MERIT STAFFING. Section 1. The Employer will conduct merit promotion and staffing in accordance with 5 CFR § 335. The Employer will consider, to the fullest extent possible, the skills and talents of its employees in the recruitment for vacant positions. This Agreement provides for concurrent consideration of employees, but does not restrict the right of the Employer to fill positions by methods other than promotion.
Section 2. As outlined in 5 CFR § 335, the Employer will use selection procedures that preserve Employer’s ability to select or not select from among a group of best-qualified candidates or from other appropriate sources, such as reemployment priority lists, reinstatement, transfer, handicapped, Veterans Recruitment Appointment (VRA) eligible, or from those within reach on an appropriate Delegated Examining (DE) certificate.
Section 3. Areas of consideration must be sufficiently broad to ensure the availability of high quality candidates, taking into account the nature and level of the positions covered. Employees are responsible for posting their resumes in the Army system for all open vacancies in which they desire consideration.
Section 4. Promotion of employees will be made on the basis of merit. Normally, the order of consideration for filling vacancies will be as follows:
a. Eligibles entitled to priority consideration or priority placement; and
b. Merit promotion, reassignment or reinstatement eligibles, or any other appropriate source. Nothing in this Article shall affect the authority of the Employer with respect to filling positions and making selections for appointments from:
(1) Among properly ranked and certified candidates for promotion;
(2) Any other appropriate source.
Section 5. Employees should utilize USAJOBS to conduct job searchs. USAJOBS provides an avenue for job alert notification.
Section 6. 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 addition of duties or responsibilities will be made in accordance with applicable laws and regulations.
Section 7. Employees will not be required to use leave for the purpose of participating in tests when such tests are required under the Employer’s Merit Promotion Program.
Section 8. Applicants will be notified as to whether or not they were referred on a merit promotion certificate. XXXX will ensure notifications are automatically addressed to all applicants via the USA Staffin...
MERIT STAFFING. SECTION 1. Positions will be filled in accordance with the principles and procedures of the Federal Merit Promotion and Staffing Programs and applicable laws, rules, and regulations, and this agreement.
SECTION 2. The employer may announce a bargaining unit position vacancy in whatever area they need to obtain a sufficient number of best qualified candidates for promotion. Posting of all in-house vacancies will be for at least 7 calendar days on all official bulletin boards and the union will be provided a copy of all position announcements.
SECTION 3. Announcements may be extended to cover any amendments after the issue date. Copies of all amendments will be posted on all official bulletin boards.
SECTION 4. Employees are encouraged to seek guidance from the employer if they are interested in learning about career opportunities within DeCA. These employees may be furnished information about lines of career progression, education requirements, available job opportunities, etc.
MERIT STAFFING. Table of Contents
Section 2: Employee Responsibilities and Equipment
A. When applying for a promotion that has been advertised in a vacancy announcement, providing all information requested on the vacancy announcement by the closing date through the automated hiring system. Information not included will not be considered. Note: If a hardship exists preventing the employee from applying online (e.g., extended absence such as medical leave, military service, compensable job-related injury, etc.), the Agency may, on a case-by- case basis, consider other methods of applications. In such situations, the employee should contact OHR for guidance and assistance with regards to the submission of an application. The Employee must contact OHR in advance of the closing date of the announcement and the application must be received by the closing date of the announcement.
B. When applying for bargaining unit positions, employees may use USPTO-furnished computers to access, submit electronic job applications and/or establish or update their resumes on the automated application system.
MERIT STAFFING. Transition - the provisions of Article 20 of the February 1, 1997, National Agreement will remain in full force and effect until such time as the new Merit Staffing procedures can be implemented.
MERIT STAFFING
