Published

Position

vr.wm-org-004 · wm-org-004-position

Model the position as a durable, addressable organizational construct that exists independently of any occupant: the work assigned by competent authority, classified, placed, funded, requirement-bearing and lifecycle-governed, so agents can create, inspect, classify, staff and retire positions without conflating them with people, jobs or contracts.

World Models Society, people and institutions SOC.ORG.POS

Bundle → Layer → Finding → Questions Classifiers What it is Why it exists Distinguishing features What robots and AI may and may not do Moral aspects Owners Links to other meta-models Identity and identifiers Direct properties Recognition Capabilities and actions Hazards and failure modes Standards and interfaces Context of use Sources

Bundle → Layer → Finding → Questions Filled

6 bundles · 13 layers · 30 findings · 117 questions

Position identity and definition What uniquely designates this position, what it is called, what work is assigned to it, and how that work is classified and levelled.

Identity and designation

Keys, namespaces and names that let an agent address exactly one position across systems and languages.

Position identifier and key set

The authoritative identifier for the seat, the secondary business codes that are unique only within a scope, and the external identifiers that make it resolvable outside the master system.

Which system is the master of record for this position and what identifier does it assign? identity
Is the human-facing position code unique globally or only within a business unit or legal entity? constraint
What resolvable IRI, if any, publishes this position as an org:Post in the organization graph? interoperability
When a position is split, merged or renumbered, how are prior identifiers preserved and redirected? provenance

Position title and labels

Official title, working title and multilingual alternative labels, including the gender-neutral titling duty that applies to advertised seats in the EU.

What is the official title of the position and which authority approved it? authority
Which working or marketing titles may be used publicly and where do they diverge from the official title? definition
In which languages is the title published and what are the language-tagged alternative labels? interoperability
Has the title been checked as gender-neutral before the vacancy is advertised? validation

Work content and classification

The duties assigned to the seat and how those duties place it in occupational and grade classification systems.

Assigned duties and responsibilities

The decomposed work content of the seat: duty statements, their weight, and the essential-versus-marginal distinction that determines what the position exists to do.

What discrete duties and responsibilities has competent authority assigned to this position? definition
Which duties are essential because the position exists to perform them, and which are marginal? classification
How much of the position's time or effort does each duty consume? measurement
Which duty statements are drawn from a governed catalogue rather than written free-hand? provenance

Occupational and job classification

Placement of the position in occupational taxonomies and in the organization's internal job or class structure, with each code carrying its scheme and version.

Which internal job or class does this position belong to, and is that assignment mandatory? classification
Which external occupational codes are asserted, under which scheme and version? interoperability
On what evidence was the occupational classification determined, and by whom? evidence
What triggers a review of the occupational classification of this position? lifecycle

Grade, level and job evaluation

The levelling of the position and the gender-neutral evaluation criteria that justify it, distinct from the occupational category of the work.

What grade, band or level is assigned to the position and under which grade ladder? classification
Which evaluation criteria produced the level, and were skills, effort, responsibility and working conditions all applied? measurement
Which other positions are treated as the same category of workers or as work of equal value? relationship
Is the evaluation system documented as objective and gender-neutral, and when was it last validated? validation

Structural placement and relations Where the seat sits in the organization, who it reports to, and where and how the work is performed.

Organizational placement

Containment in a unit and cost centre, and the reporting relations depicted on an organization chart.

Unit and cost centre placement

The single organizational unit that holds the position, the legal entity and business unit context, and the cost centre that carries it financially.

Which organizational unit holds this position at a given effective date? composition
Which legal entity and business unit govern the position for employment and payroll purposes? ownership
Which cost centre bears the position and does it differ from the holding unit? ownership
How is a position moved between units without losing its identity or history? lifecycle

Reporting and supervisory relations

Post-to-post reporting lines, supervisory span and matrix or dotted-line relations that survive changes of occupant.

