LIBRARY_NN1 OF_IO CONGRESS_NN1 MERIT_NN1 SELECTION_NN1 PLAN_NN1 FOR_IF SENIOR-LEVEL_JJ HIRING_NN1 January_NPM1 12_MC ,_, 2009_MC (_( Revised_JJ February_NPM1 5_MC ,_, 2009_MC )_) LIBRARY_NN1 OF_IO CONGRESS_NN1 MERIT_NN1 SELECTION_NN1 PLAN_NN1 FOR_IF SENIOR-LEVEL_JJ HIRING_NN1 I._NP1 PURPOSE_NN1 AND_CC APPLICABILITY_NN1 This_DD1 plan_NN1 describes_VVZ the_AT objectives_NN2 ,_, policies_NN2 ,_, and_CC procedures_NN2 governing_VVG the_AT competitive_JJ filling_NN1 of_IO non-bargaining_JJ unit_NN1 Senior-Level_NN1 Library_NN1 vacancies_NN2 through_II merit_NN1 selection_NN1 of_IO qualified_JJ individuals_NN2 ._. 
Merit_VV0 Selection_NN1 refers_VVZ to_II filling_VVG vacancies_NN2 through_II a_AT1 competitive_JJ process_NN1 and_CC includes_VVZ promotions_NN2 of_IO employees_NN2 accomplished_VVN through_II the_AT competitive_JJ hiring_NN1 process_NN1 ._. 
The_AT plan_NN1 applies_VVZ to_II filling_VVG all_DB Library_NN1 non-bargaining_NN1 unit_NN1 Senior-Level_NN1 positions_NN2 ._. 
II_MC ._. 
AUTHORITY_NN1 The_AT provisions_NN2 of_IO this_DD1 plan_NN1 are_VBR authorized_VVN by_II and_CC consistent_JJ with_IW LCR_NP1 2010-14_MCMC :_: Merit_NN1 Selection_NN1 and_CC Employment_NN1 ._. 
For_IF a_AT1 list_NN1 of_IO Library_NN1 regulations_NN2 related_VVN to_II the_AT provisions_NN2 of_IO this_DD1 plan_NN1 ,_, see_VV0 Appendix_NN1 B._NP1 III_MC ._. 
POLICY_NN1 It_PPH1 is_VBZ the_AT policy_NN1 of_IO the_AT Library_NN1 that_CST all_DB vacancies_NN2 filled_VVN under_II the_AT provisions_NN2 of_IO this_DD1 plan_NN1 will_VM be_VBI filled_VVN from_II among_II the_AT best_JJT qualified_JJ candidates_NN2 available_JJ ._. 
All_DB selections_NN2 shall_VM be_VBI made_VVN solely_RR on_II the_AT basis_NN1 of_IO merit_NN1 ,_, fitness_NN1 ,_, and_CC qualifications_NN2 and_CC without_IW regard_NN1 to_II political_JJ ,_, religious_JJ or_CC labor_NN1 organization_NN1 affiliation_NN1 or_CC non-affiliation_NN1 ,_, marital_JJ status_NN1 ,_, race_NN1 ,_, color_NN1 ,_, gender_NN1 ,_, sexual_JJ orientation_NN1 ,_, national_JJ origin_NN1 ,_, non-disqualifying_JJ physical_JJ disability_NN1 ,_, age_NN1 ,_, or_CC other_JJ non-merit_JJ factor_NN1 ._. 
Consideration_NN1 for_IF selection_NN1 shall_VM be_VBI based_VVN on_II job-related_JJ competencies/knowledge_FU ,_, skills_NN2 and_CC abilities_NN2 (_( KSAs_NP2 )_) ._. 
The_AT selection_NN1 policies_NN2 and_CC procedures_NN2 in_II this_DD1 plan_NN1 shall_VM be_VBI applied_VVN consistently_RR and_CC shall_VM promote_VVI fairness_NN1 ,_, diversity_NN1 ,_, and_CC integrity_NN1 ._. 
The_AT policies_NN2 and_CC procedures_NN2 used_VMK to_TO implement_VVI this_DD1 plan_NN1 will_VM be_VBI consistent_JJ with_IW the_AT principles_NN2 of_IO content-validity_NN1 ._. 
IV_MC ._. 
OBJECTIVES_NN2 The_AT objectives_NN2 of_IO the_AT Merit_NN1 Selection_NN1 Plan_NN1 are_VBR to_II :_: a_AT1 ._. 
