RECRUITMENT
RECRUITMENT
. . . AREA OF SELECTION
Department of the Treasury, U.S. Customs Service, Houston, Texas
and Chapter 163, National Treasury Employees Union, Case No.
00 FSIP 39, June 7, 2000 (Release No. 432).
The AGENCY proposed that the parties maintain the status quo:
[A]nnouncements for vacant specialist positions on special teams
are made within the teams; announcements for vacant generalist
inspector positions on the CET and the PAT are made Port-wide
during the annual "open season" pursuant to Article
20 of the MCBA; and voluntary reassignments of inspectors are
conducted through the "waiting list" method pursuant
to Article 20 of the MCBA.
The UNION proposed the following:
Vacancies for Journeyman and Team Leader Import Specialist,
Inspectional Assistants, and Inbound bargaining-unit positions
will be announced Port-wide to all bargaining unit positions named
above. Where two (2) or more employees who put in for the vacant
position are equally qualified, the most senior employee for the
position will be selected.
Vacancies for Senior Inspector bargaining unit positions in
the PSU, ISU, PAT, ROV, Outbound, ATT, CET, Firearms, Field Training
Officer, Cargo/Carrier Compliance and Northbelt will be announced
Port-wide to all bargaining unit senior inspectors. Where there
are two or more employees who put in for the vacant position are
equally qualified, the senior inspector with the greatest amount
of time and grade as a senior inspector shall be selected.
Vacancies for Journeyman Inspectors in the same units named
above shall follow the guidelines set forth for the senior inspectors.
Any employee that does not have the option to volunteer for
a vacancy will not be reassigned to those areas.
The PANEL ordered the parties to adopt the AGENCY's proposal.
RECRUITMENT
. . . AREAS OF CONSIDERATION
Department of Defense, Arkansas Air National Guard, Little Rock
Air Force Base, Jackson ville, Arkansas and Razorback Chapter 117,
Association of Civilian Technicians, Case No. 00 FSIP 31, August
3, 2000 (Release No. 433).
The UNION proposed the following:
Section 8: Areas of Consideration
The areas of consideration for each position vacancy announcement
will be in the following manner and sequence:
a. Bargaining-unit positions:
(1) Area one: All civilian excepted (service) and/or competitive
(service) technicians currently employed.
(2) Area two: All members of the Arkansas Air National Guard
or those eligible for membership.
b. For vacant bargaining-unit positions, the initial area
of consideration will be all civilian technicians (excepted
and/or competitive) in the bargaining unit, specifically excluding
all AGR [active guard reserve] personnel. Vacant bargaining-unit
positions made (sic) be announced concurrently. In the event
the announcement is concurrent, non-bargaining unit candidates,
including any AGR personnel, will not be submitted to the selection
official for consideration until those qualified bargaining-unit,
if any, have been given first consideration and not selected.
c. For vacant competitive positions, the initial area of consideration
will be concurrently employed employees (sic) technicians (excepted
and/or competitive). In the event there are no qualified applicants,
the DOD stopper list must be cleared prior to any announcement
outside the current workforce. Competitive employees who qualify
for positions advertised as area one, will be considered as
area one candidates for the purposes of initial competition
as provided in Section 8b above.
The UNION proposed the following:
Section 8: Areas of Consideration:
The areas of consideration for each specific position vacancy
announcement will be in the following manner and sequence:
a. Bargaining-unit positions:
1. Arkansas Air National Guard Technicians at Little Rock
AFB
2. Arkansas Air National Guard Technicians
3. Arkansas Army National Guard Technicians
4. All members of the Arkansas NAG/ARNG
5. Individuals who are not members of the National Guard
but who are eligible to acquire membership in an available
and compatible military grade for excepted technician positions.
b. For vacant bargaining-unit positions the initial area of
consideration will be all Technicians in the bargaining unit.
Vacant bargaining-unit positions may be announced concurrently
as Technicians and AGR.
ARBITRATOR Donna M. DiTullio ordered the parties to adopt the UNION's
proposal, with the following modification to the last sentence:
In the event the announcement is concurrent, non-bargaining-unit
candidates, including any AGR personnel, will not be submitted
to the selection official for consideration until those qualified
bargaining-unit employees, if any, have been given first consideration.