To which position does this position report, and is the relation defined post-to-post or person-to-person? relationship
Which positions report to this one, and does that make it a supervisory position? composition
Are there secondary, functional or matrix reporting lines and what do they authorize? relationship
Who acts for this position when it is vacant or its holder is unavailable? exception

Work location and arrangement

Where the seat is located, whether it is remote-eligible, and the working pattern attached to it.

Work location and work arrangement

Primary and alternate work locations, remote or hybrid eligibility, mobility expectations and any jurisdictional constraint that follows from location.

What is the primary work location of the position and which jurisdiction does it place it in? spatial
Is the position remote-eligible, hybrid or site-bound, and who decides? classification
Does the position require travel, shift work or seasonal presence, and within what bounds? constraint
Which location-driven obligations, such as pay-range disclosure or local labour rules, attach to this seat? requirement

Area and jurisdiction

Popolo geographic area relates a post to a constituency or territory. schema.org occupationLocation is the region for which an occupational description is appropriate because requirements vary by jurisdiction.

What geographic area, constituency or jurisdiction is this Position related to, and from which area register? spatial
Which qualification or licence requirements of this Position are jurisdiction-specific? constraint
Did elimination of an electoral or administrative area abolish this Position, as in the Popolo Annapolis example? lifecycle

Capacity, funding and occupancy control How much work the seat represents, how many holders it admits, who pays for it, and whether it is currently filled.

Capacity and occupancy control

Quantified capacity of the seat and the derived vacancy state, including pooled positions with multiple holders.

Capacity, FTE and working pattern

The full-time equivalence, headcount allowance, single or pooled type and scheduled working pattern that quantify the seat.

What FTE and headcount does this position authorize, and are they consistent? measurement
Is the position single or pooled, and may more than one holder occupy it at once? constraint
Is the position full-time or part-time, regular or temporary, and for how long? classification
How is FTE derived when working hours differ from the standard for the jurisdiction? measurement

Vacancy and occupancy state

The derived state of the seat with respect to its holders: vacant, partly filled, fully filled or over-established, computed against authorized capacity.

Is the position vacant, and how is vacancy derived rather than asserted? state
Which assignments currently consume the capacity of this position? relationship
What happens when an incoming holder would exceed authorized capacity? exception
How long has the position been vacant and does that trigger review or lapse? temporal

Funding and pay framing

The money attached to the seat: budget and funding source, and the pay range that must be disclosable at recruitment.

Budget and funding source

Whether the position is budgeted, what amount and currency it carries, and which funding source or existing position finances it.

Is this position budgeted, and for what amount and currency in which fiscal period? requirement
Is the position funded by an existing position, a grant or a new allocation? provenance
Who authorizes budget changes for the seat and what evidence is retained? authority
What happens to the position when its funding lapses? lifecycle

Pay range and transparency obligations

The pay range or grade-derived pay framing of the seat and the disclosure duties that attach to it before employment and in periodic reporting.

What initial pay level or range applies to this position and how was it derived? measurement
Must the pay range be disclosed to applicants before interview, and under which jurisdiction's rule? requirement
To which category of workers is the position allocated for pay-gap reporting? classification
Which pay-related fields are restricted from general read access and why? privacy

Requirements, authority and risk What the seat demands of any holder, what it empowers the holder to do, and what risk and conditions it carries.

Requirements and competency

Essential functions with accommodation logic, and the competencies, credentials and experience the seat requires.

Essential functions and accommodation

Which duties are fundamental to the position, the evidence supporting that determination, and how requirements are stated so that accommodation remains possible.

Which functions are essential and on which of the recognized factors does each determination rest? evidence
Was the written description prepared before advertising or interviewing for the position? provenance
What are the consequences if a holder does not perform the function? constraint
Do collective agreement terms or incumbent work experience contradict the stated essential functions? exception

Competency, credential and experience requirements

Referenced skills, knowledge, qualifications, licences and experience the seat requires, expressed as versioned catalogue references rather than free text.

