6109.16,10 Page 1 of 12 FSH 6109.16 - DEMONSTRATION PROJECT HANDBOOK WO AMENDMENT 6109.16-92-1 EFFECTIVE 10/21/92 CHAPTER 10 - RECRUITMENT, CANDIDATE EVALUATION, AND SELECTION This chapter provides direction for recruitment, candidate evaluation, and selection under the USDA demonstration project, in addition to the direction contained in chapter 1 of the standard operating procedures (displayed in sec. 06.1, ex. 01). The direction in this chapter is in the same sequence as the material in the standard operating procedures, and cross- references to the procedures are provided. For further direction, see FSM 6134, Demonstration Project. 10.1 - Authority. (Sec. 06.1, ex. 01, ch. 1, II.A.2). Under the demonstration project authority (5 U.S.C. 47), the Office of Personnel Management (OPM) has delegated examining authority to experimental units, replacing the hiring of external, non-status, or other candidates via career-conditional and career appointment from certificates of eligibles issued either by the Office of Personnel Management (OPM) or by an agency or department (for example, through a special examining unit). Experimental units may fill any position at the unit, in any series through Grade- 15, with the authority delegated under the demonstration project. 10.4 - Responsibility. (FSM 6104.1, ex. 01; and sec. 04 of this Handbook). 10.41 - Experimental Units. [Reserved]. 10.42 - Comparison Units. [Reserved]. 10.6 - Persons Eligible for Recruitment and Selection Under Demonstration Project. Although current employees of the Forest Service, USDA, or other Federal agencies may be hired under the demonstration project authority, they are not the target group for recruitment and hiring under the demonstration project. The target group comprises mainly external, non-status, and other candidates. Follow current laws and regulations regarding the hiring of non- citizens (FSH 6109.41 - FPM 338), which are not waived under the demonstration project. 11 - RECRUITMENT AND IDENTIFICATION OF CANDIDATES. (Sec. 06.1, ex. 01, ch. 1, II.A). 11.1 - Personnel Actions. 11.11 - Preparation of Form SF-52, Request for Personnel Action. (Sec. 06.1, ex. 01, ch. 1, II.A.1). The demonstration project does not change the process or requirements for requesting personnel actions. Managers at experimental units are still responsible for initiating the Request for Personnel Action, Form SF-52. 11.12 - Decision to Fill a Position. Personnel specialists shall advise managers regarding the various staffing options available, through the demonstration project as well as other appointing authorities, and the advantages and disadvantages of each (sec. 06.1, ex. 01, ch. 1, II.A.2). Experimental units under the demonstration project shall not use certificates of eligibles to fill positions (sec. 10.1), but procedures under other authorities are not affected; for example, recruitment for cooperative education appointments is not affected by procedures prescribed under the demonstration project. In making decisions on recruitment and staffing, consider whether to concurrently recruit externally (using demonstration project authority) and internally (using merit promotion), even when the latter is not required by a union contract or other binding consideration. Consider also the impacts of these approaches on applicants and the servicing personnel office; the labor market; and potential applicant response. 11.2 - Identification of Selective Placement Factors. (Sec. 06.1, ex. 01, ch. 1, II.A.3). A selective placement factor is a skill, knowledge, ability, or other worker characteristic basic to and essential for satisfactory performance of the job. It is prerequisite to appointment and represents minimum requirements in addition to or more specific than the X-118 standards. An example of a selective placement factor is the basic requirement (over and above the X-118 qualification standards) that a Public Affairs Officer must be able to speak and write Spanish fluently because the job requires ongoing communication with Spanish- speaking citizens. Officials at experimental units under the demonstration project shall use Form DF-002, Selective Placement Factors/Quality Experience Worksheet, to conduct a job analysis, to identify selective placement factors (if appropriate), and define quality experience (sec. 11.41). Retain the Form DF-002 in the recruitment case file for documentation. Experimental units shall not use Form SF-39A to document selective placement factors. Forest Service comparison units and other units not under the demonstration project must continue to use Form SF-39A, as required by normal Office of Personnel Management requirements (FSH 6109.41 -FPM 332). 11.3 - Consideration of Reemployment Priority List and Displaced Employee Program Candidates. (Sec. 06.1, ex. 01, ch. 1, II.A.4). 1. Officials at experimental units must consider Reemployment Priority List (RPL) candidates before conducting any recruitment or authorizing appointments under the demonstration project authority (FPM 330-14). As long as a qualified RPL candidate is available, most outside hiring is prohibited unless the employing unit demonstrates the RPL candidate is not an appropriate placement for the position. The RPL is maintained by and may be requested from the Washington Office, Personnel Management Staff, Staffing Branch. 2. Contact local OPM servicing offices for the availability of candidates in the Displaced Employee Program (DEP) and for the frequency and timing of procedures for clearing the DEP, which vary among OPM Regional and Area offices. 11.4 - Qualifications. 