{ "vercy": "1.0-draft", "publication": { "status": "research-draft", "adjudicationStatus": "unreviewed", "publishableCanonical": false, "generatedAt": "2026-09-07T11:07:32Z", "providers": [ "Codex", "Grok" ], "missingProviders": [], "pass": 2, "cost": { "grok": { "usd": 0.00762484, "turns": 1, "seconds": 123.9, "error": null }, "codex": { "seconds": 63.6, "error": "Reading additional input from stdin...\nOpenAI Codex v0.153.3\n--------\nworkdir: R:\\02_PROJECTS\\02_Meta_Models_Platforms\\Ver.cy\\current\\thing-registry-backlog\nmodel: gpt-6-astra\nprovider: openai\napproval: never\nsandbox: read-only\nreasoning effort: none\nreasoning summaries: none\nsession id: 01a07b89-a804-7240-b665-ed3d92f5d941\n--------\nuser\nYou are drafting a Vercy meta-model for one registered thing. Answer as JSON only, no prose around it.\n\nThing: position\nRegistry id: vr.tr.position-act\nPlane / domain: ACT / ACT.ACT\nRegistry definition: a job in an organization\nNames folded into this entry: (n" } }, "enrichment": { "pass": 3, "engine": "claude", "producedAt": "2026-10-06T12:00:00Z", "ingestedAt": "2026-10-06T08:03:24+00:00", "fields": [ "agent_conduct", "ethics", "owners" ] }, "gate": { "passed": true, "version": "1.0", "at": "2026-10-07T10:10:25+00:00", "evidence": [ "completeness 1.00", "sense: WordNet gloss", "4 live sources", "review by codex: pass" ] } }, "metaModel": { "id": "THING-POSITION-ACT", "registryId": "vr.tr.position-act", "name": "position", "version": "0.1.0-research.1", "entryKind": "thing", "family": "Thing Registry", "domain": [ "ACT.ACT" ], "status": "research-draft" }, "canonicalUrl": "https://ver.cy/models/thing/position-act/", "model": { "registry_id": "vr.tr.position-act", "name": "position", "purpose": "Enable an AI agent to recognise an organizational job, assess its mandate, authority, staffing and availability, and determine which changes or assignments may be made to it.", "definition": "A uniquely identifiable post on an organization's establishment, defined by duties, authorities, and a reporting relationship, and typically occupied by at most one incumbent at a time (or left vacant).", "scope_statement": "This model owns the position as an identifiable job within an organization, including its expected contribution, organizational placement, delegated authority, staffing capacity and lifecycle, while linking to people, employment arrangements and work performed.", "in_scope": [ "Position identity and continuity across title, reporting and staffing changes", "Expected outcomes, recurring responsibilities and boundaries of the job", "Organizational placement, reporting relationships and decision authority", "Occupancy, vacancy, job-sharing and temporary coverage", "Position-specific requirements, approved capacity and lifecycle transitions" ], "out_of_scope": [ "The incumbent's identity, qualifications, career history and personal performance", "Employment contracts, compensation transactions and individual employment status", "Organization-wide structure, governance rules and workforce plans", "Reusable job-family, occupation, grade and role definitions", "Individual tasks, projects, work outputs and recruitment campaigns" ], "distinguishing_features": [ "A position identifies a particular organizational job; a job profile may describe several positions with the same title and responsibilities.", "A position can be tracked through vacancy and replacement of its incumbent; a person or employment relationship has a different identity.", "A position groups expected responsibilities into an organizational job; an individual task is a bounded piece of work assigned to someone.", "A position has a place within an organization; an occupation describes a kind of work without identifying a particular organizational job.", "A position may carry several roles or delegations; a role assignment alone does not establish that a distinct position exists." ], "characteristics": [ { "name": "Position designation", "kind": "category", "unit_or_values": "Organization-issued position identifier, current title and recognized aliases", "why_it_matters": "Distinguishes the job from similarly titled positions and supports continuity when its name changes." }, { "name": "Organizational home", "kind": "relation", "unit_or_values": "Owning organization and unit, with effective dates", "why_it_matters": "Locates responsibility for maintaining and authorizing the position." }, { "name": "Mandate", "kind": "relation", "unit_or_values": "Expected outcomes and recurring responsibilities assigned to the position", "why_it_matters": "Allows an agent to judge whether proposed work belongs to this job." }, { "name": "Reporting relationships", "kind": "relation", "unit_or_values": "Reports-to positions or bodies, distinguished by administrative, functional or other declared purpose", "why_it_matters": "Identifies supervision and escalation routes without treating