Merit Promotion Plan
|Purpose of this Subchapter||
This Human Resources Desk Guide Subchapter:
|Related Regulations||This Subchapter supplements the following references. You may refer to them for more information on merit promotion principles and practices.
|Merit Promotion Objectives and Guidelines||
The objectives of the merit promotion process are to:
Note: An employee is not guaranteed a promotion nor must positions be filled by promotion.
|Considering Other Recruitment Sources||
Supervisors and managers are not required to fill positions through merit promotion. You may also consider the following eligibles at the same time you are considering merit promotion candidates. If you choose to select a candidate from the first three non-competitive options listed below, be aware that the candidate may not be appointed to a position that is currently, or has potential to become, a higher grade than that which the candidate has previously competed and been selected. Alternative options are:
|Overview of Merit Promotion Process||
The table below explains the merit promotion process. The process may begin when a vacancy occurs, or when it is known that a position will soon become vacant.
A selecting official may consult with the SPO to resolve questions he/she may have about any step of the process.
The following terms appear throughout the text of this document. The USDA Merit Promotion Plan is another resource for term definitions.
Effective Date - The date that a personnel action becomes effective. This date is determined by the personnel staffing specialist in the servicing personnel office after review and approval of the personnel action. The effective date of the personnel action cannot be made before the date the staffing specialist approved the action.
Full Performance Level - The top grade of a career ladder of a particular position (e.g., GS-9 is the full performance level of a GS-5/7/9 position).
Level Definition - Concise statements or examples of the kind of training, experience, etc., that would provide evidence of the applicant's performance at a given level.
Local Commuting Area (LCA) - The geographic area that usually constitutes one area for employment purposes. It includes any population center (or two or more neighboring ones) and the surrounding localities in which people live and can reasonably be expected to travel back and forth daily to their usual employment.
Non-Competitive - Exceptions to regulations requiring competition for federal employment. Individuals eligible for non-competitive appointments (called “non-competitive eligibles”) include:
Subject Matter Expert - A supervisor, personnelist, or employee (usually at the same or higher grade level of the position being filled) who knows the duties and responsibilities of the job as well as the knowledge, skills, and abilities required to perform the work.