TAB F
MERIT PLACEMENT
MILITARY DEPARTMENT OF ARKANSAS
OFFICE OF THE ADJUTANT GENERAL
NORTH LITTLE ROCK, ARKANSAS 72199-9600
Civilian Personnel
Merit Placement Plan For
Excepted and Competitive Technicians
1 November 1998 HRO
REGULATIONS OF HIGHER AUTHORITIES
REFERRAL AND SELECTION PROCEDURES
1. GENERAL. This plan establishes procedures and provides information on the merit placement program for excepted and competitive technician positions in the Arkansas National Guard.
2. POLICY. It is the policy of the Arkansas National Guard that all positions be filled by the best qualified individuals available, and to insure that all technicians have an opportunity to develop and advance to their full potential. All positions will be filled on the basis of merit and job-related factors. For purposes of this plan, military requirements are considered as job-related qualifying factors for positions in the excepted service. All actions under this plan will be made without discrimination for non-merit reasons such as race, color, religion, sex, national origin, marital status, membership or non-membership in an employee organization, age, or non-disqualifying physical handicap (except for military requirements for excepted technicians). This plan encompasses all technician positions in the excepted and competitive service through initial appointment, promotion, reinstatement, and transfer. This plan will be used to process all applications, to include those of persons outside the technician work force. These candidates will be rated and ranked, if qualified, along with all other applicants in the announced area of consideration. This plan will be used to effect internal placements, promotions, and details to higher graded positions exceeding 120 days, when exceptions are not provided in the applicable labor-management agreement. Exceptions to competitive procedures appear in paragraph 18 of this plan.
3. NEGOTIATED AGREEMENTS. Where the provisions of local negotiated agreements are different from the provisions of the Plan, the negotiated provisions will take precedence.
4. REGULATIONS OF HIGHER AUTHORITIES. Where this Plan is silent regarding certain aspects of the Merit Placement Program, the provisions in regulations of higher authorities will apply.
5. PROGRAM INFORMATION. The Freedom of Information Act and the Privacy Act impact significantly on the collection, use, and availability of data essential to operations under this Plan. The Personnel Officer will insure that all actions under this Plan conform to the above laws.
a. Excepted Service Technicians: Technicians who are required to be members of the National Guard as a condition of employment. Individuals must be assigned to and maintain a compatible military assignment (as determined by NGB).
b. Competitive Civil Service Technicians: Technicians who are not required to be members of the National Guard as a condition of employment.
c. Area of Consideration: The area, i.e., geographical, organizational, or functional, in which The Adjutant General of Arkansas makes an intensive search for eligible candidates during a specific promotion/placement action. Normally, areas of consideration will be established as follows; however, The Adjutant General may set the area of consideration to include consideration of all qualified candidates most likely to enhance attainment of mission objectives of the Arkansas National Guard:
(1) The first area of consideration will be in accordance with the Labor-Management Agreement of the unit or activity advertising the position (for bargaining unit positions only).
(2) Air Technicians Statewide or Army Technicians Statewide.
(3) All Technicians of the Arkansas National Guard (Opposite Service).
(4) All members of the Arkansas ARNG/ANG.
(5) Individuals who are not members of the National Guard, but who are eligible to acquire membership in an available and compatible military grade for excepted technician positions.
d. Eligible Candidates: Those candidates who meet the minimum qualification standards for the positions, including military appointment/grade requirements, position status requirements, or selective placement factors. Selective placement factors include such factors as proven skills or abilities pertaining to a certain program or mission, when these cannot be readily acquired after promotion; geographic mobility; or military assignment.
e. Identifying Eligible Candidates: The process of evaluating the established qualification requirements against the job-related criteria to determine those whose qualifications equal or exceed the criteria.
f. Job-Related Criteria: The combination of factors that position descriptions have shown to be important for performance of a specific position, (or group of positions analyzed as having identical important factors) and for which performance analysis has shown are valid indicators of differences between more and less successful workers. The total set of criteria includes all knowledge, skills, abilities and personal characteristics that meet job and performance analysis requirements for the position.
g. Rating of Candidates: The process of determining eligible candidates relative to other applicants.
h. Best Qualified Candidates: The highest ranking candidates placed on a selection register by the HRO staffing specialist or evaluation panel, who are referred to the nominating official for his/her consideration/action.
i. Nominating Official: Normally, the first-level supervisor of the announced position vacancy who nominates/selects the appointee from the best qualified candidates. The Adjutant General is the hiring official.
j. Promotion: The movement of a current, qualified technician to a different position of higher grade (or higher rate of pay, if under a different pay system).
k. Reassignment: The change of a technician from one position to another for which the technician is qualified, without promotion or demotion.
