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NPR 3335.1J
Effective Date: June 29, 2023
Expiration Date: June 29, 2028
Printable Format (PDF)

Subject: Merit Promotion and Placement (Updated with Change 1)

Responsible Office: Office of the Chief Human Capital Officer

| TOC | ChangeLog | Preface | Chapter1 | Chapter2 | Chapter3 | Chapter4 | Chapter5 | Chapter6 | Chapter7 | Chapter8 | AppendixA | AppendixB | AppendixC | ALL |

Chapter 1. General Provisions

1.1 General Provisions for Filling Jobs

1.1.1 Recruitment strategies should maximize the Agency's ability to recruit from a diverse, broad spectrum of potential applicants. Such decisions will be based on the Agency's workforce plan in accordance with NPD 3010.1, Strategic Workforce Planning, the nature of the position to be filled, the likely number of available highly qualified candidates, and Equal Employment Opportunity (EEO) objectives.

1.1.2 Management has the right to select from any appropriate source of applicants and may or may not select from a certificate. Filling a vacancy through the use of a Merit Promotion (MP) vacancy announcement is one method of locating applicants for a vacancy. Positions may also be filled non-competitively in accordance with paragraph 3.2, "When Competitive Procedures are not Required" of this directive or through the use of delegated examining procedures, which allow the recruitment of candidates from outside of the Federal workforce.

1.1.3 To increase the number of opportunities to hire persons with disabilities, the minimum area of consideration on all MP announcements will include individuals with disabilities covered by Entire Executive Civil Service, 5 CFR ยง 213.3102 (u). For additional information see NPD 3213.1, Excepted Service Appointments.

1.1.4 Selections will be based on job factors, including experience, education, competencies, performance, and awards, and be made without regard to political, religious, or labor organization affiliation or non-affiliation, marital status, race, color, sex, national origin, disability, age, sexual orientation, gender identity, genetic information, status as a parent, or any other non-merit-based factor in accordance with Federal laws and regulations.

1.1.5 The supervisor and/or designee(s) may conduct interviews of some, all, or none of the candidates referred on the certificate.

1.1.6 The supervisor and/or designee should consider restructuring mid-level positions to enable the hiring of candidates at the entry level to increase career opportunities for less experienced applicants and meet succession planning objectives. This option should only be considered when the organization is prepared to provide the necessary mentoring, development, and training.

1.1.7 Agency employees who are selected for vacancies under this plan will be expeditiously released from their current position.

1.1.8 OCHCO shall document personnel actions in accordance with legal and regulatory requirements and Agency guidance to allow full reconstruction by a third party.

| TOC | ChangeLog | Preface | Chapter1 | Chapter2 | Chapter3 | Chapter4 | Chapter5 | Chapter6 | Chapter7 | Chapter8 | AppendixA | AppendixB | AppendixC | ALL |
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