Common use of Career Ladder Promotions Clause in Contracts

Career Ladder Promotions. SECTION A: While promotions within career-ladders are neither automatic nor mandatory, career advancement is the intent and expectation in the career-ladder system. SECTION B: A career ladder is a series of positions of increasing difficulty in the same line of work through which an employee may progress from the entry level to the full performance level. The full performance level is the highest grade level to which an employee may be promoted non-competitively within a career ladder. 1. An employee is eligible for consideration for a career-ladder promotion provided all of the following conditions have been met: a. the employee has demonstrated the ability to perform the higher grade level duties; b. the employee has completed at least one (1) year in the current grade; c. there is sufficient work at the higher grade level position; d. sufficient funds are available; and e. the employee’s current written performance appraisal is acceptable. 2. Management will complete its review of an employee’s eligibility for a career-ladder promotion within 120 days after the employee has completed one (1) year in his or her current grade. An employee will be notified by management if he/she has been approved or denied for a career ladder promotion within 120 days after the employee has completed one year in the current grade. If management determines that the requirements in paragraph 1 above have not been met, an employee not promoted will be notified of the reason(s) for the decision, in writing if the employee requests that notification. Such reasons will be well- defined, clear, and understandable. 3. If it is determined that the employee is denied the career ladder promotion, the process described above will continue on a quarterly basis. 4. If it is determined that the employee should receive a career-ladder promotion, the promotion will be effective no later than the next pay period after the review.

Career Ladder Promotions. SECTION A: Section 1 While promotions within career-ladders are neither automatic nor mandatory, career advancement is the intent and expectation in the career-ladder system. SECTION B: A. A career ladder is a series of positions of increasing difficulty in the same line of work through which an employee may progress from the entry level to the full performance level. . B. The full performance level is the highest grade level to which an employee may be promoted non-competitively within a career ladder. 1. A. An employee is eligible for consideration for a career-ladder promotion provided all of the following conditions have been met: a. 1. the employee has demonstrated the ability to perform the higher grade level duties; b. 2. the employee has completed at least one (1) year in the current grade; c. 3. there is sufficient work at the higher grade level position; d. 4. sufficient funds are available; and e. 5. the employee’s 's current written performance appraisal is acceptable. 2. Management B. The Employer normally will complete its review and approval of an employee’s 's eligibility for a career-ladder promotion within 120 days on or before the thirtieth (30th) day after the employee has completed one (1) year in his or her current grade. An If the review and approval are delayed beyond the thirtieth (30th) day, and it is determined that the employee will be notified by management if he/she has been approved or denied qualified for a career ladder promotion, the promotion within 120 days after will be effective retroactively as permitted by law, rules, and regulations to the earliest date that the employee has completed one year in met the current gradeforegoing conditions, as determined by the Employer. If management the Employer determines that the requirements in paragraph 1 above A., above, have not been met, an employee not promoted will be notified of the reason(s) for the decision. Upon the employee's written request, in writing if the employee requests that notification. Such reasons will be well- defined, clear, and understandableprovided in writing. 3. If it is determined that C. No later than six (6) months after the employee is denied the career ladder promotionnotification in Subsection B., above, the process described above Employer will continue on a quarterly basis. 4conduct another review of whether an eligible employee meets the requirements in Subsection A. above. If it is determined that the employee should receive a career-ladder promotion, the promotion will be effective no later than the next pay period thirty (30) days after the review. An employee not promoted will be notified of the reason(s) for the decision. Upon the employee's written request, the reasons will be provided in writing. D. The employer will conduct subsequent reviews at six-month intervals, and promote or notify the employee, consistent with Subsection C., above. An employee not promoted will be notified of the reason(s) for the decision. Upon the employee's written request, the reasons will be provided in writing.