1. Change to a Lower Grade: VOLUNTARY movement of a technician to a position at a lower grade (or rate of pay, if under a different pay system).
m. Detail: The temporary assignment of a worker to a different position for a specified period, without change in the worker's pay status, and with the worker returning to his or her regular duties at the end of the detail. A position is not "filled" by a detail, as the worker continues to be the incumbent of the position from which detailed. The worker is not required to meet qualification requirements for position to which detailed.
n. Priority Consideration: Consideration of certain individuals before other are considered. This does not insure selection, but insures that the affected technician will receive consideration for vacancies for which qualified, prior to normal placement action. Individuals affected will be notified of their consideration when such action occurs.
o. Placement Factors: The Knowledge, Skill and Ability (KSA) Factors: Characteristics deemed to be absolutely essential for satisfactory performance in the job which are used to identify high quality candidates for referral to the selecting official.
p. Priority Placement: An exception to competitive promotion procedures. This action will precede normal placement actions to allow technicians entitled to grade retention to be re-promoted to positions for which they meet the technician qualification requirements.
q. Qualification Standards: Standards which control the movement of employees into and within the Federal service by prescribing the experience, skills, knowledge, and abilities required for filling positions. (Qualification standards for Excepted Service positions in the National Guard have been established locally along guidelines established by NGB and published separately from the position descriptions under the title "National Guard Technician Qualification Requirements." For competitive positions, the standards are found in the Office of Personnel Management (OPM) Qualification Standards Handbook for General Schedule Positions and X-118C (Wage Grade).
r. Reinstatement: The noncompetitive reemployment of a person formerly employed in the competitive service who had a competitive status or held a permanent Excepted appointment in the Excepted service for over three (3) consecutive years.
a. The Adjutant General is the appointing authority for the Arkansas National Guard Technician Program and is the highest level of authority in the State concerning the overall application of this plan.
b. The Personnel Officer of the Human Resources Office (HRO) is responsible to the Adjutant General for insuring that the requirements of this plan are carried out. The HRO will:
(1) Develop, maintain, evaluate and revise the program as necessary.
(2) Assure compliance with the Plan.
(3) Provide guidance and assistance to commanders and supervisors concerning their responsibilities under the Plan.
(4) Assure that candidates are properly evaluated and certified for placement.
(5) Maintain necessary records.
c. Managers and Supervisors will:
(1) Assure that technicians under their supervision are aware of this plan
(2) Assure that actions effected within their area of responsibility are based on merit without discrimination
(3) Encourage technicians under their supervision to participate in developmental opportunities and to apply for the positions for which qualified.
(4) Recommend changes to this plan to the HRO.
(5) Assure that Technicians under their supervision, who are absent (military duty, service schools, etc.), are considered for positions for which they are qualified.
d. Individual technicians are responsible for:
(1) Pursuing developmental opportunities in preparing to assume higher level duties.
(2) Familiarizing themselves with the provisions of this plan.
(3) Arranging with their supervisors to submit applications for vacancies when temporarily absent from their jobs.
8. MANAGEMENT'S RIGHTS: Recognizing that it is essential to the accomplishment of the mission of the Arkansas National Guard that technician positions be filled with the best qualified individuals available, management retains the right to make selections for appointments from:a. Among properly ranked and certified candidates for promotion or
b. Any other appropriate source.
a. Request For Filling Vacancy. When requesting that a position be filled, the supervisor will submit an SF 52, Request for Personnel Action, to the HRO. Required information stated on the SF 52 is:
(1) Position title, job number, grade(s), and location.
(2) Type of appointment.
(3) Military Grade (officer, warrant officer, enlisted).
(4) Recommended area of consideration and if appropriate justified recommendation for deviation from normal area of consideration.
(5) Recommended selective placement factors.
(6) Position management certification data.
