• Provide the means by which the capabilities of participants are increased to the fullest extent possible.
  
  
• Provide employees with an opportunity to enter bridge or career positions through planned on-the-job and formal training.
  
  
• Increase employee morale.

Critical to the success of the program is the identification of appropriate target positions. To identify suitable positions, it is necessary to analyze the skills of current employees, review current and anticipated position vacancies, and determine which positions lend themselves to restructuring. This is a combined effort between various functional specialties in the SPO and management officials.

Target positions are restructured to the entry or intermediate grade levels with an identified final target grade. Selection for placement into a Upward Mobility Program position is accomplished through competitive procedures. It requires that a supervisor, in conjunction with the personnelist, prepare a job analysis identifying the knowledge, skills, and abilities required for each grade, and establish a panel or equivalent method and criteria for candidate evaluation and selection. Normally, candidates are required to meet basic qualification standards for the entry grade.

The Upward Mobility Program serves as a vehicle for placement of women, minorities, and people with disabilities into positions where underrepresentation exists.

The education and training requirements for employees selected under the Upward Mobility Program should be documented in a formal training agreement.

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Revised: 11/10/98
DOI University
National Business Center
U.S. Department of the Interior