Acquire_VV0 a_AT1 highly_RR qualified_JJ workforce_NN1 through_II the_AT selection_NN1 of_IO best_RRT qualified_VVN candidates_NN2 ,_, b_ZZ1 ._. 
Ensure_VV0 that_CST all_DB applicants_NN2 for_IF merit_NN1 selection_NN1 and_CC promotion_NN1 are_VBR treated_VVN equitably_RR ,_, 1_MC1 Although_CS not_XX synonymous_JJ ,_, competencies_NN2 and_CC KSAs_NN2 serve_VV0 the_AT same_DA function_NN1 in_II job_NN1 analysis_NN1 ._. 
To_TO avoid_VVI confusion_NN1 ,_, competencies_NN2 and_CC KSAs_NN2 are_VBR referred_VVN to_II as_CSA competencies/KSAs_NN2 throughout_II this_DD1 Plan._NP1 2_MC Content_JJ validity_NN1 is_VBZ the_AT methodology_NN1 used_VVN by_II the_AT Library_NN1 to_TO establish_VVI the_AT job-relatedness_NN1 of_IO the_AT merit_NN1 selection_NN1 process_NN1 used_VMK to_TO fill_VVI a_AT1 vacancy_NN1 ._. 
Job-relatedness_NN1 is_VBZ established_VVN by_II ensuring_VVG the_AT competencies/KSAs_NN2 and_CC the_AT assessment_NN1 instruments_NN2 used_VMK to_TO fill_VVI a_AT1 vacancy_NN1 are_VBR related_VVN to_II the_AT duties_NN2 of_IO the_AT position._NNU 3_MC Critical_JJ competencies/KSAs_NN2 are_VBR those_DD2 identified_VVN by_II a_AT1 job_NN1 analysis_NN1 panel_NN1 for_IF which_DDQ applicants_NN2 must_VM be_VBI assessed_VVN by_II the_AT Interview_NN1 Panel_NN1 in_II a_AT1 preliminary_JJ telephone_NN1 interview_NN1 or_CC a_AT1 full_JJ structured_JJ interview_NN1 as_CSA having_VHG ''fully_RR acceptable''_JJ experience_NN1 to_TO be_VBI considered_VVN for_IF selection_NN1 ._. 
Critical_JJ competencies/KSAs_NN2 are_VBR generally_RR technical_JJ in_II nature._NNU 4_MC This_DD1 includes_VVZ status_NN1 and_CC nonstatus_JJ employees_NN2 ._. 
Status_NN1 employees_NN2 are_VBR employees_NN2 with_IW three_MC or_CC more_DAR years_NNT2 of_IO service_NN1 in_II a_AT1 position_NN1 in_II the_AT Competitive_JJ Service._NP1 5_MC The_AT Library_NN1 's_GE annual_JJ budget_NN1 designates_VVZ a_AT1 fixed_JJ number_NN1 of_IO full-time_JJ equivalent_JJ positions_NN2 for_IF organizations_NN2 in_II the_AT Library_NN1 ._. 
If_CS the_AT hiring_NN1 organization_NN1 has_VHZ no_AT available_JJ FTEs_NN2 then_RT the_AT posting_NN1 must_VM be_VBI limited_VVN to_II that_DD1 organization_NN1 to_TO avoid_VVI exceeding_VVG the_AT staff_NN ceiling_NN1 constraint._NNU 6_MC Any_DD position_NN1 description_NN1 changed_VVN and_CC classified_VVN as_II a_AT1 result_NN1 of_IO job_NN1 analysis_NN1 will_VM become_VVI the_AT position_NN1 description_NN1 of_IO record_NN1 for_IF all_DB incumbents_NN2 in_II that_DD1 position._NNU 7_MC For_IF most_DAT positions_NN2 ,_, it_PPH1 is_VBZ recommended_VVN that_CST panels_NN2 identify_VV0 seven_MC to_II ten_MC (_( 7-10_MCMC )_) competencies/KSAs_NN2 to_TO assess_VVI during_II the_AT selection_NN1 process._NNU 8_MC Includes_VVZ reason(s)_NN2 applicant_NN1 was_VBDZ not_XX selected._NNU c_ZZ1 ._. 
Refer_VV0 highly_RR qualified_VVN ,_, diverse_JJ interview_NN1 pools_NN2 for_IF all_DB vacancies_NN2 ,_, and_CC d_ZZ1 ._. 
