How To Change Crafts In The Post Office

350 Assignment, Reassignment, and Promotion

351 Introduction

351.1 Purpose and Telescopic

351.11 Employee Utilization

Postal officials in charge of installations have an overall responsibility to effectively use human resources. Supervisory employees accept specific responsibilities to improve the utilise of man resources. Postal officials in accuse of installations and supervisors must carefully plan and analyze the anticipated workload to enable the use of the minimum workforce consistent with effective operations.

351.12 Filling Postal Positions

The assignment, reassignment, or promotion of postal employees fills most postal positions, except entry–level positions.

351.13 Eligibility for Promotion

An employee serving nether a career appointment is eligible for reassignment or promotion to a career position. An employee serving under a noncareer engagement is not eligible for promotion to a career position.

351.2 Positions Not to Exist Filled on a Permanent Footing

The following are non to be filled on a permanent basis:

Any position from which an employee is absent under circumstances where he or she has a correct to exist restored to his or her position; for example, because of an on-the-chore injury.
Any position from which an employee is on leave without pay to perform military service and has or may have reemployment rights under USERRA (come across EL-312, section 77). Annotation: A position does not need to be held for an employee who (1) resigned to perform agile armed forces duty and (two) executed a Resignation to Enter Military Service Proclamation; however, an employee placed into a position vacated by an employee who resigned to perform military service and completed a Resignation to Enter Military Service Proclamation may be removed from that position in gild to comply with the requirements of USERRA to reemploy an employee with reemployment rights who resigned to perform military service.
Any position from which an employee was (a) subjected to an agin action (eastward.thousand., removal, demotion, or reassignment) and (b) for which a grievance or appeal to the Merit Systems Protection Board is awaiting.

351.iii Qualification and Eligibility Requirements

351.31 Qualification

Employees selected for a position must meet the minimum qualification requirements established for the position. Run into Handbook EL–312, chapter 7, for explanation of nonbargaining qualification standards and bargaining qualification standards.

351.32 Eligibility for Consideration

Eligibility for consideration for some nonbargaining positions is express to employees in specific grades, occupations, geographic areas, or organizations, especially during periods of organizational modify. The limitations for bargaining positions are described in collective bargaining agreements and Handbook EL-312, 72, Bargaining Positions. Employees with restoration rights past reason of military machine duty may asking consideration and are considered for promotion, assignment, and conversion to full-time status, if otherwise eligible. (Consult human resources if an employee absent-minded because of armed services duty requests consideration, but does not submit a formal application.) Other employees on extended go out or leave without pay are considered, provided they are eligible and have submitted an application. The personnel action is effected upon return to duty and is dated retroactively to the date the change would have occurred had the employee not been absent.

Annotation: The employee may be entitled to benefits including dorsum pay for get out (including war machine get out) and retroactive activation of Federal Employees Health Benefits coverage (run into Chapter v, Employee Benefits).

351.4 Equal Opportunity

Postal Service policy provides all qualified employees an equal opportunity for assignments and promotions. Assignments and promotions must be based on merit and the relevant experience, grooming, knowledge, skills, and power required for the positions beingness filled.

Information technology is Postal Service policy not to discriminate in personnel decisions on the basis of:

Race, colour, sex activity (including pregnancy, sexual orientation, and gender identity, including transgender condition), national origin, organized religion, age (forty or over), genetic information, inability, or retaliation for engaging in EEO-protected activeness as provided by law, or
Other non-meritorious factors, such as political amalgamation; marital status; condition as a parent; and past, present, or futurity armed forces service.

351.5 General Promotion Policies

351.51 Merit Promotion Programme

The promotion program for positions in the Post is based on the principle of promotion by merit. The plan provides the means for making selections for promotions co-ordinate to the relative qualifications of the employees eligible for consideration. Officials engaged in the selection procedure must administer the program systematically, uniformly, and equitably. Promotions to craft positions must be made in accord with applicable commonage bargaining agreements.

351.52 Merit Promotion Plan Objectives

The goal of the merit promotion program is to obtain maximum effectiveness and efficiency in postal operations by:

Identifying highly qualified candidates for management'south consideration in a timely manner.
Ensuring best placement of employees according to their capabilities and potential.
Maximizing use of employees' special skills and abilities.
Providing employees an incentive to improve their performance and develop their knowledge, skills, and abilities.
Providing all employees the maximum possible opportunities for advancement, and ensuring that qualified employees who are eligible and available are given off-white and advisable consideration when filling higher–class vacancies.

351.53 Policies

The following promotion policies use:

First consideration is given to qualified employees inside the Postal Service. The expanse of consideration is wide enough to provide a supply of well qualified candidates for promotion. The selecting official is provided an adequate number of well qualified candidates from which to choose, but should not be encumbered with a lengthy list of candidates to consider.
Consideration is expanded to postal employees outside the minimum area of consideration when appropriate and necessary to ensure that an adequate number of qualified candidates are available for promotion consideration.
Required files are maintained; adequate procedures are developed for periodic review of promotion actions; and appropriate corrective activeness is taken if procedural, regulatory violations, or other deficiencies are found.
Employees selected for promotion are released from their current positions without undue delay. This is ordinarily not later than 2 to 4 weeks subsequently selection or in conformance with the provisions of any applicable labor agreement.
Information is made available to employees, upon asking, about:

Promotion program requirements and procedures and the promotion programs affecting them;
Promotion opportunities available to them;
Their eligibility in specific promotion actions; and
The identity of the person selected.

Restrictions on the promotion (or recommendation for promotion) of immediate relatives are explained in Handbook EL-312, 513.iii, Relatives.

351.54 Exceptions to Competitive Promotion Procedures

Promotions excepted from competitive procedures are listed in Handbook EL–312, 717.32, Exceptions to Competitive Procedures.

351.55 Temporary Promotions

Meet Handbook EL-312, 716.2, Temporary Promotion, for conditions when temporary promotions are appropriate.

351.half dozen Mutual Exchanges

351.61 Full general Policy

Career employees may exchange positions (subject to the provisions of the appropriate commonage bargaining agreement) if the officials in charge at the installations involved approve the exchange of positions. Mutual exchanges must be made between employees in positions at the same grade levels. The following employees are non permitted to exchange positions:

Part-fourth dimension flexible employees with full-time employees.
Bargaining employees with nonbargaining employees.
Nonsupervisory employees with supervisory employees.

351.62 Rural Alphabetic character Carrier Employees

The mutual exchange of regular rural alphabetic character carrier employees of different Post Offices is permitted in accordance with the applicable provisions of the USPS–NRLCA National Agreement. The post-obit mutual exchanges are not permitted:

Between regular rural letter carrier employees in the same Post Office.
Between rural letter carrier employees and members of other crafts.

Source: https://about.usps.com/manuals/elm/html/elmc3_017.htm

Posted by: readadame1962.blogspot.com