Employment Practice 2

Filling Vacant Positions

Contents

WHAT

TVA recognizes that a competent workforce is the key to the successful accomplishment of its goals and objectives. In filling vacant positions, TVA strives to select the best candidates available based on the requirements of the position being filled.




WHO

  • All TVA employees
  • External candidates




WHY

TVA is committed to:

  • Making personnel selections that ensure a competent and diverse workforce.
  • Fairness in selection.
  • Compliance with applicable federal laws, negotiated agreements with employee unions and organizations, and TVA requirements.




HOW

PROCESS FOR FILLING POSITIONS WITH CURRENT TVA EMPLOYEES

In general, TVA promotes or transfers current employees, if they are well qualified, rather than hiring candidates from outside. The steps of the hiring process normally include:

  • Identifying the vacancy.
  • Developing the job description.
  • Classifying the position.
  • Preparing and posting the vacancy announcement.
  • Developing a list of qualified candidates by reviewing personal history records (PHRs), resumes, applications, and other background information.
  • Selecting candidates for interviews to participate in the selection process (i.e., structured interview, etc.).
  • Conducting selection process.
  • Making the selection and extending the offer.
  • Notifying candidates not selected.




Represented Positions

Positions are advertised as provided for in TVA's negotiated agreements and in other agreements or commitments. Waivers may be granted to accommodate special needs. Special negotiated provisions apply for filling annual trades and labor positions.




Management/Specialist/Excluded Positions

Posting is required for all permanent management and specialist positions in the following pay bands.

  • Supervisory/Professional
  • Management/Professional
  • Management/Senior Professional

The decision whether to post positions in the following bands is within the discretion of the Senior Vice President or Vice President of each organization:

  • Career Management/Senior Professional
  • Senior Management/Senior Professional
  • Officer/Executive




TIME FACTORS IN SELECTIONS

Manager, Specialist, and Excluded positions generally follow the same timeframe guidelines as bargaining units, which are outlined below:


If the position is not filled by an offer made within 90 days of the closing date for applications, the vacancy will be posted again before selection for the position will be made. However, the time limit may be extended based on business needs and approval of the Vice President of Human Resources.


If the position is filled, but either that position or a substantially similar one at the same geographic location becomes vacant again within 120 days of the original closing date for applications, selection for the vacancy may be made from those who originally applied.


Waivers may be requested by using form TVA 2446, and must be approved by the Vice President of Human Resources.




SELECTION FACTORS TO BE CONSIDERED FOR CURRENT TVA EMPLOYEES

Selections of current TVA employees are subject to the following federal and TVA requirements:




Merit and Efficiency

Merit and efficiency form the basis for selection of job candidates. Factors such as candidates' education, training, experience, ability, and previous work performance serve as a basis for appraisal of merit and efficiency. When employees are selected for positions covered by agreements negotiated by employee unions and organizations, the provisions of those agreements are followed. In applying the standards of merit and efficiency to hiring decisions, TVA's organizational needs, objectives and efficiency are also considered. These include, but are not limited to, the agency's affirmative action plans and goals.




Non-Discrimination and Affirmative Employment

TVA provides equal employment opportunity for all persons and prohibits discrimination in employment because of race, color, religion, sex, sexual orientation, national origin, age (40 and above), handicap or reprisal. In addition, TVA's affirmative employment program is designed to develop and implement affirmative employment strategies to enhance representation of minorities, women, persons with disabilities or disabled veterans throughout the agency's workforce. This program is described in TVA Practices and Procedures , Business Practice 1, Diversity.





Relatives

TVA has certain restrictions on the employment of relatives of current employees. These restrictions are detailed in TVA Practices and Procedures , Employment Practice 7, Relatives.




