| DC Personnel Regulations, Chapter 8
Career Service
Contents
 
800 APPLICABILITY
800.1 This chapter applies to the Career Service of the District of Columbia, which consists of all positions in the District government, except in the following cases:
(a) The Mayor and members of the Council;
(b) The President and members of the Board of Education;
(c) The members of the Board of Trustees of the University of the District of Columbia;
(d) Members of boards and commissions as specified in § 1-602.2(c), DC Code (1981);
(e) Chief Judges, Associate Judges, and nonjudicial personnel of the Superior Court of the District of Columbia and the DC Court of Appeals;
(f) Positions in the Educational Service of the District of Columbia, pursuant to § 1-609.1, DC Code (1981);
(g) Positions in the Excepted Service of the District of Columbia, pursuant to § 1-610.1 et seq., DC Code (1981);
(h) Positions in the Executive Service of the District of Columbia pursuant to §§ 1-610.1 and 1-610.2, DC Code (1981); and
(i) Any other employee excluded by law.
800.2 In the case of conflict between any of the provisions of this chapter as a whole with the regulations issued for uniformed members of the Police and Fire Departments in accordance with § 1-608.1(d), DC Code (1981), that is, § 870 et seq., the provisions issued under § 1-608.1(d) shall take precedence. Pending issuance of special provisions for uniformed members of the Police and Fire Departments in § 870 et seq., the existing regulations for such members shall continue in effect.
800.3 In the case of a conflict between this chapter and provisions of a collective bargaining agreement, subject to the limitations set forth in § 1-618.8, DC Code (1981), the provision(s) of the collective bargaining agreement shall take precedence.
800.4 These regulations shall not be a bar to collective bargaining during the negotiation process with an exclusively recognized labor organization.
801 INCUMBENT CLASSIFICATION SYSTEM
801.1 In accordance with the requirements of § 1-608.1(a), DC Code (1981), these regulations are indexed and cross-referenced to the incumbent classification system, as follows:
(a) The incumbent classification system in effect on the effective date (January 1, 1980) of DC Law 2-139, Title 1, Chapter 6, DC Code (1981), has been continued in effect without substantial change. Accordingly, these regulations apply in the same manner to all positions in the Career Service, and to all incumbents of the Career Service, except as specifically set forth herein; and
(b) All distinctions in applicability of these regulations, to incumbents transferred to the Career Service on January 1, 1980, and those employees hired on or after that date, are specified herein.
802 MERIT SELECTION POLICY
802.1 Except as specifically limited or exempted by law or these regulations, all initial appointments to the Career Service of the District government, and all subsequent assignments and promotions of employees in the Career Service, as provided in §§ 1-608.1(a)(1) through 1-608.1 (a)(4), DC Code (1981), shall be by open competition, involving positive recruitment and examining procedures designed to achieve maximum objectivity, reliability, and validity. All such initial appointments, and subsequent assignments and promotions, shall be made on the basis of merit by selection from the highest qualified available eligibles based on specific job requirements with appropriate regard for affirmative action goals and veterans preference as provided by law and as determined under §§ 809 and 810.
803 PROHIBITED PERSONNEL PRACTICES
803.1 No person shall interfere in the competitive process by influencing another person to withdraw from competition for any position in the Career Service, for the purpose of either improving or injuring the prospects of any applicant for appointment or selection.
803.2 No person who has authority to take or recommend any personnel action with regard to the Career Service shall discriminate against applicants or employees in any aspect of employment with regard to race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, family responsibilities, matriculation, political affiliation, physical handicap, source of income, or place of residence or business.
803.3 As provided in § 1-608.1(c)(2), DC Code (1981), no public official may appoint, employ, promote, advance, or advocate for appointment, employment, or promotion, in or to a position in the agency in which he or she is serving or over which he or she exercises jurisdiction or control an individual who is a relative of the public official.
803.4 As provided in § 1-608.1(c)(2), DC Code (1981), a personnel authority may not appoint, employ, promote, or advance an individual in or to a position in an agency if such appointment, employment, promotion, or advancement has been advocated by a public official who is serving in or exercising jurisdiction or control over the agency and is a relative of the individual.
803.5 As provided in § 1-608.1(c)(3), DC Code (1981), a public official who appoints, employs, promotes, advances, or advocates such appointment, employment, promotion, or advancement of any individual in violation of § 803.3 shall be required to reimburse the District for any funds improperly paid to the individual.
803.6 For the purposes of this section, the following terms have the meaning ascribed:
Public official - an officer, an employee, or any other individual in whom authority by law, rule, or regulation is vested, or to whom the authority has been delegated, to select, appoint, employ, promote, reassign, demote, separate, or recommend individuals for any of these actions.
Relative - as defined in § 1-608.1(c)(1), DC Code (1981), an individual who is related to the public official as father, mother, son, daughter, brother, sister, uncle, aunt, first cousin, nephew, niece, husband, wife, father-in-law, mother-in-law, daughter-in-law, son-in-law, brother-in-law, sister-in-law, stepfather, stepmother, stepson, stepdaughter, stepbrother, stepsister, half-brother, or half-sister.
804 IMPLEMENTATION AUTHORITY
804.1 The Director of the DC Department of Human Resources (DCHR) shall establish standards with respect to education, training, experience, suitability, physical and mental fitness, or other requirements that will be used to evaluate applicants and employees for placement in the Career Service, consistent with all applicable laws and regulations.
804.2 The Director of DCHR may adopt new qualification standards under § 804.1. Until such adoption, the federal qualification standards as set forth in the X-118 and X-118C series of handbooks and applicable supplementary publications shall remain applicable.
804.3 Whenever the practice of certain occupations and professions is subject to licensure requirements (as established by District, State, or federal law), the possession of a license shall constitute a qualification requirement. Positions subject to licensure requirements shall be listed in the District Personnel Manual by the Director of DCHR.
804.4 Each personnel authority shall establish employee selection procedures for the Career Service. Such procedures shall be consistent with the standards established by these regulations and applicable law, including § 1-608.1, DC Code (1981), and federal issuances pursuant to the Civil Rights Act of 1964, as amended, professionally developed standards for examination and selection, and the requirements of agreements with labor organizations entered into in accordance with Title 1, Chapter 6, Subchapter XVIII, DC Code (1981).
