
for relocation.
Recruitment Bonus – This field corresponds to the lump sum dollar amount paid to newly
appointed employees as an incentive for the employee to work for the agency.
Position Title – Identifies the OPM official title of the employee’s position.
Work Schedule – This field identifies when an employee is scheduled to work. The following
definitions reflect the different work schedules for BIA employees:
• Full Time – A regularly scheduled tour of duty which requires the employee to be in a leave
and/or duty status for 80 hour each biweekly pay period
• Intermittent – Work based on sporadic and unpredictable requirements which prevent
advance scheduling of a regular tour of duty. Employees work on an as-needed basis, are
paid only for those hours work, and are not entitled to earn or use leave.
• Part Time – A regularly scheduled tour of duty which generally requires an employee to be
on duty no less than 16 hours and no more than 32 hours per week.
• Seasonal Employment2 – Annually recurring periods of work of less than 12 months each
year. Seasonal employees are permanent employees who are placed in nonduty/nonpay
status and recalled to duty in accordance with pre-established conditions of employment.
Note: the work schedule and position tenure provided in the financial data was populated for
those employees that were not found in the HRM data.
Position Tenure –This field identifies if a position is considered permanent or temporary. A
position coded with a “P” is a permanent position and a position coded with a “T” if it is a
temporary position. Note: the work schedule and position tenure provided in the financial data
was populated for those employees that were not found in the HRM data.
Location – Identifies the city and state where the employee works.
Position Supervisory Status – This data field identifies whether a position is considered
supervisory or not.
Fair Labor Standards Act (FLSA) – This field indicates whether the position is covered by the
minimum pay and overtime provisions of the Fair Labor Standards Act (FLSA).
Veterans Preference – This field identifies an employee's veterans preference used for
appointment purposes and is also used in determining retention rights for reduction in force
actions and procedural rights in appeal cases, and in other areas where veteran’s preference is
pertinent. This field was not used for purposes of this study.
NWFF
Page Ex7.10
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Retirement Plan – This field identifies the type of retirement/social security coverage held by
the employee of record.
Service Computation Date (SCD) Retire – The date, either actual or constructed by crediting
service, used to determine benefits that are based on how long the person has been in the
Federal Service. This date was used as the primary means of calculating each employee’s
length of service and subsequently, their retirement eligibility. Note: This field was not
populated for all employees in the data.
Birthdate and Employee Age – This field identifies an employee’s date of birth. This field also
used to calculate the employee’s age which was pre-populated in the FPPS system.
Retirement Eligibility Date – The date the FPPS system has identified the employee will be
eligible to retire based upon the employee’s age, creditable service, retirement plan, etc.
Indian Preference Indicator – This field identifies if the employees is subject to Indian
Preference. This field was not used for purposes of this study.
Employee Age – (See Birthdate above)
Years of Service – This field is prepopulated in the FPPS system based upon the Date Service
Computation Leave field. Verification of this field revealed that the years of service were correct
and were used to calculate Retirement Eligibility and LOS categories.
Service Computation Date (SCD) Leave – The date, either actual or constructed by crediting
service, used to determine benefits that are based on how long the person has been in the
Federal Service. This date is used to calculate the number of years of employee service.
Special Employment Program – Identifies if an employee is in a special employment program
(e.g., Students in the Student Career Experience Program (SCEP)). The FPPS system uses
codes to identify these programs.
Date On-Duty at Bureau – This field identifies the date an employee entered on duty in the
Agency.
Date Entered Current Position – This field identifies the date employee brought on board or
moved to a new personnel office.
Education Level – These fields indicate the highest academic level of education attained by the
employee.
Phase 1 or Phase 2 Identification – This field clearly identifies whether an employee billed
51% or more of their hours to fire for the file year being analyzed or whether they billed less
than 51% of their hours to fire. Those employees who billed 51% or more of their time to fire
are considered “in-scope” of Phase 1 of this study and those who billed less than 51% will be
covered by Phase 2. The following table defines the phase divisions for different work
schedules or appointment types:
NWFF
Page Ex7.11
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Appointment Type /
Work Schedule
Full Time
Full Time Seasonal:
18/8 Appointment
13/13 Appointment
NWFF 51% Annual Workload
Division
Annual Scheduled Work Hours
2 080 H
M
1,440 Hours
1,039 Hours
th
1 060 H
More than 734 Hours
More than 529 Hours
Note: HRM data did not identify which
category the employee fell into (i.e., 18/8
or 13/13), so all Full Time Seasonal
employees who billed more than 529
base 8 hours were considered in-scope
for Phase 1.
Part Time and
Part Time Seasonal
Intermittent and Intermittent
Seasonal
16-32 Hours per Week
832-1664 Hours per Year
Assumption: Employees can enter
intermittent status after they have
completed guaranteed seasonal pay
periods. Employees may have billed
hours to fire program codes under
another status in the system, but the
HRM data reflects the employee’s status
nd
as of August 2 in the fiscal year.
More than 424 Hours
More than 529 Hours
(Consistent with Full Time Seasonal)
Specific Formula Used to Categorize the Phase The Employee Belongs In:
=IF(ISBLANK(WORK SCHEDULE), "Unknown", IF(WORK SCHEDULE="Full-Time", IF(TOTAL
HOURS <1060, "Less than 51%", "Over 51%"), IF(ISERROR(TOTAL HOURS >529), "No
Hours", IF(OR(TOTAL HOURS ="Unknown", TOTAL HOURS ="No Hours"), "No Hours",
IF(AND(WORK SCHEDULE="Full-Time Seasonal", TOTAL HOURS >529), "Over 51%",
IF(AND(WORK SCHEDULE="Full-Time Seasonal", TOTAL HOURS <530), "Less than 51%",
IF(AND(OR(WORK SCHEDULE="Part-Time Seasonal", WORK SCHEDULE="Part-Time"),
TOTAL HOURS >424), "Over 51%", IF(AND(OR(WORK SCHEDULE="Part-Time Seasonal",
WORK SCHEDULE="Part-Time"), TOTAL HOURS <425), "Less than 51%", IF(AND(OR(WORK
SCHEDULE="Intermittent Seasonal", WORK SCHEDULE="Intermittent"), TOTAL HOURS
>529), "Over 51%", IF(AND(OR(WORK SCHEDULE="Intermittent Seasonal", WORK
SCHEDULE="Intermittent"), TOTAL HOURS <530), "Less than 51%", "CHECK END"))))))))))
Functional Position Title – This field was added to the analysis to group position titles by
removing the specialized identification included within parentheses within the official position
title (e.g., the standard title of Forestry Tech (Hotshot)was identified as a Forestry Tech in the
functional group data field, as well as correcting spelling errors.
Law Enforcement Identification – Law Enforcement Employees are considered outside of the
scope of this study for both phases. No law enforcement positions were identified for BIA.
NWFF
Page Ex7.12
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Category - This field further categorizes the identified Functional Position Titles into
the following analysis categories. A full listing of what specific positions can be found in which
categories can be found in Attachment Ex7.3.
Position Category
Direct Fire
Support
Fire Program Management
Administrative and Business
Management Functions
Copy of Grade – this field contains a copy of the employee’s grade formatted as a number for
calculation purposes.
Grade Category – See Grade above.
Age Category – This field further categorizes the employee’s age into ranges.
Categories of Service - This data field further categorizes the calculated number of years of
service into the following categories for analysis purposes:
Categories of Service
Less than 5
5 to 10 Years of Service
11 to 15 Years of Service
More than 15 Years of Service
Unknown
Specific Formula Used to Categorize the Number of Years of Service:
=IF(NUMBER OF YEARS OF SERVICE = "Unknown", "Unknown",IF(NUMBER OF YEARS OF
SERVICE < 5, "LESS THAN 5", IF(NUMBER OF YEARS OF SERVICE <=10, "5 TO 10 YEARS
OF SERVICE", IF(NUMBER OF YEARS OF SERVICE<=15, "11 TO 15 YEARS OF SERVICE",
IF(NUMBER OF YEARS OF SERVICE >15, "MORE THAN 15 YEARS OF SERVICE","")))))
6c Identification - This data field was added to identify the population of employees under the
6c retirement benefit. The formula determines if an employee is under a 6c retirement benefit
using the retirement plans of FERS & FICA Special, CSRS – Special, and FICA &CSRS –
Special (Partial). If an employee is under the benefit, the field is populated with a “Yes”,
otherwise it is populated with a “No.”
Number of Years from Age 57 – This data field was added to analyze the effect that the
mandatory retirement age of 57 has on the population of employees under the 6c benefit. The
formula initially determines if an employee is under a 6c retirement benefit (Retirement Plans of
FERS & FICA Special, CSRS – Special, and FICA &CSRS – Special (Partial)). If an employee
is not 6c, the employee is identified as “Not 6c” in this field. If the 6c employee’s age is
unknown, then the field is populated as “unknown.” If the 6c employee has already reached the
NWFF
Page Ex7.13
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
age of 57, the field is identified as “Over 57.” Otherwise, the formula calculates the difference
between the employee’s age and 57.
Specific Formula Used to Calculate Number of Years from 57:
=IF(6C IDENTIFICATION = "No", "Not 6c", IF(57-EMPLOYEE AGE<0, "Over 57",57EMPLOYEE AGE +1))
Year of Mandatory Separation (6c Employees Only) – This field identifies the year
employees under the 6c retirement benefit will reach mandatory separation requirements. The
calculation formula initially checks if an employee is covered by the 6c retirement benefit. If
covered, the formula then calculates the year of mandatory separation as the year the employee
reaches the age of 57.
Specific Formula Used to Calculate Number of Years from 57:
=IF(NUMBER OF YEARS FROM 57="Not 6c","N/A",IF(NUMBER OF YEARS FROM 57 = "Over
57", FILE YEAR , FILE YEAR+NUMBER OF YEARS FROM 57))
Year the Employee is Eligible for Voluntary Retirement - The following sections outline the
formula used to calculate the year that BIA employees will become eligible for voluntary
retirement. This data field was used to analyze and forecast retirement eligibility percentages
and anticipated attrition for the future BIA workforce.
Explanation of the Formula Calculations:
Formula first checks if the number of years of service is known for the employee. If it is
unknown, then voluntary retirement eligibility is not able to be calculated for the employee.
Civil Service Retirement System (CSRS) – PERHIS Codes 1, 7, C, D, & R 2
o The formula checks if the employee is enrolled in the CSRS retirement system. If the
employee is under the CSRS system, the formula checks to verify at least one of the
following conditions can be calculated:
 The employee has served a minimum of 5 years AND the employee is at least 62 years
old
 The employee has served a minimum of 20 years AND the employee is at least 60 years
old
 The employee has served a minimum of 30 years AND the employee is at least 55 years
old
o If none of the conditions above can calculated (i.e., an error is returned) the retirement
eligibility date cannot be calculated and it is coded as “Unknown.”
o If one of the three conditions listed above is true for the employee, then the employee is
currently eligible for retirement under the CSRS retirement system.
o If none of the three conditions are true, the formula then calculates the year that the
employee is eligible for voluntary retirement by adding the minimum of the following
conditions to the applicable File Year currently being analyzed:
2
US Office of Personnel Management, CSRS Retirement and FERS Retirement Guidance,
http://www.opm.gov/retire/index.aspx
NWFF
Page Ex7.14
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI

o
o
o
o
The higher of the difference between the employee’s age and 55 vs. the difference
between the years of service and 30
 The higher of the difference between the employee’s age and 60 vs. the difference
between the years of service and 20
 The higher of the difference of the employee’s age from 62 vs. the difference between
the number of years of service and 5
− Special Law Enforcement and Firefighter Coverage (6c) – PERHIS Codes 6, E, M,&
T3
The formula checks if the employee is enrolled in the 6c retirement benefit. If the employee
is under 6c, the formula then checks if the employee’s age is known. If unknown, retirement
eligibility is unable to be calculated.
The formula checks if the employee meets any of the following conditions:
 The employee has served a minimum of 20 years AND the employee is at least 50 years
old
 The employee has served a minimum of 25 years
 The employee is at least 57 years old
If one of the three conditions listed above is true for the employee, then the employee is
currently eligible for retirement under 6c coverage.
If none of the three conditions is met for the employee, then the formula determines the year
the employee is eligible for retirement by adding the minimum of the following conditions to
the applicable File Year being analyzed:
 The difference between the number of years of service and 25
 The difference between 70 and the sum of the employee’s years of service and their age
Federal Employee Retirement System (FERS) 2– PERHIS Codes 2, I, K, L, & N
o The formula checks if the employee is enrolled in the FERS retirement plan. If the employee
is under FERS, the formula then checks if the employee’s age is known. If unknown, an
employee is assumed to be eligible for voluntary retirement after 30 years of service. The
year the employee is eligible is calculated by adding the different between 30 and the
number of years of service added to the applicable File Year being analyzed.
o The formula then checks to verify at least one of the following conditions can be calculated:
 The employee has served a minimum of 5 years AND the employee is at least 62 years
old
 The employee has served a minimum of 20 years AND the employee is at least 60 years
old
 The employee has served a minimum of 30 years AND the employee is at least 55 years
old
o If none of the conditions above can calculated (i.e., an error is returned) the retirement
eligibility date cannot be calculated and it is coded as “Unknown.”
o If one of the three conditions listed above is true for the employee, then the employee is
currently eligible for retirement under the FERS retirement system.
o If none of the three conditions are true, the formula then calculates the year that the
employee is eligible for voluntary retirement by adding the minimum of the following
conditions to the applicable File Year currently being analyzed:
 The greater of the following:
3
US Office of Personnel Management, CSRS and FERS Handbook. Chapter 46 - Special Retirement Provisions for
Law Enforcement Officers, Firefighters, Air Traffic Controllers, and Military Reserve Technicians.
NWFF
Page Ex7.15
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
−
−
−
−
−
−
−
If the employee was born prior to 1953, the formula returns the difference between
55 and the employee’s age.
If the employee was born prior to 1970, the formula returns the difference between
56 and the employee’s age.
If the employee was born after 1969, then the formula returns the difference between
57 and the employee’s age.