Provide_VV0 incentive_NN1 for_IF employees_NN2 to_TO develop_VVI their_APPGE competencies/KSAs_NN2 in_BCL21 order_BCL22 to_TO advance_VVI to_II maximum_JJ realization_NN1 of_IO their_APPGE career_NN1 potential_NN1 within_II the_AT framework_NN1 of_IO the_AT jobs_NN2 needed_VVN to_TO carry_VVI out_RP the_AT Library_NN1 's_GE mission_NN1 ._. 
V._II EXEMPTIONS_NN2 Exemptions_NN2 to_II this_DD1 Senior_JJ Level_JJ Merit_NN1 Selection_NN1 Plan_NN1 are_VBR found_VVN in_II LCR_NP1 2010-14_MCMC ._. 
VI_MC ._. 
RESPONSIBILITIES_NN2 The_AT Librarian_NN1 of_IO Congress_NN1 ,_, the_AT Chief_JJ Operating_NN1 Officer_NN1 ,_, the_AT Director_NN1 for_IF Human_JJ Resources_NN2 ,_, the_AT Heads_NN2 of_IO all_DB Service_NN1 and_CC Support_VV0 Units_NN2 ,_, as_II31 well_II32 as_II33 selecting_VVG officials_NN2 and_CC all_DB other_JJ managers_NN2 are_VBR responsible_JJ and_CC accountable_JJ for_IF ensuring_VVG that_CST the_AT provisions_NN2 of_IO this_DD1 plan_NN1 are_VBR applied_VVN consistently_RR and_CC equitably_RR ,_, thereby_RR demonstrating_VVG commitment_NN1 to_II and_CC support_VV0 for_IF merit_NN1 selection_NN1 principles_NN2 ,_, policies_NN2 ,_, and_CC practices_NN2 ._. 
A._NP1 Managers/Selecting_FU Officials_NN2 are_VBR responsible_JJ for_IF applying_VVG the_AT principles_NN2 ,_, policies_NN2 ,_, and_CC procedures_NN2 of_IO this_DD1 plan_NN1 ,_, including_II the_AT principle_NN1 of_IO equal_JJ employment_NN1 opportunity_NN1 ,_, in_II filling_VVG vacancies_NN2 and_CC making_VVG selections_NN2 ._. 
Specific_JJ responsibilities_NN2 include_VV0 ,_, but_CCB are_VBR not_XX limited_VVN to_II :_: 1_MC1 ._. 
Anticipating_VVG staffing_NN1 needs_NN2 and_CC initiating_VVG actions_NN2 to_TO allow_VVI for_IF timely_JJ recruitment_NN1 and_CC selection_NN1 in_II31 accordance_II32 with_II33 this_DD1 plan_NN1 ;_; 2_MC ._. 
Ensuring_VVG the_AT currency_NN1 and_CC accuracy_NN1 of_IO position_NN1 descriptions_NN2 for_IF all_DB positions_NN2 to_TO be_VBI filled_VVN ;_; 3_MC ._. 
Serving_VVG on_II job_NN1 analysis_NN1 and_CC interview_NN1 panels_NN2 ;_; 4_MC ._. 
Determining_VVG whether_CSW job_NN1 analysis_NN1 materials_NN2 developed_VVN in_II the_AT past_JJ 24_MC months_NNT2 for_IF job_NN1 series_NN ,_, job_NN1 families_NN2 ,_, or_CC individual_JJ position(s)_NN2 may_VM be_VBI used_VVN in_II31 lieu_II32 of_II33 convening_VVG a_AT1 new_JJ job_NN1 analysis_NN1 panel_NN1 ;_; 5_MC ._. 
Determining_JJ recruitment_NN1 strategies_NN2 and_CC sources_NN2 designed_VVN to_TO target_VVI highly_RR qualified_VVN ,_, diverse_JJ candidates_NN2 ,_, including_II areas_NN2 of_IO consideration_NN1 and_CC the_AT length_NN1 of_IO time_NNT1 a_AT1 vacancy_NN1 will_VM be_VBI posted_VVN beyond_II the_AT minimum_JJ requirement_NN1 ;_; 6_MC ._. 
Keeping_VVG informed_VVN of_IO and_CC adhering_VVG to_II this_DD1 plan_NN1 ;_; and_CC 7_MC ._. 
