Merit Promotion & Staffing Policy Personnel Handbook - November 2020

Sep 21, 2026

Merit Promotion & Staffing Policy Personnel Handbook establishes Department-wide policies and operating procedures for merit staffing under the Department of the Interior (DOI) Merit Promotion Plan (MPP) for the General Schedule and Federal Wage System. It explains how competition is used to evaluate and rank applicants based on experience, education, skills, and performance, and how selection is made using job-related criteria without regard to protected factors. The handbook also defines authorities, applicability, responsibilities, labor-management considerations, job opportunity announcements, eligibility and qualifications, and related competitive and non-competitive processes.

LanguageEnglish

CategoryResearch & Report

FormatPDF

Pages51

Reading Time2 h 9 min

AccessFree to download

MERIT PROMOTION

Responsibilities for Merit Promotion Plan Execution

Labor-Management Considerations

General Merit Promotion Guidelines

Application of Competitive Procedures

Application of Non-Competitive Procedures

Career Transition Plan (CTAP) and Interagency Career Transition Assistance Plan (ICTAP)

Time-limited Promotions

Permanent Positions

Details

Appointment Types (Status)

JOB OPPORTUNITY ANNOUNCEMENTS (JOA)

USA STAFFING

Area of Consideration (AOC)

JOA Open Periods

Open Continuous JOA

JOA Requirements

JOA Re-advertisements

JOA Administrative Errors

APPLICANT ELIGIBILITY & QUALIFICATIONS

Veterans’ Employment Opportunities Act (VEOA)

Non-Competitive Applicants

Schedule ‘A’ Applicants

30% or more Disabled Veterans

Department of the Interior Office of Human Capital Strategic Talent Programs Division Merit Promotion & Staffing Policy Personnel Handbook NOVEMBER 2020 This Merit Promotion & Staffing Policy Personnel Handbook supersedes the DOI Merit Promotion Plan Personnel Handbook dated July 9, 2012. FOREWORD This Handbook establishes the Department-wide policies and procedures for merit staffing according to the Department of the Interior (DOI) Merit Promotion Plan (MPP) Policy for the General Schedule and Federal Wage System. It provides policy and operational instructions relative to merit staffing and merit promotion program areas. This system is used to consider current and former federal employees for positions based on personal merit. Positions are usually filled through competition with applicants being evaluated and ranked for positions based on their experience, education, skills, and performance record. Bureaus may use this Handbook to implement the Departments MPP. Bureaus may want to set specific internal operational procedures where flexibilities and discretionary actions are allowed. Bureaus will be required to meet their statutory obligations where there is an exclusive representative for bargaining unit employees. This MPP must be used in conjunction with the current Departmental Career Transition Assistance Plan (CTAP) . Where the Departmental MPP or bureau specific operational procedures conflict with a negotiated agreement covering bargaining units, the agreement will prevail. The Human Resources Division (HRD) must ensure that all bargaining obligations are fulfilled prior to implementation for covered bargaining units. It is the policy of DOI to provide a fair and systematic approach for the identification, evaluation, and competitive selection of highly qualified employees based on merit after fair and open competition. Management has the right to fill or not fill a specific vacancy and to determine the most appropriate method for filling a vacancy. The MPP does not guarantee promotion. Management has the right to make selections from properly ranked and certified candidates or may choose to make selections from a variety of other appropriate sources. Identification, qualification, evaluation, and selection will be made on the basis of merit principles, without regard to political, religious or labor organization affiliation or nonaffiliation, marital status, race, color, sex, national origin, non-disqualifying physical or mental handicap, sexual orientation, or age and shall be based solely on job-related criteria in accordance with legitimate position requirements. Questions regarding the contents ofthis MPP Personnel Handbook may be directed to the Departmental Office of Human Capital (OHC) at [DOI_Office_of_Human_Resources@ios.doi.gov](DOI_Office_of_Human_Resources@ios.doi.gov), or to the respective Servicing Human Resources Office (SHRO) . A copy of this Handbook will be available on the Department’s Electronic Library of the Interior Policies (ELIPS): [https://elips.doi.gov/ELIPS/Welcome.aspx](https://elips.doi.gov/ELIPS/Welcome.aspx) Authorities The legal and regulatory basis for agency merit promotion plans (MPP) are contained in 5 CFR 335.103. This handbook meets the requirements for a MPP and establishes a systematic means of selection based on merit in accordance with Title 5, United States Code (U.S.C), Section 2301, Merit Systems Principles; Section 2302, Prohibited Personnel Practices; chapter 23 Merit System Principles; and Title 5 CFR 335, Promotion and Internal Placement, which ensure equitable treatment for accretion-of-duties situations. Applicability This document applies to all DOI positions subject to 5 U.S.C. Chapter 51 (General Schedule positions), and Chapter 53 (Federal Wage System positions) . This policy Handbook governs merit promotion staffing programs and actions throughout the Department of the Interior (DOI). The information provided in this Handbook is de

FAQs

What is the purpose of the DOI Merit Promotion & Staffing Policy Personnel Handbook?

It establishes Department-wide policies and procedures for merit staffing under the DOI Merit Promotion Plan (MPP), providing operational guidance for merit promotion and internal placement decisions.

How are candidates evaluated and ranked for merit staffing?

Candidates are evaluated and ranked based on experience, education, skills, and performance record, using merit principles and job-related criteria.

Does the MPP guarantee promotion?

No. Management may decide whether to fill a vacancy and can select from properly ranked and certified candidates or from other appropriate sources.

Sep 21, 2026

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