The decision to fill a position through delegated performance review or promotion procedures rests with the organization filling the position. If a current or former federal employee who holds or has held a position related to a career or career in the Competition Service wishes to apply under both procedures, start with printed page 66159, the organization`s own policy determines whether to accept an application using both methods. If the organization allows the individual to apply only through performance promotion procedures and does not meet the class entry time requirement (but is otherwise qualified for the position), the organization will not consider the individual. Once the class time requirement is eliminated, the Agency may consider otherwise qualified candidates who have less than 52 weeks of degree, regardless of the recruitment procedures chosen by the Agency. Salary Plan means a set of salary ranges established for GS employees under a single authority – i.e. the General Schedule, a special LEO basic tariff plan (for GS-3 to 10 classes), a local tariff plan based on GS tariffs, a local tariff plan based on LEO special basic tariffs (for GS-3 to 10 classes) or a special tariff plan. A salary plan applies to or covers a defined class of employees based on established coverage conditions (e.g., formal construction site, occupation). It is assumed that a salary plan applies to or covers an employee who meets the established coverage conditions, even if a rate under this Schedule is not currently payable to the employee because there is a higher wage entitlement under another compensation schedule. Prior to the introduction of qualification standards, organizations relied on time spent in grades to ensure that individuals qualified for a higher-rated position. Now that the qualification standards are in place, authorities are able to use the standards to determine which candidates will be able to work in higher grades. A number of commenters have made suggestions on what OPM can do to ensure fairness and equity in promotions. Proposals included monitoring promotion rates of government employees, requesting reports, and conducting random audits of organizations. As noted above, OPM will continue to monitor the Agency`s promotional activities as part of its normal oversight function.
We do not believe there is a need for additional reporting requirements. A number of commenters suggested that organizations should use delegated research to identify and promote individuals who do not meet the classroom time requirement. This proposal is based on a misunderstanding of the examination procedures. An organization advertises a vacancy that uses competitive review procedures to allow candidates from outside the federal workforce, current federal employees without public servant status, and employees with public servant status in other positions to compete for the position. OPM created a „delegated audit“ by entering into written agreements with most of the organizations authorizing them to conduct competitive reviews. If a current federal employee applies for promotion through competition review procedures (usually through an offer of employment that indicates it is open to the general public), the employee does not need to meet a class time requirement. Only GS employees who are promoted to a higher rank according to the general schedule without interruption of service are subject to the two-level promotion rule set out in 5 U.S.C. 5334(b) and 5 CFR 531,214 (also 5 CFR 531,243 for GM employees). (1) Not more than two lower grades (or equivalent) if the post to be filled is in a series of duly classified tasks at intervals of 2 classes; or To clarify, the rate range for each GS class has rates of 10 steps. WGI or level increases are periodic increases in the base salary of a GS employee from one level of the grade of his position to the next higher level of that grade.
One of the requirements for acquiring a WGI is that the employee must have completed the waiting period required for advancement to the next higher level. For employees with a planned business trip, the required waiting period is 52 weeks, 104 weeks or 156 weeks of eligible benefits, depending on the employee`s current stage. In contrast, time spent in the class is the length of time one must stay in a given class (regardless of level) to be eligible for promotion to the next higher grade. The removal of the class time requirement does not affect eligibility for WGI. The Office of Personnel Management (OPM) removes the restriction on time spent in the class for advancement to competitive service positions in the General Annex.