11.41 - Definition of Quality Experience. (Sec. 06.1, ex. 01, ch. 1, II.A.5). Quality experience is experience that is directly related to the position being filled, was gained in the same functional specialization, and has clearly equipped the candidate with superior ability to perform the duties of the position. Quality experience is distinct from and must be determined separately from selective placement factors. An applicant must meet a selective placement factor in order to qualify for the position (sec. 11.2), while quality experience is used to differentiate quality candidates from basically eligible candidates. Quality experience is one of the ways to evaluate candidates for entry into the quality group (see sec. 12.3 for direction on evaluation of candidates in non-shortage categories). Establish and document the quality experience definition on Form DF-002 prior to the commencement of recruitment activity. Clearly relate all quality experience definitions to the major duties of the position, and do not include timeframes in the definition. For example, "experience in preparing environmental impact statements" might be an appropriate quality experience definition, but "6 months' experience preparing environmental impact statements" is not appropriate. Documentation of the quality experience definition is confidential; do not publish this material in the vacancy announcement and do not release it to applicants. 11.42 - Modified X-118 Qualification Standards. (Sec. 06.1, ex. 01, ch. 1, II.A.6). 11.42a - Types of Modifications. The demonstration project authorizes certain types of modifications to the OPM Handbook X- 118 requirements for (1) experience and/or (2) substitutable education (other than positive education, professional certification, or licensure requirements). In making such modifications, do not require additional amounts of education or experience beyond those established by the standards. Selective placement factors are not considered to be a modification. 1. Experience. Modifications may be made to experience requirements, but do not develop a new standard or substitute a standard from a lower grade for use at a higher grade. The intent is not to eliminate specialized experience requirements but to provide flexibility when conditions warrant. 2. Education. Modifications may be made to substitutable education but not to positive education requirements. Do not modify the distribution of coursework requirements within a positive education standard or the Part B education requirements in standards containing a Part B. 11.42b - Reasons for Modifications. The option to modify X-118 provides management with a recruitment tool for candidates who might otherwise be excluded by X-118. Examples of reasons for modifying the X-118 include: 1. Availability of a candidate (or candidates) capable of performing the duties of the position, but unable to meet all of the requirements in the X-118 qualification standard; 2. Unique labor market conditions; or 3. Failure of recruitment efforts to yield an adequate number of candidates. 11.42c - Standards in Vacancy Announcements. The decision to modify a standard must be made before a vacancy announcement is issued. The announcement contains the modified standard but does not identify it as a modified standard. The modified standard must require that candidates' backgrounds include experience which has provided the skills and abilities necessary for successful job performance. A modified standard applies only to the position(s) being filled as a result of the vacancy announcement and is not binding for future recruitment. When applications from both internal and external candidates are solicited simultaneously, the qualification standards must be the same. When internal and external candidates for a position are recruited at different times, the same qualification standard need not be used in each case. For example, if a position had been previously advertised internally without a selection being made, the same position may be advertised externally using a modified standard, because the vacancy announcements for the position were not advertised simultaneously and candidates from each source were not considered concurrently. 11.42d - Documentation. Develop and maintain documentation regarding the use of a modified standard on Form DF-003, Modification of X-118 Qualification Standard, in the case file. 11.5 - Recruitment. 11.51 - Vacancy Announcement Requirements. (Sec. 06.1, ex. 01, ch. 1, II.A.7). 11.51a - Notification of State Employment Office and Federal Job Information Center. Provide information regarding all positions to be filled under the demonstration project authority to the servicing State Employment Office (SEO) and the Federal Job Information Center (FJIC). Ensure that information about positions arrives at the SEO and the FJIC in time to be posted on the opening date of the announcement. When making arrangements for distribution of announcements, take into account any lead time requirements established by local SEO or FJIC offices. Providing position vacancy information to the SEO and FJIC does not obligate the unit to fill the announced position(s). If conditions change or no satisfactory candidates are identified, the announcement or recruitment can be canceled. 11.51b - Required Components of Announcements. Announcements must contain, as a minimum, the position title; series; grade level(s) to be filled; location; minimum qualification requirements; and procedures for application. There is no restriction on the number of grade levels that can be included in an announcement; however, considerable thought should go into an announcement advertising a position with three or more grade levels (such as, GS-4/5/6 or GS-7/9/11). When announcing multiple-grade positions, include a statement in the announcement informing applicants that the position can be filled at any of the grade levels included in the announcement. All vacancy announcements must invite candidates to highlight their experience directly related to the duties of the position. Such responses assist the evaluation of candidates for quality experience. 11.51c - Optional Components of Announcements. Announcements may contain such statements as: 1. Applicants must specify position title, series, grade level(s), and location for which they wish to be considered; 2. Applications not containing all of the required information will not be considered; and 3. Applications must be accompanied by transcripts or equivalent documentation for the grade point average (GPA) and coursework completed, or candidates may self-report these items for later verification. 