Attachment 6 Dated August 13, 1998

**APPENDIX TO PERSONNEL LETTER NO. 511-7**

**PROFESSIONAL OCCUPATIONAL SERIES**

**SUBJECT**

Technical Career Path (TCP) Development and Staffing Program for All
Employees in the Professional Occupational Series Not Individually
Covered by Other Appendices

**I. PURPOSE**

To implement a TCP Development and Staffing program that provides career
advancement opportunities to higher grade levels (GS-13 through GS-15)
for all employees in the Professional Occupational Series, consistent
with business needs. This appendix establishes program criteria where
current or anticipated new business requirements dictate in-house
expertise at the higher grade levels is needed, [and]{.underline} where
individual employees have the knowledge, skill, ability, and competency
to perform at those levels.

Opportunities for advanced grade levels provide incentive for
professionals to develop the unique skills needed in a highly
sophisticated and complex business. These positions will provide BPA
with appropriate in-house skills for significant impact and a
competitive advantage in the electric utility marketplace. The
attainable grade level of a career path position is determined by
application of classification standards, taking into account the impact
of the duties on achieving strategic business objectives and the
expertise of the professional(s) involved in them.

**II. COVERAGE**

This appendix covers all employees in the Professional Series GS-13
through GS-15 not found in another appendix. Guidance provided is
intended to assure consistent application of the TCP.

**III. RESPONSIBILITIES**

A. [Human Resources (HR)]{.underline}. HR provides guidance and advice
for implementing a consistent, equitable TCP for all employees in
professional positions at BPA. Human Resources will provide HR technical
direction and assistance to managers and executives and will effect
resulting personnel actions consistent with regulatory criteria and the
existence of this program.

B. [Ranking Panel]{.underline}. A ranking panel of at least 3 subject
matter experts (with appropriate professional backgrounds), at the same
or higher grade (or who otherwise possess needed professional
qualifications) of the employees being considered for promotion, will
evaluate candidates for proper qualifications, skills, and knowledge for
the position(s) under consideration. The supervisor or manager of the
position or employee to be considered by a panel may not be a member of
that panel. The panel is established collaboratively by the assigned
Human Resources Specialist and executive management.

C. [Executive Management]{.underline}. Assesses, based on current and
emerging business opportunities, needs for in-house specialized
professional skills and identifies areas of Business Line/Corporate work
that are opportunities for professionals to advance their education and
capabilities where those skills are essential to business success. To
the extent feasible, executives will provide funding required for
business related developmental training and participation in external
professional organizations. Executive Management is responsible for the
management and operation of this program. Executive Management will
ensure program coordination across Business Line/Corporate/Tier 1
organizations and establishes new specialty areas for advanced grade
level positions. Executive Management from the Business Line or
Corporate group will be responsible for collaborating with Human
Resources to establish a ranking panel.

D. [Managers]{.underline}. Managers will identify opportunities for
professionals to enhance their skills and grow professionally through
work assignments, training, and career mentoring in needed specialized
areas of Business Line/Corporate work and technology.

E. [Employees]{.underline}. Initiate professional growth in needed areas
of high value to BPA's business success with appropriate personal
commitment to increase knowledge and experience by seeking, developing,
and accepting assignments.

**IV. GUIDANCE**

The following are suggestions, not requirements. They are checklists of
factors that may be reviewed for ideas whenever a supervisor is
considering either:

• creation of a TCP position; or\
• changing the grade level of a TCP position or of an occupant of a TCP
position.

A. [Creation of TCP Positions]{.underline}:

1\. [Position Justification]{.underline}. Advanced Grade Level
professional positions (GS-13 through GS-15) will be justified based on
critical, current or emerging business requirements as determined by
Business Line/Corporate Executives.

Decisions by executives on specific areas, where in-house professional
expertise at the GS-13 to GS-15 level is needed, would be justified
based on criteria including the following:

a\. Importance of the area of professional expertise to the work of the
Business Line/Corporate, within BPA's scope and responsibilities.

b\. Importance of the area of professional expertise to improving
business opportunities.

c\. Importance of the area of professional expertise to BPA's customer
and constituent services and relationships.

d\. Importance of the area of professional expertise in addressing BPA's
public responsibilities.

e\. Importance of the area of professional expertise to the effective,
efficient, and economic operation of hydroelectric systems, transmission
facilities, and/or ancillary business services.

f\. Replacement of professional skills expected to be lost through
attrition.

g\. Strategic objectives or Business Line/Corporate needs that require
having a leadership role in the particular professional area.

2\. [Qualifying Factors]{.underline}. Expertise within the specific
Professional disciplines is required where it will satisfy at least one
of the following factors or otherwise satisfy Bonneville's business
needs:

a\. Minimize risks and/or deliver program innovations and solutions of
significant benefit.

b\. Evaluate, develop, adapt, and apply professional methods that
improve BPA processes.

c\. Contribute to formulating professional policies.

d\. Aid BPA's business and public benefit interests and concerns in the
region and the industry.

e\. Contribute to integration across program areas or between key Agency
responsibilities/business needs.

