Common use of Merit Promotion Clause in Contracts

Merit Promotion. Section 1. Under the Merit Promotion Program bargaining unit employees are given full and fair consideration for advancement into bargaining unit positions and to ensure selection from among the best- qualified candidates. Rating plans will be valid and job related. The Merit Promotion Program shall be administered in accordance with applicable laws, rules and regulation. a. The minimum area of consideration is where the EMPLOYER reasonably expects to get at least three (3) highly qualified candidates for a vacancy. Management will consider opening vacancy announcements for a period of 14 calendar days. Vacancy announcements will be open and posted on the official bulletin board for a minimum of seven (7) days. A copy of the announcement will be given to the UNION. b. For open continuous announcements, a cover sheet will be open and posted for a minimum of seven (7) days. The cover sheet will indicate the cutoff date for applying, and, in the case of a part-time vacancy, the number of hours for that particular vacancy. c. Employees will advise their supervisors in writing of specific job opportunities in which they are interested and arrange to be notified if such opportunities are advertised while they are absent, on leave, detail, TDY, or at a training course. The EMPLOYER will provide a copy of an announcement to an employee upon request. Information regarding the cancellation of vacancy announcements will be posted. Section 3. Employees are responsible for submitting required application material prior to the closing date of the announcement and in compliance with the “how to apply” section of the announcement. Section 4. If any applicant from amongst the best qualified is interviewed, all of the applicants from amongst the best qualified will be interviewed. Section 5. Selections under the Merit Promotions Program will be posted on each work site's official bulletin board that is within the area of consideration of the bargaining unit. Section 6. When an employee fails to receive proper consideration in a promotion action and the promotion decision is allowed to stand, the employee will be considered for the next appropriate vacancy for which qualified to make up for lost consideration. An appropriate vacancy is a position at the same grade level or promotion potential of the position for which consideration was lost. Promotions will be implemented that are directed by higher authorities to effect corrective action on an equal employment opportunity complaint, appeal, or grievance decision or to correct a violation of regulation or law. There is no time limit on the exercise of this consideration. Section 7. Priority referral will be given to employees eligible for grade or pay retention who were downgraded through no fault of their own. They will be referred and considered prior to other merit promotion candidates. Section 8. Where ties exist for the final position among the highly qualified candidates after evaluation and ranking factors, all tied candidates will be referred. Referral listings will be sent to the selecting official in alphabetical order. Section 9. UNION may request the ranking plan under Section 7114(b) (4) of the Federal Service Labor- Management Relations Statute (FSLMRS). Section 10. An employee not selected under Merit Promotion procedures may seek corrective action through the negotiated grievance procedure in Article 47 if a procedural violation or non- merit consideration is alleged. Section 11. When an "accretion of duties" promotion is contemplated, DeCA Directive 50-26, Merit Staffing Plan, Appendix C, Documentation for Accretion of Duties Promotion, will be completed. The form will include the supervisor explanation of why the additional duty could not be logically assigned to any other employee.

