Area of Consideration  |  Career Ladder Positions  |  Committee/Panel
Competitive Procedures  |  Crediting Plan  |  Details  |  First Consideration
Limitations on Selection  |  Non-bargaining Unit Positions  |  Notification  |  Organization Structure
Preference for Bargaining Unit Employees  |  Probationary Period  |  Professional Standards Board
Repromotion/Rehire  |  Seniority  |  Temporary Promotion  |  Miscellaneous

1. Agency to select for details activity volunteers regardless of qualifications. AFGE, National Council of Social Security Administration, Field Operations Locals, AFL–CIO, 17 FLRA 11 [NN]
2. Prohibiting the agency from detailing employees when other personnel actions, such as recruitment, promotion, or transfer, could be used instead. NAGE, Local R14–52, 44 FLRA 738, Provision 5 (third sentence) [NN]

First Consideration

1. Management to give first consideration, when it reestablishes a position, to the employee who has been reassigned from the position when it was previously abolished. NTEU, 2 FLRA 82, Provision I [N]
2. Consideration in filling vacancies to be given first to bargaining unit employees. AFGE, AFL–CIO, Local 1884, 4 FLRA 224 [N]
3. Management to consider certain candidates before considering others. NTEU, 7 FLRA 275 [N]
4. Employees involuntarily assigned to positions having no known promotion potential will be given first opportunity to be placed back into the position they formerly held, before these positions can be filled by other means. NAGE, Local R14–52, 9 FLRA 1042, Proposal 1 [NN]
5. Prohibiting the agency from giving priority consideration for promotion to employees who have not filed a grievance or complaint before the deadline for doing so has passed. NTEU, 21 FLRA 730 [N]
6. Agency to offer an employee a newly established position after a reorganization when the new position is identical to one abolished which the employee occupied before the reorganization. Defense Logistics Agency Council of AFGE Locals, AFL–CIO, 24 FLRA 367, Provision 3 [NN]
7. Agency to consider bargaining unit employees first for any vacancy and, if a bargaining unit employee on the best qualified list is not selected, to wait at least 10 days before referring additional candidates for selection. NTEU, 24 FLRA 494 [N]
8. First consideration for agency employees when vacancies are being filled. NTEU, 26 FLRA 497, Proposal 2 [N]. Reversed in Bureau of Alcohol Tobacco and Firearms v. Federal Labor Relations Authority, 857 F.2d 819 (D.C. Cir. 1988).
9. Agency to consider unit employee for promotion on an annual basis. Illinois’ Nurses Association, 28 FLRA 212, Proposal 2, Section 5 (third sentence) [N]
10. Nurses to be considered annually for promotion. National Union of Hospital and Healthcare Employees, AFL–CIO, 28 FLRA 435, Proposal 7, Section 5 (third sentence) [N]
11. Unit employees to be given full consideration for job vacancies or assignments. National Union of Hospital and Healthcare Employees, AFL–CIO, 28 FLRA 435, Proposal 12, Section 5 (first sentence) [N]
12. Priority consideration to qualified unit employees in filling vacancies. AFGE, AFL–CIO, Local 1770, 28 FLRA 493, Provision 4, Section 7 [N]
13. Reemployment eligible to be reemployed by the agency at former or lower grades in positions for which they qualify by being selected in preference to applicants from all other sources. AFGE, AFL–CIO, Local 32, 29 FLRA 380 [N]
14. Agency to give first consideration to Financial Management Service employees before considering candidates from other sources when making selections under the contract. NTEU, 29 FLRA 422, Provision 1 [N]
15. Establishing an order of consideration for filling vacant positions under which unit employees receive first consideration and requires that seniority be utilized where two or more employees are equally qualified to fill a vacant position. Overseas Education Association, 29 FLRA 734, Proposal 46 [N]
16. Agency to offer an employee returning from leave the position he/she previously held, if the position becomes vacant and management decides the employee is qualified to perform the duties of the position. New York State Nurses Association, 30 FLRA 706, Proposal (second sentence) [NN]
17. When management decides to fill a vacancy, the agency must offer lateral reassignment to employees who are in a classification where surplus of employees exists. IBEW, Local 2080, 32 FLRA 347 [NN]
18. Requiring the agency to make every effort, consistent with law, to fill positions by promoting employees within the agency. AFGE, Local 2298, 35 FLRA 1128 [N]
19. Agency employees will receive consideration for positions before other candidates are solicited, ranked, or considered for selection. AFGE, Local 2022, 40 FLRA 371 [NN]
20. Requiring the agency to give Nuclear Regulatory Commission employees first consideration for bargaining unit positions before considering candidates from any other sources. NTEU, 43 FLRA 1279 [N]
21. Requiring management to give first consideration to unit employees for advertised bargaining unit positions. If there are fewer than two qualified applicants for a position, the selecting official may consider the unit applicant and other qualified candidates concurrently. AFGE, Local 868, 45 FLRA 224 [N]
22. An employee who was selected for a reassignment will be given the first right to refuse a comparable vacancy that occurs in the branch office from which the employee was reassigned. AFGE, Local 3172, 46 FLRA 322 [N]
23. Requiring the agency to give employees preference in filling vacancies before hiring from any other source is nonnegotiable because it directly interferes with management's right to make selections. AFGE Council of Prison Locals, Local 3974, 48 FLRA 225 [NN, (a)(2)(C)]
24. Bargaining unit employees will receive first consideration in filling bargaining unit vacancies. AFGE, Local 12, 61 FLRA 209, Proposal 2 [NN, (a)(2)(C)]
25. Agency selecting officials will interview all bargaining unit candidates for a vacant position and give them first consideration before non-unit candidates are interviewed. AFGE, Local 12, 61 FLRA 209, Proposal 3 [NN, (a)(2)(C)]

Limitations on Selection

1. Management to select one of five qualified “in–house” applicants from within the minimum area of consideration. National Council of CSA locals, AFGE, AFL–CIO, 3 FLRA 84 [NN]
2. If the initial search within the bargaining unit locates one highly qualified candidate for a vacancy, the candidate so identified must be selected and promoted into the vacancy. NFFE, Local 1332, 6 FLRA 361, Proposal III [NN]
3. Selection within two weeks of the receipt of the certificate unless the vacancy is canceled. AFGE, AFL–CIO, Local 32, 8 FLRA 460, Proposal V [N]
4. Selection from a certificate of best qualified applicants except under certain circumstances. AFGE, AFL–CIO, Local 32, 8 FLRA 460, Proposal II [NN]
5. Using full-time employees to the fullest extent possible and using part–time employees only when not practical or prudent to use full–time employees. AFGE, AFL–CIO, Local 987, 8 FLRA 667, Proposal I [N]. Enforcement denied in Warner Robbins Air Force Base v. Federal Labor Relations Authority, 727 F.2d 1502 (11th Cir. 1984).
6. Vacancies to be filled from participants in the agency’s “Classification and Placement Plan.” NTEU and NTEU Chapter 213, 9 FLRA 158 [NN]
7. Management to use grade and seniority when selecting from among two or more equally qualified employees for work assignment. LIUNA, AFL–CIO, Local 1276, 9 FLRA 703, Provisions 1 and 2 [N]
8. Agency employees on an Office of Personnel Management certificate to be on the agency merit promotion certificate before they can be promoted. AFGE, AFL–CIO, 11 FLRA 238, Proposal 4 [NN]
9. Management to promote, where a noncompetitive promotion is possible, upon the employee certifying that he or she has met all the requirements for promotion. AFGE, AFL–CIO, Local 32, 14 FLRA 6, Proposal 3 [NN]
10. Giving qualified employees first choice for new jobs. NFFE, Local 108, 14 FLRA 19, Proposal 5 [NN]
11. Restricting the selection official to 30 days from the issuance of the roster to make a selection. NTEU, Chapter 207, 14 FLRA 598, Proposal 1 [N]
12. Agency to consider filling 10% of its annual vacancies on a part–time basis. AFSCME, Locals 2910 and 2477, 15 FLRA 717 [N]
13. Agency to fill vacancies on the day shift with employees on the night shift at the request of the employees. AFGE, Local 1409, AFL–CIO, 16 FLRA 352, Provision 2 [N]
14. All personnel practices involving employees and applicants for employment will be based solely on law and the terms of the contract. AFGE, Local 2761, 17 FLRA 899, Proposal 2 [NN]
15. Agency to designate a specific number of positions to be utilized to provide opportunities for employees to enhance their skills. AFGE, Local 2761, 17 FLRA 899, Proposal 5 [NN]
16. All employees in specified classifications will be eligible for selection for an exchange program. AFSCME, Local 2910, 18 FLRA 241, Proposal 1 [NN]
17. Management not to fill vacancies from outside the Bureau, absent just cause, if employees facing separation are qualified and available for the vacancies. NTEU, 18 FLRA 787 [N]
18. Agency to use ACT scores as well as placement tests when placing students in the pre–college program. Federal Federation of Federal Employees, 22 FLRA 539 [PN]
19. Convert part–time employees to full time as soon as possible if the employees request conversion. AFGE, AFL–CIO, Local 3186, 23 FLRA 230, Proposal 3 [NN]
20. Agency to advertise as promotional opportunities all new positions established by a reorganization. Federal Union of Scientists and Engineers, NAGE, 23 FLRA 360, Proposal 2 [NN]
21. Agency to hire a specific number of applicants responding to certain agency vacancy announcements. International Plate Printers, Die Samplers and Engineers Union of America, AFL–CIO, Local 2, 25 FLRA 113, Provision 35 [NN]
22. Agency to meet future manpower needs by hiring either journeyman or apprentice plate printers or other kinds of employees to be negotiated with the union. International Plate Printers, Die Samplers and Engineers Union of America, AFL–CIO, Local 2, 25 FLRA 113, Provision 36 [NN]
23. Agency to undo a previous hiring or assignment action taken after a specified date and to reassign affected employees to their previous positions. AFGE, Local 12, 25 FLRA 987, Proposal 2 [NN]
24. Appointments by selecting officials to be made based on fairness and equity. AFGE, Local 32, AFL–CIO, 26 FLRA 650 [N]
25. Management to fill vacant positions as soon as practicable after deciding to fill them, where staff shortages create an undue hardship on employees. AFGE, AFL–CIO, Local 1738, 27 FLRA 52, Proposal 9 [N]
26. Agency to fill full–time vacancies non-competitively, as they became available, with part–time employees performing the same or similar work. AFGE, Local 1974, AFL–CIO, 27 FLRA 90, Proposal 2 [NN]
27. The immediate supervisor will discuss a promotion action for which the employee is not selected at the employee’s request. NFFE, Local 1798, 27 FLRA 239, Proposal 3, Section E [NN]
28. Annual reevaluation to be made for nurses passed over for promotion. Illinois Nurses Association, 27 FLRA 714, Proposal 8, Section 3 [N]
29. Management shall consider and interview all qualified applicants for vacancies and establishing procedures for informing employees of existing vacancies and notifying them of management’s decision. Illinois Nurses Association, 28 FLRA 212, Proposal 6 [N]
30. Specifying selective factors to be used in filling vacancies. National Union of Hospital and Healthcare Employees, AFL–CIO, District 1199, 28 FLRA 435, Proposal 12, Section 2 (second and third sentences) [NN]
31. Vacancies to be posted for at least 7 days and establishing a deadline by which requests for consideration must be filed. National Union of Hospital and Healthcare Employees, AFL-CIO, District 1199, 28 FLRA 435, Proposal 12, Section 3 [N]
32. Dealing with the closed–unit system, under which employees assigned to a unit would be permitted to develop their own staffing schedules to meet the requirement of around–the–clock coverage. National Union of Hospital and Healthcare Employees, AFL–CIO, District 1199, 28 FLRA 435, Proposal 21, Section 2 [NN]
33. Agency to fill vacancies in an expeditious manner. National Union of Hospital and Healthcare Employees, AFL–CIO, District 1199, 28 FLRA 435, Proposal 12, Section 1 (fourth sentence) [N]
34. In order to be eligible for promotion an employee must have a current proficiency rating of satisfactory and have served the required time in grade. AFGE, AFL–CIO, National Council of VA Locals, 29 FLRA 515, Proposal 4, Section 3 (subsection A) [NN]
35. Waiting period for each periodic step increase shall be 52 weeks. AFGE, AFL–CIO, National Council of VA Locals, 29 FLRA 515, Proposal 5 [N]
36. Agency to maintain reasonable staffing levels to insure employee health and safety. AFGE, AFL–CIO, National Council of VA Locals, 29 FLRA 515, Proposal 9, Section I [NN]
37. Unit employees to remain in positions for which they were once qualified until the agency provides the training necessary for them to meet new standards. Overseas Education Association, Inc., 29 FLRA 734, Proposal 47, Section 5A (second sentence) [NN]
38. Agency to consider unqualified unit employees for new positions. Overseas Education Association, Inc., 29 FLRA 734, Proposals 59 and 60 [NN]
39. Seeking to assure that where transfers occur, the employees will be guaranteed the same level of career opportunities that they had before their transfer. ACT, Pennsylvania State Council, 29 FLRA 1292, Proposal 3 [NN]
40. Management to contractually bind itself to continue its current organizational structure for the life of the agreement. ACT, Pennsylvania State Council, 29 FLRA 1292, Proposal 5 [NN]
41. Department head to approve on–call recruitment and to ensure that such recruitment is within a 5% cap of the total number of employees in a particular trade. Federal Employees Metal Trades Council of Charleston, 29 FLRA 1422, Proposal 1 (first sentence) [NN]
42. Establishing a percentage cap on the total number of on–call employees which the agency may employ in the bargaining unit. Federal Employees Metal Trades Council of Charleston, 29 FLRA 1422, Proposal 1 (third sentence) [NN]
43. Employees will not be required to enter into a personal service contract as condition of employment. West Point Elementary School Teachers Association, NEA, 29 FLRA 1531, Proposal 1 [NN]
44. Employees will not be required to enter into a personal service contract as condition of employment. Fort Bragg Association of Educators, NEA, 30 FLRA 508, Proposal 2 [NN]. Reversed and remanded in Fort Bragg Association of Educators v. Federal Labor Relations Authority, 870 F.2d 698 (D.C. Cir. 1989). On remand, NEA, Fort Bragg Association of Educators, 34 FLRA 18, Proposal 2 [N]
45. Personnel Officer, or his designee, to sign the appointment letter to the new employee. New York State Nurses Association, 30 FLRA 706, Proposal 6, First Paragraph (second sentence) [N]
46. Graduate nurse technicians be appointed on a temporary basis for no more than one year. New York State Nurses Association, 30 FLRA 706, Proposal 6 [N]
47. Management to consider fully licensed graduate nurse technicians within reasonable period of time. New York State Nurses Association, 30 FLRA 706, Proposal 6, Second Paragraph (second sentence) [N]
48. Vesting the chief nurse or designee with responsibility for considering applications and notifying employees of selections. New York State Nurses Association, 30 FLRA 706, Proposal 10, Subsection B (third sentence) [N]
49. Eliminating difficulty in hiring a replacement as a factor to be considered in the selection process. New York State Nurses Association, 30 FLRA 706, Proposal 10, Subsection B (fifth sentence) [NN]
50. Selective placement factors will not normally be used in determining eligibility for promotion. AFGE, AFL–CIO, Local 2354, 30 FLRA 1130, Provision 7 [NN]
51. The placing of employees who would otherwise be separated into existing vacancies. AFGE, Council 257, AFL–CIO, National Association of Government Inspectors and Quality Assurance Personnel, Local 4004, Naval Aviation Depot, Pensacola, Florida, 30 FLRA 1144, Provision 2 [N]
52. Setting forth procedures to be applied by management and followed by employees in applying for promotions and special advancements. NFFE, Council of Veterans Administration Locals, 31 FLRA 360, Proposal 2, Section 4 (first sentence) [N]
53. Shifting the determination as to the number of employees to be assigned to particular offices from the agency to the lottery system. Action Employees Local, American Federation of State County and Municipal Employees, 31 FLRA 1053, Proposal 1 [PN]
54. Limiting the source from which management may make selections for vacant positions to the list of candidates obtained as a result of a rating and ranking procedure. AFGE, Local 85, 32 FLRA 210, Proposal 12 [NN]
55. Assigning to the Department Director the authority to designate as selecting official someone other than the immediate supervisor for promotion actions. Bremerton Metal Trades Council, 32 FLRA 643, Provision 4 [NN]
56. Any and all subsequent Certificates and Areas would be closed for consideration and referral to the nominating supervisor when any certificate had five candidates on it. AFGE, Local 3296, 33 FLRA 99, Provision 6 [NN]
57. Management to take every possible action to fill permanent positions with temporary employees. IAMAW, 33 FLRA 711, Proposal 14 [NN]
58. Employees will not be required to enter into a personal service contract as condition of employment. NEA, Fort Bragg Association of Educators, 34 FLRA 18, Proposal 2 [N]
59. Job and trade skills listed on employees’ individual training records should be sufficient evidence of their ability to perform the skills listed. IAMAW, Local 2297, 36 FLRA 28, Provision 1 [N]
60. Prescribing how candidates will be identified for referral for vacancies. NTEU, 39 FLRA 27, Provision 13 [N]
61. Obligating the agency to place employees returning from leaves of absence in the positions they previously held to the extent practical. NTEU, 39 FLRA 27, Provision 10 (first sentence) [N]
62. Requiring that returning employees be placed in similar positions if they cannot be placed in the positions they left. NTEU, 39 FLRA 27, Provision 10 (second sentence) [N]
63. Concerning the circumstances under which examiners are promoted to the GS-14 level. Patent Office Professional Association, 39 FLRA 783, Proposal 3 [NN]
64. Requiring that one certification list, which may or may not include both military and civilian candidates for a vacant position, will be submitted to a selecting official. AFGE, Local 3013, 40 FLRA 203, Proposal 1 [N]
65. Allowing a selecting official to choose or refrain from choosing any candidate from the certification list (military and civilian candidates). AFGE, Local 3013, 40 FLRA 203, Proposal 2 [N]
66. Requiring that all applicants, both military and civilian, be evaluated using identical criteria. AFGE, Local 3013, 40 FLRA 203, Proposal 3 [NN]
67. Most highly qualified individuals should be selected for vacant positions. AFGE, Local 3013, 40 FLRA 203, Proposal 4 [N]
68. Requiring the agency to continue to apply the negotiated placement plan to civilian technicians even though Active Guard and Reserves are now permitted to apply for the same vacant positions. AFGE, Local 3013, 40 FLRA 203, Proposal 5 [N]
69. Requiring the agency to decide how a particular vacancy will be filled and to post a single position announcement which comports with that decision. AFGE, Local 3013, 40 FLRA 203, Proposal 6 [NN]
70. Allowing local hires who maintain a bona fide legal residence in U.S., Puerto Rico, or U.S. possessions to apply for other positions in the bargaining unit through the agency's Continental United States recruitment program and to be considered employees recruited in the U.S. for purposes of living quarters allowances. Overseas Education Association, 40 FLRA 425, Proposal 2 [NN]
71. It is the policy of the employer, where possible, to promote from within. NAGE, Local R5–82, 43 FLRA 25, Provision 3 [NN]
72. Requiring the rating panel or rating official to prepare a written record of conclusions for each candidate in a selection action and to submit that written record to the selecting official. NTEU, 43 FLRA 1279, Proposal 2 [N]
73. The numerical rating of each candidate on the best qualified list shall not be submitted to the selecting official. NTEU, 43 FLRA 1279, Proposal 2 [N]
74. Establishing procedures to be used when promoting “hybrid” employees appointed under Title 38. NAGE, Local R1–109, 44 FLRA 356 [N]. Reversed and remanded in Veterans Affairs v. Federal Labor Relations Authority, 9 F.3d 123 (D.C. Cir. 1993). On remand, NAGE, Local R1–109, 49 FLRA 622 [NN, LAW]
75. Requiring the agency to fill vacancies in GS–5 to 7 and GS–9 to 11 administrative and professional positions from certain existing positions. AFGE, Local 1923, 44 FLRA 1405 [NN]
76. The agency will utilize internal applicants at appropriate levels rather than external recruitment at higher grade levels. AFGE, Local 1923, 44 FLRA 1405 [NN]
77. Requiring that the agency not exclude certain applicants from Best Qualified Lists on the basis of appraisal and award points. AFGE, Local 1923, 44 FLRA 1405 [N]
78. Concerning qualifications for vacant positions is nonnegotiable. ACT, New York State Council, 45 FLRA 17 [NN]
79. The GS–12 Senior Cartographer positions will not be limited to the cartographer series, and employees in all other GS–11 series in the office will be eligible to apply for, be certified for, and receive appointment to the GS–12 Senior Cartographer positions. NFFE, Local 1482, 45 FLRA 52, Proposal 4 (second paragraph) [NN]
80. The promotion criteria for the GS–12 Senior Cartographer positions. NFFE, Local 1482, 45 FLRA 52, Proposal 5 [NN]
81. If some but not all of the eligible employees are to receive the noncompetitive promotions to the GS–12 Senior Cartographer positions, then seniority, as determined by the employee’s service computation dates, will determine which employees will receive the promotions. NFFE, Local 1482, 45 FLRA 52, Proposal 6 [NN]
82. Requiring the promotion of employees in attorney positions upon satisfaction of specified criteria. NTEU, 45 FLRA 429 [NN]
83. Relating to the selection technique used by selecting officials. NTEU, 45 FLRA 696, Provision 2 [N]
84. Requiring conversion of temporary appointments to permanent-conditional positions under proposed criteria. Overseas Education Association, 45 FLRA 1185 [NN]
85. Providing for an Evaluation Board to consider applicants for vacancies and requiring the Board to perform certain functions. NTEU, 46 FLRA 696, Proposal 4 [N]
86. Allowing a technician who is appointed to a civilian position and who has a higher military rank than his or her civilian supervisor (a situation known as “military grade inversion”) to retain his or her military rank for up to 3 years after the appointment. ACT, Pennsylvania State Council, 47 FLRA 332, Proposal 2 [NN]
87. Unit employees who have a higher military rank than their newly-hired supervisors will not be adversely affected because of the military grade inversion. ACT, Pennsylvania State Council, 47 FLRA 332, Proposal 3 [NN]
88. Providing an exception to the prohibition on military grades inversion for civilian technicians currently in positions where they are of higher military rank than their supervisors. ACT, Pennsylvania State Council, 47 FLRA 332, Proposal 4 [NN]
89. Requiring the agency to document reductions in military rank in the technician's military file and to indicate in that file that the reduction resulted from grade inversion and not from disciplinary action. ACT, Pennsylvania State Council, 47 FLRA 332, Proposal 5 [NN]
90. Limiting the noncompetitive actions that the agency can use in filling positions overseas to those outlined in the Merit Promotion and Reassignment Plan. Immigration and AFGE, National Border Patrol Council, 51 FLRA 1308, Provision 2 [NN, (a)(2)(C)]
91. Preventing the agency from considering candidates from outside if an installation search reveals a highly qualified individual. AFGE, Local 1815, 53 FLRA 606, Provision 7 [NN, (a)(2)(c)]
92. Requiring the agency to inform the union, prior to the announcement of a unit vacancy, with regard to the method by which the vacant position will be filled; allowing the agency to solicit several sources concurrently and to select from any source; allowing the agency to rank and certify applicants by the criteria that are appropriate to their status as AGR personnel, dual status technicians, or competitive technicians; and permitting the agency, once the position is posted, to decide not to fill the position and repost the position or not to fill the position from the source(s) posted. ACT, Pennsylvania State Council, 54 FLRA 552 [N, (b)(2)]
93. Requiring the agency to “maintain” the staffing levels at its St. Louis division that were established by the Panel decision. AFGE, Local 3354, 54 FLRA 807 [NN, (a)(2)(A)]
94. Requiring the parties to jointly request Panel fact–finding and decision–making as to whether the agency has sufficient appropriations to maintain these staffing levels in the future. AFGE, Local 3354, 54 FLRA 807 [N, (b)(2)]
95. At the direction of the agency, the selecting official must select only from among well–qualified candidates. ACT, Volunteer Chapter 103, 55 FLRA 562 [N, (b)(2)]
96. Concerning military aspects of technician employment. ACT, Schenectady Chapter, 55 FLRA 925, Proposals 4, 5, and 6 [NN, LAW]
97. Allowing employees who might otherwise lose their jobs to continue their employment with the agency for at least 1 year. AFGE, 55 FLRA 1154 [N, (b)(3)]
98. In selecting a candidate for a Wage Leader position, the selecting official will have “unfettered” discretion to select a Wage Leader with a lower military grade than the employees with whom the Wage Leader will work. ACT, Texas Lone Star Chapter 100, 55 FLRA 1226 [NN, LAW]. Upheld in ACT, Texas Lone Star Chapter 100 and ACT, Wisconsin Chapter 26 v. Federal Labor Relations Authority, 250 F.3d 778 (D.C. Cir. 2001).
99. Increase the number of Northeast Sector positions that can be filled by civilian technicians. ACT, New York State Council, 56 FLRA 444 [NN, LAW]. Upheld in Association of Civilian Technicians, New York State Council v. Federal Labor Relations Authority, No. 00-1485 (D.C. Cir. 2001).
100. Prescribing the selective factors, and the points awarded for possession of those factors, to be used in determining the relative qualifications of area 1 candidates for excepted technician positions. ACT, Evergreen and Rainier Chapters, 57 FLRA 475, Proposal 1 [N, (b)(2)]
101. The selecting official will consider the rating information pertaining to candidates prepared under the above proposal and that the selecting official is not prohibited from considering other information or analyses concerning their qualifications. ACT, Evergreen and Rainier Chapters, 57 FLRA 475, Proposal 2 [N]