I. PURPOSE

This directive:

A. Transmits the USDA Merit Promotion Plan.

B. Supplements the USDA Plan with Agency-specific procedures.

C. Gives basic requirements for evaluating, ranking, and selecting employees under competitive procedures.

II. CANCELLATION

This directive cancels:

A. FSIS Directive 4335.1, dated 4/8/82. NOTE: This directive is numbered Revision 2. Previous editions were dated 11/19/79 (Basic) and 4/8/82 (first revision).

B. FSIS Directive 4335.7, dated 5/26/93.

III. REASON FOR REISSUANCE

This directive is completely rewritten to:

A. Comply with provisions of the USDA Plan.

B. Update career ladders and minimum areas of consideration for FSIS positions.

C. Incorporate guidance formerly issued in FSIS Notices and FSIS Directive 4335.7.

IV. EFFECTIVE DATE

This policy applies to:

A. Positions advertised with an opening date on or after June 1, 1999.

B. Other placement actions covered by this directive which are effective on or after June 1, 1999.

V. REFERENCES

FSIS Directive 4300.1, Reassignment of Food Inspectors in Work Reduction Situations

FSIS Directive 4300.3, Career Transition Assistance Program

FSIS Directive 4335.3, Reassignment of Veterinary Medical Officers

FSIS Directive 4335.6, Applying for Recurring Vacancies

FSIS Directive 4430.1, Performance Evaluation Plan

FSIS Directive 4771.1, Administrative Grievance System DPM Chapter 335, Promotion and Internal Placement (Attachment 1-1)

VI. ABBREVIATIONS AND FORMS

The following will appear in their shortened form in this directive:

• DPM Department Personnel Manual
• EEO Equal Employment Opportunity
• ESPB Employment Services and Policy Branch, HRD
• GS General Schedule
• HRD Human Resources Division
• KSA's Knowledge, Skills, and Abilities
• OPM Office of Personnel Management
• POB Personnel Operations Branch, HRD
• SPO Servicing Personnel Office
• FSIS Form 4335-1, Application for Promotion
• OF-612, Optional Application for Federal Employment
• SF-50, Notification of Personnel Action
• SF-52, Request for Personnel Action
• SF-171, Application for Federal Employment

VII. POLICY

A. DPM 335 contains the USDA Merit Promotion Plan. The Plan provides the basic policy for promotion and internal placement for all USDA agencies.

B. FSIS policy is to:

1. Comply with Federal and Departmental rules and regulations related to merit promotion and with the terms of any negotiated bargaining agreement.
2. Base selection for promotion (including placement and training that could lead to promotion) on merit factors and job-related criteria without regard to political, religious, or labor organization affiliation or nonaffiliation, marital status, race, color, sex, national origin, nondisqualifying disability, age, or sexual orientation.
3. Consider candidates eligible for placement through other means, including special hiring authorities and programs, as appropriate (EXAMPLES: veterans readjustment appointments, displaced/surplus employees, disabled veterans, reinstatement eligibles, persons with severe disabilities, or OPM certificates of eligibles).

C. FSIS policy does not guarantee employee promotions and does not require that a vacancy be filled by promotion.

VIII. COVERAGE

A. This directive covers promotions in the competitive service through grade 15 in the GS and similar pay systems, and in prevailing rate schedules.

B. Competitive promotion procedures apply to the selection of employees for promotion and the other placement actions in DPM 335, Appendix B, Section I., Part B. 1. (See Attachment 1-1.)

C. Competitive procedures do not apply to:

1. The actions listed in DPM 335, Appendix B, Section I., Part B. 2. (a) (1), (b), (c) and 3. (See Attachment 1-1.)
2. Promotions resulting from an employee's position being classified at a higher grade because of additional duties and responsibilities when all of the following apply:

• a. The conditions in DPM 335, Section, I, Part B, 2. (a) (2) are met. (See Attachment 1-1.)
• b. The action does not result in an additional vacancy.
• c. The occupational series for the position does not change from one-grade interval (EXAMPLE: GS-303-5/6/7/8) to a position with two-grade intervals (EXAMPLE: GS-343-5/7/9)

3. Placement in a position having the same promotion potential as a position previously held on a permanent basis under a career or career-conditional appointment, if:

• a. The employee was not demoted or separated from the previous position because of performance deficiencies or other "for cause" reasons.
• b. The promotion potential of the previous position is documented in the employee's personnel records (SF-50) or in promotion file records, or there is other acceptable evidence of the promotion potential of the former position on which noncompetitive eligibility is based. (EXAMPLE: A GS-7 career employee occupies a position with promotion potential to GS-9, but resigns before being promoted. Upon re-hire and at any time thereafter, the employee may be noncompetitively placed in any position (for which qualified) with promotion potential up to GS-9, because the earlier job had that potential.)