(7) Medical standard/physical requirements if applicable, and the requirement for periodic medical evaluation for jobs which involve environmental hazards.
b. Development of Knowledge, Skill, and Ability (KSA) Factors: Upon receipt of SF 52, the HRO Staffing Specialist will, using NGB Model State Qualification Standards, coordinate with the nominating official in analyzing the position's duties, responsibilities, and requirements. This analysis will identify three to eight KSA's which will serve as instruments for rating and ranking candidates. At least one of the KSA's will be devoted to the training and education requirements which are prerequisites for performance of the major requirements of the job.
c. Length of Advertisement: Vacancies will be announced or posted for a minimum of 15 calendar days with a 30-day maximum, except those announced nationwide "until filled." Exceptions will be fully justified and must be approved by the HRO. Announcements or notices will be posted conspicuously throughout the area of consideration in those areas most accessible to all members of the National Guard to insure that all interested persons are aware of the vacancies.
d. Advertising Procedures: When a vacancy is not to be filled as an exception to competition (paragraph 18), or is not a "Key Staff Position," it will be announced or posted as described below:
(1) For vacancies existing in positions outside the bargaining unit (Supervisory), which will be filled from onboard technicians only, and for bargaining unit position vacancies and all others announced for potential fill outside the technician work force, an Employment Opportunity Announcement (EOA) will be prepared in accordance with the criteria contained in paragraph 9c above. The EOA may contain more than one vacancy to be filled, and will normally contain the following information:
(a) Announcement number, opening and closing date.
(b) Title, series, grade, and Position Description number.
(c) Military Grade (officer, warrant officer, enlisted) and compatibility requirements.
(d) Salary range.
(e) Organizational and geographical location of the position.
(f) Nominating official.
(g) Type of appointment.
(h) Information regarding known promotion potential, if applicable.
(i) Area of Consideration
(j) Qualification requirements.
(k) Designated security clearance required, if applicable.
(1) Selective Placement Factors (Knowledge, Skills and Abilities).
(m) Summary of Duties.
(n) Application procedures.
(o) Equal Employment Opportunity statement.
(p) Medical standards/physical requirements and requirement for periodic medical evaluation when applicable.
a. Candidates must make application on one of the following:
(1) OF 612, "Optional Application for Federal Employment:" or
(2) Resume or other written format
Candidate must submit application prior to the announced closing date, in accordance with instructions contained in the announcements. Required attachments are:
(a) AG AR ARK Form 1, Chronological Summary of Military Experience.
(b) AG AR ARK Form 6, Military and Civilian Education.
(c) AG AR ARK Form 22, Pre-Appointment Certification Statement.
(d) SF 181, Race and National Origin Identification.
Applicants are required to submit a separate application for each position for which applying. Application forms must be mailed direct, placed in the internal mail system, or hand carried by the applicant to the HRO so as to arrive prior to noon of the first workday following the closing date specified in the EOA. Applications will not be faxed or mailed using the military mail system.
b. Technicians temporarily absent on detail, technician TDY, on leave, at training courses, in the military service, on compensable injury which does not exceed one year, or serving in public international organizations shall be made aware of employment opportunities, provided they furnish their temporary address and the inclusive dates of their absence to HRO.
c. Supervisors must be thoroughly familiar with the instructions contained in this plan and insure that each technician under their supervision knows and understands the procedures for submitting applications. It is the responsibility of the applicant to insure full documentation of all previous education, experience and training to insure proper information is available to determine qualifications.
a. Applications: Applications from candidates who meet minimum qualifications will be accepted by the HRO. When none of the applicants meet the minimum qualifications, and the announcement provides for appointment in a trainee status, candidates meeting the qualification requirements of the trainee grade will be evaluated in accordance with this paragraph. (Note: In accordance with TPR 302.7, paragraph 7-10(c), a military technician may not be militarily senior in rank to his or her full-time supervisor.)
(1) A search for qualified candidates will first be made in the first area of consideration as announced. When less than five (three [Air] or two [Army] for onboard technicians) qualified candidates are found in the area of consideration, the area may be automatically extended to the next area of consideration.
(2) For positions advertised for fill by onboard technicians only: When ten or fewer applications have been determined by the HRO Staffing Specialist to meet the minimum qualification requirements, these applications will be forwarded to the selecting official in accordance with paragraph 11 of this plan. When more than ten candidates have been determined as meeting the minimum qualification requirements, an evaluation panel, appointed by the HRO, will be convened for the purpose of rating and ranking the applications. The ten "Best Qualified" applicants will be forwarded to the nominating official.
