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0018 Hopeful  
#1 Posted : Wednesday, September 12, 2018 3:24:24 AM(UTC)
0018 Hopeful

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We have a GS-11 who will be promoted to GS-12 step 1, in the same agency, same command, and in the same geographical area (but a different office).

The GS-13 manager is leaving for an overseas assignment.

The GS-11 is filling a GS-12 vacancy for someone who quit the government.

Because the GS-13 is leaving, the GS-12 is going to be expected to act as the GS-13 manager until a new GS-13 manager can be hired.

Can the new GS-12 (who has never been a GS-12) be temp promoted to GS-13 for 90/120 days to fill the vacancy?

Can the GS-13 be advertised as a GS-12/13 ladder?

What is GS-11's retained pay grade?
HR Bubba  
#2 Posted : Wednesday, September 12, 2018 7:44:59 AM(UTC)

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Originally Posted by: 0018 Hopeful Go to Quoted Post
We have a GS-11 who will be promoted to GS-12 step 1, in the same agency, same command, and in the same geographical area (but a different office).

The GS-13 manager is leaving for an overseas assignment.

The GS-11 is filling a GS-12 vacancy for someone who quit the government.

Because the GS-13 is leaving, the GS-12 is going to be expected to act as the GS-13 manager until a new GS-13 manager can be hired.

Can the new GS-12 (who has never been a GS-12) be temp promoted to GS-13 for 90/120 days to fill the vacancy?

Can the GS-13 be advertised as a GS-12/13 ladder?

What is GS-11's retained pay grade?


1. Temp promotion to GS-13 = No. The person will not meet Time In Grade (TIG) requirements for a promotion to GS-13.

2. I don't know what you mean by "retained pay grade"? But, when returned from a temporary promotion the person goes back to the grade of their permanent position. If they would have received a step increase in their permanent position while they were promoted then that would be added also. Alternately, if the temp promotion lasted long enough and met the requirements then HR may be able to use Highest Previous Rate (HPR) to set their pay upon return to their permanent position.

3. As for advertising a 12/13 "supervisory" position, the answer may vary depending on how the PDs are/will be classified and how the agency operates. If the PDs are classified strictly based on supervisory duties using the GS Supervisory Grade evaluation Guide then my answer would be no. When creating a set of laddered PDs you should show which factors have been adjusted (downward) from the full performance PD. Unfortunately, most of the factors for a supervisor are static (e.g., who they report to, grade level of the work being supervised, etc.) and the only factor that actually describes duties is factor 3. Again, different agencies/classifiers may view this differently and there are some other instances where it may work, but explaining would take us deeper into a classification discussion and I don't want to put you to sleep.

frankgonzalez  
#3 Posted : Wednesday, September 12, 2018 8:23:10 AM(UTC)
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Originally Posted by: HR Bubba Go to Quoted Post
Again, different agencies/classifiers may view this differently and there are some other instances where it may work, but explaining would take us deeper into a classification discussion and I don't want to put you to sleep.

I always thought of classifiers were practitioners of the dark arts, and classifying a position involved multiple sacrifices (human in some cases) to determine the final grade! Or at least that is what came to mind whenever classifiers tried to explain the process to me!

You should have voted Cthulu...the greatest of all Evils
HR Bubba  
#4 Posted : Monday, September 17, 2018 2:43:17 AM(UTC)

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Kinda like the great & powerful Oz!!
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