Merit Promotion. Section 1. Under The Employer recognizes the Merit Promotion Program bargaining unit employees are given full importance of, and fair the benefits to be derived from, giving promotional opportunity to SJAFB employees. Therefore, consideration for advancement into bargaining unit positions and to ensure selection from among the best- qualified candidates. Rating plans will be valid and job related. The Merit Promotion Program shall be administered in accordance with applicable laws, rules and regulation. a. The minimum area of consideration is where the EMPLOYER reasonably expects to get at least three (3) highly qualified candidates for a vacancy. Management will consider opening vacancy announcements for a period of 14 calendar days. Vacancy announcements will be open and posted on the official bulletin board for a minimum of seven (7) days. A copy of the announcement will be given to the UNIONqualified bargaining unit employees in filling SJAFB vacancies. b. For open continuous announcements, a cover sheet Section 2. Promotion of employees will be open and posted for a minimum made on the basis of seven (7) daysmerit. The cover sheet will indicate the cutoff date for applying, and, in the case of a part-time vacancyNormally, the number order of hours consideration for that particular vacancy.filling vacancies will be as follows: c. Employees will advise their supervisors in writing of specific job opportunities in which they are interested and arrange A. Eligibles entitled to be notified if such opportunities are advertised while they are absentpriority consideration or priority placement; and B. Merit promotion, on leave, detail, TDYreassignment or reinstatement eligibles, or at a training course. The EMPLOYER will provide a copy of an announcement to an employee upon request. Information regarding the cancellation of vacancy announcements will be postedother appropriate source. Section 3. Employees are responsible for submitting required application material prior to Nothing in this Article shall affect the closing date authority of the announcement Employer with respect to filling positions and in compliance with the “how to apply” section of the announcementmaking selections for appointments from (a) among properly ranked and certified candidates for promotion; (b) any other appropriate source. Section 4. If any applicant from amongst the best qualified is interviewedTo be considered for merit promotion vacancies, all of the applicants from amongst the best qualified employees are required to apply through self-nomination. Position vacancies will be interviewedannounced on the USAJOBS web Site. For those vacancies that require an application (a) the announcement shall clearly state the minimum qualification requirements, whether written tests are required, and any special requirements for the position; (b) will be posted through the closing date, for a minimum of five (5) working days. Bargaining unit employees may register with USAJOBS to receive online notification of vacancy announcements. Section 5. Selections Employees will not be required to use leave for the purpose of participating in tests or interviews at SJAFB, when such tests or interviews are required under the Employer’s Merit Promotions Program will be posted on each work site's official bulletin board that is within the area of consideration of the bargaining unitPromotion Program. Section 6. When an All unit employee fails applications which meet minimum qualifications for a vacancy announcement are rated as qualified. Qualified candidates will be further evaluated in terms of the knowledge, skills, and abilities (KSAs) required by the position to receive proper consideration identify those best qualified candidates. Evaluation procedures will be based on multiple assessment measures such as experience, education, and training to the extent that it is relevant to the position being filled. Rating criteria shall not be tailored to fit a certain employee or applicant. The Employer shall not use leave or medical records in rating candidates for promotion. The candidates will be listed alphabetically. If at least three candidates are not available in a promotion action and the promotion decision is allowed to standcategory, the employee next lower category will be considered requested until a minimum of three candidates are available on a referral list for the next appropriate vacancy for which qualified to make up for lost consideration. An appropriate vacancy is a position at the same grade level or promotion potential of the position for which consideration was lost. Promotions will be implemented that are directed by higher authorities to effect corrective action on an equal employment opportunity complaint, appeal, or grievance decision or to correct a violation of regulation or law. There is no time limit on the exercise of this consideration. Section 7. Priority referral All candidates within the unit on the certificate will be given notified as to employees eligible for grade or pay retention whether they were on the merit promotion certificate and the name of the selected candidate. Upon request, unsuccessful candidates who were downgraded through no fault of their own. They on the certificate will be referred and considered prior to other merit promotion candidates.informed of the reason(s) for the selection made. The Employer’s Civilian Personnel Office or selecting official, as appropriate, Section 8. Where ties exist It is understood that non-selection from a properly constituted referral list may not form the basis for a grievance. However, an employee may file a grievance under the final position among the highly qualified candidates after evaluation and ranking factors, all tied candidates will be referred. Referral listings will be sent to the selecting official provisions outlined in alphabetical orderthis agreement if he feels that a referral list was not properly constituted. Section 9. UNION may request the ranking plan under Section 7114(b) (4) A noncompetitive career promotion of an employee whose position has been reclassified to a higher grade or to a position with a higher representative rate because of the Federal Service Labor- Management Relations Statute (FSLMRS)addition of duties or responsibilities will be made in accordance with applicable laws and regulations. Section 10. An employee not selected under Merit Promotion procedures may seek corrective action through the negotiated grievance procedure in Article 47 if a procedural violation or non- merit consideration is alleged. Section 11. When an "accretion of duties" promotion is contemplated, DeCA Directive 50-26, Merit Staffing Plan, Appendix C, Documentation for Accretion of Duties Promotion, Employees will be completed. The form will include provided training, written instructions, and assistance in the supervisor explanation accessing of why the additional duty could not be logically assigned to any other employeeUSAJOBS website and the self-nomination process.

