3 FAM 7370
PROMOTIONS
(CT:PER-854; 06-26-2017)
(Office of Origin: HR/OE)
3 FAM 7371 APPLICABILITY
(CT:PER-789; 11-12-2015)
(State and All Agencies under COM Authority)
(Applies to Locally Employed Staff Only)
This subchapter applies to both permanent and temporary
promotions.
3 FAM 7372 GENERAL POLICY
(CT:PER-854; 06-26-2017)
(State and All Agencies under COM Authority)
(Applies to Locally Employed Staff Only)
a. A promotion is not an entitlement. Promotions are
not based on an employees financial need, length of service, or time since
last promotion.
b. Heads of employing agencies at post are responsible
for jointly establishing and maintaining uniform promotion policies that are
consistent with these regulations, sound human resources management practices, and local law.
c. Promotions may not be retroactively approved by post. In rare or unusual circumstances only, HR/OE
may approve a promotion retroactively.
d. The employee receiving a one-grade, two-grade or
multi-grade promotion is entitled to an adjusted basic salary at the lowest
step of the higher grade that equals or exceeds present adjusted basic salary
rate by the equivalent of two step-increases of the grade from which promoted.
For posts under Merit Based Compensation (MBC),
each step is valued at three (3) percent. Therefore, a promotion under MBC
entitles an employee to an adjusted basic salary that equals or exceeds the
present adjusted basic salary rate plus an additional six (6) percent.
3 FAM 7373 TEMPORARY PROMOTION POLICY
(CT:PER-854; 06-26-2017)
(State and All Agencies under COM Authority)
(Applies to Locally Employed Staff Only)
a. Where a temporary
promotion, including the reduction of salary at the end of the temporary
promotion, is consistent with host country law, temporary promotions may be
authorized to compensate LE Staff for performing higher level responsibilities
that are assigned for more than ninety (90) calendar days, but less than one (1)
year. Temporary promotions may not be authorized where any reduction of an LE
Staffs salary at the end of a temporary promotion is inconsistent with host
country law.
b. Temporary promotions may be terminated when the need
no longer exists or upon the expiration of the temporary promotion, whichever
comes first. Upon termination of the temporary promotion, the LE Staff reverts
to their previous grade and step.
c. Days worked in
temporary promotion status are creditable toward the LE Staffs within-range-increase
(WRI) waiting period at their regular grade. However, if the WRI waiting
period is completed while the LE Staff is in temporary promotion status, the
WRI will not be processed until they return to their regular grade. In other
words, the WGI effective date remains the same.
3 FAM 7374 AUTHORIZING PROMOTIONS
(CT:PER-854; 06-26-2017)
(State and All Agencies under COM Authority)
(Applies to Locally Employed Staff Only)
a. Unless otherwise
noted, the head of each employing agency or designated agency official at post
may authorize all promotions up to Grade FSN-12.
b. Before authorizing any
promotion, the Human Resources Officer (HRO) or Management Officer (MO) at post
must complete the LE Staff Promotion Certification and Qualification Analysis
Decision Tree, which may be found on HR/OE website, to certify and document all
of the following criteria:
(1) Organizational need
and funding for the high level position must exist;
(2) Higher level position
must have been properly classified by a Regional Classification Center (RCC);
(3) LE Staff must have
successfully completed the missions established probationary period;
(4) LE Staffs most
recent performance evaluation must meet or exceed minimum requirements for
retention; and
(5) LE Staff must meet or
exceed the minimum qualifications of the higher level position.
(6) Additional
requirements that are consistent with these regulations may be established in
writing by interagency agreement at post and/or by the headquarters of agencies
that employ LE Staff at post.
3 FAM 7375 THROUGH 7379 UNASSIGNED