804.5 The applicant evaluation and qualification standards, and the employee selection procedures for the Career Service developed by the Director of DCHR as required by §§ 804.1 through 804.4 shall be incorporated in their entirety, or by reference, in the District Personnel Manual. Each other personnel authority with Career Service employees may adopt the provisions of the District Personnel Manual applicable to the Career Service or incorporate them in a personnel manual developed by the personnel authority.
804.6 All personnel actions appointing employees to the Career Service, or affecting employees within the Career Service, shall comply with the standards and selection procedures established by the Director of DCHR, and applicable rules as set forth in these regulations.
804.7 The authority to take personnel actions appointing employees to or affecting employees within the Career Service shall be as follows:
(a) For employees subject to the Mayor's personnel authority, the Director of DCHR, except as limited by the Mayor or the City Administrator for actions restricted to them by the Mayor; and
(b) Other personnel authorities specified in § 1-604.6, DC Code (1981).
804.8 When the personnel authority finds that an agency has not complied with competitive principles of this chapter, either in an individual case or on a program basis, the personnel authority shall require the agency to rectify the error or omission.
804.9 Subject to the provisions of this chapter, a personnel authority may hire, promote, transfer, assign, or retain an employee in the Career Service.
805 GENERAL REQUIREMENTS FOR COMPETITIVE AND NONCOMPETITIVE SELECTION
805.1 All initial appointments to the Career Service, and subsequent assignments and promotions, shall be made by open competition, unless otherwise authorized by this chapter.
805.2 Noncompetitive appointments to the Career Service shall be restricted to the following:
(a) Reinstatement of a former employee having career status in the District service as specified in § 816;
(b) Transfer of an employee as specified in § 817;
(c) Conversion of an employee by limited competition pursuant to § 821;
(d) Certain term appointments pursuant to § 823;
(e) Emergency appointments pursuant to § 819;
(f) Certain other temporary appointments as provided in §§ 822 and 824;
(g) Restoration to duty pursuant to § 827; and
(h) Upon completion of the prescribed courses of training, employees appointed to medical or dental positions established in a training program under chapter 9 of these regulations may, within five (5) years of the date of completion of such training, be appointed in the Career Service as medical officers and dental officers, without regard to competitive appointment procedures.
805.3 Noncompetitive internal placements shall be limited to those specified in § 830.
806 GENERAL REQUIREMENTS FOR SELECTION PROCEDURES
806.1 All competitive placements shall be made in accordance with the general principles in this section and the specific requirements of applicable sections of this chapter. These principles and requirements shall also govern noncompetitive placements, to the maximum extent practicable.
806.2 For the purposes of this section, the term "placement" includes the development and use of examinations that affect the measurement, ranking, and selection of individuals for initial appointment and subsequent assignment or promotion in the Career Service.
806.3 Selection procedures for competitive placement shall do the following:
(a) Be practical in character and fairly test the relative ability and fitness of candidates for jobs to be filled;
(b) Result in selection from among the best qualified candidates;
(c) Be developed and used without discrimination, as required by §§ 803.2 and 804.4; and
(d) Comply with other requirements of applicable equal employment opportunity and affirmative action laws and regulations.
806.4 Selection procedures for the Career Service shall be based on a job analysis (which may cover a single position or group of positions, or an occupation or a group of occupations having common characteristics) to identify and evaluate the factors that are important in evaluating candidates and the following:
(a) The basic duties and responsibilities; or
(b) The tasks or the knowledge, skills, and abilities required to perform the duties and carry out the responsibilities.
806.5 In cases where adverse impact has been demonstrated, or as determined by the personnel authority, the selection procedures shall be validated using either the content validation or the criterion-related validation model, or any other appropriate model as provided in § 804.4.
806.6 If content validation is used, there shall be a rational relationship between the duties of the position to be filled (or the target position in the case of an entry position) and the content of the selection procedure.
806.7 If criterion-related validation is used, there shall be an empirical relationship between performance in the position to be filled (or the target position in the case of an entry position) and performance in the examination utilized in the selection process.
806.8 In the case of an entry position, the required relationship may be based upon the target position when the following are true:
(a) The entry position is a training position or the first of a progressive series of established training and development positions leading to a target position at a higher level; and
(b) The new employee, within a reasonable period of time and in the great majority of cases, can expect to progress to a target position at a higher level.
806.9 A minimum educational requirement shall not be established except as authorized under §§ 804.1 through 804.3.
806.10 The personnel authority may require an applicant to provide documentary evidence of his or her qualifications for an appointment in the Career Service.
806.11 The personnel authority shall initiate appropriate action, in accordance with chapter 16 of these regulations, in the case of a Career Service employee whose appointment or promotion was based upon fraud or falsification of official personnel records.
806.12 For the purposes of this section, the following term has the meaning ascribed:
Target position - the full performance level of a District Service Schedule position or the journeyman level of a Wage Service Schedule position.
807 AGE REQUIREMENTS
807.1 Notwithstanding the provisions of section 803.2 of this chapter, the following specific age requirements shall be the only age requirements for employment in the Career Service:
(a) Except as otherwise provided herein, the minimum age requirement for employment in the Career Service shall be sixteen (16) years old;
(b) For initial appointment to a firefighter position in the Fire and Emergency Medical Services Department (FEMSD), an applicant shall have reached his or her nineteenth (19th) birthday, but must not have passed his or her thirty-first (31st) birthday as of the date of application;
(c) For reinstatement to a rank no higher than the rank last held, a former uniformed member of the FEMSD shall not have passed his or her thirty-fifth (35th) birthday at the time of application and shall meet the following requirements:
(1) Submit his or her request for reinstatement in writing to the Fire Chief;
(2) Successfully pass a background investigation; and
(3) Be found physically qualified based on successfully passing a medical examination and any other examinations or tests required by the FEMSD of an entry-level candidate; except that no former member shall be required to take the entry-level written examination again;
(d) For initial appointment with the Metropolitan Police Department (MPD) to a police private position, an applicant shall have reached his or her twenty-first (21st) birthday, and shall have applied for appointment prior to his or her thirty-fifth (35th) birthday; except that an individual who has successfully completed the DC Police Cadet Training Program may be appointed to a probationary police officer position after having reached his or her twentieth (20th) birthday;
(e) The Chief of Police may consider a uniformed member for reinstatement to the MPD to a rank no higher than the rank last held, after the former member meets the following requirements:
(1) Submit his or her request for reinstatement in writing to the Police Chief;
(2) Successfully passes a background investigation; and
(3) Is found physically qualified based on successfully passing a medical examination and any other examinations or tests required by the MPD of an entry-level candidate; except that no former member shall be required to take the entry-level written examination again;
(f) As authorized under 5 USC § 3307, for initial entry into positions subject to the Civil Service Retirement system under 5 USC § 8336 (c), which does not include those covered under sections 807.1 (b) and (c) of this section, the maximum age shall be thirty-four (34); and
(g) As authorized under DC Official Code § 1-2513 (b) (2001), it shall not be an unlawful discriminatory practice to establish minimum and maximum age limits for appointment to police officer cadet or firefighter cadet positions; and
(h) Notwithstanding the provisions of 807.1(a) of this section, the Director, DC Department of Human Resources (DCHR) and the Police Chief, unless specifically prohibited by law or regulation, may establish higher minimum age requirements for appointment to specific positions or classes of positions, or to positions established under specific employment programs.
