413 Promotion to Nonbargaining Unit Positions

413.1 Definition

A promotion is the permanent assignment, with or without relocation, of an employee to the following:

1. An established position having a higher grade than the position to which the employee was previously assigned in the same schedule, or
2. A position with a higher than equivalent grade (see 418) in another schedule.

Note: When an employee who has rate retention (see 415.3) is assigned to a different position, the assignment is not a promotion unless it is to a position with a grade or grade equivalent higher than the grade on which the rate retention was established.

413.2 Promotion Increase

413.21 Nonbargaining Unit Employees

The following applies to promotion increases for nonbargaining unit employees:

1. Nonbargaining unit employees may receive promotion increases based on the percentage of the employee’s current salary from the maximum of the new grade as follows:
1. Factor #1:

    

   Award this percentage…	If the employee’s current salary is…
   5 to 10	Greater than 20 percent from the maximum of the new grade.
   4 to 8	10 to 20 percent from the maximum of the new grade.
   4 to 5	Less than 10 percent from the maximum of the new grade.

2. Factor #2:

In addition to the eligible promotion increases described in Factor #1, nonbargaining unit employees will automatically receive a percent increase for promotions that are 3 or more grades.

 

Award this percentage…	If the employee’s promotion equals…
3	3 grades
5	4 or 5 grades
8	6 or more grades

For grade counting purposes, grades 18, 43 (18B), V-01, and V-02 are each counted as a separate grade. For example, an employee whose position is a grade EAS-24 and who is promoted to a grade V-02 will receive an additional 5-percent increase for moving up 4 grades.

If the increase to the minimum salary exceeds the 25-percent limit on promotional pay, then the employee is not eligible for Factor #2.

2. For additional information, see the “Promotional Pay Calculator” table under Non-Bargaining Unit Pay at Pay Programs on Human Resources’ Pay & Benefits website. Management should consider the full applicable percent range to determine the amount of a promotion increase, considering such factors as the following:
1. Responsibility and complexity of the job.
2. Skill requirements.
3. The employee’s experience, credentials, and salary history.
3. The following conditions and exceptions apply to promotional increases:
1. An increase cannot result in a salary that is below the minimum or exceeds the maximum of the new grade.
2. An increase of more than the eligible percent is given if necessary to bring the salary to the minimum of the new grade or the minimum salary rate for certain supervisory positions as described in Exhibit 412.12b.
3. There is a 25-percent limit on total promotional percentage pay increases within a 52-week period.
4. The employee is not eligible for Factor #2 if an increase of 25 percent or more is necessary to bring the employee’s salary to the minimum of the new grade or the minimum salary rate for certain supervisory positions as described in Exhibit 412.12b.
5. For promotions to positions at grades 15 through 19 that require supervising two or more full-time equivalent bargaining unit employees, the amount of the increase must result in a salary that is no less than the minimum salary rate for those employees promoted to positions as described in Exhibit 412.12b.

413.22 Bargaining Unit Employees

Bargaining unit employees permanently assigned to a higher equivalent grade in the nonbargaining unit schedule receive a salary adjustment of 5 percent of their basic salary subject to the following:

1. An increase cannot result in a salary that exceeds the maximum of the new grade.
2. An increase of more than 5 percent is given if necessary to bring the employee’s salary to the minimum of the new grade or the minimum salary for certain supervisory positions as described in Exhibit 412.12b.

413.3 Position Upgrade

When an employee’s position is upgraded through the Workload Credit or job evaluation process, a 4 percent basic salary increase is provided. The increase is adjusted higher if necessary to bring the salary to the minimum of the new grade or the minimum salary for certain supervisory positions as described in Exhibit 412.12b.

The increase is adjusted lower if necessary, to keep the salary from exceeding the maximum of the higher grade.

413.4 Part-Time Postmasters (PTPO and RMPO)

When a postmaster in a PTPO or RMPO Post Office is promoted to a position in a grade higher than the PTPO or RMPO postmaster grade, the following occurs to the postmaster’s hourly rate:

1. It is converted to the full-time annual salary equivalent to that hourly rate (hourly rate x 2,080).
2. The promotional increase is then further adjusted in accordance with the promotional pay rules in 413.21, Factor #1 only, which is based on the percentage that the employee’s salary is from the new position maximum. Note: Factor #2 does not apply. For additional information, see the promotional pay calculator table for part-time postmasters (PTPO and RMPO) under Non-Bargaining Unit Pay at Pay Programs on Human Resources’ Pay & Benefits website.
3. For promotions from PTPO or RMPO Postmaster grade to FLSA Exempt EAS-15 to EAS-19 that require supervising two or more full-time equivalent bargaining unit employees, employees are instead given a Supervisory Differential Adjustment (SDA), as described in 413.21c5. The amount of the increase must result in a salary that is no less than the minimum SDA salary rate.