every reporting line as equivalent." }, { "name": "Decision authority", "kind": "relation", "unit_or_values": "Delegated decision types, limits, conditions and authorizing instruments", "why_it_matters": "Separates responsibility for work from permission to approve or commit resources." }, { "name": "Approved staffing capacity", "kind": "measurement", "unit_or_values": "Full-time equivalent and permitted concurrent occupants, using the organization's stated definitions", "why_it_matters": "Supports vacancy and over-allocation judgments, including part-time and shared positions." }, { "name": "Occupancy", "kind": "relation", "unit_or_values": "Incumbent or acting assignments with dates, allocation and assignment type", "why_it_matters": "Shows who currently covers the job and whether coverage is complete." }, { "name": "Position lifecycle", "kind": "state", "unit_or_values": "Locally defined states mapped where applicable to proposed, approved, active, suspended or abolished", "why_it_matters": "Determines whether staffing, work assignment or structural changes are currently permitted." }, { "name": "Appointment requirements", "kind": "relation", "unit_or_values": "Required qualifications, credentials, eligibility conditions and approved exceptions", "why_it_matters": "Supports checks on proposed appointments without embedding an incumbent's personal attributes in the position." } ], "affordances": [ "Distinguish an existing position from a renamed job, duplicate record or proposed new position.", "Assess whether proposed responsibilities fit the position's mandate and authority.", "Identify vacancy, partial occupancy, overlapping appointments or missing coverage.", "Check a proposed appointment or acting assignment against capacity, requirements and approval conditions.", "Trace reporting, approval and escalation paths for a position-specific decision.", "Prepare an authorized creation, transfer, redesign, suspension or abolition of the position." ], "agent_conduct": { "may": [ "Record a position's duties, authority, reporting line and whether it is filled.", "Report vacancies and organization charts within the audience the organization allows." ], "must_not": [ "Create, abolish or change positions without the decision of those with authority.", "Assign a person to a position without the required appointment decision.", "Expose details of incumbents, such as pay, beyond what the organization or law allows.", "Describe positions in ways that discriminate in who can fill them." ], "requires_human": [ "Appointing or removing an incumbent.", "Restructuring an organization's positions." ] }, "ethics": { "considerations": [ "Abolishing a position affects the livelihood of the person in it.", "Position descriptions decide who is considered for jobs and can exclude unfairly." ], "affected_parties": [ "Incumbents", "Applicants", "Teams reporting to the position" ] }, "owners": { "steward": "The organization that establishes it; its human resources function keeps the record.", "master_systems": [ "Organizational human resources and establishment records" ] }, "what_it_is_for": [ "Organizational positions appear in staffing establishments, organization charts and personnel records as identifiable posts that can be occupied or vacant.", "They support assignment of duties, delegation of authority, reporting relationships and workforce planning independently of the current incumbent." ], "standards_and_regulation": [ "The International Standard Classification of Occupations, ISCO-08, issued by the International Labour Organization, classifies the occupation associated with a position according to its tasks and duties." ], "failure_modes_and_hazards": [ "Unclear authority or reporting relationships can produce conflicting instructions and leave important decisions without an accountable owner.", "Assigning an incumbent without the required competence or authorization can expose people and property to unsafe decisions.", "Outdated vacancy or assignment records can cause agents to route approvals to unavailable or unauthorized people." ], "facets_not_applicable": { "recognition": "An organizational position is an institutional role whose existence cannot be established from visual appearance." } }, "sources": [ { "id": "iso-30400", "title": "ISO 30400:2022 Human resource management - Vocabulary", "url": "https://www.iso.org/standard/83437.html", "what_it_supports": "ISO HR vocabulary treating position as an organizational post distinct from job, role, and occupation.", "url_status": "blocked" }, { "id": "wikidata-q4164871", "title": "position (Q4164871)", "url": "https://www.wikidata.org/wiki/Q4164871", "what_it_supports": "Wikidata item for an employment position as an organizational post held by a person.", "url_status": "live" }, { "id": "opm-pcs", "title": "Introduction to the Position Classification