RECRUITMENT
. . . PROCESSING APPLICATIONS
Department of Defense, Arkansas Air National Guard, Little Rock
Air Force Base, Jackson ville, Arkansas and Razorback Chapter 117,
Association of Civilian Technicians, Case No. 00 FSIP 31, August
3, 2000 (Release No. 433).
The UNION proposed the following:
If there are five (5) or more qualified applicants, the HRO
will appoint a rating panel for the purpose of rating the candidates
to determine the best qualified candidates. If there are less
than five (5) applicants, the HRO will provide the selecting official
with the applications and selection certificate for evaluation.
The AGENCY proposed the following:
If there are more than five (5) qualified applicants (new hire)
or then (10) qualified applicants (onboard), the HRO will appoint
a rating panel for the purpose of rating candidates to determine
the best qualified candidates. If there are less than three (3)
onboard qualified applicants for an advertisement designated as
new hire, the HRO will automatically extend to the next area of
consideration to provide the selecting official with the number
of candidates indicated above.
ARBITRATOR Donna M. DiTullio ordered the parties to adopt the following
compromise language:
If there are seven (7) or more qualified applicants, the HRO
will appoint a rating panel for the purpose of rating the candidates
to determine the best qualified candidates. If there are less
than seven (7) applicants, the HRO will provide the selecting
official with the applications and selection certificate for evaluation.
RECRUITMENT
. . . RATING AND RANKING . . . NON-SELECTION
Department of Defense, National Guard Bureau, Iowa Army National
Guard, Johnston, Iowa and Heartland Chapter, Association of Civilian
Technicians, Case No. 00 FSIP 148, Decem ber 22, 2000 (Release no.
437).
The AGENCY proposed the following:
When six or more Area [one] applicants are qualified for a vacant
position, the field will be narrowed through rating and ranking
in accordance with the National Guard Bureau Technician Personnel
Regulation (NGB TPR) 300.335 A12 and A-14. Rating and ranking
of Area [one] candidates constitutes first consideration of Area
[one] candidates. The rankings shall be considered by, but are
not binding on, the selecting official. Nothing in this Article
prohibits the selecting official from receiving or considering
other information or analyses regarding the qualifications of
the candidates. At any point in the process of considering candidates,
the selecting official may make a selection.
The UNION proposed the following:
The rankings determined under paragraph (b) shall be considered
by, but are not binding on, the selecting official. Nothing in
this Article prohibits the selecting official from receiving or
considering other information or analyses regarding the qualifications
of candidates.
Although under Articles [five]-[nine] and [five]-15 rankings
and areas of consideration determine the order in which lists
of candidates are presented to the selecting official, rankings
do not prohibit the selecting official from receiving any candidate
list.
After considering the Area [one] candidates and preparing a
written reasonable justification for going forward to consider
the Area [two] candidates--including statement of the area or
areas in which each Area [one] candidate could improve--the selecting
official may receive the list of Area [two] candidates.
At any point in the process of considering candidates, the selecting
official may make a selection. The candidate selected may be a
candidate whom the official had considered during an earlier phase
of the consideration process. If an Area [one] candidate is selected
after Area [two] candidates have been considered, the selecting
official shall submit to the HRO (Human Resources Office) a written
statement of reasons addressing, and making any changes deemed
appropriate to, the reasonable justification previously written
concerning the candidate.
The PANEL ordered the parties to adopt the following wording:
Although under Article [five]-[nine] and [five]-15 rankings
and areas of consideration determine the order in which lists
of candidates are presented to the selecting official, rankings
do not prohibit the selecting official from receiving any candidate
list. The rankings shall be considered by, but are not binding
on, the selecting official. The candidate selected may be a candidate
whom the official had considered during an earlier phase of the
consideration process. Nothing in this Article prohibits the selecting
official from receiving or considering information or analyses
regarding the qualifications of the candidates. At any point in
the process of considering candidates, the selecting official
may make a selection.
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