Evening star. [volume] (Washington, D.C.) 1854-1972, 1962-10-21

rate. For example, a person
who had served four years
in the top (seventh) rate of
GS-5 will be put in the seventh
rate Of the new Grade S, then
moved to the eighth because he
had served the 3-year service
requirement for that rate. How
ever, the extra year will not
count toward his three years
for moving up to the ninth
rate.
@. How would the CONVEX
sion affect employees in grades
GS-12 to GS-17 who under the
former system served 10 months
in odrer to earn an increase?
A. They too will be put In
the corresponding rates. For ex-
ample, a GS-12 employee in the
second rate will be converted
to the second rate. If he has
already served at least a year
at the second rate, he will be
moved automatically to the
third rate. However, If he has
already served less than a year,
his conversion will be to the
second rate and. upon CONVEX
sion, he viii continue serving
his 1-year requirement for the
third rate.
Q. Employees in Grades 1. 2
and 3 are entitled to an extra
within-grade increase when the
law becomes effective. Employees
In these grades who are in the
top longevity rate are, in eff
feet, in the 10 rate. On con-
version. how will they be given
an extra within-grade increase
when there are only 10 rates
in the new salary schedule?
A. The law recognizes this
situation by providing that
such employees be paid at the
highest rate of the grade plus
an amount equal to the value
OF the maximum within-grade
increase provided for that
grade.
Not Automatic
Q. Will in-step pay increases
by more difficult to obtain
under the new law?
A. They will no longer be
automatic. Within-grade in
creases now will be granted.
within the time requirements.
where work is of an acceptable
level Of competence" as de-
termined by the head of the
agency.
Q. What Is meant by SAC
ceptable level of competence
and who determines when work
Is OF an acceptable level of
competence?
A. Where specific work
standards have been established
for a position, the determine
ton as to whether an en-
ploye's work is of an accountable
level. of competence would
ordinarily be, made on the basis
OF whether the employee meets
these standards. Generally
work Of an acceptable level of
competence denotes work of a
degree above that typified by
the marginal employee. To state
1t differently, work is not of
an acceptable level of compe-
tence when quality or quantity
OF work is such that the en-.
ploye concerned barely escapes
removal from his position. Mere
retention in the job does not
Justify the conclusion that work
Is OF an acceptable level of
competence. The actual determ-
ination Of what is an accepta-
BILE level Of competence is q re-
sponsibility of the employing
agency.
Q. If an agency determines
that an employees performance
does not meet an acceptable
level of competence, what rights
does the employee have?
A. First, an employee may re-
quest a reconsideration of the
agency's determination that his
work was not Of an acceptable
level Of competence. If the de-
termination upon reconsidera-
ton is favorable to the en-
ploye, the new determination
replaces the earlier one and is
effective as of the date of the
earlier determination. Second,
when an employees work is de-
termined not to be of an &C.
ceptable level of competence,
the agency shall make a new
determination within one year.
II the new determination is
favorable to the employee, the
effective date for the Within
grade increase IS the first day
Of the first pay period begin
ming on or after the day the
new determination Is made.
Saved Pay Provision
@. Does the new law con-
tain a saved pay" provision
for employees who are down.
graded for reasons beyond their
control?
A. Yes. In fact. salary re-