The difference between 30 and the number of years of service
The greater of the difference between the employee’s age and 60 vs. the difference
between the years of service and 20
The higher of the difference of the employee’s age from 62 vs. the difference
between the number of years of service and 5
The formula then checks for enrollment in other retirement plans, and signals the
reviewer to “check” each employee under another plan.
Specific Formula Used to Calculate Voluntary Retirement Eligibility:
=IF(NUMBER YEARS SERVICE="Unknown", "Unknown", IF(OR(RETIREMENT PLAN
CODE=1, RETIREMENT PLAN CODE=7, RETIREMENT PLAN CODE="C", RETIREMENT
PLAN CODE="D", RETIREMENT PLAN CODE="R"), IF(ISERROR(OR(AND(NUMBER YEARS
SERVICE>=5, EMPLOYEE AGE>=62), AND(NUMBER YEARS SERVICE>=20, EMPLOYEE
AGE>=60), AND(NUMBER YEARS SERVICE>=30, EMPLOYEE AGE>=55))), "Unknown",
IF(OR(AND(NUMBER YEARS SERVICE>=5, EMPLOYEE AGE>=62), AND(NUMBER YEARS
SERVICE>=20, EMPLOYEE AGE>=60), AND(NUMBER YEARS SERVICE>=30, EMPLOYEE
AGE>=55)), "Currently Eligible for Voluntary", (FILE YEAR +1)+MIN(MAX(55-EMPLOYEE AGE,
30-NUMBER YEARS SERVICE), MAX(60-EMPLOYEE AGE, 20-NUMBER YEARS SERVICE),
MAX(62-EMPLOYEE AGE, 5-NUMBER YEARS SERVICE)))), IF(OR(RETIREMENT PLAN
CODE="T", RETIREMENT PLAN CODE="M", RETIREMENT PLAN CODE="E", RETIREMENT
PLAN CODE=6), IF(EMPLOYEE AGE="Unknown", "Unknown", IF(OR( AND(NUMBER YEARS
SERVICE>=20, EMPLOYEE AGE>=50), NUMBER YEARS SERVICE>=25, EMPLOYEE AGE
>=57), "Currently Eligible for Voluntary", (FILE YEAR +1)+MIN(25-NUMBER YEARS SERVICE,
70-(NUMBER YEARS SERVICE+EMPLOYEE AGE)))), IF(OR(RETIREMENT PLAN CODE="I",
RETIREMENT PLAN CODE="K", RETIREMENT PLAN CODE="L", RETIREMENT PLAN
CODE="N", RETIREMENT PLAN CODE=2), IF(EMPLOYEE AGE="Unknown", (FILE
YEAR+1)+(30-NUMBER YEARS SERVICE), IF(ISERROR(OR(AND(NUMBER YEARS
SERVICE>=5, EMPLOYEE AGE>=62), AND(NUMBER YEARS SERVICE>=20, EMPLOYEE
AGE>=60), AND(NUMBER YEARS SERVICE>=30, EMPLOYEE AGE>=55))), "Unknown",
IF(OR(AND(NUMBER YEARS SERVICE>=5, EMPLOYEE AGE>=62), AND(NUMBER YEARS
SERVICE>=20, EMPLOYEE AGE>=60), AND(NUMBER YEARS SERVICE>=30, EMPLOYEE
AGE>=55)), "Currently Eligible for Voluntary", (FILE YEAR+1) + MIN(MAX(IF(BIRTH
YEAR<1953, 55-EMPLOYEE AGE, IF(BIRTH YEAR<1970, 56-EMPLOYEE AGE, IF(BIRTH
YEAR>1969, 57-EMPLOYEE AGE, "CHECK AGE"))), 30-NUMBER YEARS SERVICE),
MAX(60-EMPLOYEE AGE, 20-NUMBER YEARS SERVICE), MAX(62-EMPLOYEE AGE, 5NUMBER YEARS SERVICE))))), IF(ISERROR(OR(RETIREMENT PLAN CODE=5,
RETIREMENT PLAN CODE=3, RETIREMENT PLAN CODE=4, RETIREMENT PLAN
CODE="G", RETIREMENT PLAN CODE="J", RETIREMENT PLAN CODE="P", RETIREMENT
PLAN CODE="W", RETIREMENT PLAN CODE=”X”)), "Unknown", IF(OR(RETIREMENT PLAN
CODE=5, RETIREMENT PLAN CODE=3, RETIREMENT PLAN CODE=4, RETIREMENT PLAN
CODE="G", RETIREMENT PLAN CODE="J", RETIREMENT PLAN CODE="P", RETIREMENT
PLAN CODE="W", RETIREMENT PLAN CODE=”X”), "Other", "CHECK"))))))
NWFF
Page Ex7.16
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Retirement Categories – This data field further categorizes the calculated year of retirement
eligibility into the following categories for analysis purposes:
Retirement Categories
Currently Eligible for Voluntary
Less than 5 Years till Eligible
5 to 10 Years till Eligible
11 to 20 Years till Eligible
21 to 30 Years till Eligible
More than 30 Years till Eligible
Specific Formula Used to Categorize Retirement Categories:
=IF(YEAR ELIGIBLE FOR VOLUNTARY ="N/A", "N/A", IF(YEAR ELIGIBLE FOR VOLUNTARY
<FILE YEAR , "Currently Eligible for Voluntary", IF(OR(YEAR ELIGIBLE FOR VOLUNTARY
="CHECK", YEAR ELIGIBLE FOR VOLUNTARY ="Other", YEAR ELIGIBLE FOR VOLUNTARY
="Unknown"), "Unknown", IF((YEAR ELIGIBLE FOR VOLUNTARY -(FILE YEAR +1))>30,
"More than 30 Years till Eligible", IF((YEAR ELIGIBLE FOR VOLUNTARY -(FILE YEAR +1))<5,
"Less than 5 Years till Eligible", IF(AND((YEAR ELIGIBLE FOR VOLUNTARY -(FILE YEAR
+1))>=5, (YEAR ELIGIBLE FOR VOLUNTARY -(FILE YEAR +1))<=10), "5 to 10 Years till
Eligible", IF(AND((YEAR ELIGIBLE FOR VOLUNTARY -(FILE YEAR +1))>=11, (YEAR
ELIGIBLE FOR VOLUNTARY -(FILE YEAR +1))<=20), "11 to 20 Years till Eligible",
IF(AND((YEAR ELIGIBLE FOR VOLUNTARY -(FILE YEAR +1))>=21, (YEAR ELIGIBLE FOR
VOLUNTARY -(FILE YEAR +1))<=30), "21 to 30 Years till Eligible", "Unknown"))))))))
BIA Region – This field identifies the BIA region for the identified location. This field was not
used for analysis purposes of this study, but has been populated for future use.
NWFF Analysis Region – This field identifies the wildland fire geographic area (i.e., GACC)
that corresponds to the identified location and BIA Region. The NWFF Geographic Area
Assignment Crosswalk can be found in Attachment Ex7.1.
NWFF
Page Ex7.17
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
7.3
Fish and Wildlife Service (FWS)
Social Security Number (SSN) – This field was used as the unique identifier for each
employee. SSN is the only unique identifier consistent across various information systems, and
was needed to tie information from different information sources together for analysis purposes.
Employee Name – Identifies the employee name from the financial system.
Total Number of Hours – This field sums the total number of hours billed by the employee to
the fire program during the file’s fiscal year.
Bureau – This field identifies that the personnel information is pertinent to the Fish and Wildlife
Service only.
Sub Bureau – This field identifies the code for the sub bureau within the FWS where the
employee is assigned.
Organization – This field refers to the employee’s office within each sub bureau.
Pay Plan – This data field identifies the applicable pay plan for the employee’s position.
Federal work is generally classified under the General Schedule (GS) or the Federal Wage
System (FWS).
Occupational SeriesR3– This field identifies the exact occupational group to which the
employee’s position has been classified. A position’s series is a subdivision of an occupational
group or job family consisting of positions similar, as to specialized line of work and
qualifications requirements. An occupational group is the major category of white collar
occupations, embracing a group of associated or related occupations (e.g., the Accounting and
Budget Group, GS-0500).
Grade – This field defines the grade of the employee under the corresponding Pay Plan. This
data field was further categorized into the GS Grade Categories identified below for analysis
purposes.
GS Grade Categories
GS 1,2,3, or 4
GS 5,6, or 7
GS 8,9, or 10
GS 11 or 12
GS 13 or Higher
Non-GS Pay Plan
Salary Rate – Pay basis that the identified salary is based on (e.g., per annum, per hour, etc.).
Basic Pay - This data field lists the amount the employees is scheduled to earn prior to any
allowance, adjustment, or differential (i.e., base salary).
Retention Allowance – Identifies the incentive paid to retain the employee (up to 25% of base
pay).
NWFF
Page Ex7.18
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Relocation Bonus – Lump sum dollar amount paid to a current employee to compensate them
for relocation.
Recruitment Bonus – This field corresponds to the lump sum dollar amount paid to newly
appointed employees as an incentive for the employee to work for the agency.
Position Title – Identifies the OPM official title of the employee’s position.
Work Schedule – This field identifies when an employee is scheduled to work. The following
definitions reflect the different work schedules for FWS employees:
• Full Time – A regularly scheduled tour of duty which requires the employee to be in a leave
and/or duty status for 80 hour each biweekly pay period
• Intermittent – Work based on sporadic and unpredictable requirements which prevent
advance scheduling of a regular tour of duty. Employees work on an as-needed basis, are
paid only for those hours work, and are not entitled to earn or use leave.
• Part Time – A regularly scheduled tour of duty which generally requires an employee to be
on duty no less than 16 hours and no more than 32 hours per week.
• Seasonal Employment2 – Annually recurring periods of work of less than 12 months each
year. Seasonal employees are permanent employees who are placed in non-duty/non-pay
status and recalled to duty in accordance with pre-established conditions of employment.
Position Tenure –This field identifies if a position is considered permanent or temporary. A
position coded with a “P” is a permanent position and a position coded with a “T” if it is a
temporary position.
Location – Identifies the city and state where the employee works.
Position Supervisory Status – This data field identifies whether a position is considered
supervisory or not.
Fair Labor Standards Act (FLSA) – This field indicates whether the position is covered by the
minimum pay and overtime provisions of the Fair Labor Standards Act (FLSA).
Veterans Preference – This field identifies an employee's veterans preference used for
appointment purposes and is also used in determining retention rights for reduction in force
actions and procedural rights in appeal cases, and in other areas where veteran’s preference is
pertinent. This field was not used for purposes of this study.
Retirement Plan – This field identifies the type of retirement/social security coverage held by
the employee of record.
Birthdate – This field identifies an employee’s date of birth.
Retirement Eligibility Date – The date the FPPS system has identified the employee will be
eligible to retire based upon the employee’s age, creditable service, retirement plan, etc. Unlike
the FS PERHIS system, this field was populated for all FWS employees (when applicable) and
verification of the data revealed that the dates were accurate.
Sex – This field identifies whether an employee is a male or female.
NWFF
Page Ex7.19
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Years of Service – This field is prepopulated in the FPPS system for the FY 2009, 2008 and
2007 data based upon the Date Service Computation Leave field. Verification of this field
revealed that the years of service were correct and were used to calculate Retirement Eligibility
and LOS categories. The number of years of employee service was calculated for FY 2005 and
2006 by subtracting the SCD Leave year from the Analysis File Year.
Appointment Type – This field contains codes for each employee’s appointment type. This
field was not used during this analysis.
Duty Station – These data fields identify the city and county where the employee’s permanent
duty station is located.
Service Computation Date (SCD) Leave – The date, either actual or constructed by crediting
service, used to determine benefits that are based on how long the person has been in the
Federal Service. This date is used to calculate the number of years of employee service.
Special Employment Program – Identifies if an employee is in a special employment program
(e.g., Students in the Student Career Experience Program (SCEP)). The FPPS system uses
codes to identify these programs.
Date On-Duty at Bureau – This field identifies the date an employee entered on duty in the
Agency.
Date Entered Current Position – This field identifies the date employee brought on board or
moved to a new personnel office.
Education Level – These fields indicate the highest academic level of education attained by the
employee.
Phase 1 or Phase 2 Identification – This field clearly identifies whether an employee billed
51% or more of their hours to fire for the file year being analyzed or whether they billed less
than 51% of their hours to fire. Those employees who billed 51% or more of their time to fire
are considered “in-scope” of Phase 1 of this study and those who billed less than 51% will be
covered by Phase 2. The following table defines the phase divisions for different work
schedules or appointment types:
NWFF
Page Ex7.20
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Appointment Type /
Work Schedule
Full Time
Full Time Seasonal:
18/8 Appointment
13/13 Appointment
Annual Scheduled Work Hours
2 080 H
1,440 Hours
1,039 Hours
NWFF 51% Annual Workload
Division
M
th 1 060 H
More than 734 Hours
More than 529 Hours
Note: HRM data did not identify which
category the employee fell into (i.e., 18/8
or 13/13), so all Full Time Seasonal
employees who billed more than 529
base 8 hours were considered in-scope
for Phase 1.
Part Time and
Part Time Seasonal
Intermittent and Intermittent
Seasonal
16-32 Hours per Week
832-1664 Hours per Year
Assumption: Employees can enter
intermittent status after they have
completed guaranteed seasonal pay
periods. Employees may have billed
hours to fire program codes under
another status in the system, but the
HRM data reflects the employee’s status
nd
as of August 2 in the fiscal year.
