Purpose
The Library and the Association agree that CRS benefits from the continuing services of employees who have successfully performed their duties and responsibilities and have contributed to the mission of the Service, often at increasing levels of responsibility, and who may also have valuable knowledge of the CRS research process, congressional information requirements, and CRS and Library collections. The Library recognizes that some of these employees may have the experience and/or education necessary to perform at higher and more professional levels of responsibility than permitted by their current position, as well as the motivation to contribute to the Service at higher levels. The purpose of this Article is to encourage promotion and career opportunities for such employees while continuing to recognize the contributions and encourage the development of other employees who may not aspire to professional positions.
Section 1. COP Employee Definition
For the purpose of this Article, the term “COP employee” shall be defined as any bargaining unit employee in CRS who occupies: 1) a position at the top GS level of a promotion plan, except for positions higher than GS-12, or 2) a single graded position, except for positions higher than GS-12. The Library agrees to identify all CRS employees who are “COP employees”and to provide the Association with a list of COP employees on an annual basis.
Section 2. COP Career Counseling
Employees shall be encouraged to seek career counseling for advancement in CRS from the Library’s Operations Management and Training Office. (See Article 10, Section 7, for career counseling for all bargaining-unit employees.) They may examine information about positions and careers in the Library and obtain information about presenting themselves effectively through applications and interviews. They may arrange appointments with a Human Resources staffing specialist to ask specific questions about the qualifications requirements for positions in which they are interested and about how to complete application forms for the best effect.
Section 3. Promotion Plans for Clerical and Technical Support Positions
The Library and CREA agree that the number and scope of promotion plans currently existing in CRS are beneficial to both the Library and to the employees and provide considerable opportunities for advancement in responsibilities and pay. They further agree that the Library will continue to place clerical and technical support positions in CRS in promotion plans to the extent compatible with management’s needs and with position classification principles.
Section 4. COP Positions
If there is an operational need and funds are available, the Library agrees to advertise and post one or more positions per year for the life of this agreement, with competition limited to eligible CRS employees. It is a desirable goal of the Library that these positions offer promotion and career opportunities to employees of all grade levels within the Service. Based on the needs of the Service, these positions should be offered at the lowest appropriate grade level.
Eligibility
To be eligible, COP employees must have one year of full-time employment in the Library or the equivalent in part-time employment; must have permanent, indefinite, or indefinite NTE status, and, if indefinite NTE, their appointments must extend at least until the effective date of their placement in the program; and must be minimally qualified for the position posted.
Application, Rating, Interview and Selection
The application, rating, interview and selection procedures will be consistent with the LCD 9-420.1, Merit Selection Plan: Bargaining Unit Positions.
Program
Subject to management’s right to determine the duration of assignments, selectees normally will participate in the program for two years. During this time, in accordance with an Individual Development Plan developed with the participation of each selectee, they will receive on-the-job training and assignments management determines is appropriate. Participants may be required to take outside training funded by CRS in subjects management determines are appropriate. Employees will be granted official time away from the job, when appropriate, to participate in an approved training program or course. An employee attending approved training which is offered during his/her regular duty hours shall not have his/her duty hours adjusted solely to preclude training on paid duty time.
Participants’ Evaluation
Participants’ on-the-job performance and progress in training will be evaluated on a continuing basis by the supervisor, and formal oral and written evaluations will be conducted every six months, using performance criteria normally applied to occupants of the position at the participant’s grade. Participants shall submit official grade reports to their supervisor for academic courses funded by CRS within two weeks after receiving them. Successful completion of the program shall require a promotion to the next higher grade in the promotion plan, and a formal determination by the supervisor, with the concurrence of the Associate or Assistant Director, that the participant’s performance is fully satisfactory and that the participant has the potential for advancement to the full performance level of the position. The participant may be terminated from the program at any time for failure to perform satisfactorily, or for failure to complete the program successfully within the alloted time, barring extraordinary circumstances. If the participant is terminated from the program, he or she shall be returned through established personnel procedures to a position of similar grade and duties to the position occupied before entering the program without loss of tenure or seniority, except that if the participant had been an indefinite NTE employee at the time of entry into the program, he or she shall also be converted to indefinite NTE status with the same amount of time remaining in the appointment as remained at the time of entry into the program. The decision to terminate shall be final and binding and shall not be appealable, grievable, or considered adverse.
