September 18, 2000
MEMORANDUM FOR SEE DISTRIBUTION
SUBJECT: Delegated Examining Unit (DEU) Procedures and Demonstration Projects
The Federal Registers authorizing the Laboratory and Acquisition Demonstration Projects also authorized an alternative DEU process for those positions. The enclosed paper establishes the DEU procedures for candidate referral and selection of the covered demonstration project positions. These procedures are effective immediately.
David L. Snyder
Deputy Assistant Secretary
(Civilian Personnel Policy)
OFFICE, SECRETARY OF THE ARMY (JDPES-W)
U. S. ARMY EUROPE AND SEVENTH ARMY
EIGHTH U. S. ARMY
U. S. ARMY FORCES COMMAND
U. S. ARMY MATERIEL COMMAND
U. S. ARMY TRAINING AND DOCTRINE COMMAND
U. S. ARMY CORPS OF ENGINEERS
U. S. ARMY PACIFIC
MILITARY TRAFFIC MANAGEMENT COMMAND
U. S. ARMY CRIMINAL INVESTIGATION COMMAND
U. S. ARMY MEDICAL COMMAND
U. S. ARMY INTELLIGENCE AND SECURITY COMMAND
U. S. ARMY MILITARY DISTRICT OF WASHINGTON
U. S. ARMY SOUTH
U. S. ARMY SPECIAL OPERATIONS COMMAND
U. S. ARMY RESERVE PERSONNEL COMMAND
U. S. MILITARY ENTRANCE PROCESSING COMMAND
U. S. ARMY RECRUITING COMMAND
U. S. ARMY SPACE AND MISSILE DEFENSE COMMAND
U. S. ARMY TEST AND EVALUATION COMMAND
SUPERINTENDENT, U. S. MILITARY ACADEMY
CIVILIAN PERSONNEL OPERATIONS CENTER MANAGEMENT AGENCY
EUROPE CIVILIAN PERSONNEL OPERATIONS CENTER
PACIFIC REGION CIVILIAN PERSONNEL OPERATIONS CENTER
KOREA REGION CIVILIAN PERSONNEL OPERATIONS CENTER
Department of the Army
Delegated Examining Authority (DEA)
Procedures for Personnel Management Demonstration Projects
U.S. Army Engineer Research and Development Center (ERDC), U.S. Army Missile Research, Development, and Engineering Center (MRDEC), and U.S. Army Aviation Research, Development, and Engineering Center (AVRDEC); Federal Register published on Thursday, March 11, 1999, Volume 64, Number 47, page 12216. U.S. Army Research Laboratory (ARL); Federal Register published on Friday, January 21, 2000, Volume 65, Number 14, page 3500. Civilian Acquisition Workforce Personnel Demonstration Project; Federal Register published on Friday, January 8, 1999, Volume 64, Page 1426, Paragraph III.A.1.a.
Purpose: The above Federal Register notices provide a revision to the current procedures for referring external candidates under DEA for these personnel management demonstration project positions. This document describes the specific requirements and procedures for referring the candidates which differ from the standard DEA procedures.
Positions Covered: This procedure applies to all permanent and non-permanent positions covered by the demonstration projects. Positions in the Senior Executive Service and Executive Assignment System, other Senior Level (ST/SL) positions, Administrative Law Judge positions, Administrative Careers With America (ACWA) positions, as well as any other positions subject to an examining process covered by a court order are not covered by this procedure.
Procedure: A candidate's basic eligibility will be determined using the Office of Personnel Management (OPM) operating manual, "Qualification Standards Handbook for General Schedule (GS) Positions," as supplemented by Defense Acquisition Workforce Improvement Act (DAWIA) requirements.
Minimum qualifications for a position will be those for the lowest equivalent GS grade of the applicable pay band level. Selective placement factors may be established in accordance with the Qualification Standards Handbook and OPM Delegated Examining Operations Handbook if critical to successful job performance. Such factors will be communicated to applicants in the vacancy announcement and must be met for basic eligibility.
Candidates who meet the basic (minimum) qualifications will be further evaluated using the following Delegated Examining Unit (DEU) procedures. Candidates will receive a score of 70, 80, or 90. No intermediate score will be granted except for candidates who are entitled to veterans' preference. Preference eligibles will receive an additional 5 or 10 points depending on preference eligibility.
Candidates will be placed in one of three quality groups based on their score that includes any veterans' preference points: Basically Qualified (70 and 75); Highly Qualified (80 and 85); or Superior (90, 95, or 100). For example, a 10 point veteran who scores 70 based on the crediting plan, has a total score of 80 and is placed in the Highly Qualified group, the highest applicable group for the individual.
Names of preference eligibles will be entered on the Certificate of Eligibles ahead of others with the same score. For example, in the Highly Qualified group, any eligibles with a score, including preference points, of 80 are entered ahead of non-veterans with the same score of 80
Candidate Referral and Selection:
- The Superior Group will be composed of candidates with scores at 100 (10 point eligibles), 95 (5 point eligibles), and 90 (10 point eligibles and non-preference applicants), referred in ranked order (by score) with preference eligibles entered ahead of non-preference applicants with the same score.
- The Highly Qualified Group will be composed of candidates with scores at 85 (5 point eligibles) and 80 (10 point eligibles and non-preference applicants), referred in ranked order (by score) with preference eligibles entered ahead of non-preference applicants with the same score.
- The Basically Qualified Group will be composed of candidates with scores at 75 (5-point eligibles) and 70 (non-preference applicants) referred in ranked order by score.
- When more than one group is referred, candidates will be identified by group (Superior, Highly Qualified, or Basically Qualified) in the order of their numerical scores, with preference eligibles listed above non-preference eligibles who have the same score.
- Selecting officials should be provided with a reasonable number of candidates from which to select. This would normally include all candidates in the Superior Group. The "rule of three" does not apply to these referrals.
- If there is an insufficient number of candidates in the highest group, all the candidates from the next lower rated group will be referred until a selection is made or the candidate pool is exhausted. Each DEU will locally define what is meant by "insufficient" based on local hiring constraints, previous recruitment experience, local labor markets, number in the candidate pool, etc.
- For all positions other than engineering, scientific, and professional positions equivalent to GS-9 and above, candidates with a compensable service-connected disability of 10 percent or more will be listed at (or float to) the top of the candidate register, regardless of the quality group.
- Normal Delegated Examining Unit veterans preference rules apply when making selections. A selecting official must obtain Civilian Personnel Operations Center Director or Office of Personnel Management approval before they pass over a veteran to select a non-veteran with lower standing on a Certificate. A selecting official can pass over one veteran to select another veteran with lower standing on a certificate.
- To pass over any preference eligible(s) to select a non-preference eligible requires specific justification and approval under current pass-over or objection procedures. Within the DA, the authority to approve objections to eligibles and pass over of preference candidates is delegated to the Civilian Personnel Operations Center Director except in situations where the OPM has retained final approval authority. Questions regarding an eligible's suitability must be referred to the appropriate OPM Service Center for resolution. Pass over of preference eligibles for medical reasons and objections based on qualifications which would result in the pass over of a compensable preference eligible with a disability of 30 percent or more must be adjudicated by OPM. DEUs must also comply with 5 U.S.C. 3318(b)(2) for notification requirements to veterans regarding pass-over determinations.