Exceptions to Competition Clause Samples

Exceptions to Competition. 1. The Agency will provide on-board employees the opportunity to compete for all permanent, and indefinite vacancies that are available within the SCNG. 2. Prior to announcing a position vacancy, consideration will be given to filling a vacancy through those actions which are exempt from competition: a. Promotions due to issuance of new classification standards or correction of a classification error. b. Promotions when competition was held earlier (i.e., position advertised with known promotion potential). c. Promotions resulting from a technician’s position being reclassified at a higher grade because of additional duties and responsibilities. d. Position change required by result of reduction-in-force (RIF) regulations. e. Placement of over-graded technicians entitled to grade retention as a RIF or reclassification. f. Re-promotion to a grade or an intervening grade or position from which a technician was demoted without personal cause and not at his/her request. g. Management Directed Reassignment to a position having no higher promotion potential. h. Temporary promotion of 120 days or less. i. Detail to same or higher-graded position, or to a position with known promotion potential for 120 days or less. j. Selection of a former technician from the Re-Employment Priority List for a position at the same or lower grade than the one last held. k. Temporary Not to Exceed (NTE) appointments.

Exceptions to Competition. 1. The Agency will provide on-board technicians the opportunity to compete for all permanent, indefinite, dual and non-dual status Federal technician vacancies that are available within the Nevada National Guard. 2. Prior to announcing a position vacancy, consideration will be given to filling a vacancy through those actions which are exempt from competition: a. Promotions due to issuance of new classification standards or correction of a classification error. b. Promotions when competition was held earlier (i.e., position advertised with known promotion potential). c. Promotions resulting from a technician’s position being reclassified at a higher grade because of additional duties and responsibilities. d. Position change required by result of reduction-in-force (RIF) regulations. e. Placement of over-graded technicians entitled to grade retention as a RIF or reclassification. f. Re-promotion to a grade or an intervening grade or position from which a technician was demoted without personal cause and not at his/her request. g. Management Directed Reassignment to a position having no higher promotion potential. h. Temporary promotion of 120 days or less. i. Detail to same or higher-graded position, or to a position with known promotion potential for 120 days or less. j. Selection of a former technician from the Re-Employment Priority List for a position at the same or lower grade than the one last held. k. Direct Hire Authority (i.e., Temporary Not to Exceed [NTE]). 3. The HRO will notify the State Representative in advance when a vacancy is going to be filled as an exception to competition under this section.

Exceptions to Competition. This provision provides examples of exceptions (not all inclusive) to competitive procedures: A. Promotion due to issuance of new classification standards or the correction of a classification error. B. Placement of over graded technicians entitled to grade retention as a result of RIF, reclassification, or management (Employer) directed non-disciplinary change to lower grade. Grade retention expires after two years. C. Promotion when competition was held earlier; i.e., position advertised with known promotion potential. D. Re-promotion consideration to a grade previously held or an intervening grade from which a technician was demoted without personal cause and not at the individual’s own request. E. Promotion resulting from a technician’s position being reclassified at a higher grade because of additional duties and responsibilities. F. Management or voluntary reassignment of technicians to positions in the same grade and pay plan and having no promotion potential. Consideration will be given to the impact such actions may have on the potential upward mobility for other technicians. There is no obligation to the agency to grant a request for voluntary reassignment. The Employer will provide a valid reason for management reassignment in accordance with the appropriately bargained TAGPA TPR 715. G. Position changes resulting from application of re-alignment, re-organization or RIF procedures. H. Detail to a higher graded position not to exceed 120 days, where a SF 52 is initiated. I. Selection of a former technician from the reemployment priority list for a position at the same or lower grade than the last one held. J. Placement as a result of priority consideration when a candidate was not previously given proper consideration in a competitive action.

Exceptions to Competition. 1. Prior to announcing a vacancy(ies), consideration will be given to filling a vacancy through those actions which are exempt from competition: a. Promotions due to issuance of new OPM classification standards, when an NGB Position Description Release (PDR) states that a position should be abolished and/or replaced, or as a result of a classification appeal. b. Promotions when competition was held earlier (i.e., position advertised with known promotion potential). c. Position change required by a reduction-in-force (RIF). d. Placement of an employee entitled to grade retention due to a RIF or reclassification resulting from an NGB PDR requiring abolishment/replacement or OPM. e. Re-promotion to a position and/or grade from which an employee was involuntarily demoted. f. Management Directed Reassignment (MDR) to a position having no higher promotion potential or through reasonable accommodation. g. Temporary promotion of one hundred and twenty (120) days or less. h. Detail to same or higher-graded position, or to a position with known promotion potential for one hundred and twenty (120) days or less. i. Selection of a former employee from the re-employment priority list for a position at the same or lower grade than the one last held. j. Direct Hire Authority (e.g., Temporary Not to Exceed (NTE)).