Section 1.

Section 1. It is agreed as a matter of principle that employees should be paid at rates commensurate with the duties to which they are assigned (equal pay for equal work). Therefore, the Agency agrees that the use of details to positions of higher grade or step effecting pay will be held to a minimum.

Section 2. Whenever possible, the duties of a position that is vacant for a period of fourteen (14) days or less will be assumed by another employee of the same or higher grade as the employee being replaced. When this is not practicable, an employee of lower grade can be assigned. When a position is anticipated to be vacant for fourteen (14) days to twenty-eight (28 )days, it will be covered by a detail and documented by a memo to all affected employees. Assignments to a position of a higher grade that are expected to last more than twenty-eight (28) days will be filled by a temporary promotion. For purposes of this Section, days shall be defined as calendar days.

Section 3. Employees selected for temporary promotions must meet the requirements for basic eligibility in accordance with applicable regulations of the Office of Personnel Management. They need not however, be selected under competitive promotion procedures unless the promotion is for more than 120 days.

Section 4. Temporary positions that are expected to last more than 120 days will be advertised and filled using competitive selection. If a temporary promotion which was not advertised and filled using noncompetitive selection (i.e., a temporary promotion that was not expected to last more than120 days) and it is later determined that it will exceed the one hundred and twenty (120) days, will be advertised for competitive selection at that time.

Section 5. The use of repetitive 120 days or less (noncompetitive temporary promotions) will not be utilized to avoid merit procedures, or the requirements of Section 4 above.

Section 6. When a position exists, which employees may be detailed into at a higher grade for more than 120 days, the Agency shall advertise and competitively establish a best qualified list. This list will be forwarded to the selecting official. Applicants will be rotated in 120 day increments and will be based on seniority in the bargaining unit. Non-bargaining unit employees who qualify for the positions will be considered after bargaining unit employees. If it is determined that the position will be made permanent it will be advertised for competitive selection.

Section 7. Employees may be detailed, in accordance with applicable regulations, between specialized position categories to take care of situations such as temporary workload imbalances or to prevent the need for reductions in force.

Section 8. Upon termination of a temporary promotion, the employee will be returned to the position from which he/she was promoted, at the pay rate to which he/she would have been entitled had he/she not received the temporary promotion.

1. For training or evaluation of an employee in a higher-graded position;

2. To give an employee a trial period before permanent promotion;

3. To decide among candidates for permanent promotion; or,

4. To train an employee in higher-grade duties.

Section 10. Employees may submit advance requests for noncompetitive reassignment to positions within the Bargaining Unit for which they are qualified. Management will consider all such requests.