B. [Changing the TCP Grade Level]{.underline}.

1\. [Professional Development]{.underline}. Professional employees are
responsible for their own professional development, which may be planned
through the use of an Individual Development Plan. Professional
development may include formal training, developmental job assignments,
and mentoring.

2\. [Performance Appraisal]{.underline}. Evidence of accomplishments
relative to professional development (see paragraph IV. B1 above) or
other related work assignments will be presented by professionals in
specified field for consideration during performance appraisals.

3\. [Regulatory Requirements]{.underline}. Regulatory requirements shall
be met before advancement occurs.

4\. [Supplemental Information]{.underline}. Criticality of business need
for professional expertise in specific areas will be determined by
Business Line/Corporate Executives, which impacts promotions to GS-13 or
above. The workload level should also support creation of a professional
TCP position.

5\. [Ranking Criteria]{.underline}. Professional employees shall have
demonstrated a combination of knowledge, experience, and professional
recognition directly related to the specific specialty area, to advance
to higher grades in needed areas of professional expertise. This
experience may have been acquired through a combination of formal
training, work experience and/or involvement in closely related
inter-governmental, inter-utility, industry, or professional society
activities. The following are examples that would be clear indicators of
the type of experience that demonstrates appropriate professional
proficiency. These indicators fall in the broad categories of
specialized knowledge, professional direction, project/program/ policy
management and oversight, professional application, and professional
recognition. Other comparably challenging work experience may be
considered. These ranking criteria may assist the ranking panel in
reviewing TCP candidates, and provide general guidance in distinguishing
between grade levels, however, they are not a substitute for OPM
Standards.

a\. Professional employee promotion to GS-13 may include consideration
of the following criteria or other comparably challenging work
experience:

\(1\) Specialized Knowledge: Successful completion of college level or
equivalent courses in the area of professional specialization and the
application of this knowledge to BPA's business needs.

\(2\) Professional Direction: Develops and communicates professional
information in area of specialization such as contract specifications,
statements of work or standards or procedures used BPA-wide, or the
writing and/or presentation of conference grade papers in area of
professional specialization.

\(3\) Project Management and Oversight: Designs, manages, or performs
and reports on individual and/or group of investigations, studies, or
mitigation efforts in the area of specialization.

\(4\) Professional Application: Initiates, develops and applies
professional methods that significantly improve work processes, or
provides solutions that reduce costs or improve productivity for
long-standing or significant problems.

\(5\) Professional Recognition: Active participation in professional
society committees or inter-governmental or peer group committees or
regional workgroups in the area of specialization.

b\. Professional employee promotions to GS-14 may include GS-13 criteria
plus the following criteria or other comparably challenging work
experience:

\(1\) Specialized Knowledge: Routinely conveys to others specialized
professional information/expertise relating to BPA business needs e.g.,
taught professional courses at the college comprehension level, or
taught equivalent professional level classes to others or made
professional presentations to inter-utility groups, professional society
groups or BPA in-house peer groups in the area of professional
specialization;

\(2\) Professional Direction: Serves as an advisor to others on research
and development projects in the area of specialization with direct
application to the business needs of the organization;

\(3\) Program Management and Oversight: Designs, manages, or performs
and reports on program area investigations, studies or mitigation
efforts in the area of specialization (i.e., program area management
responsibilities);

\(4\) Professional Application: Assist in the development of new or
revised regional/national standards which significantly contributes to
BPA's mission, or significant work of BPA-wide importance; and

\(5\) Professional Recognition: Held position(s) with leadership
responsibility in professional societies, inter-agency, inter-utility
committees, or peer group committees related to areas of specialization.

c\. Professional employee promotions to GS-15 may include GS-14 criteria
plus the following criteria or other comparably challenging work
experience:

\(1\) Specialized Knowledge: Peer recognition as a "world-class" expert
in an area of professional knowledge of critical regional/national
importance, or demonstrates ability to transfer knowledge to provide
unique significant contributions to BPA, the utility industry, or
constituents;

\(2\) Professional Direction: Professional leadership of inter-utility
or stakeholder projects to develop new or updated national/regional
standards, or developments that lead to new, unique solutions to major
utility related or public responsibility related issues;

\(3\) Policy Development and Oversight: Develops and recommends policy,
applying professional expertise, effecting short range business
implications and/or changing BPA's strategic business direction;

\(4\) Professional Application: Contributes significantly on issues of
great complexity and dollar impact affecting the business mission of the
agency in the area of specialization on a regional/national level of
importance.

\(5\) Professional Recognition: Advisor to National Boards, Foundations,
Commissions, or Academies.

**V. REVIEW AND REVISE**

Business Line/Corporate Executives will assure a review is conducted
biennially to determine the need for continuing existing positions or
for adding new positions.

Business Line/Corporate Executives will also reassess funding required
to support the TCP program for the Professional Occupational Series on
an annual basis.

Veronica L. Williams

Manager, Human Resources