Which competencies are required versus preferred, and from which catalogue and version? requirement
Which licences, certifications or regulated qualifications must a holder possess before occupancy? constraint
What experience level and prior-role expectations apply, and how are they measured? measurement
How are requirement sets kept aligned when the underlying catalogue is re-versioned? interoperability

Authority and accountability

Decision rights delegated to the seat and externally prescribed responsibilities allocated to it.

Delegated authority and decision rights

The approval limits, signing powers and decision scopes attached to the seat by competent authority, independent of who holds it.

Which decisions may the holder of this position take, and up to what limit? authority
Which competent authority conferred each delegation and when does it expire? provenance
Do the delegations lapse, transfer or escalate when the position is vacant? exception
Does the position have sufficient seniority and resources to exercise its authority? validation

Prescribed regulatory responsibilities

Responsibilities that a regulator requires to be allocated to a designated senior position, together with the documentation that evidences allocation without gaps.

Which prescribed regulatory responsibilities are allocated to this position? requirement
Is this position the most senior one responsible for the area, and is the allocation gap-free across the firm? validation
Is the responsibility shared or split with other positions, and on what justification? composition
Which statement of responsibilities and responsibilities map record this allocation? evidence

Risk, screening and working conditions

Pre-occupancy screening and clearance demands, and the physical and environmental conditions of the seat.

Screening, clearance and approval requirements

Requirements that must be satisfied about any prospective holder because of what the seat can access or decide, determined before recruitment begins.

What clearance, vetting or background screening level does this position require? security
Does occupancy require prior regulatory approval or fitness assessment of the individual? authority
Which systems, data classifications or facilities does the seat inherently access? access
What happens if a holder's clearance or approval lapses while occupying the seat? exception

Working conditions and hazard profile

Physical demands, environmental conditions and hazards attributable to the seat, which also feed job evaluation as a recognized criterion.

What physical, environmental and contextual conditions characterize the work of this position? classification
Which hazards or exposures require controls or protective equipment for any holder? constraint
How do working conditions enter the job evaluation that levels this position? measurement
Which physical demands are essential functions and which can be restructured? exception

Lifecycle, governance and recordkeeping How positions come into existence, change, are contested, and end, and how the record is kept and disposed of.

Lifecycle and effective dating

Status transitions of the seat and the bitemporal discipline that separates business effect from record capture.

Position lifecycle states

The permitted status values of a seat — proposed, approved, frozen, active, inactive, abolished — and the transitions and authorities that move between them.

What is the current hiring status and activity status of the position, and are they independent? state
Which transitions are permitted and who may authorize each one? lifecycle
May a position be frozen or abolished while occupied, and what must happen first? constraint
Can an abolished position be reinstated, or must a new identity be minted? decision

Effective-dated change and history

Version history of the seat where every attribute set is bounded by effective dates and queryable as of a date, with record instants kept separate.

What did this position look like as of a given effective date? temporal
When was each version recorded, as distinct from when it took business effect? provenance
Is a change a correction of an erroneous record or a genuine change in the work? quality
How are open-ended versions terminated and what end-date sentinel is used? constraint

Governance, assurance and retention

Who may establish and classify positions, how the description is kept accurate and contestable, and how records are retained and disposed of.

Establishment and classification authority

The competent authority that assigns work to a seat and the separate authority that classifies it, including the split between local and central classification powers.

Which competent authority assigned the duties to this position? authority
Who holds classification authority, and is it delegated or reserved centrally? ownership
Which approvals are prerequisites before a proposed position can be approved? process
How are classification decisions kept consistent across comparable positions? validation

Description accuracy, certification and appeal

Keeping the position description accurate and current, certifying it, and the routes by which its classification can be challenged and redetermined.

