Temporary Promotion

A temporary promotion is the temporary assignment of an employee to a higher graded position for a specified period of time, with the employee returning to his/her permanent position upon the expiration of the temporary action. In order for an employee to be temporarily promoted, he/she must meet the same qualification requirements that are necessary for a permanent promotion. The temporarily promoted employee receives the higher graded salary for the period assigned and gains quality experience and time-in-grade at the higher grade level.

Temporary promotions are intended for meeting temporary needs of the agency's work program when necessary services cannot be provided by other means. Temporary promotions can be used to:

  • fill temporary positions
  • accomplish project work
  • fill positions temporarily pending reorganization or downsizing
  • or meet other temporary needs

The initial 120 days of a temporary promotion may be made noncompetitively, which means the selected employee does not have to compete with other employees for the temporary assignment. All time spent on noncompetitive temporary promotions and details to higher graded positions during the preceding 12 months counts toward the 120-day total. If the temporary promotion is extended beyond 120 days, competition is required.

The maximum time period for a temporary promotion is 5 years, unless the Office of Personnel Management (OPM) authorizes the agency to make and/or extend it for a longer period. A temporary promotion that was originally made under competitive procedures can be extended up to 5 years without further competition.

A temporary promotion may be made permanent without further competition provided the temporary promotion was originally made under competitive procedures and the fact that it might lead to a permanent promotion was made known to all potential candidates.

The local union contract should be reviewed prior to effecting temporary promotion actions of employees covered by the bargaining unit.

Content last reviewed: 6/8/2006-LLB