808 CITIZENSHIP REQUIREMENTS
808.1 Appointments to uniformed positions in the Police and Fire Departments shall be limited to persons who are citizens of the United States.
808.2 A person who is a United States citizen, or a non-citizen authorized by the Immigration and Naturalization Service to be employed in accordance with part 109 of title 8 of the Code of Federal Regulations, may be appointed to any other position in the Career Service.
809 EXAMINING SYSTEM
809.1 This section applies to the initial selection of an appointee, and to the selection for internal placement of a Career Service employee when the internal placement is by open competitive examination.
809.2 Each competitive selection shall be as a result of a vacancy or examination announcement, available to the public for not less than five (5) working days, and appropriate recruitment activities.
809.3 Competitive selection procedures shall consist of either assembled examining procedures, which may include written, oral, or performance examinations, or a combination thereof; or unassembled examining procedures which may include establishment of rating and ranking plans; or both.
809.4 The personnel authority may refuse to examine, refuse to declare as eligible after examination, or withhold or withdraw from certification prior to appointment any person who fails to meet the examination requirements which are prerequisite to taking the examination established by the personnel authority.
809.5 The personnel authority shall permit the rescheduling or alternate scheduling of an examination for a candidate who was unable to attend the administration of the examination because of the following:
(a) Reserve or National Guard drill or summer camp;
(b) Bona fide religious beliefs;
(c) Illness or injury of sufficient seriousness as to require hospitalization;
(d) Bona fide error on the part of the examining office; or
(e) Other reason acceptable to the personnel authority.
809.6 The personnel authority shall prescribe the absolute and relative weights to be assigned the individual components of the examination, and, where numerical weights are used, shall assign final ratings on a scale with a maximum value of one hundred (100). In these circumstances, candidates who do not receive at least a rating of seventy (70) shall be rated as "ineligible."
809.7 Where numerical ratings are not used, and the results of the examination are to be used only to distinguish those who successfully completed the examination from those who did not, candidates may be rated as "eligible" or "ineligible."
809.8 When categorical rankings are used, candidates may be rated as "Highly Qualified," "Well Qualified," "Qualified," or "Ineligible."
809.9 Each applicant who meets the minimum requirements for entrance to an examination and is rated seventy (70) or more (when numerical ratings are used), or at least "qualified" (when categorical rankings are used), or "eligible" (when pass-fail ratings are used) in the examination is eligible for consideration for appointment.
809.10 The personnel authority shall add either five (5) or ten (10) points, as appropriate, to the earned numerical rating of each applicant entitled to veterans preference in appointment under § 703 of these regulations who is eligible under § 809.5.
809.11 When experience is a factor in determining eligibility, the personnel authority shall credit an applicant with time spent in the military service as follows:
(a) On the basis of actual duties performed in the military service; or
(b) For an employee who is restored to duty under this chapter, an extension of time spent in the position in which he or she was employed immediately before his or her entrance into the military service; or
(c) As a combination of both methods.
809.12 The personnel authority shall credit time spent in the military service according to the method outlined in § 809.11 which will be of most benefit to the applicant.
809.13 All job-related experience, including but not limited to experience gained in religious, civil, welfare, volunteer service, and organizational activities, regardless of whether pay was received therefor, shall be creditable.
809.14 For the purposes of this section, the following terms have the meaning ascribed:
Qualified candidates - those who meet established qualification requirements for the position, including any selective factors.
Selective factors - knowledge, skills, or abilities essential for successful performance on the job, which represent an addition to the basic qualification standard for a position.
810 ESTABLISHMENT AND TERMINATION OF REGISTERS
810.1 The name of each applicant determined by an assembled or unassembled examination to be eligible for the position to be filled, subject to any subsequent suitability or medical determination, shall be listed on a register in accordance with §§ 809.6 through 809.10.
810.2 Unless otherwise required by an affirmative action plan established in accordance with applicable legal requirements or by law or court order, applicants shall be certified from the register in order of their relative standing on the register; except that the entire register of eligible candidates may be certified when it may be reasonably expected that such certification will not produce more candidates than there are vacancies to be filled, upon completion of any subsequent suitability or medical determination, or when the personnel authority determines that other circumstances warrant such certification.
810.3 A maximum of ten (10) eligibles shall be certified for each vacancy, and the determination of the number of persons certified shall be based on an evaluation of the internal statistical characteristics of each selection procedure involved, the quantity and quality of competitors, equal employment opportunity considerations, and other appropriate factors; however, more than the maximum of ten (10) may be submitted if an agency provides written justification to the personnel authority.
810.4 Selecting officials may select candidates for appointment from among those listed, or return the certificate to the personnel authority with a written justification for nonselection; and, if the justification for nonselection is acceptable to the personnel authority, a new certificate from the register may be issued.
810.5 A register developed as the result of selection processes in which assembled examinations are used shall remain in existence until exhausted, except when an earlier termination date is authorized by the personnel authority.
810.6 Remaining eligibles on a register being terminated may be transferred to any successor register established for the same job category only when the same selection procedures have been used or as otherwise authorized by the personnel authority for good and sufficient reason.
810.7 This section shall not preclude the appointment of an individual who was certified prior to termination of the register.
810.8 The Director, DC Department of Human Resources (DCHR), shall publish instructions and procedures in the District Personnel Manual which set forth the basic rating and ranking plan requirements, and all other requirements of the unassembled examination process.
810.9 For the purposes of this section, the following term has the meaning ascribed:
Certificate - a list of eligible candidates from a register for appointment to a position submitted by a personnel authority to a public official.