Who certified that the position description accurately states the assigned duties, and when? validation
When was the description last reviewed and what interval or trigger governs review? lifecycle
Who may appeal the classification of this position, and what is excluded from appeal? exception
From what date does a corrected classification take effect, and is it retroactive? temporal

Retention, disposition and privacy boundary

How long position records and their evidentiary artifacts are kept, what must be preserved for statutory look-back, and where personal data of incumbents must be separated from the seat record.

What retention period applies to the position record, its descriptions and its decisions, and under which rule? retention
Which artifacts must be preserved beyond position abolition to support appeals, pay-gap reporting or regulatory maps? evidence
Which fields carry personal data about incumbents and must be excluded from the seat record or minimized? privacy
What is the disposition action at end of retention: destruction, anonymization or transfer to archive? decision

Interoperability, measurement and evidence How the position is expressed to the outside world, what is measured about it, and how the record's quality is evidenced.

Alignment and exchange

Crosswalks to external classification schemes and the payloads by which position information leaves the model.

Classification crosswalks and alignment

Declared mappings from the internal job and grade structure to external schemes, with mapping strength, version pinning and known conflicts recorded rather than asserted as conformance.

To which external schemes is this position mapped and at which level of each hierarchy? interoperability
Is each mapping exact, broader, narrower or approximate? quality
Where do schemes disagree about this position, and how is the disagreement recorded? exception
What evidence supports a claim of conformance to any external scheme? evidence

Exchange payloads and publication

The outbound projections of the position — organization chart exchange, provisioning payloads, published advertisements and linked-data graph nodes — and what each is permitted to expose.

Which outbound payloads carry this position and which fields does each include? interoperability
How does the published advertisement relate to the underlying position and its openings count? relationship
Which fields must be suppressed or generalized before external publication? access
How are downstream consumers notified when the position changes materially? event

Role or function of the post

Popolo: many people fulfil the role CEO, but only one holds the post CEO at a named organization. ORG org:role on a Post indicates the role any holder plays. schema.org roleName is the occupancy-side analogue and must not replace the Post.

What abstract role or function does any holder of this Position fulfil, and from which controlled vocabulary is it taken? classification
Is this organization using role-only memberships (for example club membership) for some relationships, and is this record still a true Position? definition
How is this Position’s role mapped to equivalent roles in other organizations for interoperability? interoperability

Profile and alignment choices

ORG says profiles may prefer Post or Membership. Popolo forbids org:holds and person-only holders. FHIR PractitionerRole is occupancy-leaning. schema.org Occupation is a profession. Conformance to any of these is claimed only when evidence of a chosen profile exists.

Which interoperability profile is in force for this Position (ORG-Post-first, Popolo-membership-mediated, FHIR-role, local-HR), and where is it documented? interoperability
Which external identifiers or sameAs links assert equivalence to org:Post, Popolo Post, FHIR PractitionerRole or a local HRIS row, and are they same, close or related? interoperability
Which known conflicts (direct holds versus membership; Post as Organization; PractitionerRole as assignment) are unresolved for this instance? decision

Measurement and evidence

Metrics computed over positions and the provenance and quality controls that make the record trustworthy.

Position-level metrics and reporting

Counts and rates that are only computable because positions exist as records — establishment, vacancy, time-to-fill, span of control, category-level pay gaps — with defined denominators and as-of dates.

Which metrics are computed over positions and what is the exact denominator of each? measurement
Is a metric counted in FTE, headcount or authorized establishment, and are these reconciled? validation
Which reporting obligations require aggregation by category of workers rather than by unit? requirement
How are frozen, proposed and unbudgeted positions treated in establishment counts? exception

Evidence, provenance and data quality

Where each assertion about the position came from, how confident it is, and which validations must pass before the record is treated as authoritative.

