Promotion resulting from the upgrading of an employee's position because of additional duties and responsibilities is an accretion of duties. For all cases in which the reclassification of a position would result in the promotion of the incumbent, the supervisor over the position must identify the specific changes in the duties and responsibilities between the old and the new positions and the cause of the changes.

The Personnelist shall analyze the job, evaluate the changes, and prepare a summary indicating that the changes did or did not result in a position which is a clear successor to the incumbent's prior job and to what extent the previous position was absorbed by the new one. This summary can be made a part of the evaluation statement prepared after mandatory desk audit.

Supervisors who anticipate requesting a personnel action of this type should not hesitate to seek the advice and assistance of the appropriate Personnelist(s) before initiating such action.

Documentation of accretion of duties promotion must include evidence that

1. the employee is continuing to perform the same basic function in the new position;
2. the former position is absorbed into the new one; and
3. the promotion does not directly affect other employees in the unit who report to the same immediate supervisor. (See Exhibit 10).

A noncompetitive promotion is not appropriate when supervisory duties are added to a nonsupervisory position causing it to be classified to a higher grade.

Following are examples of when noncompetitive promotions are not appropriate as a result of planned management action:

A supervisor identifies an employee in his unit he wants to succeed him when he retires and coaches that employee as his assistant. The employee may not be promoted noncompetitively. Competitive promotion procedures must be used to identify the understudy.

A supervisor identifies an employee who appears to have superior ability and singles the employee out for the performance of the more difficult duties. If the position is identified (because of the additional higher level duties), as being at a higher grade, the employee may not be noncompetitively promoted. Competitive promotion procedures must be followed to identify the employee to be given the additional work.