811 RESERVED
812 CAREER SERVICE EMPLOYMENT TO A CONTINUING POSITION
812.1 Except as provided in § 816, a person who is given an appointment without time limitation to a continuing position in the Career Service shall be given a Career Appointment (Probational).
812.2 Subject to section 833.2 of this chapter, a Career Appointment (Permanent) shall be converted to a Career Appointment (Probational), and required to complete a new probationary period, when one (1) of the following occurs:
(a) The employee applies for and is appointed from a register to a uniformed position in the Metropolitan Police Department (MPD) or the Fire and Emergency Medical Services Department (FEMSD), or to any other position for which a formal suitability determination procedure (including a background investigation) has been established pursuant to law, Chapter 4 of these regulations, or any other regulation or procedure; or
(b) Any of the criteria listed in section 813.5 of this chapter is met.
812.3 Upon completion of the probationary period in a Career Appointment (Probational), an employee shall be converted to a Career Appointment (Permanent).
813 PROBATIONARY PERIOD
813.1 An agency shall utilize the probationary period as fully as possible to determine the employee’s suitability and qualifications as demonstrated by the employee’s knowledge, skills, and abilities as well as his or her conduct.
813.2 An employee who is appointed to a Career Appointment (Probational), including initial appointment with the District government in a supervisory position, shall be required to serve a probationary period of one (1) year, except in the case of an individual appointed on or after the effective date of this provision to an entry-level police officer position, who shall be required to serve a probationary period of eighteen (18) months.
813.3 (a) An employee who is transferred under this chapter, or promoted or reassigned under this chapter
before he or she completes probation, shall be required to complete the remaining portion of the probationary period in the new position.
(b) An employee who enters on military duty before he or she completes probation shall be required to complete the remaining portion of the probationary period upon the employee’s return from active military duty, provided that he or she has restoration rights in accordance with section 827 of this chapter.
813.4 Except when the appointment is effected with a break in service of one (1) workday or more, or as specified in sections 812.2 (a) of this chapter or section 813.5 of this section, an employee who once satisfactorily completed a probationary period in the Career Service shall not be required to serve another probationary period.
813.5 An employee who once satisfactorily completed a probationary period in the Career Service shall be required to serve another probationary period when the employee:
(a) Is appointed as a result of open competition to a position with a positive educational requirement from a position with no positive educational requirement or a different educational requirement;
(b) Is appointed as a result of open competition to a position with licensure, certification, or other such requirement, in addition to a positive educational requirement, from a position without such requirements; or
(c) Is appointed as a result of open competition to a position in a different line of work, as determined by the appropriate personnel authority based on the employee’s actual duties and responsibilities.
813.6 The probationary period required by section 813.2 of this section shall be extended for an equal amount of workdays in each of the following circumstances:
(a) For each workday that the employee is placed in a non-pay status for any reason;
(b) In the case of an entry-level police officer serving an eighteen-month (18-month) probationary period, for each workday that the employee is not performing the full range of the police duties of the position to which assigned, including, but not limited to, periods of sick leave or non-contact status; and
(c) In the case of an entry-level Firefighter/Emergency Medical Technician (EMT), Firefighter/Paramedic, Paramedic, and EMT in the Fire and Emergency Medical Services Department, for each workday that the employee is unable to perform the full range of duties of the position to which assigned, including but not limited to periods of limited duty, sick leave, or non-contact status.
813.7 The extension of the probationary period under section 813.6 of this section shall be for an equitable period of time in increments of full workdays.
813.8 For an individual serving an eighteen-month (18-month) probationary period, the extension of the probationary period as provided for in section 813.6 (b) of this section may not exceed an additional eighteen (18) months.
813.9 Service credit toward completion of the probationary period shall be given for the following periods of absence:
(a) Absence on leave with pay during which an employee is carried on the rolls, except as provided in section 813.6 (b) of this section;
(b) Absence in a nonpay status while on the rolls because of compensable injury or military duty; and
(c) Absence following separation, suspension, or furlough during the probationary period, when any of the foregoing is found upon timely appeal or administrative determination to have been unjustified or unwarranted, and the employee is restored retroactively as of the effective date of the original action.
813.10 When a decision has been made to terminate an employee during the probationary period and the employee has been so notified in accordance with section 814.2 of this chapter, and an action taken by the employee results in a stay, the period during which the effective date of such action is stayed shall not be credited toward completion of the probationary period.
813.11 Prior service in the Career Service under a term, temporary, or TAPER appointment and in the Excepted Service under a special appointment pursuant to section 904 (2) of the CMPA (DC Official Code § 1-609.04 (2)) (2001), shall be creditable toward completion of the probationary period under this section if:
(a) It was rendered immediately preceding a Career Appointment (Permanent) or a Career Appointment (Probational) or a conversion; and
(b) It was in the same competitive level, as provided in Chapter 24 of these regulations.
813.12 Satisfactory completion of the probationary period is a prerequisite to continued employment in the Career Service.
814 TERMINATION DURING PROBATIONARY PERIOD
814.1 Except for an employee serving a supervisory or managerial probationary period under section 815 of this chapter, an agency shall terminate an employee during the probationary period whenever his or her work performance or conduct fails to demonstrate his or her suitability and qualifications for continued employment.
814.2 An employee being terminated during the probationary period shall be notified in writing of the termination and its effective date.
814.3 A termination during a probationary period is not appealable or grievable. However, a probationer alleging that his or her termination resulted from a violation of public policy, the whistleblower protection law, or District of Columbia or federal anti-discrimination laws, may file action under any such laws, as appropriate.
815 PROBATIONARY PERIOD FOR APPOINTEES TO SUPERVISORY POSITIONS
815.1 A Career Service employee shall be required to serve a one-year (1-year) supervisory probationary period upon initial appointment, promotion, reassignment, or demotion from a non-supervisory to a supervisory position. This requirement shall not apply to temporary, term, or TAPER appointments.
815.2 The provisions of this section shall not apply to an employee whose initial appointment with the District government is a Career Appointment (Probational) to a supervisory position. Such an employee is covered under the provisions of sections 812.2, 813, and 814 of this chapter.
815.3 Agencies shall ensure that new supervisors receive training appropriate to the position being filled for the purpose of developing, maintaining, and enhancing their supervisory skills.
815.4 An employee who is promoted, reassigned, demoted, or transferred to another Career Service supervisory or managerial position while serving a probationary period under this section shall have the service completed in the former position credited toward completion of the probationary period in the new position.