More than 424 Hours
More than 529 Hours
(Consistent with Full Time Seasonal)
Specific Formula Used to Categorize the Phase The Employee Belongs In:
=IF(ISBLANK(WORK SCHEDULE), "Unknown", IF(WORK SCHEDULE="Full-Time", IF(TOTAL
HOURS <1060, "Less than 51%", "Over 51%"), IF(ISERROR(TOTAL HOURS >529), "No
Hours", IF(OR(TOTAL HOURS ="Unknown", TOTAL HOURS ="No Hours"), "No Hours",
IF(AND(WORK SCHEDULE="Full-Time Seasonal", TOTAL HOURS >529), "Over 51%",
IF(AND(WORK SCHEDULE="Full-Time Seasonal", TOTAL HOURS <530), "Less than 51%",
IF(AND(OR(WORK SCHEDULE="Part-Time Seasonal", WORK SCHEDULE="Part-Time"),
TOTAL HOURS >424), "Over 51%", IF(AND(OR(WORK SCHEDULE="Part-Time Seasonal",
WORK SCHEDULE="Part-Time"), TOTAL HOURS <425), "Less than 51%", IF(AND(OR(WORK
SCHEDULE="Intermittent Seasonal", WORK SCHEDULE="Intermittent"), TOTAL HOURS
>529), "Over 51%", IF(AND(OR(WORK SCHEDULE="Intermittent Seasonal", WORK
SCHEDULE="Intermittent"), TOTAL HOURS <530), "Less than 51%", "CHECK END"))))))))))
Functional Position Title – This field was added to the analysis to group position titles by
removing the specialized identification included within parentheses within the official position
title (e.g., the standard title of Forestry Tech (Hotshot)was identified as a Forestry Tech in the
functional group data field, as well as correcting spelling errors.
Identification of Out of Scope Employees – Law Enforcement Employees are considered
outside of the scope of this study for both phases. Law Enforcement positions were identified
using the following criteria:
• Official Position Title included “Law Enforcement”, “LE&I, “LEO”, or some form clearly
identifying the position as Law Enforcement or Investigation in the title (including student
trainee).
NWFF
Page Ex7.21
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Category - This field further categorizes the identified Functional Position Titles into
the following analysis categories. A full listing of what specific positions can be found in which
categories can be found in Attachment Ex7.4.
Position Category
Direct Fire
Support
Fire Program Management
Administrative and Business
Management Functions
Copy of Grade – this field contains a copy of the employee’s grade formatted as a number for
calculation purposes.
Grade Category – See Grade above.
Birth Year – This field contains the four digit year taken directly from the employee’s birth date
for calculation purposes.
Employee Age – This field calculates the employee’s age based upon the Birth Year by
subtracting the Employee’s Birth Year from the Analysis File Year and adding one.
Age Category – This field further categorizes the employee’s age into ranges.
Categories of Service - This data field further categorizes the calculated number of years of
service into the following categories for analysis purposes:
Categories of Service
Less than 5
5 to 10 Years of Service
11 to 15 Years of Service
More than 15 Years of Service
Unknown
Specific Formula Used to Categorize the Number of Years of Service:
=IF(NUMBER OF YEARS OF SERVICE = "Unknown", "Unknown",IF(NUMBER OF YEARS OF
SERVICE < 5, "LESS THAN 5", IF(NUMBER OF YEARS OF SERVICE <=10, "5 TO 10 YEARS
OF SERVICE", IF(NUMBER OF YEARS OF SERVICE<=15, "11 TO 15 YEARS OF SERVICE",
IF(NUMBER OF YEARS OF SERVICE >15, "MORE THAN 15 YEARS OF SERVICE","")))))
6c Identification - This data field was added to identify the population of employees under the
6c retirement benefit. The formula determines if an employee is under a 6c retirement benefit
using the retirement plans of FERS & FICA Special, CSRS – Special, and FICA &CSRS –
Special (Partial). If an employee is under the benefit, the field is populated with a “Yes”,
otherwise it is populated with a “No.”
Number of Years from Age 57 – This data field was added to analyze the effect that the
mandatory retirement age of 57 has on the population of employees under the 6c benefit. The
NWFF
Page Ex7.22
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
formula initially determines if an employee is under a 6c retirement benefit (Retirement Plans of
FERS & FICA Special, CSRS – Special, and FICA &CSRS – Special (Partial)). If an employee
is not 6c, the employee is identified as “Not 6c” in this field. If the 6c employee’s age is
unknown, then the field is populated as “unknown.” If the 6c employee has already reached the
age of 57, the field is identified as “Over 57.” Otherwise, the formula calculates the difference
between the employee’s age and 57.
Specific Formula Used to Calculate Number of Years from 57:
=IF(6C IDENTIFICATION = "No", "Not 6c", IF(57-EMPLOYEE AGE<0, "Over 57",57EMPLOYEE AGE +1))
Year of Mandatory Separation (6c Employees Only) – This field identifies the year
employees under the 6c retirement benefit will reach mandatory separation requirements. The
calculation formula initially checks if an employee is covered by the 6c retirement benefit. If
covered, the formula then calculates the year of mandatory separation as the year the employee
reaches the age of 57.
Specific Formula Used to Calculate Number of Years from 57:
=IF(NUMBER OF YEARS FROM 57="Not 6c","N/A",IF(NUMBER OF YEARS FROM 57 = "Over
57", FILE YEAR , FILE YEAR+NUMBER OF YEARS FROM 57))
Year the Employee is Eligible for Voluntary Retirement – This field identifies the four digit
year taken directly from the employee’s Retirement Eligibility Date.
Retirement Categories – This data field further categorizes the calculated year of retirement
eligibility into the following categories for analysis purposes:
Retirement Categories
Currently Eligible for Voluntary
Less than 5 Years till Eligible
5 to 10 Years till Eligible
11 to 20 Years till Eligible
21 to 30 Years till Eligible
More than 30 Years till Eligible
Specific Formula Used to Categorize Retirement Categories:
=IF(YEAR ELIGIBLE FOR VOLUNTARY ="N/A", "N/A", IF(YEAR ELIGIBLE FOR VOLUNTARY
<FILE YEAR , "Currently Eligible for Voluntary", IF(OR(YEAR ELIGIBLE FOR VOLUNTARY
="CHECK", YEAR ELIGIBLE FOR VOLUNTARY ="Other", YEAR ELIGIBLE FOR VOLUNTARY
="Unknown"), "Unknown", IF((YEAR ELIGIBLE FOR VOLUNTARY -(FILE YEAR +1))>30,
"More than 30 Years till Eligible", IF((YEAR ELIGIBLE FOR VOLUNTARY -(FILE YEAR +1))<5,
"Less than 5 Years till Eligible", IF(AND((YEAR ELIGIBLE FOR VOLUNTARY -(FILE YEAR
+1))>=5, (YEAR ELIGIBLE FOR VOLUNTARY -(FILE YEAR +1))<=10), "5 to 10 Years till
Eligible", IF(AND((YEAR ELIGIBLE FOR VOLUNTARY -(FILE YEAR +1))>=11, (YEAR
NWFF
Page Ex7.23
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
ELIGIBLE FOR VOLUNTARY -(FILE YEAR +1))<=20), "11 to 20 Years till Eligible",
IF(AND((YEAR ELIGIBLE FOR VOLUNTARY -(FILE YEAR +1))>=21, (YEAR ELIGIBLE FOR
VOLUNTARY -(FILE YEAR +1))<=30), "21 to 30 Years till Eligible", "Unknown"))))))))
Geographic Area – This field identifies the GA area for the identified Location. This field was
used for all DOI bureaus for analysis purposes across bureaus and with FS data.
FWS Region – This field identifies the FWS region for the identified Location. This field was not
used for analysis purposes in this study, but has been populated for future use.
NWFF Analysis Region – This field identifies the wildland fire geographic area (i.e., GACC)
that corresponds to the identified location and FWS Region. The NWFF Geographic Area
Assignment Crosswalk can be found in Attachment Ex7.1.
NWFF
Page Ex7.24
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
7.4
National Park Service (NPS)
BLM financial data was pulled for FY 2005 through FY 2009 from the Federal Financial System
(FFS). The codes for straight time hours and overtime hours from the FFS system can be seen
in Attachments Ex7.6 and Ex7.7. Personnel data was pulled from the FPPS system.
(Note: Late in the study it was determined that data included Overtime Hours although only
Straight Time was requested. The decision was made to move forward with the data because
the impact would not be significant to the findings of the study.)
Employee Name – Identifies the employee name from the financial system.
Total Number of Hours – This field sums the total number of hours billed by the employee to
the fire program during the file’s fiscal year.
Bureau – This field identifies that the personnel information is pertinent to the National Park
Service only.
Sub Bureau – This field identifies the sub bureau within the NPS where the employee is
assigned (e.g., Southeast).
Organization – This field refers to the employee’s office within each sub bureau.
Pay Plan – This data field identifies the applicable pay plan for the employee’s position.
Federal work is generally classified under the General Schedule (GS) or the Federal Wage
System (FWS).
Occupational SeriesR3– This field identifies the exact occupational group to which the
employee’s position has been classified. A position’s series is a subdivision of an occupational
group or job family consisting of positions similar, as to specialized line of work and
qualifications requirements. An occupational group is the major category of white collar
occupations, embracing a group of associated or related occupations (e.g., the Accounting and
Budget Group, GS-0500).
Grade – This field defines the grade of the employee under the corresponding Pay Plan. This
data field was further categorized into the GS Grade Categories identified below for analysis
purposes.
Grade
GS 1,2,3, or 4
GS 5,6, or 7
GS 8,9, or 10
GS 11 or 12
GS 13 or Higher
Non-GS Pay Plan
Name – This field identifies the employee’s first, last, and middle name (if applicable) as it
appears in the FPPS system.
Position Title – Identifies the OPM official title of the employee’s position.
NWFF
Page Ex7.25
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Location – Identifies the city and state where the employee works.
Duty Station – These data fields identify the city and county where the employee’s permanent
duty station is located.
Salary – This field identifies the amount of the employee’s salary as an annual, monthly, daily,
of hourly amount as indicated by the salary rate code.
Salary Rate – Pay basis that the identified salary is based on (e.g., per annum, per hour, etc.)
Work Schedule – This field identifies when an employee is scheduled to work. The following
definitions reflect the different work schedules for NPS employees:
• Full Time – A regularly scheduled tour of duty which requires the employee to be in a leave
and/or duty status for 80 hour each biweekly pay period
• Intermittent – Work based on sporadic and unpredictable requirements which prevent
advance scheduling of a regular tour of duty. Employees work on an as-needed basis, are
paid only for those hours work, and are not entitled to earn or use leave.
• Part Time – A regularly scheduled tour of duty which generally requires an employee to be
on duty no less than 16 hours and no more than 32 hours per week.
• Seasonal Employment2 – Annually recurring periods of work of less than 12 months each
year. Seasonal employees are permanent employees who are placed in nonduty/nonpay
status and recalled to duty in accordance with pre-established conditions of employment.
Position Supervisory Status – This data field identifies whether a position is considered
supervisory or not.
Fair Labor Standards Act (FLSA) – This field indicates whether the position is covered by the
minimum pay and overtime provisions of the Fair Labor Standards Act (FLSA).
Retirement Plan – This field identifies the type of retirement/social security coverage held by
the employee of record.
Individual Position Number – This field identifies the personnel position number. Specifically,
it identifies, by number, the position occupied by the employee. Unfortunately this field was
determined to not be a unique identifier for the purposes of this study.
Birthdate – This field identifies an employee’s date of birth.
Retirement Eligibility Date – The date the FPPS system has identified the employee will be
eligible to retire based upon the employee’s age, creditable service, retirement plan, etc. Unlike
the FS PERHIS system, this field was populated for all NPS employees (when applicable) and
verification of the data revealed that the dates were accurate.
Service Computation Date (SCD) – The date, either actual or constructed by crediting service,
used to determine benefits that are based on how long the person has been in the Federal
Service. This date was used as the primary means of calculating each employee’s length of
service and subsequently, their retirement eligibility.
Data Source – This field is system specific and was not used for analysis purposes.
NWFF
Page Ex7.26
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Tenure –This field identifies if a position is considered permanent or temporary. A
position coded with a “P” is a permanent position and a position coded with a “T” if it is a
temporary position.
Employee Age – This field identifies an employee’s age. The field was not populated for all
employees and some ages did not match the employee’s birthdate. As a result, each
employee’s age was calculated in an analysis field below.
Phase 1 or Phase 2 Identification – This field clearly identifies whether an employee billed
51% or more of their hours to fire for the file year being analyzed or whether they billed less
than 51% of their hours to fire. Those employees who billed 51% or more of their time to fire
are considered “in-scope” of Phase 1 of this study and those who billed less than 51% will be
covered by Phase 2. The following table defines the phase divisions for different work
schedules or appointment types:
Appointment Type /
Work Schedule
Full Time
Full Time Seasonal:
18/8 Appointment
13/13 Appointment
Annual Scheduled Work Hours
2 080 H
1,440 Hours
1,039 Hours
NWFF 51% Annual Workload
Division
M
th 1 060 H
More than 734 Hours
More than 529 Hours
Note: HRM data did not identify which
category the employee fell into (i.e., 18/8
or 13/13), so all Full Time Seasonal
employees who billed more than 529
base 8 hours were considered in-scope
for Phase 1.
Part Time and
Part Time Seasonal
Intermittent and Intermittent
Seasonal
16-32 Hours per Week
832-1664 Hours per Year
Assumption: Employees can enter
intermittent status after they have
completed guaranteed seasonal pay
periods. Employees may have billed
hours to fire program codes under
another status in the system, but the
HRM data reflects the employee’s status
nd
as of August 2 in the fiscal year.
More than 424 Hours
More than 529 Hours
(Consistent with Full Time Seasonal)
Specific Formula Used to Categorize the Phase The Employee Belongs In:
=IF(ISBLANK(WORK SCHEDULE), "Unknown", IF(WORK SCHEDULE="Full-Time", IF(TOTAL
HOURS <1060, "Less than 51%", "Over 51%"), IF(ISERROR(TOTAL HOURS >529), "No
Hours", IF(OR(TOTAL HOURS ="Unknown", TOTAL HOURS ="No Hours"), "No Hours",
IF(AND(WORK SCHEDULE="Full-Time Seasonal", TOTAL HOURS >529), "Over 51%",
IF(AND(WORK SCHEDULE="Full-Time Seasonal", TOTAL HOURS <530), "Less than 51%",
IF(AND(OR(WORK SCHEDULE="Part-Time Seasonal", WORK SCHEDULE="Part-Time"),
TOTAL HOURS >424), "Over 51%", IF(AND(OR(WORK SCHEDULE="Part-Time Seasonal",
WORK SCHEDULE="Part-Time"), TOTAL HOURS <425), "Less than 51%", IF(AND(OR(WORK
NWFF
Page Ex7.27
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
SCHEDULE="Intermittent Seasonal", WORK SCHEDULE="Intermittent"), TOTAL HOURS
>529), "Over 51%", IF(AND(OR(WORK SCHEDULE="Intermittent Seasonal", WORK
SCHEDULE="Intermittent"), TOTAL HOURS <530), "Less than 51%", "CHECK END"))))))))))
Functional Position Title – This field was added to the analysis to group position titles by
removing the specialized identification included within parentheses within the official position
title (e.g., the standard title of Forestry Tech (Hotshot)was identified as a Forestry Tech in the
functional group data field, as well as correcting spelling errors.