Counseling_NN1 employees_NN2 on_II ways_NN2 to_TO improve_VVI their_APPGE potential_NN1 for_IF selection_NN1 or_CC promotion_NN1 and_CC assisting_VVG them_PPHO2 in_II self-development_NN1 activities_NN2 ._. 
B._NP1 Director_NN1 for_IF Human_JJ Resources_NN2 (_( HRS_NNU2 )_) is_VBZ responsible_JJ for_IF administering_VVG and_CC overseeing_VVG implementation_NN1 of_IO this_DD1 plan_NN1 in_II31 accordance_II32 with_II33 applicable_JJ law_NN1 and_CC Library_NN1 regulations_NN2 ._. 
Specific_JJ responsibilities_NN2 of_IO the_AT Director_NN1 (_( and_CC HRS_NNU2 staff_VV0 ,_, contractors_NN2 ,_, or_CC Service/Support_VV0 Unit_NN1 staff_NN designated_VVN by_II the_AT Director_NN1 )_) include_VV0 ,_, but_CCB are_VBR not_XX limited_VVN to_II :_: 1_MC1 ._. 
Providing_VVG leadership_NN1 and_CC support_VV0 for_IF implementation_NN1 of_IO the_AT provisions_NN2 of_IO this_DD1 plan_NN1 ,_, ensuring_VVG that_CST all_DB related_JJ policies_NN2 and_CC procedures_NN2 are_VBR applied_VVN equitably_RR ;_; 2_MC ._. 
Ensuring_VVG that_CST managers_NN2 /selecting_FU officials_NN2 are_VBR aware_JJ of_IO the_AT provisions_NN2 of_IO this_DD1 plan_NN1 by_II communicating_VVG the_AT plan_NN1 ,_, providing_VVG appropriate_JJ training_NN1 ,_, and_CC issuing_JJ instructions_NN2 ,_, procedures_NN2 ,_, or_CC other_JJ communications_NN2 required_VVN to_TO clarify_VVI ,_, update_VVI ,_, and_CC improve_VVI the_AT plan_NN1 's_GE implementation_NN1 ;_; 3_MC ._. 
Informing_VVG employees_NN2 periodically_RR of_IO the_AT requirements_NN2 and_CC objectives_NN2 of_IO this_DD1 plan_NN1 and_CC any_DD procedural_JJ changes_NN2 ,_, and_CC advising_VVG them_PPHO2 of_IO where_RRQ they_PPHS2 may_VM review_VVI or_CC obtain_VVI a_AT1 copy_NN1 of_IO this_DD1 plan_NN1 ;_; 4_MC ._. 
Establishing_VVG ,_, maintaining_VVG ,_, and_CC keeping_VVG secure_JJ merit_NN1 selection_NN1 records_VVZ necessary_JJ to_TO answer_VVI inquiries_NN2 and_CC reconstruct_VVI personnel_NN2 actions_NN2 for_IF a_AT1 minimum_NN1 of_IO two_MC years_NNT2 from_II the_AT date_NN1 of_IO selection_NN1 or_CC cancellation_NN1 of_IO a_AT1 vacancy_NN1 announcement_NN1 ;_; 5_MC ._. 
Advising_VVG job_NN1 analysis_NN1 and_CC interview_NN1 panel_NN1 members_NN2 and_CC Selecting_VVG Officials_NN2 of_IO their_APPGE duties_NN2 and_CC responsibilities_NN2 and_CC serving_VVG as_II a_AT1 technical_JJ advisor_NN1 ;_; 6_MC ._. 
Facilitating_VVG the_AT work_NN1 of_IO job_NN1 analysis_NN1 panels_NN2 and_CC ensuring_VVG appropriate_JJ documentation_NN1 of_IO job_NN1 analysis_NN1 ;_; 7_MC ._. 
Assisting_VVG managers/selecting_FU officials_NN2 in_II targeted_JJ recruitment_NN1 efforts_NN2 ,_, including_II coordinating_VVG with_IW executive_JJ search_NN1 agencies_NN2 where_RRQ applicable_JJ and_CC providing_VVG recruitment_NN1 information_NN1 of_IO previously_RR successful_JJ recruitment_NN1 sources_NN2 for_IF the_AT same_DA or_CC a_AT1 similar_JJ position_NN1 ;_; 8_MC ._. 
Issuing_NN1 and_CC publicizing_VVG vacancy_NN1 announcements_NN2 ;_; 9_MC ._. 
