Effective November 28, 2013, the Postal Service™ is revising Handbook EL-312, Employment and Placement, sections 711 through 714 with updates as follows:
n Section 711 is updated to more clearly state the focus of Chapter 7 and also update the reference to Chapter 74 from EAS Positions to Nonbargaining Positions, and to state that the selection policies in that Chapter apply to all of the referenced nonbargaining pay systems (including Executive and Administrative Schedule (EAS), Management Pay Band, Technical Pay Band, Inspection Service Law Enforcement (ISLE), and Attorney Compensation System positions).
n Section 712 is updated with the current EEO policy statement.
n Section 713 is updated to break the content into subchapters 713.1, Exclusions and 713.2, Limitations. Under 713.2, the restriction on filling sensitive jobs and EAS positions at level 20 or above with noncitizens has been deleted. (The policy for security clearances is addressed in the Administrative Support Manual, Section 272, and no longer includes this citizenship restriction for the vast majority of employees who require a security clearance).
n Subsection 714.1 is updated with minor editorial changes in items a through i to break the content down and/or reword sentences for ease of use.
n Subsection 714.2 is revised to change the heading from “Selection Philosophy” to “Philosophy”. In addition, the last paragraph is deleted because personnel records (like electronic Official Personnel Folders) are not routinely made available to selecting officials, and employees are encouraged to show relevant current experience, education, training, and other qualifications on their applications or eCareer profiles.
n Subsection 714.3 is updated with minor editorial changes to break the content down and reword sentences for ease of use.
Handbook EL-312, Employment and Placement
* * * * *
7 Assignment, Reassignment, and Promotion
* * * * *
71 Introduction
* * * * *
711 Organization
[Revise the text of 711 to read as follows:]
Most Postal Service positions are filled by qualified career employees (excluding new hires) through assignment, reassignment, and/or promotion. This chapter focuses on the policies and procedures governing in-service placement and qualification standards, as follows:
a. 72 — Bargaining Positions.
b. 73 — Reserved.
c. 74 — Nonbargaining Positions (including Executive and Administrative Schedule (EAS), Management Pay Band, Technical Pay Band, Inspection Service Law Enforcement (ISLE), and Attorney Compensation System positions).
d. 75 — Supervisor Selection Process.
e. 76 — Bargaining Position Qualification Standards.
712 Equal Employment Opportunity and Affirmative Employment Policy
[Revise the text of 712 to read as follows:]
It is Postal Service policy that selections for positions to be filled by assignment, reassignment, or promotion shall:
a. Comply with the provisions of applicable collective bargaining agreements; and
b. Be based on merit and the relevant experience, training, knowledge, skills, and abilities required for the positions being filled.
It is the policy of the Postal Service that all employees and applicants for employment be afforded equal opportunities in employment without regard to race, color, religion, sex (including gender identity and gender stereotypes), national origin, and disability. As part of its program of equal employment opportunity, the Postal Service prohibits discrimination or harassment based on any of these categories. In addition, it is also the policy of the Postal Service to prohibit discrimination or harassment based on age; political affiliation; genetic information; sexual orientation; marital status; status as a parent; and past, present, or future military service.
713 Exclusions and Limitations
[Revise the text of 713 to read as follows:]
713.1 Exclusions
The provisions of this chapter specifically exclude:
a. Postal Career Executive Service (PCES) positions.
b. Restricted positions. The provisions on filling positions restricted to preference eligibles do not apply to in-service placements of career employees. (See 232.52, Positions Restricted to Applicants Eligible for Veterans’ Preference.)
c. Veterans’ Preference. Does not apply to the internal placement of career employees. However, veterans’ preference does apply to external applicants.
713.2 Limitations
Eligibility for consideration to some positions is limited to employees in specific levels, occupations, geographic areas, or organizations.
714 Selection: Definitions and Philosophy
[Revise the title and text of 714.1 to read as follows:]
714.1 Definitions
The following definitions clarify and standardize the terms used in the selection process:
a. Requirements. The knowledge, skills, abilities, experiences, and physical and other conditions that pertain to a specific position or duty assignment.