(3) For positions advertised for potential extension outside the technician work force: An evaluation panel will not be convened when applications are received from three (Air) or two (Army) to five qualified onboard technicians. When more than five onboard technician applicants are deemed qualified by the Staffing Specialist, an evaluation panel will be convened to determine the five "Best Qualified" applicants. When fewer than two Army or three Air technician applicants are found qualified, the area of consideration will be broadened in accordance with paragraph 11a(1) above. In this instance, an evaluation panel will not be convened unless more than a total of five applicants are determined to meet the minimum qualification requirements.
b. Evaluation panels: Evaluation panels will consist of three members, and normally must include a representative of the HRO and two subject matter specialists of equal or higher grade than the position to be filled. Neither the nominating official nor the nominating official's supervisor shall be eligible to serve as a subject matter specialist. The evaluation panel will carefully screen applications, determined by the HRO Staffing Specialist to meet minimum qualification requirements, by evaluating those KSA factors which deal with prior experience relating to the job applied for. The panel may also review applications from individuals determined not qualified by the Staffing Specialist. Prior experience will be evaluated in terms of quality in relation to the general and specialized requirements of the position. Each KSA relating to experience will be rated in the following categories:
(1) "A" level experience: Candidate possesses type and quality of experience that substantially exceeds the basic requirements of the position, including selective placement factors, and that would allow the candidate to perform effectively in the position almost immediately, or with a minimum of training and/or orientation.
(2) "B" level experience: Candidate possesses type and quality of experience that exceeds the basic requirements of the position, including selective placement factors, that would allow the candidate to perform effectively in the position within a reasonable period of time (e.g., three to six months).
(3) "C" level experience: Candidate satisfies the basic requirements of the position with respect to experience, including selective placement factors, but:
(a) Type and quality of experience beyond that which is basically required is minimal, and/or
(b) Extensive additional training and/or orientation (e.g., six months or more) would be required to enable the candidate to satisfactorily perform the duties of the position.
d. Evaluating Training/Education: One or more KSAs will be devoted to the training or education which are prerequisites for performance of the position. Both the general level of education and/or specific training schools/courses, which the selecting official feels are necessary to allow for full performance of the job, should be addressed in the KSA(s). Each KSA relating to training/education will be rated in the following categories:
(1) "A" level training/education: Candidate possesses the type and quality of training/education which substantially exceeds all of the basic general and specific requirements called for by the HRO Staffing Specialist/selecting official/subject matter specialist.
(2) "B" level training/education: Candidate possesses the type and quality of training/education which essentially meets both the general and specific requirement called for by the Staffing Specialist/ selecting official/subject matter specialist.
(3) "C" level training/education: Candidate essentially meets either the general or specific training/educational requirements, but not both; further training or education would be required to qualify the individual at the 'B' level.
(4) The point value assigned to A, B, and C levels is determined by the number of KSA factors used (see following chart). Points awarded for both experience and training/education KSAs are recorded on AG AR ARK Form 690 and transferred to AG AR ARK Form 691.
POINT VALUES OF CATEGORY RATINGS
| Three KSA Factors | Four KSA Factors | Five KSA Factors | Six KSA Factors | Seven KSA Factors | Eight KSA Factors |
| A 33.3 | A 25.0 | A 20 | A 16.6 | A 14.2 | A 12.5 |
| B 28.3 | B 21.2 | B 17 | B 14.1 | B 12..1 | B 10.6 |
| C 23.3 | C 17.5 | C 14 | C 11.6 | C 10.0 | C 8.7 |
Example: Using five KSA factors, a candidate's combined rating of AABBC (20, 20, 17, 17, 14) converts to 88 points.
(5) All qualified candidates' points from AG AR ARK Form 691 will be averaged to determine the cutoff between the best qualified and qualified candidates. When averaging produces less than the maximum number of candidates specified in paragraph 11a(2) or 1la(3), additional qualified applicants will be added to provide the maximum number allowable. When averaging produces more than numbers specified, the lowest ranking applicants will be removed to provide only the maximum number allowable.
12. REFERRAL AND SELECTION PROCEDURES:
a. Referral: The HRO will certify to the nominating official from one to ten qualified candidates if the position was announced for onboard fill only, or from one to five candidates if advertised for potential extension outside the technician workforce. Candidates will be listed in alphabetical order by last name. Upon return of the Referral and Selection Package, HRO will notify those individuals who were rated as basically qualified but not submitted for consideration, and those rated as not meeting the qualification requirements.
b. Nomination: The nominating official is entitled to select or non-select any candidate referred to him/her. Upon receipt of the Referral and Selection Register, the nominating official will:
(1) Interview Candidates. Every effort will be made to conduct personal interviews. If not possible, telephone interviews should be conducted. When one of the candidates is interviewed, all candidates on the Register will be interviewed.