Merit Promotion. Section 1. Under the Merit Promotion Program bargaining unit employees are given full and fair consideration for advancement into bargaining unit positions and to ensure selection from among the best- best-qualified candidates. Rating plans will be valid and job related. The Merit Promotion Program shall be administered in accordance with applicable laws, rules and regulation. a. The minimum area of consideration is where the EMPLOYER reasonably expects to get at least three (3) highly qualified candidates for a vacancy. Management will consider opening vacancy announcements for a period of 14 calendar days. Vacancy announcements will be open and posted on the official bulletin board for a minimum of seven (7) days. A copy of the announcement will be given to the UNION. b. For open continuous announcements, a cover sheet will be open and posted for a minimum of seven (7) days. The cover sheet will indicate the cutoff date for applying, and, in the case of a part-time vacancy, the number of hours for that particular vacancy. c. Employees will advise their supervisors in writing of specific job opportunities in which they are interested and arrange to be notified if such opportunities are advertised while they are absent, on leave, detail, TDY, or at a training course. The EMPLOYER will provide a copy of an announcement to an employee upon request. Information regarding the cancellation of vacancy announcements will be posted. Section 3. Employees are responsible for submitting required application material prior to the closing date of the announcement and in compliance with the “how to apply” section of the announcement.the Section 4. If any applicant from amongst the best qualified is interviewed, all of the applicants from amongst the best qualified will be interviewed. Section 5. Selections under the Merit Promotions Program will be posted on each work site's official bulletin board that is within the area of consideration of the bargaining unit. Section 6. When an employee fails to receive proper consideration in a promotion action and the promotion decision is allowed to stand, the employee will be considered for the next appropriate vacancy for which qualified to make up for lost consideration. An appropriate vacancy is a position at the same grade level or promotion potential of the position for which consideration was lost. Promotions will be implemented that are directed by higher authorities to effect corrective action on an equal employment opportunity complaint, appeal, or grievance decision or to correct a violation of regulation or law. There is no time limit on the exercise of this consideration. Section 7. Priority referral will be given to employees eligible for grade or pay retention who were downgraded through no fault of their own. They will be referred and considered prior to other merit promotion candidates. Section 8. Where ties exist for the final position among the highly qualified candidates after evaluation and ranking factors, all tied candidates will be referred. Referral listings will be sent to the selecting official in alphabetical order. Section 9. UNION may request the ranking plan under Section 7114(b) (4) of the Federal Service Labor- Labor-Management Relations Statute (FSLMRS). Section 10. An employee not selected under Merit Promotion procedures may seek corrective action through the negotiated grievance procedure in Article 47 if a procedural violation or non- merit consideration is alleged. Section 11. When an "accretion of duties" promotion is contemplated, DeCA Directive 50-26, Merit Staffing Plan, Appendix C, Documentation for Accretion of Duties Promotion, will be completed. The form will include the supervisor explanation of why the additional duty could not be logically assigned to any other employee.

Merit Promotion. Section 1. Under the Merit Promotion Program bargaining unit employees are given full and fair consideration for advancement into bargaining unit positions and to ensure selection from among the best- best-qualified candidates. Rating plans will be valid and job related. The Merit Promotion Program shall be administered in accordance with applicable laws, rules and regulation. a. The minimum area of consideration is where the EMPLOYER reasonably expects to get at least three (3) highly qualified candidates for a vacancy. Management will consider opening vacancy announcements for a period of 14 calendar days. Vacancy announcements will be open and posted on the official bulletin board for a minimum of seven (7) days. A copy of the announcement will be given to the UNION. b. For open continuous announcements, a cover sheet will be open and posted for a minimum of seven (7) days. The cover sheet will indicate the cutoff date for applying, and, in the case of a part-time vacancy, the number of hours for that particular vacancy. c. Employees will advise their supervisors in writing of specific job opportunities in which they are interested and arrange to be notified if such opportunities are advertised while they are absent, on leave, detail, TDY, or at a training course. The EMPLOYER will provide a copy of an announcement to an employee upon request. Information regarding the cancellation of vacancy announcements will be posted. Section 3. Employees are responsible for submitting required application material to the servicing Civilian Personnel Office prior to the closing date of the announcement and in compliance with the “how to apply” section announcement. Official mail may not be used for submission of