815.5 An employee shall complete the one-year (1-year) probationary period required after initial assignment to a supervisory position in the Career Service before progressing to a higher grade level, unless the personnel authority determines that an exception is warranted when the employee's performance and experience indicate a high probability of success in the higher grade position.
815.6 Satisfactory completion of the supervisory probationary period prescribed in this section shall be a prerequisite to continued service in the position.
815.7 If after a full and fair evaluation of the employee’s performance during the supervisory probationary period, supervisory deficiencies are revealed and a determination is made by the immediate supervisor that the employee is not suited to continue to occupy the supervisory position, action shall be initiated prior to the end of the supervisory probationary period to return the employee to a non-supervisory position in accordance with sections 815.8 or 815.9 of this section.
815.8 Except as provided in section 815.9 of this section, an employee who does not satisfactorily complete the supervisory probationary period requirement under this section shall be entitled to a non-supervisory position in his or her employing agency of no lower grade than the employee left to accept the supervisory position, and at the step the employee would have attained, but for the supervisory appointment.
815.9 An employee who is demoted to a lower grade supervisory position voluntarily or involuntarily, and who, for reasons of performance, does not satisfactorily complete the supervisory probationary period, shall be entitled to be assigned to a non-supervisory position in his or her employing agency, at the same grade and pay as the supervisory position to which the employee has been demoted.
815.10 The agency shall notify the affected employee, in writing, of any action taken under sections 815.8 or 815.9 of this section, of the effective date of the action, and that the action is not appealable or grievable.
815.11 Nothing in this section shall prohibit an agency from taking action against an employee for reasons unrelated to supervisory performance.
815.12 An action taken under sections 815.8 or 815.9 of this section shall not be subject to the provisions of Chapters 16 or 24 of these regulations.
816 CAREER SERVICE EMPLOYMENT BY REINSTATEMENT
816.1 Except for a person who has a retreat right to a position in the Career Service as provided in chapter 9 or 10 of these regulations, a person shall have reinstatement eligibility for three (3) years following the date of his or her separation if he or she meets both of the following requirements:
(a) The person previously held a Career Appointment (Permanent); and
(b) The person was not terminated for cause under chapter 16 of these regulations.
816.2 A person having reinstatement eligibility under § 816.1 may be appointed competitively or noncompetitively to a position at a grade no higher than the grade last held under a Career Appointment (Probational) or a Career Appointment (Permanent) in the Career Service in a District agency, except that a reinstatement to a position with a promotion potential higher than the known promotion potential of the last position occupied shall be effected as provided in § 816.4.
816.3 The three-year (3-year) restriction in § 816.1 on the reinstatement eligibility of an employee serving under a Career Appointment (Permanent) (Group I) who is separated by reduction in force after January 1, 1980, shall start on the expiration of his or her entitlement to priority placement consideration under chapter 24 of these regulations.
816.4 All other reappointments of former Career Service employees shall be processed competitively.
816.5 A person who is reinstated under the provisions of § 816.2, 816.4, or 816.6 shall be given a Career Appointment (Permanent).
816.6 Notwithstanding the provisions of §§ 816.1 through 816.4, a former uniformed member of the Fire Department or the Metropolitan Police Department (MPD) shall have reinstatement eligibility provided he or she meets all of the following requirements:
(a) The former member previously held a Career Appointment (Permanent);
(b) The former member was not terminated for cause under Chapter 16 of these regulations; and
(c) The former member meets the requirements of § 807.1(c) or (e), as appropriate.
817 CAREER SERVICE EMPLOYMENT BY TRANSFER
817.1 An agency may appoint by transfer an otherwise eligible employee serving under a Career Appointment (Probational) or Career Appointment (Permanent) under a different personnel authority.
817.2 The Office of Personnel may enter into agreement with the DC Board of Education and the Board of Trustees of the University of the District of Columbia prescribing conditions under which persons may be transferred between the Career Service and the Educational Service established under § 1-609.1, DC Code (1981).
818 SUPERIOR QUALIFICATIONS APPOINTMENT
818.1 As provided in chapter 11 of these regulations, superior qualifications appointments may be made at such step of the appropriate grade as the personnel authority may authorize for this purpose.
819 EMERGENCY APPOINTMENT
819.1 Pursuant to § 1-608.1(c)(4), DC Code (1981), a personnel authority may make noncompetitive emergency appointments for not more than thirty (30) days to provide for maintenance of essential services in situations determined to be natural disasters or similar unforseen events or circumstances.
819.2 Emergency appointments may be made without regard to restrictions on employment as set forth in this chapter.
820 VOLUNTEER SERVICE
820.1 As provided in DC Law 2-12, § 1-304, DC Code (1981), and § 4000 of these regulations, it is the policy of the District of Columbia government to utilize volunteer citizens in as many governmental programs as is practicable to serve the interest of the community.
820.2 The utilization of volunteers by agencies, departments, commissions, and instrumentalities of the District of Columbia shall be in accordance with § 4000 of these regulations.
821 SPECIAL EMPLOYMENT PROGRAMS
821.1 Personnel authorities shall establish employment programs designed to attract and utilize persons with minimal qualifications, but potential for employment, to provide career development opportunities for the following:
(a) Members of disadvantaged groups;
(b) Handicapped persons;
(c) Women; or
(d) Other appropriate target groups.
821.2 A person appointed under § 821.1 shall be given a time-limited appointment.
821.3 An employee serving in a position in a program established under § 821.1 or § 1-610.4(b), DC Code (1981), may be converted to a Career Appointment (Probational) based upon competition limited to participants in the respective program.
821.4 Programs authorized in this section may provide career development opportunities subsequent to permanent appointment in the Career Service, including but not limited to development of training agreements, upward mobility, and career ladder programs.
822 TEMPORARY APPOINTMENT PENDING ESTABLISHMENT OF A REGISTER (TAPER)
822.1 A personnel authority may fill a vacancy to a permanent Career Service position by a “Temporary Appointment Pending Establishment of a Register” or “TAPER,” under the following circumstances:
(a) When there are insufficient eligibles on an appropriate register or in the absence of a list of eligibles; and
(b) Authorization to appoint outside the register via a TAPER is granted by the personnel authority.