Standards", "url": "https://www.opm.gov/policy-data-oversight/classification-qualifications/classifying-general-schedule-positions/positionclassificationintro.pdf", "what_it_supports": "U.S. federal practice of classifying individual positions (not jobs or occupations) by series, grade, and position description.", "url_status": "live" }, { "id": "dol-flsa", "title": "Fact Sheet #17A: Exemption for Executive, Administrative, Professional, Computer & Outside Sales Employees under the Fair Labor Standards Act (FLSA)", "url": "https://www.dol.gov/agencies/whd/fact-sheets/17a-overtime", "what_it_supports": "U.S. wage-hour rules that classify positions as exempt or non-exempt based on duties and salary, not job title.", "url_status": "live" }, { "id": "ilo-isco08", "title": "International Standard Classification of Occupations (ISCO-08)", "url": "https://ilostat.ilo.org/resources/concepts-and-definitions/classification-occupation/", "what_it_supports": "ILO occupation taxonomy; used here as a neighbour, not as a position identifier.", "url_status": "blocked" }, { "id": "hropen-position", "title": "HR Open Standards - Position specification", "url": "https://www.hropenstandards.org/", "what_it_supports": "HR-XML / HR Open data model in which Position is a persistent object that an employee is assigned to.", "url_status": "live" }, { "id": "oewn", "title": "Open English WordNet 2024, synset oewn-00587299-n", "url": "https://en-word.net/id/oewn-00587299-n", "what_it_supports": "sense and gloss of the concept", "url_status": "live", "checked_by": "http 200" }, { "id": "wiktionary-en", "title": "Wiktionary: position", "url": "https://en.wiktionary.org/wiki/position", "what_it_supports": "word senses and usage", "url_status": "live", "checked_by": "http 200" } ], "structure": { "bundles": [ { "id": "job-identity-and-continuity", "name": "Job identity and continuity", "description": "Establishes which organizational job is being represented and when it remains the same position.", "rationale": "Titles, incumbents and organizational placement can change independently, so recognition requires explicit continuity criteria.", "layers": [ { "id": "position-recognition", "name": "Position recognition", "description": "Identifies the particular job and separates it from reusable descriptions of work.", "findings": [ { "id": "particular-organizational-job", "name": "Particular organizational job", "description": "Record the identifying designation, owning organization and evidence that the entry represents a particular position.", "questions": [ { "text": "What designation identifies this position within its organization, including among positions with the same title?", "kind": "definition", "id": "particular-organizational-job-q01" }, { "text": "Which organizational record or responsible authority establishes this as a position rather than only a job profile or role?", "kind": "provenance", "id": "particular-organizational-job-q02" } ] } ] }, { "id": "position-continuity", "name": "Position continuity", "description": "Tracks identity through renaming, redesign and organizational movement.", "findings": [ { "id": "same-job-or-successor", "name": "Same job or successor", "description": "Record whether a change preserves the position or creates a successor, with the basis for that decision.", "questions": [ { "text": "Which changes to title, mandate, grade or organizational home preserve this position's identity under local rules?", "kind": "boundary", "id": "same-job-or-successor-q01" }, { "text": "When a position is split, merged or replaced, who determines the successor relationships and their effective dates?", "kind": "action", "id": "same-job-or-successor-q02" } ] } ] } ] }, { "id": "job-mandate-and-fit", "name": "Job mandate and fit", "description": "Describes the contribution expected from the position and the requirements for taking it up.", "rationale": "An agent needs to distinguish work belonging to the job from incidental assignments and assess appointment fit.", "layers": [ { "id": "expected-contribution", "name": "Expected contribution", "description": "Sets out the position's outcomes, recurring duties and responsibility boundaries.", "findings": [ { "id": "assigned-job-mandate", "name": "Assigned job mandate", "description": "Record what this job is expected to achieve and where its responsibility ends.", "questions": [ { "text": "Which outcomes and recurring responsibilities define why this position exists?", "kind": "definition", "id": "assigned-job-mandate-q01" }, { "text": "Which adjacent responsibilities belong to another position, and where is responsibility shared?", "kind": "boundary", "id": "assigned-job-mandate-q02" }, { "text": "Which approved job description or mandate establishes these expectations?", "kind": "provenance", "id": "assigned-job-mandate-q03" } ] } ] }, { "id": "appointment-fit", "name": "Appointment fit", "description": "Separates binding appointment conditions from preferred