Program Information
The Library agrees to provide CREA with the names of those who: 1) are selected for the program, 2) successfully complete the program, and 3) are terminated from the program.
Section 5. Educational Grants
The Library agrees that during the life of this agreement, when management has determined that sufficient funds are available, it shall provide COP employees with the opportunity to compete for educational grants with the purpose of enabling them to develop and enhance their knowledge and skills in fields related to the work of CRS in accordance with their approved statement of education plans.
Eligibility
To be eligible, COP employees must have one year of continuous full-time employment in CRS or the equivalent in part-time employment and at the time of application, must have permanent status or be in an NTE position which has a duration of at least two additional years.
Application
Applicants shall submit to the Administration Office of CRS a resume or application form and a statement of purpose outlining their intended use of the educational grant. The statement of purpose shall identify the courses that the applicant wishes to take and the benefit to be derived from each course.
Ranking of Applicants
Applications will be reviewed by a CRS management panel, which will rank the applications based on the applicant’s description of his/her educational goal as it relates to the overall program goal and identification of the benefits expected from the courses he/she plans to take. Before selecting the grant recipients, the panel may interview the strongest contenders for the grants and may solicit an evaluation of the applicant’s performance from the current supervisor.
Program
Participants must receive at least a “C” or equivalent grade in each of the courses paid for with CRS funds. Courses selected must have the approval of a management official designated as the participant’s academic mentor; this official shall serve as advisor and counselor to the participant. All courses shall be taken outside hours of work unless the employee’s supervisor determines that it is in the interest of the Service that official time be granted.
Participant’s Evaluation
Participants shall be required to submit official grade reports to their academic mentors within two weeks after receiving them. Recommendations for termination from the program on the basis of grades lower than a “C” or equivalent grade may be made by the academic mentor to the Director with a copy to the recipient. The Director’s decision to terminate shall be binding and shall not be appealable, grievable, or considered adverse. The Library agrees to inform the Association of any termination decision.
Section 6. COP Details
If there is an operational need, CRS shall make a reasonable effort to offer to CRS staff two competitive one-year details per year during the life of this agreement to technical information specialist, technical support assistant, librarian, policy analyst, or legislative attorney positions, or other professional or administrative positions (PATCO) for the purpose of enabling detailees to gain creditable research or other professional experience. Such details may be announced at multiple grade levels, including at the lowest possible grade levels, based on the needs of the Service, and shall be advertised by means of notices of detail opportunity.
Eligibility
To be eligible, COP employees must have one year of full-time employment in the Library or the equivalent in part-time employment; must have permanent status or indefinite status or NTE appointments the termination date for which is after the ending date of the detail applied for; and must not currently occupy the position being advertised. No employee may receive more than one detail under this program, although a detail may be extended by mutual consent between the Library and the Association after consultation with the employee.
Selection Process
Interested staff members will submit either an Optional Application for Federal Employment–OF 612 or a Federal style resume to Human Resources Services, which will review the applications for minimum qualifications. Applicants with applications determined to be incomplete or not qualified will be so advised and given the opportunity to request reconsideration of their application within seven work days of receipt of such notice. All candidates determined to be minimally qualified will have the opportunity to be interviewed by an interview panel of three members, one of whom will be the selecting official. Candidates will be considered for the highest grade for which they minimally qualify; if selected for a grade higher than their current grade, they will be temporarily promoted to that grade for the duration of the detail.
Program
Selectees for the details will be assigned duties consistent with the notice of detail opportunity from which they were selected to the maximum extent possible. Their work will be reviewed in normal fashion and they may be credited with authorship of their work as appropriate and as provided in the collective bargaining agreement.
Participant’s Evaluation
Participants’ on-the-job performance will be evaluated informally on a continuing basis by the immediate supervisor, and formally at the end of the one-year detail, using performance standards normally applied to occupants of the position at the participant’s grade level. Successful completion of the detail shall require performance at an acceptable level of competence for the period of the detail. All employees who successfully complete the program shall receive a memorandum documenting the knowledges, skills, and abilities acquired during the detail. Upon completion of the detail, the employee shall be returned to his or her regular position. A participant may be terminated from the detail at any time for failure to perform at an acceptable level of competence or for conduct which interferes with the mission of the agency. If the participant is terminated from the detail, he or she shall be returned through established personnel procedures to his or her former position. The Association shall be notified of the termination. The decision to terminate shall be final and binding and shall not be appealable, grievable, or considered adverse.