Category Archives: Promotion/Hiring
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
WHAT DO SELECTING OFFICIALS OWE BQ CANDIDATES? A LOT! Law requires selecting officials to explain to non-selected BQ promotion applicants why they were passed over. In fact, it requires them to be quite specific about why. See if you can … Continue reading
EEOC NORMALLY ORDERS CREDITING PLAN DISCLOSURE OPM, FLRA, and the courts may be highly reluctant to order an agency to disclose a crediting plan to a grievant or the union, but EEOC is not. It has addressed the issue over … Continue reading
THE “PLAINLY SUPERIOR” PROMOTION GRIEVANCE THEORY Never heard of it? It is the argument to use when grieving non-selection from a list of properly ranked and rated best qualified employees. At least this is one of the ways. Here is … Continue reading
HOW TO GRIEVE TEMPORARY PROMOTION DENIALS Most Fed labor agreements require management to temporarily promote employees when it details them for more than some number of days in a year to a higher graded position, e.g., 30 days. For literally … Continue reading
PROMOTION EFFECTIVE DATE REFINED MSPB has refined the criteria for determining when a promotion is effective where the agency announced that the employee would be promoted on one day and after that date decided to postpone the promotion. The new … Continue reading
SSA SUPERVISORS CLUELESS AGAIN LR specialists have so concentrated power in their hands that employees and union reps rarely can have a substantive discussion with their managers about fixing problems promptly. There may be some agency benefits from this approach, … Continue reading