candidate attributes.", "findings": [ { "id": "requirements-and-exceptions", "name": "Requirements and exceptions", "description": "Record position-specific appointment requirements, their basis and any permitted exception process.", "questions": [ { "text": "Which qualifications, credentials or eligibility conditions are mandatory for this position, and which are preferences?", "kind": "definition", "id": "requirements-and-exceptions-q01" }, { "text": "What source establishes each mandatory condition and its period of applicability?", "kind": "provenance", "id": "requirements-and-exceptions-q02" }, { "text": "Who may approve an exception, and what conditions must an appointment satisfy before it takes effect?", "kind": "action", "id": "requirements-and-exceptions-q03" } ] } ] } ] }, { "id": "organizational-placement-and-authority", "name": "Organizational placement and authority", "description": "Locates the position within supervision, coordination and decision structures.", "rationale": "A reporting line alone does not establish which decisions the position may make or whose approval is required.", "layers": [ { "id": "reporting-and-accountability", "name": "Reporting and accountability", "description": "Distinguishes organizational ownership from different forms of supervision.", "findings": [ { "id": "typed-reporting-lines", "name": "Typed reporting lines", "description": "Record the organizational home and reporting relationships with their purposes and effective periods.", "questions": [ { "text": "Which unit owns the position, and to which positions or bodies does it report for each stated purpose?", "kind": "definition", "id": "typed-reporting-lines-q01" }, { "text": "Where reporting lines produce conflicting instructions, what escalation route or precedence rule applies?", "kind": "action", "id": "typed-reporting-lines-q02" } ] } ] }, { "id": "delegated-decisions", "name": "Delegated decisions", "description": "Makes authority limits and dependencies explicit.", "findings": [ { "id": "position-held-authority", "name": "Position-held authority", "description": "Record decisions attached to the position, distinguishing them from powers granted separately to an individual.", "questions": [ { "text": "Which decisions may an authorized occupant make by holding this position, within what limits and approval conditions?", "kind": "action", "id": "position-held-authority-q01" }, { "text": "Which instrument grants that authority, and when does it take effect or expire?", "kind": "provenance", "id": "position-held-authority-q02" }, { "text": "Which powers require a separate personal delegation or do not transfer automatically to an acting occupant?", "kind": "boundary", "id": "position-held-authority-q03" } ] } ] } ] }, { "id": "staffing-capacity-and-coverage", "name": "Staffing capacity and coverage", "description": "Describes how much staffing the position permits and how appointments cover it over time.", "rationale": "Vacancy cannot be judged reliably from a single incumbent name when positions may be part-time, shared or temporarily covered.", "layers": [ { "id": "approved-capacity", "name": "Approved capacity", "description": "Establishes the staffing allocation against which occupancy is assessed.", "findings": [ { "id": "capacity-basis", "name": "Capacity basis", "description": "Record approved capacity, permitted sharing and the conventions used to measure allocation.", "questions": [ { "text": "What staffing capacity is approved for this position, and how is a full-time equivalent defined for the relevant period?", "kind": "measurement", "id": "capacity-basis-q01" }, { "text": "May multiple people occupy this position concurrently, and what distinguishes permitted sharing from excess allocation?", "kind": "boundary", "id": "capacity-basis-q02" } ] } ] }, { "id": "occupancy-and-cover", "name": "Occupancy and cover", "description": "Links substantive and temporary assignments to the position without conflating appointment with availability.", "findings": [ { "id": "dated-position-assignments", "name": "Dated position assignments", "description": "Record who is assigned, for which period and fraction, and what gaps or overlaps remain.", "questions": [ { "text": "Who holds substantive, shared or acting assignments to this position, with what dates and allocation?", "kind": "definition", "id": "dated-position-assignments-q01" }, { "text": "At the date being assessed, how much approved capacity is unfilled, multiply allocated or temporarily uncovered?", "kind": "measurement", "id": "dated-position-assignments-q02" }, { "text": "What approval and handover conditions must be met to arrange temporary coverage?", "kind": "action", "id": "dated-position-assignments-q03" } ] } ] } ] }, { "id": "position-establishment-and-change", "name": "Position establishment and change", "description": "Determines whether the job is authorized to exist and