Merit Promotion Procedures Sample Clauses
The Merit Promotion Procedures clause outlines the process by which employees are considered and selected for advancement within an organization based on their qualifications and performance. Typically, this clause details the criteria for eligibility, the application process, and the methods used to evaluate candidates, such as competitive assessments or interviews. By establishing transparent and standardized procedures, this clause ensures fairness in promotions and helps prevent favoritism or discrimination in advancement decisions.
Merit Promotion Procedures. When Management uses Merit Promotion announcements, the following procedures will apply.
Merit Promotion Procedures. Section 1 The Employer's policy is to provide a fair and systematic approach for the identification, evaluation, and competitive selection of employees for promotion to bargaining unit positions on the basis of merit principles. Actions taken under this Article shall be made without regard to race, color, sex, national origin, marital status, age, religion, sexual orientation, labor organization affiliation or non-affiliation, or non-disqualifying disability and shall be based solely on job-related criteria. The purpose of this Article is to insure selection of the most qualified candidates for vacant positions. The procedures in this Article do not apply to the Agency's hiring of new employees except where required by law, rule, or regulation; rather the Article deals primarily with internal merit employment. Nevertheless, Article 17 (Reassignments), provides procedures the Employer will follow to enable current employees to be considered for vacant positions. Under the terms of this Article, the Employer is not required to fill a vacant position with a current employee but this Article does provide for promotions to be made fairly, and for promotion practices that will support the Agency's efforts to select the best qualified persons in any given instance. The Employer may choose the method of filling a vacant position so long as civil merit procedures and the terms of this Agreement are followed. In many cases, current employees may fill vacant positions. They are frequently among the best qualified. They are familiar with the work, and the selecting official often knows their abilities.
Section 2 The provisions of this Article apply only to competitive merit promotions to bargaining unit positions that are also:
1. promotions to positions that have higher promotion potential;
2. temporary promotions or details to higher graded positions for more than one hundred twenty (120) days;
3. reassignments, details, or demotions or changes to lower grade, to positions that have known higher promotion potential except as permitted by reduction-in-force regulations;
4. transfers-in of federal employees to positions with higher promotion potential than the ones currently occupied; or
5. reinstatement of former career or career conditional employees to permanent or temporary positions with higher potential than the positions previously held.
Section 3 The provisions of this Article do not apply to any other competitive merit promotions, including with respect to th...
Merit Promotion Procedures. When Management uses Merit Promotion announcements, the following procedures will apply.
a. Standard
1. Hiring managers should be mindful of time of year, nature of position, and likelihood of field-going employees interested in applying to the position when considering setting the time that the announcement is open and will send a unit-wide email regarding announcements.
2. Management should consider using multi-series announcements when it will expand the candidate pool for the position.
3. When advertising fire positions using Direct Hire, management has determined hiring managers should consider advertising concurrent Merit Promotion announcements, so LMWFA-eligible applicants may receive a maximum entry age waiver.
4. When applicable, job announcements will state that applicants may receive an email asking if they are still interested in the position and requesting information by a given deadline. Failure to timely respond to this email may result in non-selection.
b. When official transcripts are requested by HRM, Management will reimburse current employees for the cost through the Miscellaneous Reimbursement process.
c. When management fills career ladder positions with promotion potential, some announcements are limited to only one initial grade while others permit selection at one of several grades. In either case, job announcements will clearly indicate whether the position can be filled at only one grade level or at one of several grade levels (for instance by indicating the position is a GS-5 with promotion potential to GS-9, a GS-5/7 with promotion potential to GS-9, or a GS-5/7/9).
d. Group Vacancies When management uses group vacancy announcements (simultaneously advertising multiple positions in multiple locations), job announcements and confirmation letters will clearly state occupational specialty/parenthetical, conditions of employment (drug-testing, firearms, commercial driver’s licenses, etc.), supervisory status, bargaining unit eligibility and union affiliation, and full performance grade level by position location.*
e. Management should use subject-matter experts to assist in identifying specialized experience and qualifying coursework to meet positive education requirements.
f. Notifications to Applicants and Appeals*
1. Applicants will be notified of the status of their application within 2 days after issuance of the referral list. Selections should not be made before applicants have an opportunity to appeal and receive a decision...
Merit Promotion Procedures