11.51d - Length of Advertisement Period. Keep vacancy announcements open long enough to attract an adequate number of candidates. This period must be no less than three working days. 11.51e - Required and Optional Components of Candidates' Applications. Candidates must complete and submit a Form SF-171. Prior to making any firm offer of employment, a personnel specialist must review a Form SF-171 completed by the applicant. Candidates may provide additional information with their applications, such as resumes, curriculum vitae, cover letters, other correspondence, and so forth. These materials are acceptable when they contain adequate information upon which to base an eligibility determination. 11.51f - Paid Advertising. Managers and personnel specialists may solicit candidates through the use of paid advertising following current guidelines (FSH 6109.41 - FPM 332, sec. 1-9). Personnel specialists are responsible for the content of such advertising. 11.51g - Timeliness of Receipt of Applications. Consider only timely applications; that is: 1. Applications submitted by mail that are postmarked on or before the closing date; or 2. Applications delivered by other means on or before the closing date. 11.51h - Numbering System for Vacancy Announcements. There is no prescribed numbering system for vacancy announcements issued under the demonstration project. Typically, units use their regular numbering system and add a "D" to the number to help identify the vacancy as a demonstration project vacancy; for example, R02-041-90D or R02-041D-90. Even though a single system is not mandated, individual units must be consistent within their own numbering systems for demonstration project vacancies. 11.52 - Identification of Recruitment Sources. (Sec. 06.1, ex. 01, ch. 1, II.A.8). Under the demonstration project, managers and personnel specialists have primary responsibility for developing an effective overall recruitment strategy that identifies recruitment sources in addition to the State Employment Office (SEO) and Federal Job Information Center (FJIC). The OPM does not perform a centralized recruiting function for the experimental sites through the maintenance of open registers and the issuance of certificates of eligibles. Experimental sites are not authorized to request certificates of eligibles from OPM. However, experimental units may use all direct hire provisions available through OPM as listed in section 12.22 (FSH 6109.41 - FPM 332). In addition to recruitment and outreach, experimental units may: 1. Review OPM's recruitment lists to identify potential applicants for positions advertised under the demonstration project; and 2. Consider current employees for appointment under the demonstration project. When current employees are considered, time-in-grade requirements do not apply. 11.53 - Disposition of Unsolicited Applications. (Sec. 06.1, ex. 01, ch. 1, II.A.9). Officials at each experimental unit shall establish a policy as a supplement to this section for handling unsolicited applications received when there is no active recruitment for the type of position in which the applicant is interested and qualified. In this policy, establish: 1. The minimum information required for acceptance of the application; 2. Procedures for the review, return, retention, or referral of applications; 3. The subsequent notification of candidates; and 4. The length of time during which these applications will be actively considered. 11.54 - Merger of Candidates From Various Recruitment Sources. (Sec. 06.1, ex. 01, ch. 1, II.A.10). Personnel specialists shall merge applications from all candidates identified through various recruitment methods into a single applicant pool for final evaluation and consideration. The applicant pool includes all qualified and available candidates from the State Employment Office (SEO) and Federal Job Information Center (FJIC), along with candidates from any other recruitment source(s), including, but not limited to, job fair participation, on-campus recruiting, vacancy announcements, and walk-ins. Refer candidates who have received tentative offers at job fairs, campus visits, and so forth, to a personnel specialist for qualifications analysis and quality grouping, if applicable, prior to their being considered for selection and appointment. When a position is advertised through both the merit promotion system and the demonstration project, status applicants may apply to both the demonstration project announcement and the merit promotion announcement. When status applicants who file applications do not indicate under which announcement they are applying, consider them under the internal announcement only. If status applicants indicate they want to be consider under the demonstration project, consider them under the demonstration project only. If they indicate they want to be considered under both announcements, then consider them both under the demonstration project and merit promotion. 12 - CONSIDERATION OF CANDIDATES. (Sec. 06.1, ex. 01, ch. 1, II.B). 12.1 - Determination of Basic Eligibility. (Sec. 06.1, ex. 01, ch. 1, II.B.1). Evaluate candidates against: 1. The basic qualifications standards, X-118 or X-118C, as defined or modified; and 2. Any appropriate selective placement factors established for the position. Tests are required for those jobs that have conditions of hire; for example, the physical training test for smokejumpers. Tests are not required when measuring knowledge or ability. The project does not depart from the standard criteria when recency of experience is used in determining qualifications (FSH 6109.41 - FPM 338). Factors such as rapidly changing state of the art in a highly technical field may be used when appropriate. For some occupations (such as landscape architect), applicants to the Office of Personnel Management (OPM) are required to submit work samples or projects for ratings as part of their applications. Work samples or projects are not required under the demonstration project, since a rating is not given and criteria have been established for quality group evaluation. In some announcements it may be appropriate to ask for work samples, but they are used only for selection purposes and not in a rating or evaluation process. Applicants for positions advertised under the demonstration project must meet the basic qualifications for the position as of the time the vacancy announcement closes. 