which structural or staffing actions are permitted.", "rationale": "An unoccupied position may be available to fill, frozen, proposed or abolished; each condition supports different actions.", "layers": [ { "id": "establishment-and-fillability", "name": "Establishment and fillability", "description": "Separates authorization of the position from current permission to staff it.", "findings": [ { "id": "authorized-job-state", "name": "Authorized job state", "description": "Record establishment status and any funding, time or approval constraints on filling the position.", "questions": [ { "text": "What is the position's current establishment status, and which decision establishes that status?", "kind": "provenance", "id": "authorized-job-state-q01" }, { "text": "Do a staffing freeze, funding condition, expiry date or further approval currently prevent an appointment?", "kind": "action", "id": "authorized-job-state-q02" }, { "text": "How does the organization distinguish a vacant position from one that is not authorized to be filled?", "kind": "boundary", "id": "authorized-job-state-q03" } ] } ] }, { "id": "controlled-job-changes", "name": "Controlled job changes", "description": "Defines authorization and dependencies for changing or ending the position.", "findings": [ { "id": "change-and-closure-conditions", "name": "Change and closure conditions", "description": "Record who may change the position and how responsibilities, authority and occupancy must be addressed.", "questions": [ { "text": "Who may approve creation, transfer, redesign, suspension or abolition of this position, and from what effective date?", "kind": "action", "id": "change-and-closure-conditions-q01" }, { "text": "Before a change takes effect, which responsibilities, delegations, reporting links and incumbent assignments require an explicit disposition?", "kind": "action", "id": "change-and-closure-conditions-q02" } ] } ] } ] }, { "id": "evidence-and-external-alignment", "name": "Evidence and external alignment", "description": "What the world already says about this thing, gathered so the model can be checked against it.", "rationale": "A model that cannot be lined up against existing standards, identifiers and practice cannot be adopted by anyone who already uses them.", "layers": [ { "id": "reported-evidence", "name": "Reported evidence", "description": "Findings from the breadth pass, kept separate from the structural claims.", "findings": [ { "id": "evidence-kinds", "name": "Kinds and varieties", "description": "Reported by the breadth pass; each item needs checking against its source before it becomes normative.", "evidence": [ "Permanent / established position", "Temporary / fixed-term position", "Acting / interim position", "Full-time vs part-time or job-share (FTE fraction)", "Managerial / supervisory position", "Individual-contributor position", "Executive / officer position", "Classified civil-service vs unclassified / at-will position" ], "questions": [ { "id": "evidence-kinds-q01", "text": "Which of these kinds and varieties hold for the sense of position this model covers, and on what evidence?", "kind": "provenance" } ] }, { "id": "evidence-identifiers", "name": "Identifiers and schemes", "description": "Reported by the breadth pass; each item needs checking against its source before it becomes normative.", "evidence": [ { "scheme": "Wikidata", "value_or_pattern": "Q4164871", "note": "Item 'position' as an organizational employment post." }, { "scheme": "HR Open Standards / HR-XML PositionID", "value_or_pattern": "employer-assigned PositionID (opaque string)", "note": "Persistent identifier of a position object in HRIS interchange; not a global public code." }, { "scheme": "U.S. federal position description / occupational series and grade", "value_or_pattern": "GS-{series}-{grade} plus a local PD number, e.g. GS-0343-13", "note": "Classifies a specific federal position; the series is occupational, the PD number names the post." }, { "scheme": "SAP HCM Organizational Management / Workday Position", "value_or_pattern": "system position number (e.g. SAP object type S, 8-digit object ID)", "note": "Vendor HRIS keys; unique within an employer, not portable across employers." } ], "questions": [ { "id": "evidence-identifiers-q01", "text": "Which of these identifiers and schemes hold for the sense of position this model covers, and on what evidence?", "kind": "provenance" } ] }, { "id": "evidence-standards-and-regulation", "name": "Standards and regulation", "description": "Reported by the breadth pass; each item needs checking against its source before it becomes normative.", "evidence": [ "ISO 30400:2022 Human resource management - Vocabulary (International Organization for Standardization)", "ISO 30414:2018 Human resource management - Guidelines for internal and external human capital reporting (ISO) - treats positions/FTE as reportable human-capital