Category Archives: Promotion/Hiring
WHEN IS AN EMPLOYEE “PLAINLY SUPERIOR” TO THE SELECTEE IN A PROMOTION ACTION? This may come as a shock to lots of folks on the management side of the table, but a promotion applicant is not the best person for the job … Continue reading
WERE THESE NON-SELECTED EMPLOYEES ADEQUATELY COUNSELED BY MANAGEMENT? Below are three paraphrased explanations Selecting Officials gave EEOC for not selecting three promotion applicants. Let’s assume that the Selecting Officials were just as open with the non-selected employees before EEOC got involved, took … Continue reading
Posted in EEO/Discrimination, Promotion/Hiring, Uncategorized
Tagged Patrick v. Ridge
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OPM’S COMPETITIVE SELECTION AVATARS Last week the Washington Post reported that OPM has begun using avatars to measure the aptitude of people applying for federal jobs. The Post wrote that the system, “…uses animated avatars and videos to simulate challenges that … Continue reading
HOW TO HACK INTO THE FEDERAL PROMOTION PROCESS Ten of millions are spent each year to ensure that federal promotions are based on merit factors, e.g., professionally developed, job-related criteria rationally related to the position to be filled. Laws have … Continue reading
FLRA MAKES CREDITING PLANS NEGOTIABLE But don’t look for a formal FLRA decision stating they are. Look instead at the reasoning FLRA used when ruling union crediting plan proposals were not negotiable. FLRA forces management to negotiate over something in … Continue reading
WHAT DO SELECTING OFFICIALS OWE BQ CANDIDATES–AGAIN? We can’t say this often enough. When Selecting Officials non-select BQ candidates, especially those with higher scores than the selectee, the Selecting Official (SO) must provide the non-selected applicant something more than a … Continue reading
GRIEVING NON-SELECTION FOR PROMOTION Knowing how to overturn a Selecting Official’s decision not to promote someone is a critical skill every union local needs. Success might not only get a member priority consideration, but also retroactive promotion, back pay with … Continue reading
PROMOTION SEGREGATION: OUT-OF-TOWNERS NEED NOT APPLY Can management refuse to even consider employee applicants who meet the minimum qualifications for a promotion vacancy? For example, could it refuse to consider, rate and rank qualified employees because they were bald or vegetarians? How about … Continue reading