the announcementjob applications. Section 4. If any referred applicant from amongst the best qualified is interviewed, all of the referred applicants from amongst the best qualified will be interviewed. Section 5. Selections under the Merit Promotions Program will be posted on each work site's official bulletin board that is within the area of consideration of the bargaining unit. Section 6. When an employee fails to receive proper consideration in a promotion action and the promotion decision is allowed to stand, the employee will be considered for the next appropriate vacancy for which qualified to make up for lost consideration. An appropriate vacancy is a position at the same grade level or promotion potential of the position for which consideration was lost. Promotions will be implemented that are directed by higher authorities to effect corrective action on an equal employment opportunity complaint, appeal, or grievance decision or to correct a violation of regulation or law. There is no time limit on the exercise of this consideration. Section 7. Priority referral will be given to employees eligible for grade or pay retention who were downgraded through no fault of their own. They will be referred and considered prior to other merit promotion candidates. Section 8. A maximum of 10 promotion candidates will be referred for each vacancy. One additional candidate will be referred for each additional vacancy. Where ties exist for the final position among the highly qualified candidates after evaluation and ranking factors, all tied candidates will be referred. Referral listings will be sent to the selecting official in alphabetical order. Section 9. UNION may request the ranking plan under Section 7114(b) (47114(b)(4) of the Federal Service Labor- Labor-Management Relations Statute (FSLMRS). Section 10. An employee not selected under Merit Promotion procedures may seek corrective action through the negotiated grievance procedure in Article 47 if a procedural violation or non- merit consideration is alleged. Section 11. When an "accretion of duties" promotion is contemplated, DeCA Directive 50-26, Merit Staffing Plan, Appendix C, Documentation for Accretion of Duties Promotion, will be completed. The form will include the supervisor explanation of why the additional duty could not be logically assigned to any other employee.

Merit Promotion. Section 1. Under A. This Article shall be interpreted and applied in a manner consistent with the provisions of the most recent FDIC Merit Promotion Program bargaining unit employees Policy Circular 2110.2, as well as with law, rule and regulations. During the life of the Agreement, either party may propose changes to the underlying Circular. Such proposed changes will be negotiated to the fullest extent permitted by law. Where the proposed change is inconsistent with, or in conflict with the terms of this Article, such change will only be subject to negotiation if mutually agreed to by the Parties. All procedures and regulations contained in the EMPLOYER's Merit Promotion Plan which are given full and fair consideration for advancement into not covered in this Article will apply to the extent they are not inconsistent with this Article. B. It is agreed that all promotions to bargaining unit positions are to be made on a merit basis by means of the systematic and equitable procedures as contained in this Article. SECTION 2 All placement and promotion actions, including selection for training required for promotion, to ensure selection from among positions in the best- qualified candidates. Rating plans bargaining unit will be valid done according to the provisions of this Article, except for the following and job related. The other exceptions listed in the current version of the FDIC Merit Promotion Program shall be administered in accordance with applicable laws, rules and regulationPlan for which there is a compelling need. a. The minimum area A. Career ladder promotions where competition has taken place earlier. B. Promotion of consideration is where the EMPLOYER reasonably expects an employee in a position that has gradually increased in responsibility and complexity due to get at least three (3) highly qualified candidates for a vacancy. Management will consider opening vacancy announcements for a period of 14 calendar days. Vacancy announcements will be open impact and posted on the official bulletin board for a minimum of seven (7) days. A copy effectiveness of the announcement will be given to individual. In such cases, it is determined that management's intent when initially filling the UNIONposition was that the authorized grade level was appropriate for the foreseeable future. b. For open continuous announcements, a cover sheet will be open and posted for a minimum of seven (7) days. The cover sheet will indicate the cutoff date for applying, and, in the case of a part-time vacancy, the number of hours for that particular vacancy. c. Employees will advise their supervisors in writing of specific job opportunities in which they are interested and arrange to be notified if such opportunities are advertised while they are absent, on leave, detail, TDY, or at a training course. The EMPLOYER will provide a copy C. Promotion of an announcement to an employee upon request. Information regarding the cancellation of vacancy announcements will be posted. Section 3. Employees are responsible for submitting required application material prior to the closing date of the announcement and in compliance with the “how to apply” section of the announcement. Section 4. If any applicant from amongst the best qualified is interviewed, all of the applicants from amongst the best qualified will be interviewed. Section 5. Selections under the Merit Promotions Program will be posted on each work site's official bulletin board that is within the area of consideration of the bargaining unit. Section 6. When an employee fails who failed to receive proper consideration in a prior competitive promotion action under the provisions of Priority Consideration as contained in this Article. D. Promotion that results from the application of new classification standards or the correction of a classification action. E. Selection for promotion or training of severely disabled employees under CFR authority. F. Accretion of duties promotion. 