Screening_VVG applicants_NN2 against_II eligibility_NN1 requirements_NN2 for_IF positions_NN2 (_( education_NN1 ,_, licensing_VVG and/or_CC certification_NN1 where_CS applicable_JJ ;_; see_VV0 VIII.B.2_FO ._. 
Determining_JJ Basic_JJ Qualification_NN1 Requirements_NN2 )_) ;_; 10_MC ._. 
Issuing_JJ interview_NN1 and_CC Final_JJ Referral_NN1 List(s)_VVZ to_II Selecting_VVG Officials_NN2 ;_; 11_MC ._. 
Responding_VVG to_II questions_NN2 from_II applicants_NN2 regarding_II the_AT status_NN1 of_IO their_APPGE application_NN1 or_CC the_AT requirements_NN2 of_IO this_DD1 plan_NN1 ;_; 12_MC ._. 
Ensuring_VVG that_CST all_DB applicants_NN2 who_PNQS apply_VV0 under_II a_AT1 vacancy_NN1 announcement_NN1 are_VBR notified_VVN of_IO the_AT results_NN2 ;_; 13_MC ._. 
Reviewing_VVG selections_NN2 and_CC making_VVG official_JJ offers_NN2 of_IO employment_NN1 ;_; 14_MC ._. 
Reviewing_VVG selection_NN1 process_NN1 for_IF conformance_NN1 with_IW merit_NN1 principles_NN2 and_CC Library_NN1 regulations_NN2 and_CC diversity_NN1 goals_NN2 ,_, as_CSA defined_VVN by_II the_AT Multi-Year_JJ Affirmative_JJ Employment_NN1 Program_NN1 Plan_NN1 and/or_CC the_AT Office_NN1 of_IO Opportunity_NN1 ,_, Inclusiveness_NP1 &;_NULL Compliance_NN1 ;_; and_CC 15_MC ._. 
Providing_VVG for_IF periodic_JJ evaluations_NN2 of_IO operations_NN2 under_II this_DD1 plan_NN1 ._. 
C._NP1 Director_NN1 of_IO Office_NN1 of_IO Opportunity_NN1 ,_, Inclusiveness_NP1 &;_NULL Compliance_NN1 (_( OIC_NP1 )_) is_VBZ responsible_JJ for_IF ensuring_VVG that_DD1 reliable_JJ ,_, accurate_JJ workforce_NN1 data_NN is_VBZ available_JJ to_II Service/Support_NN1 Units_NN2 for_IF use_NN1 in_II recruitment_NN1 plans_NN2 and_CC for_IF coordinating_VVG with_IW HRS_NNU2 and_CC Service/Support_VV0 Units_NN2 on_II diversity_NN1 analysis_NN1 as_CSA outlined_VVN in_II Section_NN1 XII_MC ._. 
D._NP1 Subject_NN1 Matter_NN1 Experts_NN2 (_( SMEs_NN2 )_) serving_VVG on_II job_NN1 analysis_NN1 and/or_CC interview_NN1 panels_NN2 are_VBR responsible_JJ for_IF :_: 1_MC1 ._. 
Applying_VVG their_APPGE subject_NN1 matter_NN1 expertise_NN1 to_TO perform_VVI job_NN1 analysis_NN1 tasks_NN2 (_( identifying_VVG competencies/KSAs_NN2 necessary_JJ to_TO perform_VVI the_AT job_NN1 being_VBG analyzed_VVN and_CC developing_JJ rating_NN1 instruments_NN2 to_TO measure_VVI levels_NN2 of_IO proficiency_NN1 in_II the_AT competencies/KSAs_NN2 ,_, such_II21 as_II22 the_AT interview_NN1 guide_NN1 )_) ;_; 2_MC ._. 
Maintaining_VVG confidentiality_NN1 of_IO job_NN1 analysis_NN1 and/or_CC interview_VV0 process/proceedings_FU and_CC documentation_NN1 ;_; and_CC 3_MC ._. 
Disqualifying_VVG him_PPHO1 or_CC herself_PPX1 from_II serving_VVG on_II a_AT1 Job_NN1 Analysis_NN1 and/or_CC Interview_NN1 Panel_NN1 if_CS ,_, to_TO do_VDI so_RR ,_, would_VM create_VVI a_AT1 conflict_NN1 of_IO interest_NN1 or_CC the_AT appearance_NN1 of_IO such_DA a_AT1 conflict_NN1 ,_, e.g._REX ,_, the_AT SME_NP1 's_GE relative_NN1 is_VBZ an_AT1 applicant_NN1 for_IF a_AT1 vacancy_NN1 ._. 