(2) Make a selection: The nominating official should have the opportunity to select from among at least three Air or two Army qualified candidates, if possible. If a selection cannot be made from the list contained on the Referral and Selection Register due to legitimate job-related deficiencies of the candidates, the supervisor may return the Register to the HRO with a detailed explanation of why each candidate was not satisfactory. The HRO will then forward the applications of additional qualified candidates, if any, to replace the deleted applications, or will take action to cancel the announcement, as appropriate. Nominations must be fully justified in writing, to include a statement regarding the skills, abilities and/or knowledge possessed by the successful candidate. Technicians referred to the nominating officials with non-technicians will be given appropriate consideration. In those cases where the technician is not nominated, the nominating official will give full written justification regarding why the technician was not selected, and how the nominee possesses superior qualifications.
13. NOTIFICATION: The HRO will:
a. Notify the candidate(s) nominated and those not selected.
b. Coordinate for a release/appointment date.
c. Conduct in-processing and prepare OPF for new appointees.
14. RELEASE OF TECHNICIAN: After selection for promotion/placement, a technician should be released promptly from his/her present position. Release will be granted within two weeks after final selection and notification. Actual release date will be by negotiation between the gaining and losing supervisors, except where the activities are under separate commands/activities, in which case the HRO will negotiate a release date. Unless approved by The Adjutant General, the release date will not normally be delayed longer than 30 days after selection.
a. Complete selection records will be maintained by the HRO to:
(1) Provide a clear record of the action taken.
(2) Evaluate the Merit Placement Program.
(3) Provide proof that merit placement actions are being made on a fair and equitable basis in accordance with this Plan.
b. Sufficient records are required to allow reconstruction of the placement action, and will be maintained for a minimum of two years. If a grievance or appeal is pending, records will be maintained until resolution. As a minimum, the following information and forms will be retained in the record:
(1) Copy of the Employment Opportunity Announcement (EOA).
(2) List of all applicants' names.
(3) Forms used in the evaluating and rating process.
(4) Referral and Selection Certificate signed by the selecting official.
a. All technicians have a right to request an administrative review of their non-selection for promotion/placement or failure to be placed in the best qualified group. Request for administrative review will be submitted, in writing, to the HRO within 15 days after the date on which the technician learns of his/her non-selection or failure to be placed in the best qualified group. The HRO will review the case to insure that promotion/placement is procedurally correct in accordance with this plan. In the event of an error which denies a technician proper consideration or inclusion on the Referral and Selection Certificate, HRO will take necessary action to correct the error.
b. The only matter not a basis for a formal complaint is failure to be nominated for promotion from a group of properly ranked candidates when proper promotion procedures are used. Because a technician feels he/she is better qualified than the technician selected is not a basis for a formal complaint. However, a technician can file a grievance if he/she feels that improper procedures were followed during the selecting process. Members of an exclusive bargaining unit must use the negotiated grievance procedure.
17. VIOLATIONS: There are three types of violations: procedural, regulatory, or program, for which National Guard Bureau (NGB) or Office of Personnel Management (OPM) may require corrective action:
a. Procedural Violation: Occurs when a placement action does not meet the requirements of the State Merit Placement Plan. A technician may remain in the position only if reconstruction action shows that he/she could have been selected if proper procedures had been followed at the time the action was taken, or if the NGB or appropriate OPM office (regional or central) gives approval.
b. Regulatory Violation: Occurs when the technician did not meet the qualification or regulatory requirements at the time of placement. A technician may be retained in the position only if he/she now meets all requirements, and if the NGB or appropriate OPM office (regional or central) gives approval.
c. Program Violation: Occurs when the State's Merit Placement Plan, guidelines or practices do not conform to NGB, DOD or OPM requirements. Generally, a technician may be retained in the position if there was no accompanying procedural or regulatory violation involved.
d. Corrective Action:
(1) If the corrective action taken requires the position to be vacated, the erroneously placed technician should be returned to his/her former position or placed in another position for which qualified. All candidates who were not given proper consideration should be considered before new recruiting efforts are initiated.
(2) If corrective action did not include vacating the position, candidates who were not given proper consideration, because of the violation, may be given priority consideration for appropriate vacancies.
18. EXCEPTIONS: Promotions/placements may be made as exceptions to this plan when specifically authorized by The Adjutant General: These exceptions are:
a. Key Staff Positions: The effectiveness of National Guard management within the State of Arkansas depends, in large measure, on the quality of the personnel assigned to The Adjutant General. The requirements for successful performance in key staff positions, both military and technician, are different from those in other supervisory technician positions. In recognition of the importance of positions on the staff of The Adjutant General and of their particular requirements, selection of candidates with the desired abilities and potential may be accomplished by the supervisor without following the guidelines for this plan. The supervisors of key staff positions will determine whether the vacancy is to be advertised or filled non-competitively. Key staff positions of the Arkansas National Guard are identified as follows:
ARNG
(1) Chief of Staff.