1. Promotion resulting from the assignment of additional duties and responsibilities to an employee when there is no vacancy at the promotion decision is allowed to stand, appropriate level in the organizational unit where the employee is working. In such cases it must be determined that at the time the employee was hired in his or her current position, there was no intent that the grade level would be increased in the foreseeable future. 2. If there is more than one (1) employee in the organizational unit who would qualify for the higher graded position, competition will be considered confined to the organizational unit where the work is assigned. G. Conversion of a temporary promotion to a permanent promotion, provided: 1. The temporary promotion was originally made under competitive procedures; 2. The normal minimum area of consideration for the next appropriate vacancy for which qualified position was used to make up for lost considerationrecruit candidates; and 3. An appropriate vacancy is a position at the same grade level or promotion potential of The fact that the position for which consideration might lead to a permanent promotion was lost. Promotions will be implemented that are directed by higher authorities made known to effect corrective action on an equal employment opportunity complaint, appeal, or grievance decision or to correct a violation of regulation or law. There is no time limit on the exercise of this consideration. Section 7. Priority referral will be given to employees eligible for grade or pay retention who were downgraded through no fault of their own. They will be referred and considered prior to other merit promotion potential candidates. Section 8. Where ties exist H. Temporary promotions for the final position among the highly qualified candidates after evaluation and ranking factors, all tied candidates will be referred. Referral listings will be sent 120 days or less made pursuant to the selecting official in alphabetical orderArticle 14. Section 9. UNION may request the ranking plan under Section 7114(b) (4) of the Federal Service Labor- Management Relations Statute (FSLMRS)I. Reassignments made pursuant to Article 15. Section 10. An employee not selected under Merit Promotion procedures may seek corrective action through the negotiated grievance procedure in Article 47 if a procedural violation or non- merit consideration is alleged. Section 11. When an "accretion of duties" promotion is contemplated, DeCA Directive 50-26, Merit Staffing Plan, Appendix C, Documentation for Accretion of Duties Promotion, will be completed. The form will include the supervisor explanation of why the additional duty could not be logically assigned to any other employee.

Merit Promotion. Section SECTION 1. Under : The Employer is committed to ensuring that the Merit Promotion Program recruitment, selection, placement and promotion of bargaining unit employees are given full comply with fair employment practices and fair equal opportunity for applicants and employees. SECTION 2: In order to ensure continuing employment, employee development and optimum utilization of employee skills, the Employer and Union agree it is in their mutual interest to promote from within. The minimum area of consideration for advancement into bargaining unit positions and to ensure selection from among the best- qualified candidates. Rating plans merit promotion will be valid and job relatedthe Employer. The Merit Promotion Program shall be administered However, the Employer retains the right to extend the area of consideration in accordance with applicable laws, rules rules, regulations and regulationthis Agreement. a. SECTION 3: Movement within pay-band classification levels will be noncompetitive. Promotion between classification levels will be competitive and will require the use of merit promotion procedures. SECTION 4: An employee demoted involuntarily without personal cause will receive special consideration for promotion. Ordinarily, such an employee will be promoted when a vacancy occurs at their former grade or classification level (or any intervening grade or classification level), for which they have demonstrated that they are well qualified, unless there are persuasive reasons for not doing so. If not promoted, such an employee will be provided reasons in writing. 