For each material assertion, which source system, document or decision is its provenance? provenance
Which validations must pass before a position is publishable or staffable? validation
How is a disputed or low-confidence attribute flagged rather than silently corrected? quality
How are conflicting assertions between the master system and downstream copies reconciled? exception

Classifiers Filled

Family: World Models
Category: Society, people and institutions
Entry kind: entity
Navigation path: NAV.SOC.ORG.POS
Domain: SOC.ORG.POS
Industry: Cross-industry
Tags: positionsoc.org.pos
Also called: O2, O3

What it is Filled

In scope is everything that is true of a position while it is vacant. A position is the bundle of duties and responsibilities assigned by competent authority (5 CFR 511.101) and modelled as org:Post, which W3C defines as a position existing independently of the person or persons filling it. The model owns identity, titling, duty content, occupational and grade classification, structural placement and reporting, location and work arrangement, capacity (FTE/headcount) and funding, requirements and essential functions, delegated and prescribed authority, risk/screening designations, working conditions, lifecycle and effective-dated change, governance and evidence, and outbound interoperability. It does not own the person, the occupancy relationship, the employment contract, the recruiting workflow, or the taxonomies it aligns to.

In scope

Position identity, keys, official and working titles, and language-tagged alternative labels
Assigned duties, responsibilities and essential functions attributed to the position rather than to an incumbent
Occupational classification, job/class membership, grade or level and job-evaluation outcome
Placement in an organizational unit, cost centre, reporting and supervisory structure
Work location, work arrangement and schedule attributes attached to the seat
Capacity and occupancy control: FTE, headcount, single vs pooled, overlap tolerance, vacancy state
Budget, funding source and the pay range or grade ladder framing the seat
Qualification, competency, credential, screening, clearance and approval requirements
Delegated decision rights and externally prescribed regulatory responsibilities allocated to the seat
Lifecycle states, effective-dated versioning, classification authority, certification, appeal and retention

Out of scope

The natural person, worker or agent identity that may occupy the position
The occupancy relationship itself (appointment, assignment, tenure, occupancy dates) — owned by WM-ORG-016
The organizational unit as an entity, its charter and its own hierarchy — owned by WM-ORG-002
Team formation and team-level goals — owned by WM-ORG-003
Employment contract terms, payroll processing, absence and time records
Recruiting workflow: requisition approval chain, candidate pipeline, interview and selection records
The occupation, skill and competency taxonomies themselves (ISCO-08, ESCO, O*NET-SOC, NICE) — referenced, not owned
Individual performance appraisal, development plans and remuneration paid to an incumbent
Compensation plan and pay-structure master data (grade ladders and steps are referenced by key)

Why it exists Filled

Distinguishing features Filled

A position is a post that exists independently of whoever holds it; occupancy is a separate assignment (WM-ORG-016).
It is distinct from a job class or occupation, which classify many positions.
It differs from a job advertisement, which announces an opening for a position.
One position can have several occupants at once or none, governed by its type and headcount.

What robots and AI may and may not do Filled

Must not

Store occupant names or personal data on the position record.
Advertise or fill a position before classification, requirements and screening designation are approved.
Read or disclose pay ranges or risk designations outside the allowed roles.
Persist vacancy as an independent fact that can diverge from occupancy.

Only with a human decision

Classifying, grading or reclassifying a position.
Authorizing a fill, freeze or abolition.
Deciding an appeal against a position description or grade.

May

Draft a position description from approved requirements and functions.
Compute vacancy from occupancy records and report it with time.
Map a position to an occupation classifier with its version.
Publish an approved position projection to a job board.

Moral aspects Filled

Position requirements must not exclude people on protected grounds unless the requirement is genuinely essential.
Pay transparency and fair grading affect equal pay between groups.
Abolishing positions affects livelihoods; decisions should be recorded and contestable.

Who is affected

Current and future occupants
Applicants
Managers and works councils

Owners Filled

Steward

The adopting Dimension must name one owner package that is master for position identity, declare the master system of record, and state whether position codes are unique globally or only within a business unit.

