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Show j Vol. 1 DESERET TEST CENTER Ft. Douglas, Ut 84113 No. 26 Revised Federal Merit Promotion Policy f1 "y 'pT Employees will have better opportunities to be considered for advancement and agencies will have greater assurance that the employees are selected for higher level jobs under a revised Federal Merit Promotion Policy that will go into effect next year. The revised policy is the result of a thorough study by the U.S. Civil Service Commission of the Government- - wide merit promotion system and was issued after extensive consultation with employee organizations and Federal agencies. ine merit promotion po search is made for eligible candi- terested in outside their own best-qualifi- licy is intended to help management select the best ta lent in the ranks of the career service to meet the many challenging problems facing the Nation and to assure employees that promotions are made on a fair and equitable basis. The revised policy should correct many of the weaknesses in i present promotion proced ures that employees have cornplained about. It places renew- ed emphasis on: Assuring that employees are - considered for higher-levjobs for which they are eligible and in which they are interested. Providing the most effective evaluation methods to identify highly- - qualified candidates for promotion, with written tests being allowed only when approved by the Commission. Requiring selection from among the best- - qualified candiel dates. Eliminating all forms of discrimination or personal favoritism. Keeping employees hilly . in- formed about their agency's pro- motion program and about their owa promotion opportunities. Providing attractive career opportunities tor employees. The merit promotion policy doesn't guarantee every employee a promotion, but it does give every employee an opportunity for fair consideration under his agency's promotion program. In revising the merit promotion policy, the Commission had to keep in mind the size, complexity and dispersion of the Federal work force. All employees in the competitive service are covered by the blue-collpolicy. All white- - collar and are representoccupations ed, with jolts ranging from the simplest to the most complex. Over 60 agencies, varying in size from just a few employees to hundreds of thousands and in complexity and dispersion from a single headquarters ofice to an intricate structure of worldwide installations, are involved. This is why promotion procedures will vary to some extent from agency to agency or occupation to occupation. MERIT PRINCIPLES As under the present policy, agency promotion ' programs will operate under merit principles and general procedures established by the Commission. Each agency develops its own promotion guidelines, adapted to the agency's own needs, which set forth the agency policies and procedures governing promotion practices. Each agency will continue to develop promotion plans which establish the specific methods to be followed in selecting employees for promotion within the framework of the agency guidelines Similar kinds of jobs are usually grouped under the same plan. For example, all engineering and scientific jobs may be under one plan, all clerical join under another, all trades and labor jobs under a third, etc. Each employee should1 find out which plan applies to him. Agencies must modify their promotion guidelines by January 1 to reflect the revised Federal Merit Promotion Policy. They must revise specific promotion plans by July 1. This schedule provides time for agencies to make the ex- -, tensive revisions necessary in their present promotion programs and to consult with employees and employee organizations in the process. PROMOTION CONSIDERATION In each promotion action there is an "area of consideration" which consists of the part of the agency in which an intensive ar dates to fill a vacancy. The area may be the headquarters office so that enough highly qualified candidates can be located and employees have adequate opportunities for advancement. Higher grade join generally have broader areas of consideration than lower grade ones because there are fewer eligible candidates and fewer job opportunities at the higher grades. Under the revised Federal Merit Promotion and Policy, for jobs at GS-1- 4 above the area will be the entire agency, unless this area would produce too many candidates or the nature of the jobs makes such broad consideration inappropriate. There are two other new fea- hires in the promotion policy to assure selection of highly quali- fied candidates and to increase advancement opportunities for employees. First, the agency gen- erally must broaden the area of consideration when fewer than three highly qualified candidates are located in the area. The initial area, for example, may consist of an installation in a particular city. The broadening may extend the area to include a region. For most trades and labor jobs and for join at GS-- 4 and below, however, the agency does not have to go beyond the wage or commuting area. VOLUNTARY APPLICATIONS The second feature is that agencies must set up procedures for accepting voluntary applications from employees who are in- - all-da- all-da- Friday, August 15, 1969 Navy's Landlocked Fleet Mrm it ivfA Viv Onp-Mn- n Personnel Section at DTC V. jobs area of consideration. The procedures can vary from agency to agency. One agency, for example, may allow its employees to submit their applications at any time; another agency