E._NP1 Job_NN1 Analysis_NN1 Panels_NN2 are_VBR responsible_JJ for_IF :_: 1_MC1 ._. 
Reviewing_VVG position_NN1 descriptions_NN2 and_CC determining_JJ ,_, if_CS needed_VVN ,_, any_DD minimum_JJ education_NN1 ,_, licensing_VVG ,_, certification_NN1 and/or_CC experience_NN1 qualifications_NN2 (_( conforming_VVG to_II the_AT provisions_NN2 of_IO this_DD1 plan_NN1 outlined_VVN in_II Section_NN1 VIII_MC ._. 
Recruitment_NN1 and_CC Selection_NN1 Procedures_NN2 )_) ;_; 2_MC ._. 
Identifying_VVG the_AT competencies/KSAs_NN2 necessary_JJ to_TO perform_VVI the_AT duties_NN2 of_IO the_AT job_NN1 series_NN ,_, job_NN1 family_NN1 ,_, or_CC individual_JJ position(s)_NN2 being_VBG analyzed_VVN ,_, including_II the_AT ''critical''_JJ competencies/KSAs_NN2 to_TO be_VBI measured_VVN by_II the_AT Selecting_VVG Official_JJ and/or_CC the_AT Interview_NN1 Panel_NN1 ;_; 3_MC ._. 
Developing_JJ validated_JJ rating_NN1 instrument(s)_NN2 ,_, i.e._REX ,_, structured_JJ interview_NN1 guides_NN2 ,_, and/or_CC other_JJ rating_NN1 tools_NN2 ,_, which_DDQ measure_VV0 levels_NN2 of_IO proficiency_NN1 in_II the_AT competencies/KSAs_NN2 ;_; and_CC 4_MC ._. 
Ensuring_VVG the_AT content-validity_NN1 of_IO the_AT selection_NN1 process_NN1 by_II appropriately_RR documenting_VVG as_CSA outlined_VVN in_II this_DD1 plan_NN1 the_AT job-relatedness_NN1 of_IO the_AT competencies/KSAs_NN2 and_CC rating_VVG instruments_NN2 used_VMK to_TO fill_VVI a_AT1 vacancy_NN1 ._. 
F._NP1 Interview_NN1 Panels_NN2 are_VBR responsible_JJ for_IF :_: 1_MC1 ._. 
Attending_VVG required_JJ structured_JJ interview_NN1 training_NN1 and_CC ensuring_VVG that_CST the_AT interview_NN1 process_NN1 is_VBZ conducted_VVN according_II21 to_II22 interview_NN1 training_NN1 and_CC guidelines_NN2 ;_; 2_MC ._. 
Conducting_VVG and_CC documenting_VVG an_AT1 application_NN1 review_NN1 to_TO determine_VVI whether_CSW the_AT applicant_NN1 appears_VVZ to_TO have_VHI the_AT necessary_JJ competencies/KSAs_NN2 for_IF the_AT position_NN1 (_( the_AT Selecting_VVG Official_NN1 may_VM choose_VVI to_TO do_VDI this_DD1 alone_JJ or_CC with_IW the_AT assistance_NN1 of_IO the_AT other_JJ panel_NN1 members_NN2 )_) ;_; 3_MC ._. 
Conducting_VVG and_CC documenting_VVG the_AT preliminary_JJ telephone_NN1 interview_NN1 ,_, if_CS appropriate_JJ ;_; and_CC 4_MC ._. 
Conducting_VVG the_AT structured_JJ interview_NN1 ,_, scoring_VVG interviewees_NN2 using_VVG the_AT benchmark_NN1 anchors_NN2 ,_, and_CC documenting_VVG the_AT interview_NN1 process_NN1 ._. 
G._NP1 Applicants_NN2 are_VBR responsible_JJ for_IF :_: 1_MC1 ._. 
Submitting_VVG all_DB required_JJ application_NN1 materials_NN2 for_IF vacancies_NN2 for_IF which_DDQ they_PPHS2 have_VH0 an_AT1 interest_NN1 and_CC for_IF which_DDQ they_PPHS2 qualify_VV0 and_CC ensuring_VVG that_CST such_DA materials_NN2 are_VBR received_VVN by_II HRS_NNU2 no_AT later_JJR than_CSN the_AT closing_NN1 date_NN1 of_IO the_AT vacancy_NN1 announcement_NN1 ;_; 2_MC ._. 