1. Not all these requirements are appropriate for every position; only those requirements that an individual needs to successfully perform the duties of a position upon entry are used.
2. Employees fully meet the physical requirements of a position if they are physically able to perform the essential functions of the position, with or without reasonable accommodation where appropriate, and without posing a direct threat of harm to themselves or others. (See Handbook EL-307, Reasonable Accommodation, An Interactive Process.)
b. Qualifications. The knowledge, skills, abilities, experience, and physical and other conditions that pertain to the applicant or bidder.
1. Applicants and bidders must meet the requirements, which mean that they must possess the qualifications (e.g., the knowledge, skills, and abilities) that are required for the position.
2. Bidders must demonstrate that they possess each of these qualifications at a level that is sufficient for satisfactory (as opposed to unsatisfactory) performance in the position.
3. The timing for meeting the requirements for senior qualified positions is discussed in 727.4, Timing and Sequence of Evaluation.
c. Special conditions. Conditions that apply only to nonbargaining positions. They describe the circumstances under which the work is performed. Being able to meet a special condition is essential to satisfactory performance at entry. Often, conditions pertain to the willingness of the applicant to perform certain duties or tasks (e.g., willingness to travel frequently or to work irregular hours).
d. Special requirements. Requirements that apply only to bargaining positions. These are stated as knowledge, skills, or abilities required for a specific job assignment. Special requirements may be added locally and used in addition to the qualification standard for the position.
e. Qualification standard. The official document that identifies the requirements of a bargaining position that are needed at entry. Qualification standards do not necessarily contain a complete list of requirements for continued satisfactory performance in a specific position.
f. Desirable qualification. Qualification that applies only to best qualified positions. A knowledge, skill, or ability that is not a mandatory requirement of a position, but one that would be beneficial in performing the duties of a specific job. (Applies only to best qualified positions.)
g. Factors. A cluster of related knowledge, skills, and abilities evaluated as a single requirement. Factors apply only in Postmaster selection.
h. Job posting (bid posting). A posting for the filling of a senior qualified-bid bargaining position. A job posting announcement contains one of the following:
1. A list of requirements for entry to the position;
2. The qualification standard number; or
3. An attached qualification standard.
i. Vacancy announcement. An announcement for the filling of entrance positions, best qualified positions, or nonbargaining positions. A vacancy announcement contains one of the following:
1. A list of requirements for entry to the position;
2. The qualification standard number; or
3. An attached qualification standard.
Vacancy announcements do not necessarily contain a complete list of requirements for continued satisfactory performance in a position.
[Revise the title and text of 714.2 to read as follows:]
714.2 Philosophy
The philosophy underlying all selections is that a person placed into a position must be qualified — that is, must meet the requirements of the position. For senior qualified positions, selection is based on a determination of whether the senior bidder is qualified. For best qualified and nonbargaining positions, selection is based on a determination of who is best qualified on the basis of total qualifications.
714.3 Reasonable Accommodations in the Selection Process
[Revise the text of 714.3 to read as follows:]
Reasonable accommodation for qualified applicants with disabilities can take many forms. (See Handbook EL-307, Reasonable Accommodation, An Interactive Process.) Accommodations that may be needed during the selection process include, but are not limited to, the following:
a. Providing written materials in accessible formats.
b. Providing sign language interpreters.
c. Ensuring that recruitment, interviews, performance tests, and other components of the process are held in accessible locations.
d. Providing or modifying equipment or devices.
e. Adjusting or modifying applications and employment questionnaires.
* * * * *
These revisions will be published in the next issue of Handbook EL-312, Employment and Placement, available on the Postal Service PolicyNet website:
n Go to http://blue.usps.gov.
n Under “Essential Links” in the left-hand column, click PolicyNet.
n Click HBKs.
The direct URL for the Postal Service PolicyNet website is http://blue.usps.gov/cpim.
— Organizational Effectiveness,
Employee Resource Management, 11-28-13
