Collective Bargaining Agreement with AFSCME Local 2910


Section 1. It is the policy of the Library to establish and monitor the administration of classification promotion plans. The Parties agree to the procedures set out herein concerning the development and administration of classification promotion plans.

Section 2.

  1. Classification promotion plans are designed and utilized to facilitate the administrative procedures involved in recruiting qualified employees for regular positions, and authorizing subsequent grade changes for employees who are assigned to perform work that is classified at successively advancing grade levels within a single occupational series.

  2. Classification promotion plans are also designed to facilitate management objectives and benefit employees by, among other things:
    1. allowing employees to enter positions in a specific occupational area below the top of the career ladder;
    2. providing training and experience which will enable employees to assume progressively more difficult duties and responsibilities; and
    3. permitting employees who have performed satisfactorily at the next higher grade level to be advanced to that level without competition.

Section 3.

  1. Classification promotion plans are not designed to accommodate promotions resulting from: (1) the filling of vacancies through the competitive processes in accordance with Article 16 (Merit Employment and Promotions); (2) the gradual change in duties of existing one-of-a-kind positions and the subsequent reclassification of the position in accordance with Article 13 (Position Classification); and (3) special promotion plans under an affirmative action plan (unless a classification promotion plan is an integral part of an affirmative action program).

  2. Approval will not be granted for any promotion plan which, among other things:
    1. includes positions in more than one series;
    2. covers both non-supervisory and supervisory positions; and
    3. will not allow all employees within the plan the potential of reaching the full performance level at a given point in time.

Section 4. The Library may modify or terminate promotion plans for the accomplishment of and in the interest of its mission objectives.

  1. Before deciding to change substantially a promotion plan, the Library shall consult in good faith with the Guild.

  2. If the decision is made to change substantially a promotion plan, the Library agrees, upon request from the Guild, to meet, consult, and bargain over implementation procedures and arrangements for employees adversely affected, pursuant to Article 8 (Midterm Bargaining).

Section 5. Classification promotion plans shall consist of the following two basic components:

  1. a vertical series of consolidated position descriptions reflecting progressively more difficult levels of work within one kind of activity (occupational area) and structured to show clear functional distinctions in the complexity of duties and scope of responsibility between each grade level in the plan; and

  2. written criteria for each grade-level governing the advancement of an employee to progressively more responsible positions shall include:
    1. competitive qualification requirements at entry level;
    2. the distinguishing features of work between each level;
    3. performance requirements where feasible (see Article 15 (Performance Evaluation), Section 2);
    4. knowledge, skills, and abilities needed to perform; and
    5. kind, nature, and time frame of on-the-job or formalized training needed to prepare the employee for advancement.

Section 6.

  1. When vacancies occur within a plan, the position will be posted either at the entrance level or at higher level(s), as appropriate. The initial selection of an employee to fill a vacancy within a plan is made on a competitive basis in accordance with Article 16 (Merit Employment and Promotions).

  2. At the time of the initial appointment to a position within a plan, the immediate supervisor shall provide the employee with a copy of his/her position description and all others in the plan, together with the written criteria for advancement to successively higher levels in the plan.

  3. Following appointment or promotion, it is the responsibility of the supervisor to provide appropriate instruction, guidance, and other necessary training, and to make proper and timely assignments of work, thus allowing the employee the opportunity to perform duties of the next higher-level position within the plan.

  4. Through careful review and frequent communication, the supervisor shall monitor employee performance noting strengths and weaknesses. Each employee's work shall be reviewed at specified intervals against the narrative criteria for the particular plan in Section 5 (b), and in any case no less than once a year.

Section 7.

  1. All employees in career ladder positions who have been certified by the Library as having demonstrated the ability to perform at the next higher level, will be promoted effective the first pay period after certification. The promotion cannot become effective until after the employee has served the minimum time-in-grade of one (1) year.

  2. The Library shall assure that:
    1. the higher level position exists in the plan;
    2. minimum time-in-grade requirements have been met; and/li>
    3. if an employee is not to be promoted, the supervisor will discuss with the employee the reasons for non-promotion within twenty (20) days after the time-in-grade requirements have been met.

  3. Reconsideration of Non-promotion An employee who has fulfilled time-in-grade requirements may, after he/she has been informed by his/her supervisor of the reasons for non-promotion, request not more than once a year, in writing, within fifteen (15) days from the date he/she was informed of his/her non-promotion, a reconsideration of non-promotion by the service unit director or his/her designee. Such a reconsideration shall be completed within fifteen (15) days after receipt of the employee's written request by the service unit. The employee will be informed in writing of the service unit director's decision.
    At any time during an employee's rating period, the Library shall certify the employee for promotion once the employee has been determined to have satisfactorily performed duties at the next higher level for a three (3) month period.
    An employee who has learned that he/she will not be promoted once he/she is eligible may appeal at any time pursuant to LCR 2016-2 (Classification Appeals in the Library).

  4. If a Personnel Action Recommendation (PAR) for promotion is not approved, it is the responsibility of the Library to identify the basis for disapproval, and present in writing to the service unit within thirty (30) days (with copies to the supervisor, the employee(s) affected, and the Guild) the reasons for disapproval, with suggestions for satisfactory resolution.

  5. Non-promotion is appealable under LCR 2016-2. This provision does not affect employee rights pursuant to Article 36 (Negotiated Grievance Procedure).

Section 8. Time spent on details shall be considered qualifying experience in a classification promotion plan.

Section 9. Once initial time-in-grade requirements have been met, time-in-grade requirements will be waived for an employee who is appointed to a position that is substantially the same as the position he/she held at the Library in the past, and if the Library determines that he/she has performed satisfactorily the next higher level duties of the plan for at least three (3) months.

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