Identification of Out of Scope Employees – Law Enforcement Employees are considered
outside of the scope of this study for both phases. In addition, NPS has a Structural Fire group
unique to the Bureau and is considered outside the scope of Wildland Fire. Law Enforcement
and Structural Fire positions were identified using the following criteria:
• Official Position Title included “Law Enforcement”, “LE&I, “LEO”, or some form clearly
identifying the position as Law Enforcement or Investigation in the title (including student
trainee).
• Official Position Title included Structural Fire or other identifying wording in the title
(including student trainee).
Position Category - This field further categorizes the identified Functional Position Titles into
the following analysis categories. A full listing of what specific positions can be found in which
categories can be found in Attachment Ex7.5.
Position Category
Direct Fire
Support
Fire Program Management
Administrative and Business
Management Functions
Copy of Grade – this field contains a copy of the employee’s grade formatted as a number for
calculation purposes.
Grade Category – See Grade above.
Birth Year – This field contains the four digit year taken directly from the employee’s birth date
for calculation purposes.
Employee Age – This field calculates the employee’s age based upon the Birth Year by
subtracting the Employee’s Birth Year from the Analysis File Year and adding one.
Age Category – This field further categorizes the employee’s age into ranges.
SCD Year – This field identifies the four digit year taken directly from the employee’s SCD.
Number of Years of Service – This formula first checks to verify if the SCD is known for the
employee. If it is unknown, the formula populates the cell with the word “Unknown”: If SCD is
known, the formula calculates the number of years of service as one plus the file year minus the
SCD year.
NWFF
Page Ex7.28
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Specific Formula Used to Calculate the Number of Years of Service:
=IF (SCD YEAR="Unknown", "Unknown", FILE YEAR – SCD YEAR+1)
Categories of Service - This data field further categorizes the calculated number of years of
service into the following categories for analysis purposes:
Categories of Service
Less than 5
5 to 10 Years of Service
11 to 15 Years of Service
More than 15 Years of Service
Unknown
Specific Formula Used to Categorize the Number of Years of Service:
=IF(NUMBER OF YEARS OF SERVICE = "Unknown", "Unknown",IF(NUMBER OF YEARS OF
SERVICE < 5, "LESS THAN 5", IF(NUMBER OF YEARS OF SERVICE <=10, "5 TO 10 YEARS
OF SERVICE", IF(NUMBER OF YEARS OF SERVICE<=15, "11 TO 15 YEARS OF SERVICE",
IF(NUMBER OF YEARS OF SERVICE >15, "MORE THAN 15 YEARS OF SERVICE","")))))
6c Identification - This data field was added to identify the population of employees under the
6c retirement benefit. The formula determines if an employee is under a 6c retirement benefit
using the retirement plans of FERS & FICA Special, CSRS – Special, and FICA &CSRS –
Special (Partial). If an employee is under the benefit, the field is populated with a “Yes”,
otherwise it is populated with a “No.”
Number of Years from Age 57 – This data field was added to analyze the effect that the
mandatory retirement age of 57 has on the population of employees under the 6c benefit. The
formula initially determines if an employee is under a 6c retirement benefit (Retirement Plans of
FERS & FICA Special, CSRS – Special, and FICA &CSRS – Special (Partial)). If an employee
is not 6c, the employee is identified as “Not 6c” in this field. If the 6c employee’s age is
unknown, then the field is populated as “unknown.” If the 6c employee has already reached the
age of 57, the field is identified as “Over 57.” Otherwise, the formula calculates the difference
between the employee’s age and 57.
Specific Formula Used to Calculate Number of Years from 57:
=IF(6C IDENTIFICATION = "No", "Not 6c", IF(57-EMPLOYEE AGE<0, "Over 57",57EMPLOYEE AGE +1))
Year of Mandatory Separation (6c Employees Only) – This field identifies the year
employees under the 6c retirement benefit will reach mandatory separation requirements. The
calculation formula initially checks if an employee is covered by the 6c retirement benefit. If
covered, the formula then calculates the year of mandatory separation as the year the employee
reaches the age of 57.
NWFF
Page Ex7.29
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Specific Formula Used to Calculate Number of Years from 57:
=IF(NUMBER OF YEARS FROM 57="Not 6c","N/A",IF(NUMBER OF YEARS FROM 57 = "Over
57", FILE YEAR , FILE YEAR+NUMBER OF YEARS FROM 57))
Year the Employee is Eligible for Voluntary Retirement – This field identifies the four digit
year taken directly from the employee’s Retirement Eligibility Date.
Retirement Categories – This data field further categorizes the calculated year of retirement
eligibility into the following categories for analysis purposes:
Currently Eligible for Voluntary
Less than 5 Years till Eligible
5 to 10 Years till Eligible
11 to 20 Years till Eligible
21 to 30 Years till Eligible
More than 30 Years till Eligible
Specific Formula Used to Categorize Retirement Categories:
=IF(YEAR ELIGIBLE FOR VOLUNTARY ="N/A", "N/A", IF(YEAR ELIGIBLE FOR VOLUNTARY
<FILE YEAR , "Currently Eligible for Voluntary", IF(OR(YEAR ELIGIBLE FOR VOLUNTARY
="CHECK", YEAR ELIGIBLE FOR VOLUNTARY ="Other", YEAR ELIGIBLE FOR VOLUNTARY
="Unknown"), "Unknown", IF((YEAR ELIGIBLE FOR VOLUNTARY -(FILE YEAR +1))>30,
"More than 30 Years till Eligible", IF((YEAR ELIGIBLE FOR VOLUNTARY -(FILE YEAR +1))<5,
"Less than 5 Years till Eligible", IF(AND((YEAR ELIGIBLE FOR VOLUNTARY -(FILE YEAR
+1))>=5, (YEAR ELIGIBLE FOR VOLUNTARY -(FILE YEAR +1))<=10), "5 to 10 Years till
Eligible", IF(AND((YEAR ELIGIBLE FOR VOLUNTARY -(FILE YEAR +1))>=11, (YEAR
ELIGIBLE FOR VOLUNTARY -(FILE YEAR +1))<=20), "11 to 20 Years till Eligible",
IF(AND((YEAR ELIGIBLE FOR VOLUNTARY -(FILE YEAR +1))>=21, (YEAR ELIGIBLE FOR
VOLUNTARY -(FILE YEAR +1))<=30), "21 to 30 Years till Eligible", "Unknown"))))))))
NPS Region – This field identifies the NPS region for the identified location. This field was not
used for analysis purposes of this study, but has been populated for future use.
NWFF Analysis Region – This field identifies the wildland fire geographic area (i.e., GACC)
that corresponds to the identified location and NPS Region. The NWFF Geographic Area
Assignment Crosswalk can be found in Attachment Ex7.1.
NWFF
Page Ex7.30
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
7.5 Attachments for Exhibit 7
Attachment Ex7.1 – NWFF Geographic Area Assignment Crosswalks
Attachment Ex7.2 – Number of BLM Positions/Employees in Each Position Analysis Category
for the Corresponding Position Title
Attachment Ex7.3 – Number of BIA Positions/Employees in Each Position Analysis Category for
the Corresponding Position Title
Attachment Ex7.4 – Number of FWS Positions/Employees in Each Position Analysis Category
for the Corresponding Position Title
Attachment Ex7.5 – Number of NPS Positions/Employees in Each Position Analysis Category
for the Corresponding Position Title
Attachment Ex7.6 – Straight Time Hours Codes for the Federal Financial System (FFS)
Attachment Ex7.7 – Overtime Hours Codes for the Federal Financial System (FFS)
NWFF
Page Ex7.31
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Attachment Ex7.1 –NWFF Geographic Area Assignment Crosswalks
State
ALABAMA
ALASKA
ARIZONA
ARKANSAS
CALIFORNIA
COLORADO
CONNECTICUT
DISTRICT OF COLUMBIA
DELAWARE
FLORIDA
GEORGIA
HAWAII
IDAHO
ILLINOIS
INDIANA
IOWA
KANSAS
KENTUCKY
LOUISIANA
MAINE
MARYLAND
MASSACHUSETTS
MICHIGAN
MINNESOTA
MISSISSIPPI
MISSOURI
MONTANA
NEBRASKA
NEVADA
NWFF
NWFF Geographic
Area
SOUTHERN
ALASKA
SOUTHWEST
SOUTHERN
MANUAL
ROCKY MOUNTAIN
EASTERN
WO
EASTERN
SOUTHERN
SOUTHERN
NORTHERN CA
MANUAL
EASTERN
EASTERN
EASTERN
ROCKY MOUNTAIN
SOUTHERN
SOUTHERN
EASTERN
EASTERN
EASTERN
EASTERN
EASTERN
SOUTHERN
EASTERN
NORTHERN ROCKIES
ROCKY MOUNTAIN
WEST BASIN
BLM Region
Eastern States
Alaska
Arizona
Eastern States
California
Colorado
Eastern States
WO
Eastern States
Eastern States
Eastern States
N/A
Idaho
Eastern States
Eastern States
Eastern States
New Mexico
Eastern States
Eastern States
Eastern States
Eastern States
Eastern States
Eastern States
Eastern States
Eastern States
Eastern States
Montana/Dakotas
Wyoming
Nevada
BIA Region
Eastern
Alaska
Manual - Western or Navajo
Eastern
Pacific
Manual - South West or Navajo
Eastern
WO
Eastern
Eastern
Eastern
N/A
Northwest
Midwest
Eastern
Midwest
Southern Plains
Eastern
Eastern
Eastern
Eastern
Eastern
Midwest
Midwest
Eastern
Eastern
Rocky Mountain
Great Plains
Western
Page Ex7.32
FWS Region
Region 4
Region 7
Region 2
Region 4
Region 8
Region 6
Region 5
Region 9
Region 5
Region 4
Region 4
Region 1
Region 1
Region 3
Region 3
Region 3
Region 6
Region 4
Region 4
Region 5
Region 5
Region 5
Region 3
Region 3
Region 4
Region 3
Region 6
Region 6
Region 8
NPS Region
Southeast
Alaska
Intermountain
Midwest
Pacific West
Intermountain
Northeast
National Capital
Northeast
Southeast
Southeast
Pacific West
Pacific West
Midwest
Midwest
Midwest
Midwest
Southeast
Southeast
Northeast
Northeast
Northeast
Midwest
Midwest
Southeast
Midwest
Intermountain
Midwest
Pacific West
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
State
NEW HAMPSHIRE
NEW JERSEY
NEW MEXICO
NEW YORK
NORTH CAROLINA
NORTH DAKOTA
OHIO
OKLAHOMA
OREGON
PENNSYLVANIA
PUERTO RICO
RHODE ISLAND
SOUTH CAROLINA
SOUTH DAKOTA
TENNESSEE
TEXAS
UTAH
VERMONT
VIRGINIA
WASHINGTON
WEST VIRGINIA
WISCONSIN
WYOMING
NWFF
NWFF Geographic
Area
EASTERN
EASTERN
SOUTHWEST
EASTERN
SOUTHERN
NORTHERN ROCKIES
EASTERN
SOUTHERN
NORTHWEST
EASTERN
SOUTHERN
EASTERN
SOUTHERN
ROCKY MOUNTAIN
SOUTHERN
SOUTHERN
EAST BASIN
EASTERN
SOUTHERN
NORTHWEST
EASTERN
EASTERN
ROCKY MOUNTAIN
BLM Region
Eastern States
Eastern States
New Mexico
Eastern States
Montana/Dakotas
Eastern States
Eastern States
New Mexico
Oregon/Washington
Eastern States
N/A
Eastern States
Eastern States
Montana/Dakotas
Eastern States
New Mexico
Utah
Eastern States
Eastern States
Oregon/Washington
Eastern States
Eastern States
Wyoming
BIA Region
Eastern
Eastern
Southwest
Eastern
Eastern
Great Plains
Eastern
Manual - Eastern OK and
S
th
Pl i
Northwest
Eastern
N/A
Eastern
Eastern
Great Plains
Eastern
Southern Plains
Manual - Western or Navajo
Eastern
Eastern
Northwest
Eastern
Midwest
Rocky Mountain
Page Ex7.33
FWS Region
Region 5
Region 5
Region 2
Region 5
Region 4
Region 6
Region 3
Region 2
Region 1
Region 5
Region 4
Region 5
Region 4
Region 6
Region 4
Region 2
Region 6
Region 5
Region 5
Region 1
Region 5
Region 3
Region 6
NPS Region
Northeast
Northeast
Intermountain
Northeast
Southeast
Midwest
Midwest
Intermountain
Pacific West
Northeast
Southeast
Northeast
Southeast
Midwest
Southeast
Intermountain
Intermountain
Northeast
Northeast
Pacific West
Northeast
Midwest
Intermountain
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
City
ADA
ARCO
BOISE
BRUNEAU
BURLEY
CHALLIS
DRIGGS
DUBOIS
EAST FALLS
EMMETT
FORT HALL
HAMMETT
HORSESHOE BEND
IDAHO FALLS
MALAD CITY
MARSING
MIDDLETON
MOUNTAIN HOME
NEW PLYMOUTH
POCATELLO
SHOSHONE
SODA SPRINGS
TWIN FALLS
ALTURAS
ARCATA
CEDARVILLE
CRESCENT CITY
DEL NORTE
DOYLE
FOLSOM
NWFF
State
IDAHO
IDAHO
IDAHO
IDAHO
IDAHO
IDAHO
IDAHO
IDAHO
IDAHO
IDAHO
IDAHO
IDAHO
IDAHO
IDAHO
IDAHO
IDAHO
IDAHO
IDAHO
IDAHO
IDAHO
IDAHO
IDAHO
IDAHO
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
NWFF Geographic
Area
EAST BASIN
EAST BASIN
EAST BASIN
EAST BASIN
EAST BASIN
EAST BASIN
EAST BASIN
EAST BASIN
EAST BASIN
EAST BASIN
EAST BASIN
EAST BASIN
EAST BASIN
EAST BASIN
EAST BASIN
EAST BASIN
EAST BASIN
EAST BASIN
EAST BASIN
EAST BASIN
EAST BASIN
EAST BASIN
EAST BASIN
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN CA
City
FORT ORD
HOLLISTER
KLAMATH
LEE VINING
LITCHFIELD
MARKLEEVILLE
MCCLELLAN AFB
MENDOCINO
MINERAL
MODOC
MONO
ORICK
PLACERVILLE
RAVENDALE
REDDING
REQUA
SACRAMENTO
SHASTA
SUSANVILLE
TULELAKE
UKIAH
WHISKEYTOWN
WHITEHORN
BONNERS FERRY
COEUR D ALENE
COTTONWOOD
SALMON
AGOURA
ALPAUGH
APPLE VALLEY
Page Ex7.34
State
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
IDAHO
IDAHO
IDAHO
IDAHO
CALIFORNIA
CALIFORNIA
CALIFORNIA
NWFF Geographic
Area
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN CA
NORTHERN
ROCKIES
NORTHERN
ROCKIES
NORTHERN
ROCKIES
NORTHERN
ROCKIES
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
City
AUBERRY
BAKER
BAKERSFIELD
BARSTOW
BENTON
BISHOP
CALABASAS
CORONA
DANVILLE
DEATH VALLEY
EL CENTRO
FRESNO
HATHAWAY PINES
INDEPENDENCE
INYO
INYOKERN
JAMUL
KELSO
KERN
KERNVILLE
KINGS CANYON NATL PK
LANCASTER
LOMPOC
MALIBU
MANZANITA LAKE
MARIPOSA
MARTINEZ
MODESTO
MORENO VALLEY
NWFF
State
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
NWFF Geographic
Area
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
City
State
NEEDLES
NEWBURY PARK
NORTON AF BASE
OAKLAND
OLANCHA
ONYX
PAICINES
PALM DESERT
PALM SPRINGS
PASO ROBLES
POINT REYES STATION
PORTERVILLE
RIDGECREST
RIVERSIDE
SAN BERNARDINO
SAN DIEGO
SAN FRANCISCO
SAN LUIS OBISPO
SEQUOIA NATIONAL PARK
TAFT
THOUSAND OAKS
THREE RIVERS
TOPAZ
TULARE
TWENTYNINE PALMS
VENTURA
WOODFORDS
YOSEMITE NATL PARK
YUCCA VALLEY
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
CALIFORNIA
Page Ex7.35
NWFF Geographic
Area
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
SOUTHERN CA
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Attachment Ex7.2 – Number of BLM Positions/Employees in Each Position Analysis Category for the Corresponding Position Title
(FY 2009 Only)
NOTE: Some management specialist positions graded GS 12 and above were identified to be Fire Program Management positions. These
positions included the following position titles: Natural Resources Management Specialist, Fire Management Specialist, Fuels Management
Specialist, Lead Rangeland Management Specialist, Rangeland Management Specialist, Range Management Specialists, Smoke Management
Specialists, Supervisory Rangeland Management Specialists, etc.
