Opinion ID: 187050
Heading Depth: 1
Heading Rank: 2

Heading: First Claim: Failure to Promote to GS-13

Text: Appellant claims that her failure to obtain a promotion to the GS-13 level in 1997 and 1998 was the result of discrimination based on her race and sex or retaliation for her complaints to the BBG's Office of Civil Rights. The District Court held, in part, that appellant failed to establish a prima facie case of discrimination, because she could not prove that anyone similarly situated was promoted when she was not. Kemi Southey-Cole v. Marc B. Nathanson, Civ. A. No. 99-00975 at 22 (D.D.C. May 26, 2004). The District Court applied an erroneous legal standard in reaching this conclusion. Although appellant certainly could have offered evidence of similarly situated employees in support of her claim, she was not required to offer such evidence in order to make out a prima facie case. See Mastro, 447 F.3d at 850-51; Stella v. Mineta, 284 F.3d 135, 145-46 (D.C.Cir.2002). Nevertheless, because we review the District Court's decision de novo, we conduct an independent evaluation of the record to determine whether appellant offered sufficient evidence to prove discrimination vel non. We hold that she did not. The undisputed evidence in the record establishes that there were only two ways for an employee in appellant's situation to obtain a noncompetitive promotion (other than career ladder promotions) at BBG: (1) an impact promotion, which is based on exceptional ability exhibited by the employee; and (2) an accretion of duty promotion, pursuant to which a position is reclassified at a higher grade because the duties and responsibilities of the position have increased over a period of time. Supplemental Declaration of Donna S. Grace, Joint Appendix (J.A.) 236. Only the second  accretion of duty promotion  is at issue in this case. Appellant offered virtually nothing to establish what her original duties as a GS-12 International Radio Broadcaster had been, what duties she was performing when she was denied a promotion, and what responsibilities the GS-13 position commonly entailed. Moreover, when BBG attempted to arrange a desk audit, in which a job classification specialist would have evaluated Ms. Wiley's work responsibilities, Ms. Wiley refused. Deposition of Verla M. Wiley (5/24/01), J.A. 842-43; Note to the Record of Janet Davis (1/26/98), J.A. 1371. Rather, when asked why she believed that she deserved a GS-13 promotion, appellant testified, I thought I was doing a great job. . . . I just felt I deserved a 13. Deposition of Verla M. Wiley (5/24/01), J.A. 846. Although appellant attempts to compare herself to Joseph DeCapua, another English-to-Africa employee who was promoted to a GS-13 International Radio Broadcaster position, her argument falls far short. There is clear evidence in the record to indicate that DeCapua's job responsibilities had grown over time and that he had significantly greater responsibilities than appellant did at the time of his promotion. See, e.g., Declaration of Fredrica B. Depew (11/9/01), J.A. 213; Deposition of Barry Maughan (4/18/01), J.A. 1077-78; Deposition of Joseph Anthony DeCapua (3/5/01), J.A. 916-18. In sum, appellant failed to establish that she was denied a promotion as a result of illegal discrimination or retaliation. Appellant never proved that the duties and responsibilities of her job had increased so as to warrant an accretion of duty promotion. Without such evidence, appellant cannot prove that the failed promotion was a pretext for either discrimination or retaliation.