NOAA Workforce Management Office
Serving NOAA's Most Valuable Asset - People
NOAA Supervisory Resource Guide
How Do I Promote an Employee by Accretion of
Duties?
The Office of Personnel Management (OPM) recognizes
management's authority to assign any work to any position
that falls within the position's normal scope of duties,
and if over time the position evolves to include higher
level duties, an accretion of duties promotion may
be appropriate.
Typical Scenario: You have an employee
working for you who has been performing all of the duties
assigned to her position, and has also assumed new duties
over the past year which are associated with a new program
your office is handling. The new duties are taking up at
least 25% of her time on a regular basis, and require a
higher level of knowledge, skill and/or ability that will
be a factor when/if you recruit to fill the position at a
future date. You are wondering if this employee can be
promoted without posting a vacancy announcement (i.e.,
non-competitive promotion by accretion of duties).
Principle: The use of noncompetitive
promotion procedures is limited to very specific
circumstances. Fair and open competition should occur
whenever those conditions are not explicitly met.
It is common for positions to evolve with mission
requirements, supporting technology and similar changes
over time. Both OPM and MSPB recognize the propriety and
utility of accretion promotions. Both, however, caution
that misuse undermines the trust employees must have in the
merit promotion/assignment process, and may result in
increased complaints or grievances.
Where Do I Start? - First, ask yourself
these questions:
- Do the employee's new duties, which
you believe to be at a higher level, represent an
"outgrowth" of the former position over a significant
period of time; or has a program change required
immediate performance of the new duties?
- Has the employee's "old" position
been absorbed by the "new" position, where the employee
is continuing to perform the same basic functions of
the original position?
- Is this employee the ONLY one under
your supervision who is capable of performing the new
duties?
- Has the employee you would like to
promote satisfied time-in-grade requirements for
promotion to the next higher grade? (Your servicing Workforce Management
Office can help you answer this question.)
An answer of "No" to any of the
Questions 1 - 4 above may indicate that promotion by
accretion would be inappropriate for this position and/or
employee.
- Is there any known promotion
potential associated with the "new" position? (If you
know that additional duties that could increase the
grade again are likely in the future, then competition
for the promotion should be held for this promotion,
following procedures in the "NOAA Manager's Hiring
Guide".
- Will the "new" position involve the
addition of grade controlling supervisory/leader duties
to a non-supervisory/non-leader position? (If so, this
promotion must be competed.)
- Will the addition of higher level
duties to this employee's position result in an adverse
impact on another encumbered position, such as
abolishing the position, eroding its current grade or
reducing its known promotion potential?
- Would reclassification to a higher
grade level result in an accretion across occupational
series, and/or from a one grade interval to a two grade
interval occupational series? (If so, this is an
extremely rare situation and should be closely reviewed
by the servicing Workforce Management
Office.)
- Was the employee you would like to
promote given additional training or other
developmental opportunities that were not made
available to other employees under your
supervision?
An answer of "Yes" to any of the
Questions 5 - 9 above may indicate that promotion by
accretion would be inappropriate for this position and/or
employee.
Basic Steps
- The first line supervisor identifies the specific
changes in the duties and responsibilities that may be
classifiable at a higher grade; completes a draft
position description, and the certification form
provided by the servicing Workforce Management
Office.
-
The supervisor submits to the servicing Workforce
Management Office:
- the draft position description
- a copy of the "old" position
description
- completed certification documentation
- an SF-52 (Request for Personnel
Action)
- The Human Resources Advisor reviews the
supervisor's submission, evaluates the changes,
certifies that all conditions required for promotion by
accretion are present, and classifies the "new"
position.
- Following successful completion of above steps, and
classification at a higher grade level, the eligible
employee is promoted. (Note, promotion is not
retroactive.) A disapproved request for accretion will
be returned to the first line supervisor with an
explanation.
Good Management Practices:
Promotions based on job accretion are recognized exceptions
to the merit promotion process. Whenever possible, managers
and servicing Workforce Management Offices will ensure that
a reasonable and accurate career ladder is established
before a position is filled. Following good management
practices, supervisors should be aware of the duties
assigned or assumed by their staff, and exercise vigilance
for changes that result in the unintentional growth or
erosion of assignments sufficient to affect grade level.
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Page last edited: January 28, 2008
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