4.1. Special consideration for promotion will precede efforts to fill that vacancy by other means, unless another employee has a statutory or regulatory right to be placed in or considered for the position. Once the reasons for the employee’s non-selection are placed in writing, the decision shall be deemed subject only to a grievance protesting the non- selection based upon a claim that the selection is illegal, arbitrary, or discriminatory. SECTION 5: The Employer agrees to provide the Union copies of all NABSD Vacancy Announcements upon request. Vacancy Announcements for bargaining unit positions to which a current employee may be promoted shall be publicized on bulletin boards and will normally remain open for not less than ten (10) working days, with the understanding that certain positions may have greater operational urgency and be posted for not less than five (5) working days. Employees, who are absent during the time the Vacancy Announcements are posted and have not submitted an application during or prior to the posting, are entitled to consideration if an application is submitted prior to the position being filled. SECTION 6: Qualifications for any position will be based on legitimate job related factors and will not be written to eliminate any employee or group of employees. SECTION 7: All applications from employees of NABSD will be considered prior to applications from outside NABSD, whenever the Employer extends the minimum area of consideration consideration. SECTION 8: When a selection is where made for any bargaining unit positions, the EMPLOYER reasonably expects Employer, upon request, agrees to get at least three (3) highly qualified candidates provide the Union access to all records utilized in the selection process which SECTION 9: If a selection board or panel is to be utilized by a Selecting Official for a vacancy. Management will consider opening vacancy announcements for a period positions affecting bargaining unit employees, all members of 14 calendar days. Vacancy announcements that board or panel will be open and posted on the official bulletin board for a minimum of seven (7) days. A copy knowledgeable of the announcement skills required for the vacant position. SECTION 10: Upon request, non-selected applicants who qualified for final consideration will be given to advised by the UNION. b. For open continuous announcements, a cover sheet will be open and posted for a minimum of seven (7) days. The cover sheet will indicate the cutoff date for applying, and, in the case of a part-time vacancy, the number of hours for that particular vacancy. c. Employees will advise their supervisors Employer in writing of specific job opportunities the reason(s) they were not selected (in which they are interested and arrange addition to be notified if such opportunities are advertised while they are absent‘best qualified candidate being selected’), on leave, detail, TDY, or at a training course. The EMPLOYER will provide a copy within fifteen (15) work days of an announcement to an employee upon the request. Information regarding the cancellation of vacancy announcements will be posted. Section 3SECTION 11: An applicant may request a review of the screening process alleging their application was not given appropriate consideration during the process. Employees Any such request must be filed prior to a selection being announced. Applicants are responsible for submitting required application material prior contacting NAF Human Resources Management in time to inquire about their status in the screening process, normally within two (2) weeks of the closing date of the announcement and in compliance with the “how to apply” section of the vacancy announcement. Section 4. If any applicant from amongst the best qualified is interviewed, all of the applicants from amongst the best qualified Such employees will be interviewed. Section 5. Selections under the Merit Promotions Program will be posted on each work site's official bulletin board that is within the area of consideration of the bargaining unit. Section 6. When an employee fails to receive proper consideration in a promotion action and the promotion decision is allowed to stand, the employee will be considered for the next appropriate vacancy for which qualified to make up for lost consideration. An appropriate vacancy is a position at the same grade level or promotion potential of the position for which consideration was lost. Promotions will be implemented that are directed by higher authorities to effect corrective action on an equal employment opportunity complaint, appeal, or grievance decision or to correct a violation of regulation or law. There is no time limit on the exercise of this consideration. Section 7. Priority referral will be given to employees eligible for grade or pay retention who were downgraded through no fault of advised about their own. They will be referred and considered prior to other merit promotion candidates. Section 8. Where ties exist for the final position among the highly qualified candidates after evaluation and ranking factors, all tied candidates will be referred. Referral listings will be sent to the selecting official in alphabetical order. Section 9. UNION may request the ranking plan under Section 7114(b) (4) of the Federal Service Labor- Management Relations Statute (FSLMRS). Section 10. An employee not selected under Merit Promotion procedures may seek corrective action through the negotiated grievance procedure in Article 47 status if a procedural violation or non- merit consideration is allegeddetermination has been made, and if desired, may file a timely grievance concerning such decision. Section 11. When an "accretion of duties" promotion is contemplated, DeCA Directive 50-26, Merit Staffing Plan, Appendix C, Documentation for Accretion of Duties Promotion, will be completed. The form will include the supervisor explanation of why the additional duty could not be logically assigned to any other employee.