(2) Logistics Management Officer (DCSLOG).
(3) Military Personnel Officer (DCSPER).
(4) Deputy Chief of Staff for Operations (DCSOPS).
(5) Supervisory Logistics Management Specialist (USPFO).
(6) Personnel Officer (HRO).
(7) Supervisory Aircraft Pilot (State Aviation Office/DSAVN).
(8) Surface Maintenance Officer (DCSLOG-SM).
(9) Facility Management Officer (DCSENG).
(10) Training Site Manager (DCSOPS-RMTA), Camp Robinson
(11) Training Site Manager (DCSOPS-CMTC), Fort Chaffee.
(12) Plans, Operations and Military Support Officer (DCSOPS)
(13) Mobilization Readiness Management Officer (DCSOPS).
(14) Administrative Officer (39th Inf Bde, 142d FA Bde, 87th Trp Cmd, Det 1 STARC, NGMTU).
(15) Safety and Occupational Health Manager. (TAG-DZ-SO)
(16) Deputy Chief of Staff for Information Management (DCSIM).
(17) State Equal Employment Manager (HRO).
(18) Labor Relations Specialist (HRO).
(19) Financial Manager (DCSLOG).
(20) Recruiting and Retention Manager. (DCSPER)
(21) Senior Enlisted Advisor (TAG).
(22) Training Administrator (DCSOPS).
ANG
(1) Executive Support Staff Officer (HQ AR ANG).
(2) Air Commander (Pilot), 188th FW and 189th AW.
(3) Combat Communications Squadron Commander (Electronics), 223rd Cmbt Comm Sq.
(4) Intelligence Operations Specialist, 123d Intel Sq.
(5) Flight Instructor (F/W) - Safety, 188th FW and 189th AW.
(6) Logistics Management Officer, 188th FW and 189th AW.
(7) Air Operations Officer (Pilot/Nav), 188th FW and 189th AW.
(8) Administrative Officer (Exec), 189th AW.
(9) Administrative Officer (Support), 188th FW and 189th AW.
(10) Vice Air Commander, 188th FW and 189 AW
b. Promotion of a technician whose position is upgraded because of a change in classification standards, or job enlargement resulting from increased difficulty, variety or complexity of duties and responsibilities, or to correct a classification error.
c. Promotion of a technician who satisfactorily completes a formal training program required for promotion, provided selection of the technician for the training program was made under the competitive process of this plan, or under the "Upward Mobility" concept of the State Upward Mobility Plan.
d. Promotion of a technician detailed to a higher graded position for the purpose of training or evaluation, if selection for the detail was made under the competitive process of this plan.
e. Re-promotion of a technician previously demoted without personal cause to a position for which qualified. The promotion cannot be above the grade level or equivalent of the position from which demoted. This includes technicians separated by reduction-in-force and re-employed at a lower grade; entitled to grade retention as a result of reduction-in-force or reclassification; or downgraded for the purpose of entering a training program in an "Upward Mobility" position, provided the competitive process of this plan was used for selection.
f. Reassignment of a technician, by reason of reduction-in-force, to a position in a different pay schedule resulting in a salary increase, may not always be considered a promotion. If it is not a promotion, as determined by the HRO, reassignment may be made outside the provisions of this plan.
g. Lateral reassignment of a technician from one position to a position of equal grade is not considered a promotion and is exempt from the provisions of this plan; however, if the vacant position is one with known promotion potential, the merit promotion provisions of this plan will apply.
h. Promotion on a temporary basis of 120 days or less may be made without consideration of merit promotion policies, when no exceptions are provided in the applicable Labor-Management Agreement.
i. Career promotion where original selection was made under merit principles and the known promotion potential was indicated in the vacancy announcement.
j. Temporary appointments of less than 120 days, when no exceptions are provided in the applicable Labor-Management Agreement.19. KEEPING TECHNICIANS INFORMED: A copy of this plan will be made available for review in units and activities. Technicians who have questions about it, or wish further information, should contact their immediate supervisor.
20. FORMS: Forms and instructions used in conjunction with this directive are maintained at HRO. A small quantity should be maintained by each administrative headquarters.