Roles

Position owner (competent authority): Assign and revise the duties and responsibilities that constitute the position; Authorize establishment, freeze, reinstatement and abolition decisions; Certify that the position description states the duties actually assigned
Classification and evaluation authority: Place the position in a class and assign occupational codes with pinned scheme versions; Apply objective, gender-neutral evaluation criteria and record criterion ratings; Maintain consistency across comparable positions and administer redetermination after appeals
Position control and budget steward: Authorize FTE, headcount, position type and overlap tolerance; Bind the seat to budget and funding source and manage funding lapse handling; Reconcile establishment counts, open capacity and budget reporting
Model data steward: Own the identifier namespace, uniqueness scope and crosswalk tables; Enforce canonicalization, patch and retention rules and run validation suites; Maintain the evidence ledger, integrity hashes and conflict records
Compliance and regulatory officer: Allocate prescribed responsibilities without gaps and maintain statements of responsibilities and the responsibilities map; Determine risk, screening, clearance and approval prerequisites for the seat; Determine jurisdictional pay-transparency and reporting duties and retain disclosure evidence
Consuming agent: Read positions as of a stated effective date and honour pinned scheme versions; Treat derived state as valid only for its as-of instant and tolerate unknown codes and optional fields; Never infer classification, exemption status or authority from a title alone

Links to other meta-models Filled

child

WM-ORG-002 Organizational unit - Every position is contained in exactly one organizational unit at a given effective date, matching org:postIn / org:hasPost and the mandatory department reference in production position records.

references

WM-ORG-003 Team - Teams are composed through positions and their assignments; positions remain reusable across team formations and are referenced, not owned, by the team model.
Job / class / occupation classifier model (sibling; registry entry not yet identified) - The class grouping similar positions and the occupational category are external classifier concepts; the position holds only coded references, not the class definitions or hierarchies.
Person / worker identity model (sibling; registry entry not yet identified) - Incumbents are referenced only indirectly through assignments so that the position record carries no personal data of its own.

composes

WM-ORG-016 Assignment / occupancy - A position is occupied through a scoped assignment; occupancy, tenure and incumbent-specific terms live there, mirroring the org:Post versus org:Membership separation, and supply the consumed capacity used to derive vacancy.
Effective-dated versioning and provenance mixin - Supplies the bitemporal pattern separating business effective windows from RFC 3339 record and observation instants, reused by every attribute group in this model.

aligned

ISCO-08 (International Standard Classification of Occupations) - Alignment target for occupational coding and for the job-versus-occupation distinction; mapping strength and version are recorded and conformance is not claimed without assessment evidence.
ESCO occupations pillar - Alignment target for multilingual labels, scope notes, regulatory aspects and essential or optional skills at ISCO level 5 and below.
O*NET Content Model - Alignment target for duty decomposition into work activities, for requirement typing and for environmental work-context descriptors.
W3C Organization Ontology (org:Post) - Ontological alignment for publishing positions as graph nodes with postIn, heldBy and reportsTo edges, and for the vacancy-independent semantics of a post.
HR Open Standards 4.5 (OrganizationChart, PositionOpening, PositionCompetencyModel, HRMasterData) - Exchange alignment for organizational structure, recruiting projections, competency models and provisioning payloads.
schema.org JobPosting - Publication alignment for the advertisement projection only; the posting is a time-bounded document about the position, not the position itself.
NICE Workforce Framework work roles (NIST SP 800-181 Rev.1) - Alignment for composing Task, Knowledge and Skill statements into reusable requirement sets that organizations map onto positions.

extends

Regulated-firm accountability extension (SM&CR-style designated functions) - Adds prescribed responsibility allocation, statements of responsibilities and responsibilities maps for positions in regulated firms without imposing them on all adopters.
Statutory position-classification extension (General Schedule style) - Adds statutory class, grade, official position description certification, classification appeal and effective-date rules for public-sector adopters bound by such a plan.