822.2 A person being considered for a TAPER shall meet the minimum qualifications requirements for the position.
822.3 The following conditions shall apply to extensions and termination of each TAPER processed by the personnel authority:
(a) A TAPER shall be terminated as soon as a list of eligibles for the permanent appointment can be established and a selection is made by open competition in accordance with this chapter.
(b) The initial TAPER shall not exceed ninety (90) days; and shall not be extended more than one (1) time, for a period of up to ninety (90) days, and only if the personnel authority determines that a list of eligibles cannot be created.
822.4 A person hired in a TAPER may be converted to a Career Appointment Probational or Career Appointment Permanent only if one (1) of the following is true:
(a) The person is otherwise eligible for such conversion under the provisions of this chapter; or
(b) The person is selected for the permanent position as a result of open competition.
822.5 Except as specified in this section, the person hired under a TAPER shall not be subject to the job protection rights of chapters 16 and 24 of these regulations; and shall receive rights and benefits accorded by this chapter to temporary Career Service employees.
822.6 For the purposes of this section, the term “open competition” referred to in sections 822.3 and 822.4 means “competition open to the general public.”
823 TERM APPOINTMENT
823.1 A personnel authority may make a term appointment for a period of more than one (1) year when the needs of the service so require and the employment need is for a limited period of four (4) years or less.
823.2 Term appointments may be extended beyond the four-year (4-year) limit with the prior approval of the personnel authority.
823.3 Term appointments at and above the DS-13 level or equivalent shall result from open competition, except in the case of a candidate who is eligible for reinstatement.
824 TEMPORARY EMPLOYMENT
824.1 A personnel authority may develop procedures to effect temporary time-limited appointments in the Career Service, including “When-Actually-Employed” (WAE) appointments, also known as “intermittent” appointments, to meet an administrative need, such as to fill a temporary position or to fill a continuing position for a temporary period of time.
824.2 Except as provided in this section, all temporary appointments shall be by open competition.
824.3 A person given a temporary appointment in the Career Service shall not acquire career status on the basis of that appointment.
824.4 Personnel authorities may make a temporary appointment to a position in the Career Service under open competitive examination for a period of one (1) year or less.
824.5 Subject to § 829.1(g), a personnel authority may make a temporary appointment to a position in the Career Service based on eligibility for reinstatement for a period of one (1) year or less without open competition.
824.6 A personnel authority may make a temporary appointment to a position in the Career Service for special needs for a period of thirty (30) days without open competition.
824.7 A personnel authority may make a temporary appointment to a position at or below the DS-12 level or equivalent for a period not to exceed one (1) year without open competition.
824.8 A temporary appointment to a position above the DS-12 level shall be made under open competition except in the case of a candidate who is eligible for reinstatement, and except that the Chief of Police is authorized to make a noncompetitive temporary appointment to any grade level.
824.9 A personnel authority, in accordance with the procedures it shall prescribe, may extend the expiration date of a temporary appointment made under § 824.4 or 824.7 for not more than one (1) additional year.
824.10 A temporary appointment shall not confer eligibility to be moved noncompetitively to another position. The placement of a temporary employee to another position shall be accomplished by a new appointment through conversion actions.
825 RESERVED
826 SEPARATION OF TEMPORARY AND TERM EMPLOYEES
826.1 The employment of an individual under a temporary or term appointment shall end on the expiration date of the appointment, on the expiration date of an extension granted by the personnel authority, or upon separation prior to the specified expiration date in accordance with this section.
826.2 A term appointee may be separated as provided in this chapter during a probationary period.
826.3 After satisfactory completion of the probationary period, and prior to the expiration date of the appointment, separation of a term appointee for cause shall be in accordance with chapter 16 of these regulations.
826.4 A term appointee may be separated for lack of funds or lack of work in accordance with the reduction-in-force requirements of chapter 24 of these regulations.
826.5 A temporary appointee may be separated without notice prior to the expiration date of the appointment.
827 RESTORATION TO DUTY
827.1 The provisions of this section shall apply to the following:
(a) An employee holding an appointment in the Career Service, other than a term, temporary, or TAPER appointment, who enters on military duty with restoration rights under §§ 2021 or 2024 of Title 38, US Code;
(b) An employee holding any type of appointment in the Career Service who is receiving disability compensation under Title 1, Chapter 6, Subchapter XXIV, DC Code (1981); and
(c) A uniformed member of the Police or Fire Departments who has been retired for disability under Title 4, Chapter 6, DC Code (1981).
827.2 Each employee covered by § 827.1(a) may resign, or may be either separated or furloughed at the option of his or her agency, except that a member of a reserve component of the Armed Forces, or a member of the National Guard, who is performing duty covered by § 1-613.3(m), DC Code (1981), shall be placed on military leave. Regardless of the nature of the action, all such employees shall be entitled to restoration to duty as provided in this section.
827.3 An agency shall carry an employee covered by § 827.1(b) on leave without pay for two (2) years from the date of commencement of compensation, or from the time compensable disability recurs if the recurrence begins after the employee resumes full-time employment with the District government, or, in the case of an employee holding a term, temporary, or TAPER appointment, until the expiration of the appointment, whichever shall occur first.
827.4 An employee covered by § 827.1(b) holding a term, temporary, or TAPER appointment which expires during the two-year (2-year) period specified in § 827.3, shall be terminated upon the expiration date of his or her appointment.
827.5 At the end of the two-year (2-year) period specified in § 827.3, an agency shall initiate appropriate action under chapter 16 of these regulations.
827.6 An agency shall notify an employee covered by § 827.1(a) or (b) of his or her rights, obligations, and benefits relating to his or her District government employment, including the restoration rights provided in this section.
827.7 An agency shall identify the position vacated by an employee covered by § 827.1(a) or (b), and shall maintain the necessary records to ensure the employee the rights and benefits granted by law and this section.
827.8 An agency shall consider every employee covered by § 827.1(a) or (b) for all promotions for which the employee would have been considered had the employee not been absent. When it can be determined that the employee would have received a promotion if not absent, the promotion shall be mandatory, and shall be effective on the date it would have been made had the employee not been absent. In all other cases it shall be discretionary.
827.9 If the position of an employee covered by § 827.1(a) or (b) is reclassified to a higher grade, an agency shall place the employee in the regraded position upon restoration to duty.
827.10 An agency shall not demote or separate an employee covered by § 827.1(a) while the employee is on furlough or military leave. If the employee's position is abolished during such absence, the agency shall reassign the employee to another position of like status and pay upon restoration to duty.
