A quick overview of the work force in the Environmental Quality Incentive Program (EQIP) and the Environmental EEO Merit System is required to help readers understand the guidelines needed to be followed for merit review
However, there are exceptions to these guidelines. It is the responsibility of the Career Resource Manager to determine if merit review is appropriate for a particular position.
The Career Resource Manager reviews the situation presented by each review candidate to determine whether or not the candidate meets the standards set forth in the career incentive program and EEO laws. A three-part approach is used for reviewing merit-based reviews. These steps include a help assignment review of the career’s performance and the position’s performance.
The career, in addition to the underlying EEO laws and regulations, has a need to meet its objective of managing and directing the highest quality output for the organization. An applicant who fails to meet this objective may be qualified to compete on the basis of their own merit.
Reviewers review career data in support of their review eligibility for merit review. This review typically includes career objective data and related employment experience.
Their review involves a detailed evaluation of each candidate’s review eligibility based on their prior achievements, training, education, work experience, and the criteria specified in the EEO laws. The career and position are evaluated with regard to the nature of the jobs and the compensation level established for them.
Evaluation data is reviewed to determine whether the applicant is meeting the criterion standards for the position. Based on this data, review eligibility is determined. The review applicant’s prior achievements are evaluated using the same factors that were used to determine review eligibility.
However, career data and job performance are taken into account during the evaluation of the position. This data and the fact that the job is a management position will determine the need for reviewing merit-based applications and merit review candidate’s previous performance. Some exceptions to the guidelines apply to the Forest Service.
A detailed summary of qualifications, suitability, and skill requirements for the Forest Service are defined in both the EEO laws and the merit incentive program. These regulations outline the expected performance of every position in the Federal service. Additionally, they specify that employees have a responsibility to self-report their salaries and hours worked, without compromising either the confidentiality of the information or the facts that are necessary to complete the evaluations of the merit review process.
Qualification standards and duties for the Environmental Quality Incentive Program (EQIP) and the Environmental EEO Merit System are laid out in statute. When deciding whether or not a candidate is eligible for EEO benefits, it is essential to take note of the overall structure of these laws and regulations. A fair and thorough review of the federal regulatory structure is essential to comprehend how an EEO review works and the career review processes.
Employees who may be reviewing the qualifications of a candidate must be able to present the data necessary to justify that a review of the position is justified. While the technical job description of the job is reviewed, the role of the applicant in the entire organization must be examined.
Also, a review of the existing structure of the job is required to properly review the position. A job description and regulations are reviewed to determine if the applicant is qualified to perform the duties. In addition, if the Environmental Quality Incentive Program or Environmental EEO Merit System is being reviewed, then a review of the program and regulations may be necessary to see if the individual is qualified to do the job. After all of the steps for reviewing the merit review eligibility are completed, the reviewer presents all of the pertinent information in support of their findings in the review. The review must explain why the reviewer believes the employee is qualified for the position, and it must also show that the employee is fit for the position based on their prior accomplishments, training, education, work experience, and the criteria that are outlined in the EEO laws.