may set a specific time once a year. Allowing voluntary applications will create additional advancement opportunities for employees who are in deadend jobs within their own area of consideration and will give all employees a greater chance to be considered for jobs in which they are interested no matter where in the agency. All employees in the area of con sideration must be given an equal opportunity to be considered for a job vacancy. There are various ways for agencies to locate eli- gible candidates; and different ways may be appropriate for dif-ferent occupations and grades. AMC's Leeper Gets BG Star Colonel Michael E. Leeper was promoted today to the rank of brigadier general by MG Leo B. Jones, Chief of Materiel U.S. Staff, Army Command. The star of rank was pinned on by MG Jones and Mrs. Leeper at a ceremony attended by top staff members of AMC and the general's immediate family. General Leeper is now serving as AMC's Director of and Production. Procurement This Command, which operates with a $25 billion inventory and an annual expenditure of $14 billion, provides materiel weapons and equipto the soldier in die ment field. In his key position at headquarters level, BG Leeper furnishes overall policy direction on all AMC procurement activities, including those at more than 150 installations and activities throughout die United Posting or circulating notices of vacancies is one effective way of calling promotion opportunities to the attention of interested employees. These announcements must receive sufficient publicity and contain sufficient informaStates. tion so that all eligible employees Before assuming his present in the area of consideration know BG Leeper served as duties, and what the about they vacancy AMC Worldwide LogisChief, have to do to apply for it. tics Management Office. In this AIJL ELIGIBLE EMPLOYEES assignment he was responsible Vacancies do not have to be for developing and monitorannounced, however. When they ing improved supply manageare not, all eligible employees with- ment systems for selected seconin the area of consideration must dary items located in Army be considered. overseas commands. Refurbished Lanes In Opening Fete Colonel Charles M. Shadle, DPG Commanding officer, cut die ribbon Saturday reopening Dugway's completely remodeled Bowling Lanes. A large crowd was on hand for the ceremony y free bowling and and the free refreshments that followed. since The Lanes, closed May 15, have taken on an entirely new look. Six new lanes have been added doubling the total number of lanes. The original six were refinished and ten new Brunswick bowling machines have been added. A new and enlarged Snack y Bar was a big favorite at the affair and promises to be a spot . especially for popular troops on the prowl for that evening snack. "I am sure glad to see this snack bar," said one sol Dugway, Ut 84022 dier. Another added, 'Yeah, it means we won't have to drive 35 miles for a hamburger after 7:30 anymore." New and improved lighting and sound proofing is another big plus for Dugway's new Lanes. A billard table has been installed and it too proved a big favorite over the weekend. In all, over $200,000 has been spent on additions and renovations to the lanes. After the ribbon cutting ceremony, COL Shadle, LTC Arthur F. Nieto. and LTC Richard B. Stuart tested die alleys then gave the word to "all join in if you wish." were set aside for Lanes all free bowling for the grown-up- s day long and 2 were set aside for the youngsters. Troops and 6 personnel, youngsters and the young at heart, swamp-ed die bowling alleys, the bil- - table, and the snack bar "that worked with out giving it any money as one youngster com- mented. It was a day of relaxa tion and a chance to talk to a friend. And for some, it was a good chance to see what their boss and fellow workers were really like out of the office. The day finally came to a close but the bowling balls will keep rolling on. Bowling teams are now being formed and League play will begin after Labor Far out in Utah's desert, sitting at his desk pining for the sea sits Petty Officer Second Class Stanley Legg. sailor is responsible for adPart of Deseret Test Center's contingent of US Navy personnel, the ministration of Naval personnel matters at DTC. land-locke- d is one of four Legg Navy men at Dugway, with 11 others at Fort Douglas in Salt Lake City. Before coming to Dugway, Legg, a personnel man, was atassigned to the 5200-ma- n tack aircraft carrier, USS Ranger. While he was assigned to the Ranger, that vessel operated off the coast of Vietnam participating in aerial support of the Vietnam action. Also while he was assigned to the Ranger, the historic craft, whose heritage dates to the first operational American air- craft carrier, was part of the' task force sent off the coast of Korea in connection with the Pueblo and 1 aircraft incidents. Though he concedes life quieter on the Utah desert, Fersonnelman Legg has his hands full handling all Naval reccorrespondence, service ords for assigned personnel, the Navy Daily Diary (equivalent is morning report), intransfers, and coming personnel processing, naval awards. He also advises the Army's Military Personnel Division on naval matters con- ceming personnel actions at DTC. Legg, who stands out among the green in formations and on the way to work, wryly remarks that Dugway "is a nice place for a married guy." He concedes that he has been "wonderfully treated by the Army," ever. when comparing Army food with famed Navy food, he