Merit Promotion. Section 1. Under the Merit Promotion Program bargaining unit employees are given full and fair consideration for advancement into bargaining unit positions and to ensure selection from among the best- best-qualified candidates. Rating plans will be valid and job related. The Merit Promotion Program shall be administered in accordance with applicable laws, rules and regulation. a. The minimum area of consideration is where the EMPLOYER reasonably expects to get at least three (3) highly qualified candidates for a vacancy. Management will consider opening vacancy announcements for a period of 14 calendar days. Vacancy announcements will be open and posted on the official bulletin board for a minimum of seven (7) days. A copy of the announcement will be given to the UNION. b. For open continuous announcements, a cover sheet will be open and posted for a minimum of seven (7) days. The cover sheet will indicate the cutoff date for applying, and, in the case of a part-time vacancy, the number of hours for that particular vacancy. c. Employees will advise their supervisors in writing of specific job opportunities in which they are interested and arrange to be notified if such opportunities are advertised while they are absent, on leave, detail, TDY, or at a training course. The EMPLOYER will provide a copy of an announcement to an employee upon request. Information regarding the cancellation of vacancy announcements will be posted. Section 3. Employees are responsible for submitting required application material prior to the closing date of the announcement and in compliance with the “how to apply” section of the announcement. Section 4. If any applicant from amongst the best qualified is interviewed, all of the applicants from amongst the best qualified will be interviewed. Section 5. Selections under the Merit Promotions Program will be posted on each work site's official bulletin board that is within the area of consideration of the bargaining unit. Section 6. When an employee fails to receive proper consideration in a promotion action and the promotion decision is allowed to stand, the employee will be considered for the next appropriate vacancy for which qualified to make up for lost consideration. An appropriate vacancy is a position at the same grade level or promotion potential of the position for which consideration was lost. Promotions will be implemented that are directed by higher authorities to effect corrective action on an equal employment opportunity complaint, appeal, or grievance decision or to correct a violation of regulation or law. There is no time limit on the exercise of this consideration. Section 7. Priority referral will be given to employees eligible for grade or pay retention who were downgraded through no fault of their own. They will be referred and considered prior to other merit promotion candidates. Section 8. Where ties exist for the final position among the highly qualified candidates after evaluation and ranking factors, all tied candidates will be referred. Referral listings will be sent to the selecting official in alphabetical order. Section 9. UNION may request the ranking plan under Section 7114(b) (4) of the Federal Service Labor- Labor-Management Relations Statute (FSLMRS). Section 10. An employee not selected under Merit Promotion procedures may seek corrective action through the negotiated grievance procedure in Article 47 if a procedural violation or non- merit consideration is alleged. Section 11. When an "accretion of duties" promotion is contemplated, DeCA Directive 50-26, Merit Staffing Plan, Appendix C, Documentation for Accretion of Duties Promotion, will be completed. The form will include the supervisor explanation of why the additional duty could not be logically assigned to any other employee.