Position Functional Title
ACCOUNTANT
ACCOUNTING TECH
ADMIN AND SAFETY ASSISTANT
ADMIN MANAGEMENT SPECIALIST
ADMIN OFFICER
ADMIN SERVICES MANAGER
ADMIN SUPPORT ASSISTANT
ADMIN SUPPORT CLERK
ADMIN SUPPORT SPECIALIST
ADMINISTRATIVE PROGRAM SPECIALIST
ADMINISTRATIVE TECH
AFM RENEWABLE RESOURCES
AFM, NON-RENEWABLE RESOURCES
AFM, SUPPORT SERVICES
AFOM FOR RENEWABLE RESOURCES
AIR OPERATIONS SPECIALIST
AIRCRAFT ATTENDANT
AIRCRAFT ATTENDANT SUPERVISOR
AIRCRAFT ATTENDANT TRAINING LEAD
AIRCRAFT DISPATCHER
AIRCRAFT FRONT LOADER
AIRPLANE FLIGHT INSTRUCTOR
AIRPLANE PILOT
NWFF
Direct
Fire
Fire Program
Management
Support
Administrative & Business
Management Functions
14
12
1
1
25
1
50
7
2
1
4
1
1
1
1
4
8
1
1
2
1
2
4
Page Ex7.36
Total Number
of Positions
14
12
1
1
25
1
50
7
2
1
4
1
1
1
1
4
8
1
1
2
1
2
4
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
AIRSPACE COORDINATOR
ARCHEOLOGIST
ARCHEOLOGY AID
ARCHEOLOGY TECH
ARCHITECT
ASSET MANAGEMENT SPECIALIST
ASSET MANAGER
ASSISTANT AVIATION MANAGER
ASSISTANT CASUAL PAYMENT CENTER OPERATIONS MANAGER
ASSISTANT CENTER MANAGER
ASSISTANT DIRECTOR
ASSISTANT DISTRICT MANAGER
ASSISTANT FIELD MANAGER
ASSISTANT FIRE MANAGEMENT OFFICER
ASSISTANT GACC MANAGER
ASSISTANT INTERAGENCY AVIATION MANAGER
ASSISTANT STATE AVIATION MANGER
ASSISTANT UNIT AVIATION MANAGER
ASSOCIATE DISTRICT MANAGER
ASSOCIATE FIELD MANAGER
ASSOCIATE STATE DIRECTOR
AUDIO VISUAL PRODUCTION SPECIALIST
AUTOMATED LAND AND MINERAL
AUTOMOTIVE MECHANIC
AVIATION GROUP MANAGER
AVIATION MANAGEMENT SPECIALIST
AVIATION MANGER
AVIATION SAFETY MANAGER
AVIATION TRAINING MANAGER
BIOLOGICAL RESOURCE STAFF
NWFF
Direct
Fire
Fire Program
Management
Support
1
75
7
38
1
Administrative & Business
Management Functions
1
1
1
1
2
1
2
15
39
1
1
1
2
9
11
4
7
1
5
1
11
1
1
1
1
Page Ex7.37
Total Number
of Positions
1
75
7
38
1
1
1
1
1
2
1
2
15
39
1
1
1
2
9
11
4
7
1
5
1
11
1
1
1
1
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
BIOLOGICAL SCIENCE AID
BIOLOGICAL SCIENCE TECH
BIOLOGIST
BOTANIST
BRANCH CHIEF
BRANCH MANAGER
BUDGET ANALYST
BUDGET OFFICER
BUDGET TECH
BUILDING MANAGER
BUSINESS MANAGEMENT ASSISTANT
BUSINESS MANAGEMENT SUPERVISORY
CADASTRAL SURVEY ASSISTANT
CARPENTER
CARTOGRAPHER
CARTOGRAPHIC AID
CARTOGRAPHIC TECH
CASUAL PAYMENT CENTER OPERATIONS MANAGER
CH, PREPAREDNESS/SUPP
CHIEF INFORMATION OFFICER
CHIEF OF STAFF
CLERICAL ASSISTANT
CLERK
COLLECTIONS AND BILLING TECH
COMMUNITY PLANNER
COMPLIANCE SPECIALIST
COMPUTER ASSISTANT
CONCESSIONS MANAGEMENT ASSISTANT
CONTACT REPRESENTATIVE
CONTRACT SPECIALIST
NWFF
Direct
Fire
Fire Program
Management
Support
8
63
25
27
1
1
Administrative & Business
Management Functions
27
1
3
1
1
1
1
1
13
2
13
1
1
1
1
1
8
1
1
1
4
1
19
39
Page Ex7.38
Total Number
of Positions
8
63
25
27
1
1
27
1
3
1
1
1
1
1
13
2
13
1
1
1
1
1
8
1
1
1
4
1
19
39
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
CONTRACTING OFFICER
COOK
COOK LEADER
COOK SUPERVISOR
CUSTODIAL WORKER
DATA ANALYST
DATA RECORDS ADMINISTRATOR
DATA STEWARD
DEPUTY ASSISTANT DIRECTOR
DEPUTY ASSISTANT FIELD MANAGER
DEPUTY PROJECT MANAGER
DEPUTY STATE DIRECTOR
DEPUTY STATE FIRE MANAGEMENT OPERATIONS OFFICER
DISPATCHER
DISTRICT MANAGER
DISTRICT RANGELAND MANAGEMENT SPEC
DISTRICT RANGER
DIVISION CHIEF
DUPLICATING EQUIPMENT OPERATOR
ECOLOGIST
ECONOMIST
ECOSYSTEM PLANNER
EDUCATION TECH
ELECTRICIAN
ELECTRONIC FORMS MANAGER
ELECTRONIC MECHANIC
ELECTRONIC MECHANIC SUPERVISOR
ELECTRONICS ENGINEER
ELECTRONICS TECH
ENGINE CREW LEADER
NWFF
Direct
Fire
Fire Program
Management
Support
1
6
1
1
1
Administrative & Business
Management Functions
2
1
2
2
2
1
7
1
2
31
1
1
4
2
18
3
1
2
1
1
6
1
1
27
1
Page Ex7.39
Total Number
of Positions
1
6
1
1
1
2
1
2
2
2
1
7
1
2
31
1
1
4
2
18
3
1
2
1
1
6
1
1
27
1
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
ENGINEER - VARIOUS
ENGINEERING & GEOLOGICAL SCIENCES MANAGER
ENGINEERING EQUIPMENT OPERATOR
ENGINEERING EQUIPMENT OPERATOR HELPER
ENGINEERING EQUIPMENT OPERATOR SUPERVISOR
ENGINEERING TECH - VARIOUS
ENVIRONMENTAL COORDINATOR
ENVIRONMENTAL PLANNING COORDINATOR
ENVIRONMENTAL PROTECTION SPECIALIST
EQUAL EMPLOYMENT OPPORTUNITY ASSISTANT
EQUAL EMPLOYMENT OPPORTUNITY MANAGER
EQUAL EMPLOYMENT OPPORTUNITY SPECIALIST
EQUAL EMPLOYMENT SPECIALIST
EQUIPMENT SPECIALIST
ESR SPECIALIST
EXECUTIVE ASSISTANT
FACILITY MANAGEMENT SPECIALIST
FACILITY OPERATIONS SPECIALIST
FIELD MANAGER
FILE CLERK
FINANCIAL ASSISTANT
FINANCIAL PROCESSING ASSISTANT
FINANCIAL SERVICES SUPERVISOR
FINANCIAL SUPPORT SPECIALIST
FINANCIAL SYSTEMS ANALYST
FINANCIAL TECH
FIRE & AVIATION SPECIALIST
FIRE & MITIGATION EDUCATION SPECIALIST
FIRE BUSINESS MANAGEMENT ASSISTANT
FIRE ECOLOGIST
NWFF
Direct
Fire
Fire Program
Management
Support
27
1
Administrative & Business
Management Functions
63
1
7
29
1
1
13
1
3
1
2
6
1
1
1
1
61
1
3
1
1
1
6
9
2
28
1
15
Page Ex7.40
Total Number
of Positions
27
1
63
1
7
29
1
1
13
1
3
1
2
6
1
1
1
1
61
1
3
1
1
1
6
9
2
28
1
15
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
FIRE FINANCIAL INCIDENT BUSINESS MANAGEMENT SPECIALIST
FIRE LOGISTICS DISPATCHER
FIRE MANAGEMENT OFFICER
FIRE MANAGEMENT PLANNER
FIRE MANAGEMENT SCIENTIST
FIRE MANAGEMENT SPECIALIST
FIRE MITIGATION AND EDUCATION SPECIALIST
FIRE OPERATIONS SPECIALIST
FIRE PROGRAM ASSISTANT
FIRE SUPPORT ASSISTANT
FIRE USE SPECIALIST
FISCAL SERVICES SPECIALIST
FOIA SPECIALIST
FOOD SERVICE WORKER
FORESTER
FUEL DISTRIBUTION SYSTEM LEADER
FUEL DISTRIBUTION SYSTEM SUPERVISOR
FUEL DISTRIBUTION SYSTEM WORKER
FUELS MANAGEMENT SPECIALIST
GACC MANAGER
GENERAL SUPPLY SPECIALIST
GEODETIC TECH
GEOGRAPHER
GEOLOGIST
GIS AID
GIS COORDINATOR
GIS SPECIALIST
GRANTS & AGREEMENTS SPECIALIST
GREAT BASIN SUPPORT GROUP LEADER
GROUP MANAGER
NWFF
Direct
Fire
Fire Program
Management
Support
Administrative & Business
Management Functions
1
42
62
2
2
74
26
1
1
7
15
4
9
2
6
99
5
1
17
17
3
2
1
1
4
21
1
3
59
8
1
1
Page Ex7.41
Total Number
of Positions
1
42
62
2
2
100
1
1
7
15
4
9
2
6
99
5
1
17
20
2
1
1
4
21
1
3
59
8
1
1
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
HAZARDOU MATERIALS & SAFETY SPECIALIST
HAZARDOUS FUELS SPECIALIST
HEAVY EQUIPMENT MECHANIC
HEAVY EQUIPMENT MECHANIC SUPERVISOR
HELIUM PAYMENT TECH
HUMAN RESOURCE CLERK
HUMAN RESOURCE SPECIALIST
HUMAN RESOURCES ASSISTANT
HUMAN RESOURCES OFFICER
HUMAN RESOURCES SPECIALIST
HYDROLOGIC TECH
HYDROLOGIST
ILLUSTRATOR
INDUSTRIAL EQUIPMENT MECHANIC
INDUSTRY ECONOMIST
INFORMATION RECEPTIONIST
INFORMATION SYSTEMS MANAGER
INSTRUCTIONAL SYSTEMS SPECIALIST
INTELLIGENCE IMAGERY & SPACIAL ANALYST
INVENTORY MANAGEMENT SPECIALIST
IT SPECIALIST
JOINT FIRE SCIENCE PROGRAM MANAGER
LABORER
LAND & MINERALS ASSISTANT
LAND LAW EAMINER
LAND SURVEYOR
LAND SURVEYOR TEAM LEAD
LANDS AND MINERALS ASSISTANT
LEAD ADMIN SUPPORT ASSISTANT
LEAD AIR ATTACK MANAGER
NWFF
Direct
Fire
Fire Program
Management
Support
1
Administrative & Business
Management Functions
1
5
1
1
1
4
27
3
38
5
18
1
6
1
7
1
3
1
3
101
1
1
1
8
30
1
1
1
1
Page Ex7.42
Total Number
of Positions
1
1
5
1
1
1
4
27
3
38
5
18
1
6
1
7
1
3
1
3
101
1
1
1
8
30
1
1
1
1
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
LEAD ARCHEOLOGIST
LEAD BIOLOGICAL TECH
LEAD ENGINEERING EQUIPMENT OPERATOR
LEAD FORESTER
LEAD GIS SPECIALIST
LEAD HUMAN RESOURCES SPECIALIST
LEAD IT SPECIALIST
LEAD LABORER
LEAD LAND LAW EXAMINER
LEAD LAND SURVEYOR
LEAD MAINTENANCE MECHANIC
LEAD MATERIALS HANDLER
LEAD NATURAL RESOURCE SPECIALIST
LEAD PRINTING SPEICALIST
LEAD PROPERTY MANAGEMENT SPECIALIST
LEAD RANGE/FORESTRY TECH
LEAD RANGELAND MANAGEMENT SPECIALIST
LEAD RECREATION & WILDERNESS SPECIALIST
LEAD WILDLIFE BIOLOGIST
LEGAL ASSISTANT
LEGAL INSTRUMENTS EAMINER
LEGISLATIVE AFFAIRS SPECIALIST
LIBRARIAN
LIBRARY TECH
LOGISTICS COORDINATOR
LOGISTICS SPECIALIST
MAIL AND FILE CLERK
MAINTENANCE HELPER
MAINTENANCE MECHANIC
MAINTENANCE SUPERVISOR
NWFF
Direct
Fire
Fire Program
Management
Support
2
2
Administrative & Business
Management Functions
3
1
1
3
7
1
1
1
1
2
1
1
1
200
1
3
2
1
4
3
2
1
4
3
1
1
2
9
2
Page Ex7.43
Total Number
of Positions
2
2
3
1
1
3
7
1
1
1
1
2
1
1
1
200
4
2
1
4
3
2
1
4
3
1
1
2
9
2
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
MAINTENANCE WORKER
MANAGEMENT ANALYST
MANAGEMENT ASSISTANT
MANAGEMENT SUPPORT SPECIALIST
MATERIALS HANDLER
METEOROLOGIST
MONUMENT MANAGER
MOTOR VEHICLE ASSISTANT
MOTOR VEHICLE OPERATOR