Demonstrating_VVG that_CST they_PPHS2 have_VH0 the_AT competencies/KSAs_NN2 necessary_JJ to_TO qualify_VVI for_IF positions_NN2 for_IF which_DDQ they_PPHS2 desire_VV0 consideration_NN1 by_II accurately_RR portraying_VVG their_APPGE job-related_JJ knowledge_NN1 ,_, education_NN1 ,_, training_NN1 and_CC experience_NN1 in_II all_DB application_NN1 materials_NN2 and_CC throughout_II the_AT selection_NN1 process_NN1 ;_; 3_MC ._. 
Familiarizing_VVG themselves_PPX2 with_IW the_AT provisions_NN2 of_IO this_DD1 plan_NN1 and_CC the_AT procedures_NN2 for_IF applying_VVG for_IF advertised_JJ positions_NN2 ;_; and_CC VII_MC ._. 
AREA_NN1 OF_IO CONSIDERATION_NN1 A._NNU Determining_JJ Area_NN1 of_IO Consideration_NN1 ._. 
The_AT area_NN1 of_IO consideration_NN1 refers_VVZ to_II the_AT boundaries_NN2 (_( area_NN1 ,_, organization_NN1 ,_, or_CC group_NN1 of_IO organizations_NN2 )_) ,_, within_II which_DDQ persons_NN2 must_VM work_VVI to_TO be_VBI eligible_JJ for_IF consideration_NN1 for_IF a_AT1 specific_JJ vacancy_NN1 ._. 
Areas_NN2 of_IO consideration_NN1 are_VBR determined_VVN by_II the_AT Selecting_VVG Official_NN1 for_IF a_AT1 vacancy_NN1 ,_, unless_CS budgetary_JJ or_CC FTE_NP1 (_( full-time_JJ equivalent_JJ )_) constraints_NN2 apply_VV0 as_CSA outlined_VVN in_II VII.B._NP1 ,_, Restrictions_NN2 Due_II21 to_II22 Budgetary_JJ Constraints_NN2 ._. 
When_CS considering_VVG the_AT appropriate_JJ area_NN1 of_IO consideration_NN1 ,_, the_AT Selecting_VVG Official_NN1 shall_VM choose_VVI an_AT1 area_NN1 large_JJ enough_RR to_TO produce_VVI an_AT1 adequate_JJ number_NN1 of_IO highly_RR qualified_VVN ,_, diverse_JJ applicants_NN2 ._. 
Selecting_VVG Officials_NN2 may_VM choose_VVI one_MC1 of_IO the_AT following_JJ areas_NN2 of_IO consideration_NN1 :_: 1_MC1 ._. 
Unrestricted_JJ ._. 
(_( Anyone_PN1 may_VM apply_VVI ._. 
Normally_RR ,_, Library_NN1 employment_NN1 is_VBZ limited_VVN to_II U.S._NP1 citizens_NN2 ._. 
However_RR ,_, non-citizens_NN2 may_VM be_VBI employed_VVN provided_CS they_PPHS2 meet_VV0 the_AT conditions_NN2 defined_VVN in_II LCR_NP1 2010-7_MCMC :_: Employment_NN1 of_IO Non-U.S_NP1 ._. 
Citizens_NN2 Using_VVG Appropriated_JJ and_CC Non-Appropriated_JJ Funds._NP1 )_) 2_MC ._. 
Federal_JJ employees_NN2 ._. 
(_( Current_JJ and_CC former_DA Federal_JJ employees_NN2 from_II all_DB three_MC branches_NN2 of_IO government_NN1 )_) 3_MC ._. 
Library-wide_JJ ._. 
(_( Current_JJ permanent_JJ ,_, indefinite_JJ ,_, indefinite_JJ NTE_NN1 and/or_CC temporary_JJ Library_NN1 employees_NN2 )_) 4_MC ._. 
Service/Support_VV0 Unit_NN1 or_CC Division-wide_JJ ._. 
(_( Current_JJ permanent_JJ and_CC indefinite_JJ employees_NN2 working_VVG within_II a_AT1 specified_JJ Service/Support_NN1 Unit_NN1 or_CC Division_NN1 ._. )_) 
B._NP1 Restrictions_NN2 due_II21 to_II22 Budgetary/FTE_FU Constraints_NN2 ._. 
