SXS Job Classification and Management Plan
As per the SXS Job Classification and Management Plan, the SXS retains the right to administer all national party organizations and to
insure that all national party organizations conform to certain standards, and that they abide by all organizational directives, policies and
procedures.The SXS retains final authority to manage national party organizations, to institute changes in managerial practices of any party
organizations at the national party level; to replace personnel; to grant, deny or renew charters; to consistently monitor party organizations and activities; to establish performance standards and standards for evaluation of all personnel within national parties; to either affirm and support, or withhold support for party officials at the national level; and to retain the exclusive right to manage its affairs in accordance with all directives, policies and procedures. These include but are not limited to the right to:
1)Determine the number, structure and location of departments and divisions.
2)Determine the kinds of services to be performed.
3)Determine the number of positions and their classifications.
4)Direct the work of its employees or delegate the authority to direct.
5)Establish qualifications for filling positions, design and administer tests and other selection procedures; to hire, promote, retain,
assign or transfer employees; or delegate these rights to national party organizations.
6)Demote, suspend of discharge employees or members within any national party which is a charter member of the SXS.
7)Release employees from their positions because of lack of work or lack of funds or because of termination of the activity to which
they have been assigned
8)Maintain the efficiency of operations of all employees by determining the method, the means and the personnel by which such
operations are conducted.
9)Take whatever actions are deemed reasonable, acceptable and necessary to conduct party operations, and necessary to carry out
the missions of the various departments to which they are assigned
10)Make reasonable rules and regulations pertaining to personnel policy procedures and practices and matters relating to working
conditions.
11)Reserve total discretion with respect to the function or mission of the various party organizations, the budget, organization or the
technology of performing work
12)Insure that all policies, procedures, operations, activities and utilization of party resources are consistent with mission requirements.

Management Objectives
The organization and functions of administration must conform with SXS publication: Functions and Responsibilities of Administration,
Policies and Procedures Manual. The organization commander/director/chief is responsible for the management and proper utilization
of all administrative personnel and resources under his/her command.

Administrative Leadership
Depending on the level of assignment within the command, the senior administrator of the command may be designated as either the
Director, Sector Chief, or Commander. This individual is responsible for ensuring that the best possible administrative support is
provided the unit of assignment consistent with mission requirements. An essential part of administrative leadership is maximizing the
performance of subordinate personnel. This requires proper motivation, training and professional development. Administrative managers
must conduct a positive and aggressive personnel training program and use the checklists associated with ACC-09 Assessment of
Performance and SST-30 Performance Evaluation Guides.

Management teams should be ready for inspection by members of Executive Committee or their designates at all times. Management effectiveness inspection ratings are critical to the maintenance of charters. A party's charter can be revoked for unsatisfactory performance evaluations. Normally, less severe remedial action will be taken to correct deficiencies in organization or management.

Training and Job Performance Evaluations
Job training in the SXS is a continuous process. Most of the time every employee will be in the capacity of either a trainer or a trainee.
Every specialty described in the classification manual includes statements about their responsibilities as either supervisors or trainees.
Every member is expected to observe and evaluate the duty performance and make recommendations concerning their job training.
OJT requires those in a more skilled capacity and experience level to serve in a supervisory capacity, and it requires those with lower
skill and experience levels to serve in the capacity of trainees. OJT is designed to qualify personnel to perform in a specialty while
actually working in a duty assignment. Most of the training in the SXS is conducted on the job. Personnel are expected to perform in a
specialty while actually working in a duty assignment.

Career Development Requirements
According to the SXS job classification plan, there are three basic requirements for skill level upgrading for the purpose of job
advancement. First, there is specialized knowledge that is critical to the tasks that one performs for the organization. Second, there is
actual  job proficiency which one is expected to demonstrate over the course of actually performing one's job. And, there is the time in
grade or the actual time that one has been performing a particular job. All of these are carefully considered as the primary criteria for
advancement.

Career Development Courses
Career development courses are standardized tests for evaluating job performance. They may be administered to personnel at any
stage of their training, but are most frequently associated with evaluations for the purpose of career advancement. The CDC's are
generally used to demonstrate familiarity or expertise within narrow areas of specialization, but in the case of promotions to
management positions, they may be more comprehensive and general in nature. Such CDCs may also require extensive knowledge of
party doctrine as well as a complete mastery of applicable policy and procedure manuals.