objects", "U.S. Office of Personnel Management Position Classification Standards (OPM) - classification of General Schedule and Federal Wage System positions", "Fair Labor Standards Act, 29 U.S.C. § 201 et seq., and 29 C.F.R. Part 541 (U.S. Department of Labor Wage and Hour Division) - exempt vs non-exempt status of a position by duties and salary basis", "Directive 2003/88/EC concerning certain aspects of the organisation of working time (European Parliament and Council) - working-time limits that attach to how a post is scheduled", "HR Open Standards Consortium Position / PositionCompetency schemas (HR Open Standards Consortium, successor to HR-XML)", "Public-sector establishment and merit rules (jurisdiction-specific), e.g. U.S. Title 5 classification, UK Civil Service Commission Recruitment Principles, German Stellenplan / Tarifvertrag grouping" ], "questions": [ { "id": "evidence-standards-and-regulation-q01", "text": "Which of these standards and regulation hold for the sense of position this model covers, and on what evidence?", "kind": "provenance" } ] }, { "id": "evidence-real-world-use", "name": "Real-world use", "description": "Reported by the breadth pass; each item needs checking against its source before it becomes normative.", "evidence": [ "Position management in HRIS (Workday Position, SAP OM object type S, Oracle HCM): the position is a durable costed object; people are assigned to it and can leave it vacant.", "Establishment control and headcount budgeting: authorized positions (funded FTE) are the unit finance and workforce planning argue over, not named employees.", "Recruitment: a requisition is opened against a vacant or new position; the offer fills that post, not a generic job class.", "Public-sector classification: a position description is written, evaluated to a series/grade, and used as the legal basis for pay, qualifications, and bargaining-unit status.", "Organization charts, span-of-control, and succession plans treat named posts (CEO, ward manager, shift lead) as nodes that persist across incumbents.", "Job evaluation schemes (Hay, Mercer IPE, JEGS) score a position's duties and accountabilities to place it on a grade or band." ], "questions": [ { "id": "evidence-real-world-use-q01", "text": "Which of these real-world use hold for the sense of position this model covers, and on what evidence?", "kind": "provenance" } ] }, { "id": "evidence-measurements", "name": "Typical measurements", "description": "Reported by the breadth pass; each item needs checking against its source before it becomes normative.", "evidence": [ { "quantity": "Full-time equivalent (FTE) of the position", "typical_range": "0.1-1.0 (occasionally job-share splits of 0.5/0.5; overtime-authorized posts may budget >1.0)", "unit": "FTE" }, { "quantity": "Incumbency / occupancy", "typical_range": "0 (vacant) or 1 (filled); dual incumbency is an exception or error", "unit": "persons" }, { "quantity": "Span of control (direct reports)", "typical_range": "0 for individual contributors; about 3-12 for first-line managers; wider at the front line, narrower at the top", "unit": "direct reports" }, { "quantity": "Vacancy duration (time-to-fill the post)", "typical_range": "about 20-90 days for many professional posts; much longer for specialist, executive, or constrained public-sector posts", "unit": "days" }, { "quantity": "Fully loaded position cost (pay + statutory + benefits + overhead)", "typical_range": "from a fraction of a local average wage up to multi-million executive packages; typically 1.2-1.5× base pay in high-income employers", "unit": "currency per year" }, { "quantity": "Classification grade or pay band", "typical_range": "employer-specific (e.g. GS-1 to GS-15; Hay points; UK Civil Service AO-SCS)", "unit": "grade or points" } ], "questions": [ { "id": "evidence-measurements-q01", "text": "Which of these typical measurements hold for the sense of position this model covers, and on what evidence?", "kind": "provenance" } ] }, { "id": "evidence-failure-modes-and-hazards", "name": "Failure modes and hazards", "description": "Reported by the breadth pass; each item needs checking against its source before it becomes normative.", "evidence": [ "Misclassification of a position as exempt from overtime (or the local equivalent), creating wage-and-hour liability even when the job title sounds managerial.", "Ghost, unfunded, or 'held vacant' positions used as budget slush, which distorts establishment control and audit trails.", "Position descriptions that lag the work actually done, so hiring, pay, and accommodations rest on a false account of duties.", "Acting or interim occupancy that becomes de facto permanent, bypassing merit, equality, or budget rules for the substantive post.", "Title inflation and dual-hatting that hide true span of control, reporting lines, or bargaining-unit status.", "Key-person concentration: a unique position with no deputy or