827.11 An employee covered by § 827.1(b) shall be subject to the same terms and conditions of employment as though the disability had not occurred.
827.12 If an employee covered by § 827.1(a) or(b) is absent at the time that the function with which the employee was associated at the time of his or her departure is transferred to another agency, and if the employee, if not absent, would have been transferred with the function, the gaining agency shall retain the employee in his or her position or assign the employee to a position of like status and pay, and shall assume the obligation to restore the employee in accordance with law and this section.
827.13 If an agency is abolished and its functions are not transferred to another agency, the following shall be done:
(a) The agency shall furnish the Director, DC Department of Human Resources (DCHR) a list of its employees with restoration rights under this section;
(b) For each employee, the list shall state the employee's name, date of birth, position, grade and pay, and the name of the organizational unit in which the employee's position was located;
(c) The agency shall note in each employee's Official Personnel Folder that notification in conformance with §§ 827.13(a) and (b) was made; and
(d) The Director of DCHR shall place such employees who apply for restoration to duty in accordance with the requirements of this section.
827.14 If an employee returning from military duty submits an application for restoration within ninety (90) days after discharge from service, or from hospitalization continuing after discharge for a period of not more than one (1) year, the employee shall be entitled to be restored to duty as soon as possible, but in no event later than thirty (30) days after the application is received.
827.15 An employee covered by § 827.1(b) who has fully recovered within two (2) years from the date of commencement of compensation, or from the time compensable disability recurs if the recurrence begins after the employee resumes full-time employment with the District government, shall be entitled to resume his or her former position (or an equivalent one) immediately upon cessation of compensation.
827.16 An employee covered by § 827.1(c) who recovers from the disabling condition for which he or she has been retired, prior to reaching his or her fiftieth (50th) birthday, and applies for reinstatement in the department from which he or she retired, shall be evaluated to determine whether he or she meets the current entrance requirements of the department as to suitability, and if, so, shall be reinstated to a position in the nearest equivalent grade and salary as that received at the time of disability retirement.
827.17 An employee covered by § 827.1(a) or (b) shall be entitled to be restored to duty in a position determined in the following order, unless that position is then occupied by an employee in a higher retention group under chapter 24 of these regulations:
(a) To the position to which promoted while absent or, if that position is not available, to a position of like status and pay;
(b) To the employee's former position or, if that position is not available, to a position of like status and pay; or
(c) To the next best available position for which the employee is qualified. For purposes of this subsection, the next best available position shall be one that most nearly approximates in status and pay the position to which an employee is entitled under either § 827.17(a) or (b).
827.18 A returning employee who, because of a disability sustained during military duty, is disqualified for a position to which he or she has restoration rights shall be entitled to be restored to another position in the agency for which he or she is qualified that will provide like status and pay, or the nearest approximation thereof consistent with the circumstances in his or her case.
827.19 An employee covered by § 827.1(b) who, because of compensable injury or disability, is disqualified for a position to which he or she has restoration rights (including an equivalent position), shall be entitled to be restored, within two (2) years from the date he or she began receiving compensation, to another position in the agency for which he or she is qualified that will provide like status and pay, or the nearest approximation thereof consistent with the circumstances in his or her case.
827.20 If two (2) or more employees are entitled to be restored to the same position, the employee who left his or her position first shall be entitled to the prior right of restoration.
827.21 An agency shall make every effort to restore, according to the circumstances in each case, an employee or former employee who has partially recovered from a compensable injury and who is able to return to perform useful and efficient service.
827.22 An employee who was separated because of compensable injury and whose recovery takes longer than two (2) years from the date compensation began (or from the time compensable disability recurs if the recurrence begins after the injured employee resumes regular full-time employment with the District government) shall be entitled to priority consideration for restoration to the position he or she left or an equivalent one, provided he or she applies for reappointment within thirty (30) days of cessation of compensation.
827.23 When an agency refuses to restore or determines that it is not feasible to restore an employee under the provisions of law and this section, it shall notify the employee in writing of the reasons for its decision and of his or her right to grieve such determination in accordance with the provisions of chapter 16 of these regulations.
827.24 When an agency restores an employee in accordance with § 827.18, it shall notify the employee that he or she is entitled to appeal to the US Office of Personnel Management (OPM) under the provisions of its regulations.
828 MERIT STAFFING AND PROMOTION POLICY
828.1 The District government policy is to fill each vacancy with the best qualified person available, considering its immediate and long-range needs. The personnel manual developed by each personnel authority to implement the policy shall provide a systematic means of internal placements, including selection for promotion according to merit.
828.2 Vacancies above the normal entrance levels generally may be filled by reassignment or promotion of the best qualified employees, consistent with the best interests and needs of the agency. This policy, however, shall not restrict management's right to fill a position with a highly qualified person by some other means, such as appointment from a register, by reinstatement, by transfer, from a reemployment priority list, or by conversion of an individual employed under § 821.
829 COMPETITIVE PLACEMENT
829.1 Except as provided in § 830, competitive procedures shall apply to all placements, including the following:
(a) Promotions;
(b) Temporary promotions under § 839 exceeding one hundred twenty (120) days;
(c) Selection for details for more than two hundred forty (240) days to a higher grade position or to a position at the same grade level with known promotion potential;
(d) Selection for training which is given primarily to prepare an employee for advancement and is required for promotion (that is, when eligibility for promotion depends on whether the employee has completed training);
(e) Selection for a position, including by reassignment or demotion, with more promotion potential than the last grade held under a Career Appointment (Probational) or a Career Appointment (Permanent) in the District service (except as permitted by reduction-in-force regulations);
(f) A transfer to a higher grade position or a position of the same grade level with a known promotion potential;
(g) Selection for a temporary or term appointment to a position at DS-13 (or equivalent) or above, except in the case of a candidate who is eligible for reinstatement; or
(h) Term promotions under § 840.
