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Show line HILL TOP TIMES 1970 5 Page Fill High Grade Positions Program Set to Pf f ill rad.6 14. "d GS12, 13, will bemaaem 15 v- " oment Board" r anu mJe levels AFLC the f-- "" m the establish boards Promotion will dm categories requirement registers', serve promotion . career fields and on a planned and strolled basis. promotion I assign- - promotion various IT!" With . . se- - to establish development, sent and GS-13- ). Board Management ute appropriate j planned Basis ourpose of the PKnm is in better effective more nA by the board then determany of the top will be considered for final ranking which takes into consideration such elements as AFLC Civilian Career Appraisals, awards, training and self development and the employee's career goals. "COOL the improve- StfWriAl , nmvu e a es determined board. The mines how candidates ing the top candidates for a vacancy, first consideration will be given to employees entitled to mandatory placement rights and second consideration to employees on the Career Development Reassignment Lists. Any selection below the top ranked candidate must be justified to the board in writing and explained to the employee who was passed over if he requests an explanation. a introduces " 0 The - ,r;0na nf eleven a eli-gibl- promotions ments to positions fo 1IUS positions. Selection of the best qual-- . if ied candidates will begin with initial lists of promotion from the Skills Locator System. From these lists those who are "highly qualified" will be identified by a cut-of- f score all i f developing "few-of-a-kin- d" has been established,s Person-drainto Civilian Sr the estab'ishing and registers for Final ranking will be made the board and recorded on a "Career Promotion Register," approved by the Board chairman and personnel advisor, and filed in the Central Civilian Personnel Office. When a vacancy occurs, the top three names will be certified to selecting officials (OOAMA commander for GS-1- 4 and .appropriate director for GS-1- 2 In determin or by 21 u as fmnrnviiMr uuy v vi i a. PflreGr recruitment and Mopment . nn nArarim programs; anu ovt a "mui; of key bodies in the staffing: jKflUw 1 petitions. Tl Executive Board CVAitifitrA Pqkwp for point f an. the focal the entire career is ipent Board imgement program, and it Mures selection or top person-i- d for key positions. The vice OOAMA JJpgg, commander and Kaers will consist of three sitary personnel with rank of I rn one tttaei, anai oa-i- o, Thin hofirH HURRY! HURRY! art at' S1X V reviour all will I vacancies and determine anfietliou for filling-- ; estab- aa promotion evaluation pat-le- a (PEPs) for GS-1- 5 posiadvise Career Field fords; recommend develop-tcu- l programs; insure ca- r progression opportunities i recommend ts; I to the changes ucsinder. Ctreer Field least 12 At Career Mi .each limited to a field, win be j Field LtJtif7dsihmiiiiitiiiiiuiHiMiid II to filling particular appointed. jc,rship will consist of a tppointed by the waaawler, at least three fn, J5- nd a - from J7 technical the Personnel board will member of ad-- r Of-Uc- h include a appropriate &jw Field Boards operate Executive MwVhe within the limits of --2?; career f5dd'""rtion is the f J - Iden-o- tho ttnwrt GS-1- trJS1!11 dln employees. who pos. Potential for 5. attignment. of these Individ- - " V'v? "Career Psignment level, sub-h' the Exe- r?t!lJFl(r" iZ yr Hndidat for fia. l'r. 2trtia,rTRa willof the 4 6f con-H- '! Reeled by 4 . "c will the other the purpose of 4;"t;;t 4 sa "iy ' Don't Suffer Another Summerl II |