neighbor

WM-ORG-016 Assignment / occupancy - The position persists while vacant; the assignment exists only while an agent occupies it. W3C separates org:Post (independent of holder) from org:Membership, which exists only when an agent occupies a role. Occupancy dates, tenure and incumbent-specific terms belong to the assignment, not the position.
WM-ORG-002 Organizational unit - A unit is a collection of people and functions with its own recognition inside a larger organization; a position is a single seat that is contained in exactly one unit at a time via org:postIn / org:hasPost. Unit charter, mandate and unit hierarchy stay with WM-ORG-002.
Job / class / occupation classifier - A position is an instance; a class is 'all positions which are sufficiently similar as to kind of work, level of difficulty and responsibility, and qualification requirements' (5 CFR 511.101), and an occupation is 'a set of jobs whose main tasks and duties are characterised by a high degree of similarity' (ISCO-08). Classifier definitions, code lists and hierarchies are external registries; the position holds only the coded reference and the evaluation evidence.
Position opening / job advertisement - A vacancy notice is a published recruiting artifact with its own validity window, datePosted, validThrough and application channel; it is a projection referencing zero, one or many positions. HR Open keeps PositionOpening in the recruiting domain and organizational structure with incumbents in OrganizationChart.
org:Role (abstract role) - W3C org:Role denotes the abstract role and requires a Membership instance to link a person, whereas org:Post is a concrete organizational seat. Role vocabularies (NICE work roles, ESCO occupations) are alignments, not the position itself.
Employment contract and payroll - Pay range, grade ladder and budget frame the seat; actual remuneration, contractual clauses and payroll results attach to the occupant's employment relation. EU pay-transparency duties bind the employer's disclosure at recruitment and reporting, not the position record's internal semantics.

What else AI and robots need to interact with it Filled

Sources Filled

The Organization Ontology (org:) - World Wide Web Consortium (W3C)
HR Open Standards — Standards - HR Open Standards Consortium, Inc.
ESCO — Occupations pillar - European Commission (DG EMPL), ESCO
schema.org JobPosting - Schema.org Community Group
International Standard Classification of Occupations: ISCO-08 (UN classifications registry entry) - United Nations Statistics Division / International Labour Organization
O*NET Content Model - U.S. Department of Labor / National Center for O*NET Development
5 CFR § 511.101 — Definitions (Classification under the General Schedule) - U.S. Office of Personnel Management (regulation text reproduced by Cornell Legal Information Institute)
5 CFR Part 511 — Classification Under the General Schedule - U.S. Office of Personnel Management (regulation text reproduced by Cornell Legal Information Institute)
REST API for Oracle Fusion Cloud HCM — Get all positions - Oracle Corporation
NIST SP 800-181 Rev. 1 — Workforce Framework for Cybersecurity (NICE Framework) - National Institute of Standards and Technology (NIST)
FCA Handbook SYSC 24 — Senior managers and certification regime: allocation of prescribed responsibilities - Financial Conduct Authority (UK)
EU action on equal pay — Pay Transparency Directive (EU) 2023/970 - European Commission
RFC 3339 — Date and Time on the Internet: Timestamps - Internet Engineering Task Force (IETF)
29 CFR § 1630.2 — Definitions (ADA regulations), including 'essential functions' - U.S. Equal Employment Opportunity Commission (regulation text reproduced by Cornell Legal Information Institute)
Popolo Post data specification - Popolo Project
5 U.S. Code § 5102 - Definitions; application - United States Congress / Legal Information Institute
5 CFR 511.101 Definitions (Classification Under the General Schedule) - U.S. Office of Personnel Management / National Archives Office of the Federal Register
Introduction to the Position Classification Standards - U.S. Office of Personnel Management
HL7 FHIR Resource PractitionerRole - HL7 International
schema.org Occupation - Schema.org
International Standard Classification of Occupations (ISCO-08) - International Labour Organization
ISO 30400:2022 Human resource management — Vocabulary - International Organization for Standardization
schema.org EmployeeRole - Schema.org
Popolo Membership data specification - Popolo Project
HRDG 4511 Section B - Position Descriptions - USDA Animal and Plant Health Inspection Service