NATIONAL AVIATION OPERATIONS OVICER
NATIONAL GAS PIPELINE PROJECT MANAGER
NATIONAL RADIO PROGRAM MANAGER
NATIVE AMERICAN COORDINATOR
NATURAL AREA MANAGER
NATURAL RESOURCE OFFICER
NATURAL RESOURCE SPECIALIST
NATURAL RESOURCE STAFF ADMINISTRATOR
NATURAL RESOURCE TECH
NEPA SPECIALIST
OFFICE AUTOMATION ASSISTANT
OFFICE AUTOMATION CLERK
OPERATIONS MANAGER
OPERATIONS SUPPORT ASSISTANT
OUTDOOR RECREATION PLANNER
OUTDOOR RECREATION TECH
PARK MANAGER
PARK RANGER
PARTNERSHIP COORDINATOR
PHYSICAL SCIENTIST
PLANNER
NWFF
Direct
Fire
Fire Program
Management
Support
48
Administrative & Business
Management Functions
33
11
3
35
8
3
1
15
1
1
1
1
1
1
142
5
1
1
1
7
1
1
41
1
2
29
1
3
1
Page Ex7.44
Total Number
of Positions
48
33
11
3
35
8
3
1
15
1
1
1
1
1
1
142
5
1
1
1
7
1
1
41
1
2
29
1
3
1
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
PLANNING & ENVIRONMENTAL COORDINATOR
PLANNING & ENVIRONMENTAL SPECIALIST
PRINTING SERVICES SPECIALIST
PROCUREMENT ANALYST
PROCUREMENT PROPERTY TECH
PROCUREMENT TECH
PRODUCTION ACCOUNTABILITY TECH
PROGRAM ANALYST
PROGRAM MANAGER
PROGRAM SUPPORT ASSISTANT
PROJECT MANAGER
PROPERTY AND FLEET MANAGEMENT ASSISTANT
PROPERTY DISPOSAL TECH
PROPERTY MANAGEMENT SPECIALIST
PROPERTY MANAGEMENT TECH
PROPERTY UTILIZATION SPECIALIST
PUBLIC AFFAIRS SPECIALIST
PUBLIC CONTACT REPRESENTATIVE
PUBLIC INFORMATION ASSISTANT
PURCHASING & PROPERTY MANGEMENT TECH
PURCHASING AGENT
RANGE ASSISTANT
RANGE CLERK
RANGE MANAGEMENT SPECIALIST
RANGE/FORESTRY AID
RANGE/FORESTRY TECH
RANGELAND MANAGEMENT SPECIALIST
REALTY SPECIALIST
REALTY TECH
RECORDS ADMINISTRATION ASSISTANT
NWFF
Direct
Fire
Fire Program
Management
Support
Administrative & Business
Management Functions
21
2
3
4
1
8
1
15
6
1
6
1
3
15
3
1
46
5
1
1
32
3
1
1
561
1,177
118
3
32
3
4
Page Ex7.45
Total Number
of Positions
21
2
3
4
1
8
1
15
6
1
6
1
3
15
3
1
46
5
1
1
32
3
1
1
561
1,177
121
32
3
4
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
RECORDS ADMINISTRATOR
RECORDS MANAGEMENT ASSISTANT
RECORDS MANAGEMENT SPECIALIST
RECORDS SUPERVISOR
RECREATION AID
RECREATION ASSISTANT
RECREATION TECH
REGIONAL SOIL, AIR & WATER SPECIALIST
REHABILITATION MANAGER
REMOTE SENSING UNIT MANAGER
RESEARCH TECH
RESOURCE ADVISORY COUNCIL MANAGER
RESOURCE ASSISTANT
RESOURCE COORDINATOR
RESOURCE GROUP SUPERVISOR
RESOURCE HELICOPTER SPECIALIST
RESOURCE MANAGEMENT PLANNING TEAM LEAD
RESOURCE SPECIALIST
RESOURCE SUPPORT TECH
ROADS AND RIGHT-OF-WAY SPECIALIST
SAFETY & OCCUPATIONAL HEALTH MANAGER
SAFETY & OCCUPATIONAL HEALTH SPECIALIST
SECRETARY
SECURITY GUARD
SENIOR CORRESPONDENCE MANAGEMENT ANALYST
SILVICULTURAL PRESCRIPTION
SMALL ENGINE MECHANIC
SMOKE MANAGEMENT SPECIALIST
SOIL CONSERVATIONIST
SOIL SCIENTIST
NWFF
Direct
Fire
Fire Program
Management
Support
Administrative & Business
Management Functions
3
2
1
1
4
1
16
1
2
1
1
1
12
3
1
1
1
1
4
2
7
12
36
7
1
1
3
1
2
6
Page Ex7.46
Total Number
of Positions
3
2
1
1
4
1
16
1
2
1
1
1
12
3
1
1
1
1
4
2
7
12
36
7
1
1
3
1
2
6
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
SPEC ASST TO DIR, NSTC
STAFF ASSISTANT
STATE AVIATION MANAGER
STATE AVIATION OFFICER
STATE DIRECTOR
STATE FUELS MANAGEMENT SPECIALIST
STATE TRAVEL PROGRAM SPECIALIST
STUDENT TRAINEE
STUDENT TRAINEE (ADMINISTRATIVE)
STUDENT TRAINEE (SUPPORT)
SUPERVISORY ACCOUNTANT
SUPERVISORY ADMIN SUPPORT ASSISTANT
SUPERVISORY ADMIN SUPPORT SPECIALIST
SUPERVISORY AIR OPERATIONS SPECIALIST
SUPERVISORY ARCHEOLOGIST
SUPERVISORY BUDGET ANALYST
SUPERVISORY BUDGET OFFICER
SUPERVISORY CARTOGRAPHER
SUPERVISORY CONTRACT SPECIALIST
SUPERVISORY CURRICULUM DEVELOPER
SUPERVISORY ELECTRONICS TECH
SUPERVISORY ENGINEER
SUPERVISORY ENGINEER - VARIOUS
SUPERVISORY ENGINEERING TECH
SUPERVISORY ENVIRONMENTAL PROTECTION SPECIALIST
SUPERVISORY EQUIPMENT SPECIALIST
SUPERVISORY ESR SPECIALIST
SUPERVISORY FACILITY OPERATIONS SPECIALIST
SUPERVISORY FINANCIAL SYSTEMS ANALYST
SUPERVISORY FIRE MANAGEMENT OFFICER
NWFF
Direct
Fire
Fire Program
Management
1
Support
Administrative & Business
Management Functions
2
3
1
3
2
1
51
6
13
5
2
1
1
1
1
2
2
1
2
3
1
2
1
1
1
1
2
1
1
Page Ex7.47
Total Number
of Positions
1
2
3
1
3
2
1
51
6
13
5
2
1
1
1
1
2
2
1
2
3
1
2
1
1
1
1
2
1
1
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
SUPERVISORY FIRE MANAGEMENT SCIENTIST
SUPERVISORY FIRE MANAGEMENT SPECIALIST
SUPERVISORY FISCAL ANALYST
SUPERVISORY FORESTER
SUPERVISORY FUELS MANAGEMENT SPECIALIST
SUPERVISORY GEOGRAPHER
SUPERVISORY GIS SPECIALIST
SUPERVISORY HUMAN RESOURCE SPECIALIST
SUPERVISORY INVENTORY & PROPERTY MANAGEMENT
SUPERVISORY IT SPECIALIST
SUPERVISORY LAND LAW EAMINER
SUPERVISORY LAND SURVEYOR
SUPERVISORY LAND USE PLANNING COORDINATOR
SUPERVISORY LAND USE SPECIALIST
SUPERVISORY LANDS, MINERALS, & RECREATION SPECIALIST
SUPERVISORY LEGAL ASSISTANT
SUPERVISORY LIBRARIAN
SUPERVISORY LOGISTICS MANAGEMENT SPECIALIST
SUPERVISORY MANAGEMENT ANALYST
SUPERVISORY MATERIALS HANDLER
SUPERVISORY MINERALS RESOURCE SPECIALIST
SUPERVISORY NATURAL RESOURCE SPECIALIST
SUPERVISORY OPERATIONS SPECIALIST
SUPERVISORY OUTDOOR RECREATION PLANNER
SUPERVISORY PHYSICAL SCIENTIST
SUPERVISORY PLANNING & ENVIRONMENTAL COORDINATOR
SUPERVISORY PROCUREMENT ANALYST
SUPERVISORY PROGRAM COORDINATOR
SUPERVISORY PROPERTY MANGEMENT SPECIALIST
SUPERVISORY PUBLIC AFFAIRS SPECIALIST
NWFF
Direct
Fire
Fire Program
Management
21
10
Support
4
Administrative & Business
Management Functions
1
3
3
1
1
4
5
1
11
1
8
1
2
1
1
1
2
2
3
1
35
1
3
5
2
3
1
1
7
Page Ex7.48
Total Number
of Positions
4
31
1
3
4
1
4
5
1
11
1
8
1
2
1
1
1
2
2
3
1
35
1
3
5
2
3
1
1
7
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
SUPERVISORY RANGE/FORESTRY TECH
SUPERVISORY RANGELAND MANAGEMENT SPECIALIST
SUPERVISORY REALTY SPECIALIST
SUPERVISORY RESOURCE MANAGEMENT SPECIALIST
SUPERVISORY SECURITY GUARD
SUPERVISORY SUPPLY SPECIALIST
SUPERVISORY SUPPLY SYSTEMS ANALYST
SUPERVISORY TELECOMMUNICATIONS SPECIALIST
SUPERVISORY TRAINING SPECIALIST
SUPERVISORY WILD HORSE & BURRO SPECIALIST
SUPERVISORY WILDLAND FIRE OPERATIONS SPECIALIST
SUPERVISORY WILDLAND FIREFIGHTER
SUPERVISORY WILDLAND OPERATIONS SPECIALIST
SUPERVISORY WILDLIFE BIOLOGIST
SUPEVISORY PROGRAM ADMINISTRATOR
SUPPLY AND EQUIPMENT SPECIALIST
SUPPLY CLERK
SUPPLY SPECIALIST
SUPPLY SYSTEMS ANALYST
SUPPLY TECH
SUPPORT SERVICES ASSISTANT
SUPPORT SERVICES MANAGER
SURFACE PROTECTION SPECIALIST
SURVEYING AID
SURVEYING TECH
SYSTEMS ACCOUNTANT
SYSTEMS ADMINISTRATOR
TECHNICAL PUBLICATIONS EDITOR
TECHNICAL WRITER EDITOR
TELECOMMUNICATIONS MANAGER
NWFF
Direct
Fire
479
Fire Program
Management
Support
Administrative & Business
Management Functions
9
3
4
1
2
1
1
3
1
6
1
4
1
1
1
2
1
1
15
5
3
1
3
12
2
2
1
2
1
Page Ex7.49
Total Number
of Positions
479
9
3
4
1
2
1
1
3
1
6
1
4
1
1
1
2
1
1
15
5
3
1
3
12
2
2
1
2
1
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
TELECOMMUNICATIONS SPECIALIST
TRACTOR OPERATOR
TRAFFIC MANAGEMENT SPECIALIST
TRAINING COORDINATOR
TRAINING OPERATIONS SPECIALIST
TRAINING SPECIALIST
TRAINING TECH
TRANSPORTATION ASSISTANT
UNIT AVIATION MANAGER
UNIT AVIATION OFFICER
VISUAL INFORMATION ASSISTANT
VISUAL INFORMATION SPECIALIST
VOUCHER EXAMINER
WAREHOUSE WORKER
WEBMASTER
WEED MANAGEMENT SPECIALIST
WILD HORSE & BURRO SPECIALIST
WILDLAND FIRE & AVIATION LIAISON
WILDLAND FIRE OPERATIONS OFFICER
WILDLAND FIRE OPERATIONS SPECIALIST
WILDLIFE BIOLOGIST
WRITER - EDITOR
Grand Total
NWFF
Direct
Fire
Fire Program
Management
Support
28
Administrative & Business
Management Functions
1
1
3
1
12
2
1
15
1
1
5
3
3
1
3
3
1
1
1
92
3,081
Page Ex7.50
470
1,265
7
929
Total Number
of Positions
28
1
1
3
1
12
2
1
15
1
1
5
3
3
1
3
3
1
1
1
92
7
5,745
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Attachment Ex7.3 – Number of BIA Positions/Employees in Each Position Analysis Category for the Corresponding Position Title (FY
2009 Only)
NOTE: All Fire Program Managers were considered Fire Program Management positions. Some management specialist positions graded GS 12
and above were identified to be Fire Program Management positions. These positions included the following position titles: Natural Resources
Management Specialist, Fire Management Specialist, Fuels Management Specialist, Lead Rangeland Management Specialist, Rangeland
Management Specialist, Range Management Specialists, Smoke Management Specialists, Supervisory Rangeland Management Specialists, etc.