Career Ladder Promotions. SECTION A: While A. Career ladder promotions within career-shall be awarded in accordance with federal law, rule, and regulations. The timing of career ladder promotions is subject to meeting the conditions prescribed by law and regulation as described below. These conditions must be satisfied before a career ladder promotion occurs. Career ladders are neither automatic nor mandatory, career advancement is the intent usually established at a trainee level and expectation in the career-ladder system. SECTION B: A career ladder is a series of positions of increasing difficulty in the same line of work through which an employee may progress from the entry level to the full performance journeyman level. The full performance grade of the journeyman level is will be determined by the highest organization's needs, consistent with the work to be performed. The following conditions, prescribed by law and regulation (including 5 CFR § 335.104, eligibility for career ladder promotions) must be satisfied for an employee to be eligible for a career ladder promotion: 1. Available work exists at the next higher grade level to which an employee may be promoted non-competitively within a career ladder.support the promotion; 12. An employee is eligible for consideration for a career-ladder promotion provided all of the following conditions have been met: a. the employee has demonstrated The employee's performance demonstrates the ability to perform the duties of the next higher grade level; 3. The current rating of record is at the "fully successful" level or above; and 4. The employee has completed the minimum waiting period in the lower-graded position (52 week period pursuant to 5 CFR § 300.604). Pursuant to 5 CFR § 335.104, no employee may receive a career ladder promotion who has a rating below "Fully Successful" on a critical element that is also critical to performance at the next higher grade of the career ladder. B. In the event the employee meets all other eligibility requirements as described in Section 1.A. of this article except work is not available at the next higher grade level duties; b. that results in a delay in the career ladder promotion, management will notify the employee has completed in writing when the unavailability of work becomes known and will explain the determination to the employee. Upon request of the employee, the agency will provide any available documentation to support the determination of unavailability of work. When an employee continues to meet the other criteria for promotion described in Section 1. A. of this article and the work subsequently becomes available, management will promote the employee at least one that time. In the event that the Employer denies or delays a career ladder promotion for any reason other than work not being available, the Employer shall provide notification of such in writing as well as the rationale for the denial or delay to the employee. Employees may grieve the denial or delay of a career ladder promotion consistent with applicable laws, rules, and regulations and the collective bargaining agreement. Section 2. For employees in career ladder positions, the progress review (1both mid-term and end-of-year) year under Article 9 shall include an assessment of the employee's demonstrated ability to perform the duties of the next higher-graded position. The supervisor and employee should focus on the duties and level of performance expected at the higher-grade position and how the employee can demonstrate the ability to perform those duties while in the current grade; c. there is sufficient work at the higher grade level position; d. sufficient funds . The supervisor and employee are available; and e. encouraged to engage in discussion concerning whether the employee’s current written 's performance appraisal is acceptablewill be sufficient to warrant a career ladder promotion throughout the rating year, including at mid-year and end of year performance meetings. 2Section 3. Management will complete its review Within 60 days from the effective date of an employee’s eligibility for this agreement, the Employer shall provide the Union with a career-ladder promotion within 120 days after the employee has completed one (1) year in his or her current grade. An employee will be notified list, broken down by management if heNTEU chapter/she has been approved or denied location, of all NTEU bargaining unit employees who are eligible for a career ladder promotion within 120 days after the employee has completed one year in the current grade. If management determines that the requirements in paragraph 1 above have not been met, an employee not promoted will be notified of the reason(s) for the decision, in writing if the employee requests that notification. Such reasons will be well- defined, clear, and understandabletheir anniversary date. 3Section 1. If it is determined that the employee is denied the career ladder promotion, the process described above will continue on a quarterly basis. 4. If it is determined that the employee should receive a career-ladder promotion, the promotion will be effective no later than the next pay period after the review.Purpose‌