PROCESS FOR FILLING POSITIONS WITH EXTERNAL CANDIDATES

When TVA is unable to fill a position with a current TVA employee, an external candidate may be selected if the candidate's qualifications can be shown to be superior. TVA generally recruits from within a reasonable commuting distance (60 miles). However, if TVA is unable to find qualified candidates, recruitment will be from as wide a geographic area as is necessary to provide well-qualified candidates for a given position. The steps for selection of external candidates are similar to those used for internal selections, as described above in the section entitled Process for Filling Positions with Current TVA Employees.


Negotiated agreements with employee unions describe the process for considering outside candidates for represented salary policy and trades and labor positions.




SELECTION FACTORS TO BE CONSIDERED FOR EXTERNAL CANDIDATES

Selections of outside candidates are subject to the following federal and TVA requirements:




Merit and Efficiency

Merit and efficiency form the basis for selection of all job candidates, whether internal or external. The factors considered in evaluating a job candidate's merit and efficiency are covered above in the section entitled " Merit and Efficiency " under the Process for Filling Positions with Current TVA Employees.




Non-Discrimination and Affirmative Employment

The same non-discrimination and affirmative employment requirements apply whether a position is filled with an external or internal candidate. These guidelines are summarized above in the section entitled " Non-Discrimination and Affirmative Employment " under the Process for Filling Positions with Current TVA Employees.




Citizenship

United States ' citizens and non-citizens are eligible for TVA employment. Only citizens of countries allied with the United States in the current defense effort may be employed. The Employee Service Center maintains a list of allied countries and must be consulted by human resource representatives before a non-citizen may be employed. These citizenship requirements also apply to all personal services contractors with an employee/employer relationship with TVA. (Detailed information on Citizenship is available in the TVA Practices and Procedures, Employment Procedure 5, Citizenship Requirements .) Information to aid in hiring noncitizens is listed in TVA Practices and Procedures , Employment Procedure 5, Guidance on Hiring Noncitizens.





Relatives

TVA has certain restrictions on the employment of relatives of current employees. These restrictions are detailed in TVA Practices and Procedures , Employment Practice 7, Relatives .




Re-Employment Lists

Candidates on re-employment lists are considered before other external candidates for any vacant positions, as provided for in the negotiated agreements with employee unions and organizations.




Recall Lists

Under the terms of the negotiated agreements with unions representing salary policy employees, full-time or scheduled part-time employees represented by those unions can have their names carried for one year on a recall list.


Former employees on a recall list are offered re-employment in a position in the same competitive area and level from which they were surplused or reduced in force before the position is filled by internal selection, transfer or selection of another external candidate. Severance benefits stop at the time the employee rejoins TVA.




Veterans' Preference

Federal law requires that eligible veterans and others who are eligible for preference under federal law be given preference when TVA fills a position with an outside candidate. In addition, when TVA fills a position from a recall or re-employment list, preference is given to those on the list who are eligible for veterans' preference. Human resource representatives can provide further guidance on the specific application of the veterans' preference laws.


For further assistance regarding selections, please participate in the TVA University HR Management Learning Series module, Employee Selection .





ROLES

TVA Employees and External Candidates

  • Should take the initiative to apply for positions in which they are interested and for which they are qualified.



The Board of Directors

  • Approves all selections involving any positions in the officer (vice president level and above) pay group and any non-officer level positions as designated by the Board.



Human Resources Information Services

  • Assists the Board and TVA organizations in monitoring compliance with federal laws, negotiated agreements and TVA requirements in filling TVA positions.
  • Maintains a list of allied countries.


Supervisors and Human Resource Representatives

  • Ensure that all selections are based on merit and efficiency.
  • Ensure that all federal laws, negotiated agreements with employee organizations and TVA requirements are met throughout the selection process.


Shared Resources

  • Ensures that all Federal laws, negotiated agreements with employee organizations, and TVA requirements are met when hiring external candidates.




RESOURCES

  • Human Resources Information Services
  • Human Resource Representatives
  • Shared Resources
  • Employee Service Center - l-888-275-8904
  • TVA Practices list
  • TVA Procedures list




REVISION HISTORY

January, 2007