Position Functional Title
ACCOUNTING TECH
ADMIN OFFICER
ADMIN SUPPORT ASSISTANT
ADMINISTRATIVE MANAGEMENT SPECIALIST
ASSISTANT DIRECTOR FIRE OPERATIONS
ASSISTANT FIRE MANAGEMENT OFFICER
AUTOMOTIVE MECHANIC
AUTOMOTIVE MECHANIC FOREMAN
AUTOMOTIVE MECHANIC HELPER
AVIATION MANAGER
AVIATION PROGRAM MANAGER
BUDGET ANALYST
BUDGET ASSISTANT
BUDGET OFFICER
BUDGET TECH
CIVILIAN PAY CLERK
CIVILIAN PAY TECH
CONSERVATION AGRONOMIST
CONTRACT SPECIALIST
DEPUTY FIRE OPERATIONS
DEPUTY SUPERINTENDENT
ECOLOGIST
EDITORIAL ASSISTANT
ELECTRONICS TECH
ENGINEERING EQUIPMENT OPERATOR
ENVIRONMENTAL PROTECTION SPECIALIST
NWFF
Direct Fire Program
Fire Management
1
3
1
1
Support
1
1
1
1
1
3
9
Page Ex7.51
Administrative & Business
Management Functions
2
2
3
1
3
1
5
2
1
1
1
1
1
1
2
Total Number
of Positions
2
2
3
1
1
3
1
1
1
1
1
5
2
1
1
1
1
1
1
1
1
3
2
3
9
1
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
FIRE & FUELS MANAGEMENT SPECIALIST
FIRE COMMUNICATION & EDUCATION SPECIALIST
FIRE LOGISTICS DISPATCHER
FIRE MANAGEMENT OFFICER
FIRE MANAGEMENT SPECIALIST
FIRE PROGRAM MANAGER
FIRE SUPPORT CLERK
FISCAL ASSISTANT
FORESTER
FUELS & BUDGET PROGRAM SUPPORT ASSISTANT
GEOGRAPHER
HEAVY EQUIPMENT MECHANIC
HEAVY MOBILE EQUIPMENT REPAIRER
LEAD RANGE/FORESTRY TECH
MANAGEMENT ANALYST
MATERIALS HANDLER
METEOROLOGIST
MOTOR VEHICLE OPERATOR
NATURAL RESOURCE MANAGER
NATURAL RESOURCE OFFICER
NATURAL RESOURCE SPECIALIST
OFFICE AID
OFFICE AUTOMATION ASSISTANT
OFFICE AUTOMATION CLERK
PROGRAM SUPPORT ASSISTANT
PROGRAM SUPPORT CLERK
RANGE CONSERVATIONIST
RANGE/FORESTRY AID
RANGE/FORESTRY CLERK
RANGE/FORESTRY TECH
RANGELAND MANAGEMENT SPECIALIST
REGIONAL AVIATION MANAGER
SECRETARY
NWFF
Direct Fire Program
Fire Management
1
6
10
Support
1
14
9
5
1
1
61
1
2
1
25
333
3
Page Ex7.52
1
1
4
1
1
1
1
12
67
Administrative & Business
Management Functions
1
1
3
8
1
1
5
3
8
Total Number
of Positions
1
1
6
14
19
5
1
1
61
1
1
2
1
25
1
4
1
1
1
1
12
1
3
8
1
1
1
67
5
333
3
3
8
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
SMALL ENGINE MECHANIC HELPER
SMALL ENGINE REPAIRER
SOIL CONSERVATION TECH
SOIL CONSERVATIONIST
STAFF ASSISTANT
STAFF SUPPORT ASSISTANT
STUDENT TRAINEE
STUDENT TRAINEE (ADMINISTRATIVE)
SUPERVISORY EQUIPMENT SPECIALIST
SUPERVISORY FORESTER
SUPERVISORY RANGE/FORESTRY TECH
SUPERVISORY SOIL CONSERVATIONIST
SUPERVISORY WILDLAND FIRE OPERATIONS SPECIALIST
SUPPLY SPECIALIST
SUPPLY TECH
TOOLS AND PARTS ATTENDANT
TRAINING SPECIALIST
VISUAL INFORMATION SPECIALIST
VOUCHER EXAMINER
WILDLAND FIRE MANAGEMENT SPECIALIST
WILDLAND FIRE OPERATIONS SPECIALIST
WILDLAND FIRE PREVENTION TECH
WILDLAND FIRE PROGRAM MANAGER
WILDLAND URBAN INTERFACE SPECIALIST
Grand Total
NWFF
Direct Fire Program
Fire Management
Support
1
1
1
3
5
59
15
536
Page Ex7.53
1
7
1
1
1
1
2
1
1
Administrative & Business
Management Functions
1
1
1
4
8
1
129
33
5
1
1
70
Total Number
of Positions
1
1
1
3
1
7
5
1
1
15
59
1
1
1
1
1
5
1
1
5
2
1
8
1
768
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Attachment Ex7.4 – Number of FWS Positions/Employees in Each Position Analysis Category for the Corresponding Position Title
(FY 2009 Only)
NOTE: Some management specialist positions graded GS 12 and above were identified to be Fire Program Management positions. These
positions included the following position titles: Natural Resources Management Specialist, Fire Management Specialist, Fuels Management
Specialist, Lead Refuge Management Specialist, Refuge Management Specialist, Range Management Specialists, Smoke Management
Specialists, Supervisory Rangeland Management Specialists, etc.
Position Functional Title
ADMINISTRATIVE OFFICER
ADMINISTRATIVE SUPPORT ASSISTANT
ADMINISTRATIVE TECHNICIAN
ADMINISTRATOR
ARCHEOLOGIST
ARCHITECT
ASSISTANT FIRE MANAGEMENT OFFICER
BIOLOGICAL SCIENCE AID
BIOLOGICAL SCIENCE TECH
BIOLOGIST
BOTANIST
BUDGET ANALYST
BUDGET TECH
BUDGET TECHNICIAN
CLERK
CONTRACT SPECIALIST
DISPATCHER
ECOLOGIST
ELECTRONIC MECHANIC
ENGINEER (VARIOUS)
ENGINEERING EQUIPMENT OPERATOR
ENTOMOLOGIST
EQUIPMENT MECHANIC
EXTERNAL AFFAIRS ASSISTANT
FACILITY OPERATIONS SPECIALIST
FIRE MANAGEMENT OFFICER
NWFF
Direct Fire Program
Fire Management
11
6
2
1
5
40
42
2
Administrative & Business
Management Functions
18
14
4
1
7
3
6
1
1
7
1
3
54
1
3
65
Page Ex7.54
Support
1
1
Total Number
of Positions
18
14
4
1
2
1
11
5
40
42
2
7
3
6
1
1
6
7
1
3
54
1
3
1
1
65
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
FIRE MANAGEMENT SPECIALIST
FIRE PREVENTION TECH
FIRE PROGRAM ASSISTANT
FIRE PROGRAM SPECIALIST
FIRE PROGRAM TECH
FORESTER
GENERAL SERVICES ASSISTANT
HEAVY EQUIPMENT MECHANIC
INTERPRETER
IT SPECIALIST
LABORER
LEAD MAINTENANCE WORKER
LEGAL INSTRUMENTS EXAMINER
MAINTENANCE HELPER
MAINTENANCE MECHANIC
MAINTENANCE WORKER
MANAGEMENT ASSISTANT
METEOROLOGIST
NATIONAL FIRE MANAGEMENT TRAINING SPECIALIST
NATIONAL SMOKE MANAGEMENT COORDINATOR
NATURAL RESOURCE PLANNER
OFFICE ASSISTANT
OFFICE AUTOMATION CLERK
PARK RANGER
PRESCRIBED FIRE SPECIALIST
PRESCRIBED FIRE TRAINING COORDINATOR
PROGRAM ANALYST
PROGRAM ASSISTANT
PROGRAM MANAGER
PROGRAM OPERATIONS ASSISTANT
PUBLIC AFFAIRS SPECIALIST
REALTY SPECIALIST
REFUGE CLERK
NWFF
Direct Fire Program
Fire Management
29
30
1
2
8
Support
4
6
1
5
5
1
1
3
13
15
4
1
35
1
20
5
1
Page Ex7.55
Administrative & Business
Management Functions
1
1
1
1
2
5
1
10
1
1
5
1
1
Total Number
of Positions
59
1
4
2
8
6
1
1
1
5
5
1
1
3
13
15
1
4
1
1
1
2
5
35
20
1
5
10
2
1
5
1
1
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
REMOTE SENSING SCIENTIST
RESOURCE CONTAMINANTS SPECIALIST
SECRETARY
SMALL CRAFT OPERATOR
STATISTICIAN
STUDENT TRAINEE
SUPERVIORY FIRE MANAGEMENT SPECIALIST
SUPERVISORY BIOLOGIST
SUPERVISORY BUDGET ANALYST
SUPERVISORY FIRE MANAGEMENT COORDINATOR
SUPERVISORY FIRE MANAGEMENT SPECIALIST
SUPERVISORY GENERAL SERVICES ASSISTANT
SUPERVISORY PARK RANGER
SUPERVISORY PRESCRIBED FIRE SPECIALIST
SUPERVISORY PROGRAM ANALYST
SUPERVISORY SECRETARY
SUPERVISORY WILDLIFE REFUGE SPECIALIST
TRACTOR OPERATOR
TRAINING SPECIALIST
WILDLAND URBAN INTERFACE COORDINATOR
WILDLIFE REFUGE MANAGER
WILDLIFE REFUGE SPECIALIST
RANGE/FORESTRY TECH
LEAD RANGE/FORESTRY TECH
SUPERVISORY RANGE/FORESTRY TECH
RANGE/FORESTRY AID
Grand Total
NWFF
Direct Fire Program
Fire Management
1
7
1
1
1
3
19
12
251
36
56
70
593
Page Ex7.56
Support
1
1
Administrative & Business
Management Functions
5
1
1
3
1
10
1
3
3
1
2
29
160
1
188
102
Total Number
of Positions
1
1
5
1
1
7
1
3
1
1
10
1
1
1
1
3
6
19
1
2
29
12
251
36
56
70
1,043
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Attachment Ex7.5 – Number of NPS Positions/Employees in Each Position Analysis Category for the Corresponding Position Title
(FY 2009 Only)
NOTE: Some management specialist positions graded GS 12 and above were identified to be Fire Program Management positions. These
positions included the following position titles: Natural Resources Management Specialist, Fire Management Specialist, Fuels Management
Specialist, Lead Rangeland Management Specialist, Rangeland Management Specialist, Range Management Specialists, Smoke Management
Specialists, Supervisory Rangeland Management Specialists, etc.