favor-lar-d ed the Navy chow, but agreed that ground- - pounders are just closer to the source of fresh vegetables. "I really fill my plate with the greens," he says. how-civili- He characterizes Navy life as easier when it comes to reveille time and barracks work. "On board ship, we have 's who are assigned to clean the quarters," he said. Legg is billeted with the troops of Headquarters Company. But whether a man is a GI Day. The Bowling Lanes will open or a swabbie, military routine its doon at 11 a.m. every day is a great equalizer. "There's no difference in the guys," Legg except Sunday when the doors said. "What kind of difference will open at 12 a.m. Closing time did you expect?" be 12 p.m., including Sundays. As far as life on board ship, he indicated mat there was a lot to do, citing special closed circuit TV, up to date movies, and USo shows. The activities of a ship at sea, such as "unreps," or underway replenishments are also of interest and help to break up the time at sea, he E-2- said. - The first balls are rolled in the new Dugway Bowling Lanes by INAUGURAL FRAME LTC Arthur Nieto, CBRYVOC, COL Charles M. Shadle, post commander, and LTC ) Richard Stuart, commander US Army Hospital. (L-R- Published by the Transcript-Bulleti- n Publishing Com- pany, Tooele, Utah, a private firm, in no way connected with the Department of the Army. Opinions ex- - - SEA SOLDIER Deseret Test Center's custodian of naval records, PV2 Stanley Legg looks over an officer's roster with his colleague in military personnel. SI'S Danvll Taylor. to die Army's ' Legg, whose specialty is enlisted personnel records, is soon departing on temporary duty to be trained specifically for officers' records management This will give him a chance to go to Treasure Island, and back to the familiar surroundings of a naval base. Presumably the sailors he. meets will gather to hear what strange types the Army's soldiers are, much as Legg has been questioned here about our seagoing counterparts. Prlianc th mailt Will be a better mutual understanding on a small scale between ser-the sue- ..nJ.M.nrin cessful joint staff headquarters vi. Promotions Competitive In New Merit System Competitive promotion pro- cedures apply to a Merit promo-tions except as otherwise permit- other placement actions. One of the complaints of em- ployees has been that sometimes persons are brought in from other agencies who are not as good as already in die agency, Under the revised promotion policy, however, if a person from another agency (or a former employee eligible for reinstatement) is being considered for a higher grade job, he may lie selected only if he is as well qualified as agency, ployees eligible for promotion the job. In some instances, employees are appointed to jobs at grades below the full performance level of the jobs and are given assignments and training to prepare thein for the higher level work. These are jobs with "known promotion potential." Examples are trainee and understudy jobs. CAREER PROMOTION Under the revised policy, persons selected for jobs like these generally must lie chosen either from a civil service register or under competitive promotion procedures. After this initial merit competition for entrance to the jobs, employees may lie advanced to the full performance level without further competition with other employees. This is called a career promotion. Likewise, if an employee is under a training or executive development agreement or has been detailed for training or evaluation, and was originally chosen from a civil service register or by competitive promotion procedures, he can receive a career promotion when he successfully completes his training. These procedures assure that all employees receive fair consideration for assignments that are intended to lead to promotion and allow systematic and equitable career programs for " An employee also may he given career promotion when his job upgraded because of the pressed by publisher and writers herein are their own and are not to be considered an official expression by the Department of the Army. The appearance of adver addi- - bilities, provided the addition is not the result of planned manage- ment action. It is only fair that an incumlient of a job who builds it up through his own ability should move up with it But when a job is built up because management cnooses one or a number ot ployees to give higher grade work, then the job must be open to competition. SOME EXCEPTIONS A few exceptions to competitive promotion procedures are allowed in the interest of employee equity, such as when a new clas fication standard raises an em-t- o ployee's grade. An employee also m may be repromoted without competition to a position or grade from which he had been demoted without personal cause, that is, without misconduct or inefficiency on his part and not at his request. This provision helps an employee who took a lower grade after separa tion. Under the revised promotion policy competitive procedures must be used if a temporary promotion will last more than 120 days or if a detail to a higher grade position or to a position with known promotion potential will last more than 60 days. - little Colin Bell went K)U MEAN I'M TOO LATE to the Post Swimming Tool all prepared for YAC swimming class only to find that the season had just ended with a gala swimming tournament. See sports page inside. tisements in this publication does not constitute an endorsement by the Department of the Army of the products or services advertised. |