Merit Promotion. Section 11401 The provisions of this article apply to all unit positions. Under The Employer reserves the right to use any appropriate source to fill positions, both temporary and permanent, from among properly ranked and certified candidates for promotion or selection. Advancement shall be determined solely on the basis of relative ability, knowledge, and skills, after fair and open competition, which assures that all receive equal opportunity. The Employer has the right to select or not to select from among a group best qualified, including the right to non-select all candidates. Employees are encouraged to seek advice and assistance from the Human Resource Branch Office about the Merit Promotion Program bargaining unit employees are given full or about specific personnel actions. 1402 When a decision is made by the employer to fill a position using Merit Promotion procedures, applicable agency regulations and fair consideration policies apply. 1403 Merit promotion is one method that can be used to fill vacancies. Merit Promotion procedures will apply to competitive recruitment actions when the Employer chooses this option for advancement into bargaining unit positions filling a vacant position. In the Merit Promotion process the Employer determines the extent of the area of consideration, geographically or organizationally; the candidate sources to be used; and the ranking criteria to ensure selection from among the best- be used to determine best-qualified candidates. Rating plans will be valid and job relatedThe Employer has the right to select or not select from among a group of best-qualified candidates. The Employer has the right to select from appropriate sources, such as Veterans Recruitment Appointment eligibles; Veterans Employment Opportunity Act eligibles; Transfer eligibles; 30% disabled Veterans, and Severely Disabled eligibles. 1404 Regardless of the method chosen by the Employer to fill a position, it is understood that certain mandatory placement programs will apply to filling of vacant positions, including the Department of Defense Priority Placement Program, the Interagency Career Transition Assistance Program, and the Reemployment Priority List. 1405 It is the primary responsibility of the employer to publicize how and where to apply for Merit Promotion Program shall be administered Opportunities. 1406 The Office of Civilian Human Resources (OCHR) is responsible for administering the Merit Promotion process in accordance with agency and Employer procedures. Acceptance and processing of resumes, rating and ranking of candidates, and certification/referral for selection are among the responsibilities of OCHR. OCHR is also responsible for communicating official job offers to successful applicants, and finalizing entrance on duty arrangements in consultation with the Human Resources Branch Office. 1407 Employees are solely responsible for preparing and submitting their resumes to OCHR for Merit Promotion consideration in accordance with applicable laws, rules and regulation. a. The minimum area of consideration procedures. Questions regarding the Merit Promotion process should be addressed to the Human Resource Branch Office. It is where the EMPLOYER reasonably expects to get at least three (3) highly qualified candidates for a vacancy. Management will consider opening vacancy announcements for a period of 14 calendar days. Vacancy announcements agreed that informal steps will be open and posted on the official bulletin board for a minimum of seven (7) days. A copy of the announcement will be given taken to the UNION. b. For open continuous announcements, a cover sheet will be open and posted for a minimum of seven (7) days. The cover sheet will indicate the cutoff date for applying, and, in the case of a part-time vacancy, the number of hours for that particular vacancy. c. Employees will advise their supervisors in writing of specific job opportunities in which they are interested and arrange maximum extent possible to be notified if such opportunities are advertised while they are absent, on leave, detail, TDY, or at a training course. The EMPLOYER will provide a copy of an announcement to an resolve employee upon request. Information regarding the cancellation of vacancy announcements will be posted. Section 3. Employees are responsible for submitting required application material prior to the closing date of the announcement and in compliance concerns with the “how to apply” section of the announcement. Section 4. If any applicant from amongst the best qualified is interviewed, all of the applicants from amongst the best qualified will be interviewed. Section 5. Selections under the Merit Promotions Program will be posted on each work site's official bulletin board that is within the area of consideration of the bargaining unit. Section 6. When an employee fails to receive proper consideration in a promotion action and the promotion decision is allowed to stand, the employee will be considered for the next appropriate vacancy for which qualified to make up for lost consideration. An appropriate vacancy is a position at the same grade level or promotion potential of the position for which consideration was lost. Promotions will be implemented that are directed by higher authorities to effect corrective action on an equal employment opportunity complaint, appeal, or grievance decision or to correct a violation of regulation or law. There is no time limit on the exercise of this consideration. Section 7. Priority referral will be given to employees eligible for grade or pay retention who were downgraded through no fault of their own. They will be referred and considered prior to other merit promotion candidates. Section 8. Where ties exist for the final position among the highly qualified candidates after evaluation and ranking factors, all tied candidates will be referred. Referral listings will be sent to the selecting official in alphabetical order. Section 9. UNION may request the ranking plan under Section 7114(b) (4) of the Federal Service Labor- Management Relations Statute (FSLMRS). Section 10. An employee not selected under Merit Promotion procedures process or with individual selection actions. Unit Employees may seek corrective action through also utilize the negotiated grievance procedure process contained in Article 47 if 22 of this agreement to address their unresolved issues; however, non-selection for promotion from among a procedural violation or non- merit consideration properly ranked and certified list of eligible candidates is allegednot a grievable matter. Section 11. When an "accretion of duties" promotion is contemplated, DeCA Directive 50-26, Merit Staffing Plan, Appendix C, Documentation for Accretion of Duties Promotion, will be completed. The form will include the supervisor explanation of why the additional duty could not be logically assigned to any other employee.