Section E - Accretion of Duties
Title 5, Code of Federal Regulations, Part 335.103 gives agencies the discretion to promote noncompetitively a position that is classified at a higher grade because of additional duties and responsibilities.
The noncompetitive promotion can be processed if certain classification and staffing requirements are met, along with other requirements that ensure merit principles are upheld and other employees are not adversely impacted. Managers and supervisors are encouraged to consider position management objectives and exercise caution before initiating action.
|Position Management Considerations||
Accretion of duties should occur infrequently if managers perform adequate position management. An alternative option might be to establish a realistic full performance level (FPL) before a position is filled. If a bridge position is needed for career development, managers and HR specialists can ensure that reasonable and accurate career ladders are established before a position is filled.
Supervisors are responsible for the duties performed by their employees, and should exercise caution when changes result in the unintentional growth or erosion of assignments that may affect the grade level of positions. It’s important to manage Government resources efficiently. Generally, it is more cost effective to assign the higher level work to the fewest number of positions needed to accomplish the work of the organization, and not spread out to support higher grades for more employees.
Supervisors should be sensitive to situations where accretion requests would affect other employees at similar grade levels who would also be eligible for the higher grade if the position was announced:
The assignment of a limited amount of higher-graded work (generally, this should not exceed 20 percent of the direct work time) to lower-graded employees for developmental purposes is an accepted management practice. Typically, this provides lower-graded employees with an opportunity to demonstrate the potential to perform work at the higher level.
OPM and the Merit Systems Protection Board recognize that accretion promotions can be utilized. Both, however, caution that misuse undermines the trust employees have in the merit promotion process, which may lead to increased complaints or grievances. It may be more appropriate for management to view an "evolved" position as a new position, and announce and fill it competitively through Merit Promotion.
Promotion resulting from additional duties and responsibilities does not include a conscious alteration of duties and responsibilities assigned to a position by the manager. This is outside the general scope of the existing position (planned management action), which may result in a reclassification of the job to a higher grade level. Such actions should be subject to merit promotion procedures and discussed with the classification specialist before taking any action.
In consideration of the above mentioned guidance, if management believes a position has changed to warrant an accretion of duties, the employee may be noncompetitively promoted when all of the following requirements are met (Department Regulation DR 4020-551-001):
The following actions cannot be considered for a promotion based on accretion of duties:
The table below summarizes the steps involved in accretion approvals: