Local Employment Policy Handbook - ICASS

DETERMINING THE GRADE AND STEP
FOR ORDINARILY RESIDENTS
Grade
Before a vacant position is established, HR must CAJE the position to determine the full performance
level grade.
The supervisor and HR may also establish a position at a training or developmental level once the position
is evaluated and the final grade level determined. Since Position Descriptions (PDs) at training or
developmental levels aren’t CAJE evaluated, the supervisor, in consultation with HR, decides the
appropriate training or developmental grade. (See Topic in the Local Employment Recruitment Policy
Guidebook: Staffing Positions at the Training or Developmental Level.)
HR staffs most positions at the full performance FSN grade. HR may not recruit the position at a training
or developmental level until the position is advertised on a Vacancy Announcement at the training or
developmental grade.
Management may establish a Mission-specific policy for all agencies under Chief of Mission authority
that allows HR to employ all new hires one or more grades below the full performance FSN grade of the
position. State and all participating agencies under Chief of Mission authority must agree to the policy.
HR must issue the policy in a Management Notice and apply it equitably to all new hires. The Missionspecific
policy may not be used on a random basis.
When establishing a Mission-specific policy, the Vacancy Announcement lists the full performance FSN
grade of the position and includes the following statement:
“PLEASE NOTE: HR will hire the successful applicant at the developmental grade of FSN-(insert
appropriate grade).”
Hiring Above Step 1
Offering a starting salary above step 1 of the FSN grade of the position is at Mission management
discretion and is not an entitlement for any Ordinarily Resident employee.
HR establishes a crediting plan that gives consideration for additional steps to new hires to include
education, work experience, other skills and abilities, or a previous salary history that directly relates to
the assigned duties and responsibilities of the Mission position. HR may also consider the benefits
package and the approximate cash value when determining the appropriate step for new hires.
HR may authorize any step within the pay range of the FSN grade of the position on the Local
Compensation Plan for a newly hired Ordinarily Resident. HR does not need the concurrence or