documented work, so vacancy or departure stops a process.", "Discriminatory essential requirements written into a position (unjustified degree, language, physical, or availability rules) producing disparate impact." ], "questions": [ { "id": "evidence-failure-modes-and-hazards-q01", "text": "Which of these failure modes and hazards hold for the sense of position this model covers, and on what evidence?", "kind": "provenance" } ] }, { "id": "evidence-regional-variation", "name": "Regional variation", "description": "Reported by the breadth pass; each item needs checking against its source before it becomes normative.", "evidence": [ "United States: 'position' is the classification and FLSA unit; private-sector employment is often at-will, while federal and many state posts are classified civil-service positions with a position description.", "United Kingdom and much of the Commonwealth: civil-service usage prefers 'post' and 'establishment'; private HR uses 'position' and 'job' more interchangeably.", "Germany, Austria, Switzerland: Stelle and Stellenplan are the authorized-post objects; works councils (Betriebsrat) typically have co-determination over new Stellen and Stellenbeschreibungen; pay groups come from Tarifvertrag, not a free-standing grade.", "France and several Romance-language administrations: poste; the cadre / non-cadre split (and statut for the fonction publique) is a primary legal kind of post.", "Japan and some Korean large-firm practice: historically person- and grade-based (shokuno / membership) rather than Western position-based organization; 'position' as a vacant box on a chart is a more recent HRIS import.", "Public sector globally: authorized establishment, merit appointment, and political vs career posts; private sector: positions are often created and deleted with budget cycles rather than statutory establishment." ], "questions": [ { "id": "evidence-regional-variation-q01", "text": "Which of these regional variation hold for the sense of position this model covers, and on what evidence?", "kind": "provenance" } ] }, { "id": "evidence-neighbours", "name": "Neighbouring kinds and how to tell them apart", "description": "Reported by the breadth pass; each item needs checking against its source before it becomes normative.", "evidence": [ { "name": "Job", "difference": "A job is a class of similar work; one job (e.g. 'registered nurse') can be instantiated as many positions. A position is a single post that can be vacant." }, { "name": "Occupation", "difference": "An occupation is a labour-market category across employers (ISCO, SOC, ESCO). A position exists only inside one organization's establishment." }, { "name": "Role", "difference": "A role is a set of expected behaviours or accountabilities a person may hold without a dedicated post (RACI, agile roles). One incumbent can hold many roles; a position is the box they sit in." }, { "name": "Appointment / incumbency", "difference": "Appointment is the act or period of assigning a person to a position. The position persists when the appointment ends." }, { "name": "Vacancy / requisition", "difference": "A vacancy is the unfilled state of a position, and a requisition is the recruiting case opened against it. Neither is the position itself." }, { "name": "Grade / pay band", "difference": "A grade is a compensation and evaluation class shared by many positions. Two posts can share a grade and still be distinct positions." }, { "name": "Job title", "difference": "A title is a label, often inflated or honorary. Classification, FLSA status, and org-chart authority follow the position's duties, not the title string." }, { "name": "Employee / incumbent", "difference": "The employee is the person; the position is the post. Headcount counts people; establishment counts positions." } ], "questions": [ { "id": "evidence-neighbours-q01", "text": "Which of these neighbouring kinds and how to tell them apart hold for the sense of position this model covers, and on what evidence?", "kind": "provenance" } ] } ] } ] } ] }, "openQuestions": [ "Does the registry intend position to require a formally established organizational slot, or also to include an identifiable job in an organization without formal position control?", "Which changes preserve position identity across organizations with different rules for regrading, restructuring and replacement?", "Should shared jobs and pooled staffing capacity be represented as one position with several assignments or as several linked positions?", "Which lifecycle and staffing measures can be compared across organizations without losing distinctions between establishment, funding, vacancy and availability?", "How should the model distinguish authority attached to the position from authority granted personally to an incumbent, especially during acting appointments?" ], "statistics": { "bundles": 6, "layers": 11, "findings": 18, "questions": 33 } }