Vacancies_NN2 can_VM only_RR be_VBI restricted_VVN to_II the_AT Service/Support_NN1 Unit_NN1 or_CC Division_NN1 due_II21 to_II22 budgetary_JJ and/or_CC staff_NN (_( FTE_NP1 )_) ceiling_NN1 constraints_NN2 ._. 
Requests_NN2 to_TO restrict_VVI vacancies_NN2 must_VM be_VBI certified_VVN in_II writing_VVG by_II the_AT Service/Support_NN1 Unit_NN1 Head_NN1 through_II the_AT vacancy_NN1 announcement_NN1 request_NN1 process_NN1 ._. 
C._NP1 Concurrent_JJ Consideration_NN1 ._. 
The_AT Selecting_VVG Official_NN1 may_VM consider_VVI applicants_NN2 through_II noncompetitive_JJ processes_NN2 while_CS concurrently_RR considering_VVG candidates_NN2 through_II the_AT merit_NN1 hiring_VVG competitive_JJ process_NN1 ._. 
In_II31 accordance_II32 with_II33 Library_NN1 regulations_NN2 ,_, noncompetitive_JJ processes_NN2 include_VV0 :_: 1_MC1 )_) non-advancement_JJ placements_NN2 (_( i.e._REX ,_, reassignments_NN2 )_) ;_; 2_MC )_) the_AT Selective_JJ Placement_NN1 Program_NN1 ;_; and/or_CC 3_MC )_) approved_JJ exchange_NN1 programs_NN2 ._. 
VIII_MC ._. 
RECRUITMENT_NN1 AND_CC SELECTION_NN1 PROCEDURES_NN2 A._NNU Vacancy_NN1 Announcement_NN1 Request_NN1 Procedures_NN2 1_MC1 ._. 
Identifying_VVG a_AT1 Vacancy_NN1 ._. 
The_AT Service/Support_NN1 Unit_NN1 determines_VVZ the_AT need_NN1 to_TO fill_VVI a_AT1 vacancy_NN1 in_II31 accordance_II32 with_II33 its_APPGE procedures_NN2 and_CC designates_VVZ a_AT1 Selecting_VVG Official._NP1 2_MC ._. 
Accuracy_NN1 of_IO Position_NN1 Description_NN1 ._. 
The_AT Selecting_VVG Official_NN1 is_VBZ responsible_JJ for_IF ensuring_VVG the_AT accuracy_NN1 of_IO the_AT position_NN1 description_NN1 for_IF the_AT vacancy_NN1 being_VBG filled_VVN ._. 
The_AT Selecting_VVG Official_JJ and/or_CC position_NN1 manager_NN1 reviews_VVZ an_AT1 existing_JJ position_NN1 description_NN1 and_CC updates_VVZ the_AT position_NN1 description_NN1 ,_, if_CS needed_VVN ._. 
For_IF new_JJ or_CC significantly_RR changed_VVN positions_NN2 ,_, the_AT Selecting_VVG Official_JJ and/or_CC position_NN1 manager_NN1 creates_VVZ a_AT1 new_JJ position_NN1 description_NN1 ._. 
New_JJ or_CC updated_JJ position_NN1 descriptions_NN2 must_VM be_VBI certified_VVN for_IF accuracy_NN1 by_II the_AT position_NN1 supervisor_NN1 or_CC Selecting_VVG Official_NN1 ,_, reviewed_VVN and_CC approved_VVN in_II31 accordance_II32 with_II33 the_AT internal_JJ procedures_NN2 of_IO each_DD1 Service/Support_NN1 Unit_NN1 ,_, and_CC forwarded_VVN to_II HRS_NNU2 for_CS classification_NN1 approval_NN1 in_II31 accordance_II32 with_II33 the_AT Classification_NN1 Procedures_NN2 outlined_VVN in_II LCR_NP1 2016-1_MCMC ._. 
HRS_NNU2 staff_VV0 ,_, contractors_NN2 ,_, and/or_CC Service/Support_VV0 Unit_NN1 staff_NN provide_VV0 consultative_JJ support_NN1 to_II Selecting_VVG Officials_NN2 in_II creating_VVG and_CC updating_VVG position_NN1 descriptions_NN2 ._. 