4. Repromotion of an employee who voluntarily changed to a lower grade, up to the highest grade previously held on a permanent basis under a career or career-conditional appointment, unless performance or conduct was a factor in the grade loss. NOTE: For Field Operations in-plant positions, employees applying for repromotion under this provision should follow the procedures covering bargaining unit positions or FSIS Directive 4335.3 for Veterinary Medical Officers.

IX. DEFINITIONS

Definitions of terms used throughout this directive are listed either below or in DPM 335, Appendix B, Attachment 5. (See Attachment 1-1.)

A. Commuting (or Local Commuting) Area. The geographical area that usually constitutes one area for employment purposes. It includes any population center (or two or more neighboring ones) and the surrounding localities in which people live and can reasonably be expected to travel back and forth daily to their usual employment.

B. Detail. A temporary assignment of an employee to a different position or to perform different duties for a specified period, with the employee returning to regular duties at the end of the period.

C. Evaluation Criteria. The KSA's and other characteristics needed for successful performance in the position to be filled. These criteria are rated to determine the best qualified candidates for the position. NOTE: Evaluation criteria are referred to as "job elements" in various Agency issuances including vacancy announcements, FSIS Form 4335-1, and FSIS Directive 4335.6.

D. Job Elements. The same as "Evaluation Criteria."

E. Performance Rating of Record. The performance rating required at the end of the annual appraisal cycle or at other times when specified in FSIS Directive 4430.1.

F. Promotion (or Selection) Certificate. A roster containing the names of the best qualified candidates (in alphabetical order) from which selections may be made for promotion or other competitive personnel action.

G. Promotion File. A file containing all relevant documentation about a particular vacancy filled through the merit promotion process. Such documentation typically includes the vacancy announcement, applications submitted, record of each candidate's eligibility for consideration, promotion ratings (if rated by a panel), promotion certificate, and the name of the candidate selected.

H. Promotion Rating. The numerical rating assigned to a candidate's application by the promotion panel.

I. Qualified Candidate (or Applicant). An applicant who meets the OPM qualifications standards, any selective factors, performance rating level, and other requirements (such as time-in-grade, if applicable) within 30 days after the closing date of the vacancy announcement (for announced vacancies).

J. Recurring Vacancy System (or Recurring Vacancies). The competitive procedures used to fill most food inspector positions (GS-1863) on a recurring basis as vacancies occur. (See FSIS Directive 4335.6.)

K. Selecting Official. The person who selects the candidate to fill a vacant position. The immediate supervisor of the position to be filled is normally the selecting official unless another appropriate management official is designated.

L. Servicing Personnel Office. The designated contact office for a particular vacancy.

M. Temporary Promotion. The official assignment of an employee to a higher-grade position for which the employee receives compensation at the higher grade for a specified period.

N. Vacancy Announcement. A notice used to solicit applications for a vacant position. The announcement describes the position to be filled, qualification requirements, application procedures, evaluation criteria, and similar information.

See full PDF for Attachments and Chapters

• PROMOTION AND INTERNAL PLACEMENT APPENDIX A - GENERAL REGULATORY PROVISIONS REPROMOTION PLACEMENT PLAN
• APPENDIX A - GENERAL REGULATORY PROVISIONS
• CHAPTER 335 - PROMOTION AND INTERNAL PLACEMENT APPENDIX B - DEPARTMENT MERIT PROMOTION PLAN
• Special Consideration
• FSIS MERIT PROMOTION PLAN SUPPLEMENT Section One—Basic Provisions
• MINIMUM AREA OF CONSIDERATION FOR FSIS VACANCIES
• PROMOTION APPLICATION TIPS