830 NONCOMPETITIVE PLACEMENT
830.1 Competitive procedures shall not apply to the following:
(a) A promotion resulting from the upgrading of a position without significant change in the duties and responsibilities due to issuance of a new classification standard or the correction of an initial classification error;
(b) A position change permitted by reduction-in-force regulations;
(c) The following types of career promotions:
(1) A promotion without current competition when at an earlier stage an employee was selected from a register or under competitive promotion procedures for an assignment intended to prepare the employee for the position being filled; or
(2) A promotion resulting from an employee's position being reclassified at a higher grade because of accretion of additional duties and responsibilities without planned management action; or
(3) A promotion resulting from an employee's position being reclassified at a higher grade as a result of the employee's impact on the job, that is, the personal proficiency, competency, and skill of the employee, which impacts on the position so as to generate a recognized change in and an increase in the level of the duties and responsibilities of the position;
(d) A career ladder promotion if the original competition for the position clearly established the career ladder;
(e) A position change from a position having known promotion potential to a position having no higher potential;
(f) A temporary promotion under § 839 of one hundred twenty (120) days or less;
(g) Repromotion to a grade or position from which an employee was demoted without personal cause and not at his or her request;
(h) Consideration of a candidate not given proper consideration in a competitive promotion action; or promotion of an employee who was denied promotion as a result of other error, on order of the
Department of Human Resources or personnel authority;
(i) Reassignment or transfer to a position of the same or equivalent grade, including a reassignment from a nonsupervisory to a supervisory position or a nonmanagerial to a managerial position (as specified in § 815), with no known promotion potential;
(j) Restoration to duty at a grade no higher than the last position held; and
(k) Selection for detail of two hundred forty (240) days or less to a higher grade position or to a position with known promotion potential.
830.2 For purposes of this section, the following term has the meaning ascribed:
Planned management action - an action wherein management has a recognized option or alternative to assign work between two (2) or more employees, and assigns the work to a particular employee.
831 QUALIFICATION REQUIREMENTS
831.1 A person who is being considered for a position shall meet the minimum qualification requirements established for the position.
823.4 An agency may give an individual a non-competitive term appointment to a position at or below the DS-12 level or equivalent, except that the Chief of Police is authorized to make a noncompetitive term appointment to any grade level.
823.5 Except as provided in § 823.6, a person appointed under this section shall meet minimum qualification requirements.
823.6 A veteran who is an applicant for a position at DS-3 or below under this section shall be considered to be qualified to perform the duties of the position on the basis of his or her total experience, including military service, without regard to qualification requirements.
823.7 A term employee shall not acquire permanent status on the basis of his or her term appointment, and shall not be converted to a regular Career Service appointment without further competition, unless eligible for reinstatement.
823.8 The employment of a term employee shall end automatically on the expiration of his or her term appointment unless he or she has been separated earlier.
823.9 A term employee shall serve a probationary period.
823.10 A term appointee may be promoted or reassigned to another position only in the same project to which appointed.
823.11 Promotions and reassignments in another project shall be made by new term appointments with specific time limitations coterminous with the expiration of the project or grant.
832 LENGTH OF SERVICE AND EXPERIENCE
832.1 Except as required by these regulations, length of service, length of experience, or time in position shall not be used as an evaluation factor unless there is a clear and positive relationship with quality of performance, based upon determination that there are increases in accuracy, speed of performance, quality of workmanship, versatility, responsibility, and so forth, which normally accompany greater length of service or greater experience in the job and which cannot be assessed more appropriately by other measurement devices.
833 GENERAL RESTRICTIONS ON POSITION CHANGES
833.1 An agency may promote an employee or reassign him or her to a different line of work, and it may transfer a present employee or reinstate a former employee of the same or another agency to a higher grade or different line of work, only after three (3) months have elapsed since the employee's latest nontemporary competitive appointment.
833.2 Any internal placement of a Career Service appointee to a position with less rights and benefits shall not be effective unless the employee has waived the rights and benefits in writing; and the waiver shall be made a permanent part of the employee's Official Personnel Folder.
834 EFFECT OF POSITION CHANGE ON EMPLOYEE RIGHTS
834.1 Except as waived in accordance with § 833.2, an employee's rights and benefits with respect to continued employment shall not be reduced by promotion, demotion, or reassignment.
834.2 The personnel authority shall determine whether a position change of an employee affects a requirement that a suitability investigation must be accomplished.
834.3 The promotion, demotion, or reassignment of an employee in the Career Service before he or she has completed probation shall be subject to completion of the probationary period in the new position.
835 EFFECTIVE DATE FOR IMPLEMENTING A POSITION CHANGE
835.1 A position change shall not be made effective before necessary classification action has been completed; the employee has met qualification and other requirements; and, in the case of a position change involving involuntary reduction in grade, rank, or pay, that applicable advance notice and decision requirements have been satisfied.
836 PLACEMENT BY REASSIGNMENT OR DEMOTION
836.1 A personnel authority may fill a vacancy by reassignment of a Career Service appointee to a position, either competitively or noncompetitively; provided that any noncompetitive reassignment is to a continuing position at the same grade, there is no diminution in the rights and benefits of the employee, and the position has no greater promotion potential than the position previously held.
836.2 A temporary reassignment may be made for a period not to exceed one (1) year; and the employee may be restored to his or her former position without the use of adverse action procedures.
836.3 A temporary reassignment exceeding one hundred twenty (120) days to a position with established promotion potential greater than the currently held position shall be effected competitively.
836.4 A temporary reassignment may be extended for one (1) year with the prior approval of the personnel authority.
836.5 An involuntary demotion of a Career Service employee shall be made by either of the following:
(a) By adverse action procedures in accordance with chapter 16 of these regulations; or
(b) By reduction-in-force procedures in accordance with chapter 24 of these regulations.
836.6 An employee may voluntarily accept a lower-graded position, provided that the position has no greater promotion potential than the position currently held, and that a waiver is executed in accordance with § 833.2.
836.7 An employee may voluntarily accept a position with lesser rights or benefits, provided that a waiver is executed in accordance with § 833.2.
837 MERIT PROMOTION REQUIREMENTS
837.1 The promotion of an employee shall be based on merit, and consistent with these regulations.
837.2 Exceptions to competitive promotion procedures shall be limited to those authorized by this chapter.
837.3 The personnel authority shall require that a promotion action (whether identification, qualification, evaluation, or selection of candidates) shall be made without regard to labor organization affiliation or non-affiliation, race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, family responsibilities, matriculation, political affiliation, non-disqualifying physical handicap, source of income, or place of residence or business and shall be based solely on job-related criteria.
837.4 The personnel authority shall ensure that each employee within the area of consideration who is absent for legitimate reason, for example, on detail, on leave, at training courses, in the military service, on disability compensation, or on temporary assignments under Chapter 27 of these regulations, receives appropriate consideration for promotion.
837.5 The personnel authority shall provide methods of evaluation for promotion and placement, and selection | 