Open questions

Post-as-Organization dual typing and ex officio membership conferred by holding a post (W3C ORG and Popolo), unresolved against the WM-ORG-002 unit and WM-ORG-003 team boundaries and against corporate statutory officer roles versus board membership.
Unpaid, honorary, nominal-pay, fee-basis, piece-work and volunteer positions, and statutory exclusions from classification and pay statutes such as 5 U.S.C. section 5102(c); currently only reachable through grok's rejected remuneration finding.
Military billets versus rank as personal status (including ISCO Major Group 0 alignment), academic faculty lines and endowed chairs, and elected or appointed public office appointment and eligibility rules.
Works council, co-determination and collective consultation duties triggered by position creation, reclassification and abolition; no primary source was verified by either provider.
Occupancy of a position by a non-human agent, unresolved in both packs even though org:holds is defined over agents rather than persons.
National retention schedules (for example NARA GRS) and GDPR storage-limitation periods as concrete durations for position descriptions, classification files and occupant-linked records.
Unfetched standard texts that would strengthen weakly supported areas: HR Open Position and PositionOpening full schemas, the ESCO occupation pillar beyond its ISCO mapping, ISO 30414 human capital metrics, and ISO 30400 term entries.
Dual-incumbency overlap windows for succession, career-ladder or intern positions, job-share fractions and union exclusivity of a slot, all widely practised but without primary support in either run.
ISO 30414 human capital reporting metrics could not be verified: iso.org returned HTTP 403, so no ISO metric definitions are cited and the measurement layer relies on production attributes and EU reporting duties instead.
Official US federal sources were unreachable (opm.gov connection resets; ecfr.gov, bls.gov and several .gov hosts returned 403 or redirected to an unblock gateway), so 5 CFR and 29 CFR text is cited from the Cornell LII reproduction rather than from eCFR, and OPM's position-designation guidance is not cited at all.
Works council, co-determination and collective consultation duties on position creation and change (for example German BetrVG-style participation rights) are not modelled; no primary source was verified.
Public-sector establishment ceilings, headcount control legislation and civil-service staffing plans beyond the General Schedule pattern are not covered.
Military billets, ranks, elected and appointed public offices, board directorships, honorary and volunteer positions are only partially served by this structure; their appointment and eligibility rules are not modelled.
Occupancy of positions by non-human agents (software agents, robots) is unresolved. The registry records a robotics factor of zero, and no fetched source addresses whether a post may be held by a non-person agent, although org:holds is defined over agents rather than persons.
Job architecture and career-path concepts (job families, career streams, progression ladders as structures rather than as grade ladders referenced by key) are deliberately left to the sibling job classifier model.
Contingent, agency and outsourced work arrangements are only referenced through HR Open's contingent staffing family; the boundary between a position and a supplier-provided service is not resolved.
Full ISO 30400:2022 term entries for job, role, position and FTE were not inspectable; only the standard’s existence, date and chapter map were confirmed.
HR Open Standards / HR-XML Position and PositionOpening schemas were not retrieved as open full text.
Military billet versus rank, NATO manning, and academic faculty-line or endowed-chair semantics lack primary sources in this run and are gaps rather than canonical layers.
National archives retention schedules (for example NARA GRS) and GDPR storage-limitation periods are not cited as specific durations.
Dual-incumbency overlap windows for succession, career-ladder intern positions, and union-exclusivity of a slot are widely practised but not given primary support here.
Corporate statutory officer roles (director, company secretary) as Positions versus board membership remain unresolved against a possible sibling governance model.
ESCO occupation pillar beyond its ISCO mapping was not fetched.

Machine files

Card as JSON Specification AGENTS.md Source Card backlog vercy.card/1

Provenance

world-models research · reviewable-draft

Built from: models/wm-org-004-position/spec.yaml, ver-cy/world-models/card-supplements/wm-org-004-position.json