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accomplishments achieve actions actions planned activities addition addressed advancement agency heads Agency officials areas assess assist believed better career counseling career development plans caused CHAPTER college training Commission commit components conducting skills constituent agency counselors criteria CSC's December l973 department and agency determinations effective employees established evaluation example existing experience extent Federal force Four grams guidance identified implementation importance improve indicated initiated issued June lack limited manpower needs ment merit principles merit promotion methods necessary needs obtained occupational officials operational opportunities participants particularly performance personnel positions potential prepare priority professional program planning progress qualified recommendations result selection selection process Service significant skills surveys skills utilization surveys specific stressed structuring successful suggested supervisors taken target jobs top management training and education training programs upward mobility efforts upward mobility problems upward mobility programs ward
Page 18 - Merit promotion programs established under § 335.103 of this chapter shall be followed in selecting career or career-conditional employees for training that is given primarily to prepare trainees for advancement and that is required for promotion. (b) With respect to selection and assignment of employees to training by, in, and through non-Government facilities, the head of each department shall provide that: (1) Authority to authorize this training of more than 40 hours...
Page 2 - ... existing or reasonably foreseeable availability and use of fully trained employees; and (3) prohibit training an employee for the purpose of filling a position by promotion if there is in the agency concerned another employee, of equal ability and suitability, fully qualified to fill the position and available at, or within a reasonable distance from, the place where the duties of the position are to be rrformed.
Page 2 - Upward Mobility is a systematic management effort that focuses Federal personnel policy and practice on the development and implementation of specific career opportunities for lower level employees (below GS-9 or equivalent) who are in positions or occupational series which do not enable them to realize their full work potential.
Page 22 - The report of accomplishment describes the results attained during the previous plan year and indicates whether actions in the last plan were accomplished and, if not, why.