Career Ladder Promotions. SECTION A: While A. Career ladder promotions within career-shall be awarded in accordance with federal law, rule, and regulations. The timing of career ladder promotions is subject to meeting the conditions prescribed by law and regulation as described below. These conditions must be satisfied before a career ladder promotion occurs. Career ladders are neither automatic nor mandatory, career advancement is the intent usually established at a trainee level and expectation in the career-ladder system. SECTION B: A career ladder is a series of positions of increasing difficulty in the same line of work through which an employee may progress from the entry level to the full performance journeyman level. The full performance grade of the journeyman level is will be determined by the highest organization's needs, consistent with the work to be performed. The following conditions, prescribed by law and regulation (including 5 CFR § 335.104, eligibility for career ladder promotions) must be satisfied for an employee to be eligible for a career ladder promotion: 1. Available work exists at the next higher grade level to which an employee may be promoted non-competitively within a career ladder.support the promotion; 12. An employee is eligible for consideration for a career-ladder promotion provided all of the following conditions have been met: a. the employee has demonstrated The employee's performance demonstrates the ability to perform the duties of the next higher grade level; 3. The current rating of record is at the "fully successful" level or above; and 4. The employee has completed the minimum waiting period in the lower-graded position (52 week period pursuant to 5 CFR § 300.604). Pursuant to 5 CFR § 335.104, no employee may receive a career ladder promotion who has a rating below "Fully Successful" on a critical element that is also critical to performance at the next higher grade of the career ladder. B. In the event the employee meets all other eligibility requirements as described in Section 1.A. of this article except work is not available at the next higher grade level duties; b. that results in a delay in the career ladder promotion, management will notify the employee has completed in writing when the unavailability of work becomes known and will explain the determination to the employee. Upon request of the employee, the agency will provide any available documentation to support the determination of unavailability of work. When an employee continues to meet the other criteria for promotion described in Section 1.A. of this article and the work subsequently becomes available, management will promote the employee at least one that time. In the event that the Employer denies or delays a career ladder promotion for any reason other than work not being available, the Employer shall provide notification of such in writing as well as the rationale for the denial or delay to the employee. Employees may grieve the denial or delay of a career ladder promotion consistent with applicable laws, rules, and regulations and the collective bargaining agreement. Section 2. For employees in career ladder positions, the progress review (1both mid-term and end-of-year) year under Article 9 shall include an assessment of the employee's demonstrated ability to perform the duties of the next higher-graded position. The supervisor and employee should focus on the duties and level of performance expected at the higher-grade position and how the employee can demonstrate the ability to perform those duties while in the current grade; c. there is sufficient work at the higher grade level position; d. sufficient funds . The supervisor and employee are available; and e. encouraged to engage in discussion concerning whether the employee’s current written 's performance appraisal is acceptablewill be sufficient to warrant a career ladder promotion throughout the rating year, including at mid-year and end of year performance meetings. 2Section 3. Management will complete its review Within 60 days from the effective date of an employee’s eligibility for this agreement, the Employer shall provide the Union with a career-ladder promotion within 120 days after the employee has completed one (1) year in his or her current grade. An employee will be notified list, broken down by management if heNTEU chapter/she has been approved or denied location, of all NTEU bargaining unit employees who are eligible for a career ladder promotion within 120 days after the employee has completed one year in the current grade. If management determines that the requirements in paragraph 1 above have not been met, an employee not promoted will be notified of the reason(s) for the decision, in writing if the employee requests that notification. Such reasons will be well- defined, clear, and understandabletheir anniversary date. 3. If it is determined that the employee is denied the career ladder promotion, the process described above will continue on a quarterly basis. 4. If it is determined that the employee should receive a career-ladder promotion, the promotion will be effective no later than the next pay period after the review.

Career Ladder Promotions. SECTION A: While promotions within career-ladders are neither automatic nor mandatory, Employees will be given the opportunity to demonstrate capability to perform at the next higher grade before their career advancement ladder promotion is the intent and expectation due. a. Employees in career ladder positions will be promoted in the careerfirst pay period after:* 1. they become minimally eligible (52 weeks of time-ladder systemin-grade and 52 weeks of specialized experience) to be promoted (after the last workday of the 52nd week in their positions or whatever lesser period satisfies the basic eligibility requirements); and 2. they are capable of satisfactorily performing at the next higher level. SECTION B: A career ladder is b. If a series of positions of increasing difficulty in the same line of work through which supervisor determines an employee may progress from is not capable of satisfactorily performing at the entry level next higher level, the supervisor will provide a written notice to the full performance level. The full performance level employee as soon as possible, but no later than 60 days before the employee is eligible for the highest grade level to which an employee may be promoted non-competitively within a career ladderpromotion. 1. An The written notice will clearly outline the reasons why, with examples, the supervisor has determined that the employee is eligible for consideration for a career-ladder promotion provided all of the following conditions have been met: a. the employee has demonstrated the ability unable to perform satisfactorily at the next higher grade level duties; b. the employee has completed at least one (1) year in the current grade; c. there is sufficient work level. Management will identify future assignments which will be considered to demonstrate capability to perform at the higher grade level position; d. sufficient funds are available; and e. the employee’s current written performance appraisal is acceptablelevel. 2. Management will complete its review After the due date of an employee’s eligibility for a career-ladder promotion within 120 days after the promotion, if the employee has completed one (1) year in his or her current gradenot demonstrated they are capable of performing at the next higher level, the supervisor and employee will develop a mutually agreed upon plan to demonstrate capabilities. An The employee will be notified by management if he/she has been approved or denied for a career ladder promotion within 120 days after promoted as soon as they demonstrate the employee has completed one year in the current grade. If management determines that the requirements in paragraph 1 above have not been met, an employee not promoted will be notified of the reason(s) for the decision, in writing if the employee requests that notification. Such reasons will be well- defined, clear, and understandablecapabilities required. 3. If it is determined that the employee is denied has not demonstrated the career ladder promotioncapabilities to perform at the higher grade and the 60-day advance notice requirements are not met, the process described above will continue on a quarterly basis. 4. If it is determined that when the employee should receive a career-ladder promotiondemonstrates the capability to perform at the higher grade, the promotion will be effective no later than made retroactive to the next pay period after date the reviewemployee met time-in-grade requirements. c. If a personnel action is not processed timely and the employee was otherwise eligible for the promotion by meeting time-in-grade and specialized experience requirements, the promotion will be made retroactive to the date the employee met the requirements.