Position Functional Title
ADMINISTRATIVE OFFICER
ADMINISTRATIVE PROGRAM SPECIALIST
ADMINISTRATIVE SUPPORT AID
ADMINISTRATIVE SUPPORT ASSISTANT
ADMINISTRATIVE SUPPORT CLERK
ADMINISTRATIVE TECHNICIAN
AIRPLANE PILOT
ANIMAL CARETAKER
ANIMAL PACKER
ARCHEOLOGIST
ARCHEOLOGY AID
ARCHEOLOGY TECH
ASSISTANT CENTER MANAGER
ASSISTANT FIRE MANAGEMENT OFFICER
AUTOMOTIVE MECHANIC
AUTOMOTIVE WORKER
AVIATION MANAGEMENT SPECIALIST
AVIATION MANAGER
AVIATION OPERATIONS & SAFETY SPECIALIST
BIOLOGICAL SCIENCE AID
BIOLOGICAL SCIENCE TECH
BIOLOGIST
BOTANIST
BUDGET ANALYST
BUDGET ASSISTANT
BUDGET TECH
NWFF
Direct Fire Program
Fire Management
Support
Administrative & Business
Management Functions
Total Number
of Positions
12
1
1
24
3
5
12
1
1
24
3
5
2
1
2
23
1
29
2
6
1
1
4
1
1
6
254
29
8
12
1
6
2
1
2
23
1
29
2
6
1
1
4
1
1
6
254
29
8
12
1
6
Page Ex7.57
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
BUILDING REPAIRMAN
CARPENTER
CARPENTRY HELPER
CARPENTRY WORKER
CARTOGRAPHER
CARTOGRAPHIC TECH
CENTER MANAGER
CHIEF OF SCIENCES & RESOURCE MANAGEMENT
CLERK
COMMUNICATIONS ASSISTANT
COMMUNICATIONS CLERK
COMMUNICATIONS OPERATOR
COMMUNICATIONS TECHNICIAN
COMPUTER ASSISTANT
CONCESSIONS MANAGEMENT SPECIALIST
CONSTRUCTION CONTROL TECHNICIAN
CONTRACT SPECIALIST
COOK
CULTURAL RESOURCES PROGRAM MANAGER
CULTURAL RESOURCES SPECIALIST
DATA MANAGEMENT SPECIALIST
DISPATCHER
ECOLOGIST
ECONOMIST
EDUCATION PROGRAM SPECIALIST
EDUCATION TECH
ELECTRICAL WORKER
ELECTRICIAN
ELECTRICIAN SUPERVISOR
ELECTRONIC MECHANIC
ELECTRONICS TECH
ELECTRONICS WORKER
ENGINEERING EQUIPMENT OPERATOR
NWFF
Direct Fire Program
Fire Management
Support
Administrative & Business
Management Functions
Total Number
of Positions
1
6
1
7
1
6
1
6
1
7
1
6
1
1
1
1
1
7
2
1
2
1
9
1
2
1
1
29
35
5
3
2
1
8
1
4
4
1
34
1
1
1
1
1
7
2
1
2
1
9
1
2
1
1
29
35
5
3
2
1
8
1
4
4
1
34
Page Ex7.58
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
ENGINEERING EQUIPMENT OPERATOR SUPERVISOR
ENGINEERING TECH - VARIOUS
ENVIRONMENTAL EDUCATION SPECIALIST
ENVIRONMENTAL PROTECTION SPECIALIST
EXHIBITS SPECIALIST
EXOTIC PLANT MANAGEMENT SPECIALIST
FACILITIES MANAGEMENT PROGRAM ASSISTANT
FACILITIES SERVICES ASSISTANT
FACILITY MANAGEMENT SPECIALIST
FACILITY MANAGER
FACILITY OPERATIONS SPECIALIST
FEE COLLECTION MANAGER
FIRE AND AVIATION BUSINESS MANAGER
FIRE AND AVIATION MANAGEMENT OFFICER
FIRE AND COMMUNICATION EDUCATION SPECIALIST
FIRE CHIEF
FIRE COMMUNICATION & EDUCATION SPECIALIST
FIRE ECOLOGIST
FIRE LOGISTICS DISPATCHER
FIRE MANAGEMENT OFFICER
FIRE MANAGEMENT SPECIALIST
FIRE MONITORING PROGRAM SPECIALIST
FIRE PROGRAM ASSISTANT
FIRE PROGRAM CLERK
FIRE PROGRAM MANAGER
FIRE PROGRAM PLANNER
FIRE PROGRAM PLANNING MANAGER
FIRE PROTECTION SPECIALIST
FIRE PRVENTION AND EDUCATION SPECIALIST
FIRE SCIENCE PROGRAM LEADER
FIRE USE MANAGER
FORESTER
FORESTRY WORKER
NWFF
Direct Fire Program
Fire Management
Support
Administrative & Business
Management Functions
Total Number
of Positions
5
5
2
1
4
4
1
1
2
2
2
1
1
1
5
13
2
3
2
6
54
35
1
44
12
1
1
1
2
1
1
1
2
3
2
1
4
4
1
1
2
2
2
1
1
1
5
13
2
3
2
6
22
1
54
13
44
12
1
1
1
2
1
1
1
2
3
Page Ex7.59
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
FUELS MANAGEMENT SPECIALIST
GENERAL EQUIPMENT REPAIRER
GEOGRAPHER
GEOLOGIST
GIS SPECIALIST
GUIDE
HEALTHCARE TECHNICIAN
HEAVY EQUIPMENT MECHANIC
HEAVY EQUIPMENT MECHANIC LEADER
HEAVY EQUIPMENT MECHANIC SUPERVISOR
HELICOPTER PILOT
HELICOPTER PROGRAM MANAGER
HIGH VOLTAGE ELECTRICAL WORKER
HISTORIAN
HOUSING MANAGEMENT ASSISTANT
HUMAN RESOURCES ASSISTANT
HUMAN RESOURCES OFFICER
HUMAN RESOURCES SPECIALIST
HYDROLOGIC TECH
HYDROLOGIST
INFORMATION RECEPTIONIST
INSTRUMENT MECHANIC
IT SPECIALIST
LABORER
LANDSCAPE ARCHITECT
LEAD BIOLOGICAL TECH
LEAD BIOLOGIST
LEAD DISPATCHER
LEAD ENGINEERING EQUIPMENT OPERATOR
LEAD PARK GUIDE
LEAD PARK RANGER
LEAD RANGE/FORESTRY TECH
LEAD RESTORATION WORKER
NWFF
Direct Fire Program
Fire Management
7
Support
Administrative & Business
Management Functions
Total Number
of Positions
5
12
1
10
2
5
1
5
6
2
1
1
1
1
1
1
3
2
9
3
3
2
1
21
81
2
5
1
2
2
2
3
81
1
1
10
2
5
1
5
6
2
1
1
1
1
1
1
3
2
9
3
3
2
1
21
81
2
5
1
2
2
2
3
81
1
Page Ex7.60
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
LEAD TRAILS WORKER
LEAD VISITOR USE ASSISTANT
LIBRARY TECH
MAIL AND FILE CLERK
MAINTENANCE ASSISTANT
MAINTENANCE ENGINEER
MAINTENANCE MECHANIC
MAINTENANCE MECHANIC HELPER
MAINTENANCE MECHANIC LEADER
MAINTENANCE MECHANIC SUPERVISOR
MAINTENANCE WORKER
MAINTENANCE WORKER LEADER
MAINTENANCE WORKER SUPERVISOR
MANAGEMENT ANALYST
MARINE MACHINERY REPAIRER
MASON
MASONRY WORKER
MATERIALS HANDLER
MEDICAL RECORDS TECHNICIAN
METEOROLOGIST
MOBILE EQUIPMENT MAINTENANCE SUPERVISOR
MOBILE EQUIPMENT SERVICER
MOTOR VEHICLE OPERATOR
MOTOR VEHICLE OPERATOR SUPERVISORY
MUSEUM CURATOR
NATIONAL BURNED AREA REHABILITATION COORDINATOR
NATIONAL FIRE MANAGEMENT OFFICER
NATIONAL FIRE OPERATIONS PROGRAM LEADER
NATIONAL WILDLAND FIRE TRAINING PROGRAM MANAGER
NATURAL RESOURCE MANAGER
NATURAL RESOURCE PROGRAM MANAGER
NATURAL RESOURCE SPECIALIST
OFFICE ASSISTANT
NWFF
Direct Fire Program
Fire Management
Support
Administrative & Business
Management Functions
5
1
1
1
1
1
21
2
3
6
120
10
4
3
1
2
7
2
4
6
1
2
17
1
3
1
2
1
1
3
3
4
1
Page Ex7.61
Total Number
of Positions
5
1
1
1
1
1
21
2
3
6
120
10
4
3
1
2
7
2
4
6
1
2
17
1
3
1
2
1
1
3
3
4
1
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
OFFICE AUTOMATION ASSISTANT
OFFICE AUTOMATION CLERK
OFFICE SUPPORT CLERK
OPERATOR, GENERAL
PAINTER
PARK DISPATCHER
PARK GUIDE
PARK MANAGER
PARK ORIENTATION SPECIALIST
PARK RANGER
PERMITS PROGRAM MANAGER
PEST CONTROL WORKER
PEST CONTROL WORKER HELPER
PHYSICAL SCIENTIST
PLUMBER
PRESCRIBED FIRE FUELS TECHNICIAN
PRESCRIBED FIRE SPECIALIST
PRESERVATION SPECIALIST
PROCUREMENT TECH
PROGRAM ANALYST
PROGRAM ASSISTANT
PROGRAM MANAGER
PROJECT CLERK
PROJECT MANAGER
PUBLIC AFFAIRS ASSISTANT
PUBLIC AFFAIRS SPECIALIST
PURCHASING AGENT
RANGE/FORESTRY AID
RANGE/FORESTRY TECH
RESOURCE MANAGEMENT BIOLOGIST
RESOURCE MANAGEMENT OPERATIONS COORDINATOR
RESOURCE MANAGEMENT SPECIALIST
RESOURCE PROGRAM MANAGER
NWFF
Direct Fire Program
Fire Management
Support
Administrative & Business
Management Functions
Total Number
of Positions
1
2
5
2
1
2
5
2
2
3
37
12
2
590
1
3
11
16
1
1
7
2
1
1
1
1
2
1
1
4
3
126
499
1
1
7
2
2
3
37
12
2
590
1
3
11
16
1
1
7
2
1
1
1
1
2
1
1
4
3
126
499
1
4
1
3
2
Page Ex7.62
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
RESTORATION PROGRAM MANAGER
RESTORATION WORKER
REVENUE AND FEE BUSINESS MANGER
REVENUE AND FEE BUSINESS MANGER SUPERVISOR
SAFETY & OCCUPATIONAL HEALTH MANAGER
SAFETY & OCCUPATIONAL HEALTH SPECIALIST
SANITARIAN
SCIENCE COMMUNICATIONS LIAISON
SECRETARY
SECURITY ASSISTANT
SENIOR VISITOR USE ASSISTANT
SIGN PAINTER
SIGN PAINTER HELPER
SMALL CRAFT OPERATOR
SMOKE MANAGEMENT SPECIALIST
SOCIAL SCIENCE PROGRAM SPECIALIST
STUDENT TRAINEE
STUDENT TRAINEE (ADMINISTRATIVE)
STUDENT TRAINEE (SUPPORT)
SUPERVISORY BIOLOGICAL SCIENCE TECH
SUPERVISORY BOTANIST
SUPERVISORY COMMUNICATIONS OPERATOR
SUPERVISORY CONCESSIONS MANAGEMENT SPECIALIST
SUPERVISORY CONTRACT SPECIALIST
SUPERVISORY DISPATCHER
SUPERVISORY ECOLOGIST
SUPERVISORY ENVIRONMENTAL PROTECTION SPECIALIST
SUPERVISORY EXHIBIT SPECIALIST
SUPERVISORY FACILITY OPERATIONS SPECIALIST
SUPERVISORY FIRE MANAGEMENT OFFICER
SUPERVISORY FIRE MANAGEMENT SPECIALIST
SUPERVISORY GIS SPECIALIST
SUPERVISORY IT SPECIALIST
NWFF
Direct Fire Program
Fire Management
Support
Administrative & Business
Management Functions
Total Number
of Positions
1
2
1
2
2
1
1
2
1
1
10
1
1
4
1
5
1
1
14
3
10
4
1
1
1
1
1
1
1
2
6
1
6
1
1
2
1
1
2
1
1
10
1
1
4
1
5
1
1
14
3
10
4
1
1
1
1
1
1
1
2
6
1
6
1
1
Page Ex7.63
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
SUPERVISORY NATURAL RESOURCE SPECIALIST
SUPERVISORY PARK RANGER
SUPERVISORY PHYSICAL SCIENTIST
SUPERVISORY RANGE/FORESTRY TECH
SUPERVISORY RESOURCE MANAGEMENT SPECIALIST
SUPERVISORY REVENUE AND FEE BUSINESS MANAGER
SUPERVISORY SUPPLY SPECIALIST
SUPERVISORY TELECOMMUNICATIONS SPECIALIST
SUPERVISORY TRAFFIC CONTROL AID
SUPERVISORY VISITOR USE ASSISTANT
SUPERVISORY WILDFIRE SUPPRESSION SPECIALIST
SUPERVISORY WILDLAND FIRE OPERATIONS SPECIALIST
SUPERVISORY WILDLIFE BIOLOGIST
SUPPLY TECH
TELECOMMUNICATIONS EQUIPMENT OPERATOR
TELECOMMUNICATIONS MANAGER
TELECOMMUNICATIONS SPECIALIST
TRACTOR OPERATOR
TRAFFIC CONTROL AID
TRAILS LABORER
TRAILS MANAGEMENT ASSISTANT
TRAILS WORKER
TRAILS WORKER SUPERVISOR
TRAINING SPECIALIST
TREE CLIMBER
TREE FALLER
TREE WORKER
TRUCK DRIVER
UTILITY SYSTEMS REPAIR/OPERATOR
UTILITY SYSTEMS REPAIR/OPERATOR FOREMAN
UTILITY SYSTEMS REPAIR/OPERATOR SUPERVISOR
VEGETATION MANAGEMENT SPECIALIST
VISITOR USE ASSISTANT
NWFF
Direct Fire Program
Fire Management
Support
Administrative & Business
Management Functions
4
115
1
101
5
2
1
2
1
6
1
2
1
1
7
1
5
8
2
21
1
17
3
1
1
2
2
2
7
1
1
1
67
Page Ex7.64
Total Number
of Positions
4
115
1
101
5
2
1
2
1
6
1
2
1
1
7
1
5
8
2
21
1
17
3
1
1
2
2
2
7
1
1
1
67
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Position Functional Title
VISUAL INFORMATION SPECIALIST
VOUCHER EXAMINER
WASTEWATER TREATMENT PLAN OPERATOR
WELDER
WILDERNESS ASSISTANT
WILDLAND FIRE MANAGEMENT SPECIALIST
WILDLAND FIRE SAFETY & PREVENTION SPECIALIST
WILDLIFE BIOLOGIST
WOODWORKER
Grand Total
NWFF
Direct Fire Program
Fire Management
Support
Administrative & Business
Management Functions
Total Number
of Positions
2
1
2
1
1
1
1
9
2
16
7
3,221
1
1
1
9
2
1,741
Page Ex7.65
124
16
7
1,012
344
Final Report
Exhibit 7 – NWFF Personnel Data Analysis Details and References – DOI
Attachment Ex7.6 – Straight Time Hours Codes for the Federal Financial System (FFS)
File Included in a Separate Attachment
Attachment Ex7.7 – Overtime Hours Codes for the Federal Financial System (FFS)
File Included in a Separate Attachment
NWFF
Page Ex7.66
Final Report