12.2 - Determination of Shortage Category. (Sec. 06.1, ex. 01, ch. 1, II.B.2). Determine shortage categories according to the criteria outlined in Title 5, Code of Federal Regulations, Part 572.301 and in the Federal Personnel Manual (FSH 6109.41 - FPM 332). Local determination of shortage categories may include consideration of such factors as external or local labor market demands, extent or impact of prior recruitment efforts, critical or recurring need for particular knowledges or skills based on chronic shortages, turbulent state of the art, and so forth. Do not use underrepresentation of women and minorities in an occupation or series as a factor in making a shortage determination. Personnel specialists are responsible for making the final determination that a shortage category exists. In the process of making this determination, they should consult managers, who generally have valuable information about the labor market and other pertinent facts for particular locations, as well as current knowledge about the availability of candidates in particular academic specializations. 12.21 - Area for Shortage Category. Shortage categories may be established for an area equal to the area where recruitment activities would be typical for the occupation. For example, commuting area may be appropriate if the relevant labor pool is found within the local commuting area; this would be more typical of clerk, technician, and wage grade positions, but would not be appropriate for professional and administrative positions. 12.22 - Direct Hire Authorities. Experimental units may use OPM predetermined score direct hire authorities (sec. 11.52), including the application of veterans preference, in making shortage category determinations. Experimental units also may use other direct hire authorities, including the outstanding scholar provision of the Administrative Careers With America (ACWA) exam and the direct hire authorities authorized for certain OPM job fairs. In such personnel actions, cite the regular OPM direct hire Nature of Action Code (NOAC) and authority code (not the demonstration project authority). Follow the criteria in Title 5, Code of Federal Regulations, section 572.301 (a)(3), which outlines the conditions under which OPM direct hire authorities may be used to support a shortage category determination under the demonstration project authority. The OPM predetermined score direct hire authorities may be factors in making a shortage determination, but they do not constitute the basis for a shortage category determination under the demonstration project since they do not apply across the board; that is, use is limited to candidates at or above a certain score. Experimental units must have completed OPM application forms when they appoint engineers under the OPM direct hire authority or when they cite the OPM direct hire authorities in support of a demonstration project shortage category determination. 12.23 - Number of Internal Candidates. For a shortage category determination, the number of available internal candidates may be a factor in analysis of a local situation (5 CFR 572.301 (b)(2)). Agencies are required to consider the number and quality of internal candidates prior to making a shortage determination in cases where OPM has not already declared a shortage category. For situations like civil engineer positions where OPM has already made the determination, no further consideration is necessary. An experimental unit may offer an incentive to an individual in an occupation for which OPM has made a shortage determination. 12.24 - Referral of Candidates in Shortage Categories. (Sec. 06.1, ex. 01, ch. 1, II.B.3). Shortage determinations can remain in effect for up to three years. Officials at employing units are responsible for confirming that the circumstances under which the original determination was approved are still in effect when applying a previous determination to a current situation; that is, they must reexamine the labor market factors which led to the original determination in terms of relevancy to the current situation. The law and regulation regarding the hiring of non-citizens is not in any way impacted by the additional flexibility provided under the Project. 12.3 - Evaluation of Candidates in Non-shortage Categories. (Sec. 06.1, ex. 01, ch. 1, II.B.4). Use three threshold criteria to evaluate all applicants meeting the basic qualification standards for the position: 1. Above-average academic achievement; 2. Quality experience; and 3. High ability. Apply only these criteria and the factors describing each of them in making quality group determinations (FSH 6109.41 - FPM 332). It is necessary for an applicant to meet only one of the three criteria for placement into the quality group. Once it has been determined that an applicant meets one of the criteria there is no further need to evaluate the applicant against any of the other criteria. Before applicants are judged to be only basically eligible candidates, they must have been evaluated against all three criteria and found not to meet any of the three. 12.31 - Evaluation of Academic Achievement. 1. Grade Point Average. When qualifying an internal candidate for conversion from a technical to a professional series under the demonstration project, follow the X-118 standards to determine basic eligibility for both internal and external candidates. When considering internal candidates, be careful to correctly apply the criterion for grade point average (GPA): The X-118 uses a 3.0 GPA as a measure for qualifying entry level candidates at a higher grade level, while a 2.7 GPA overall or 3.0 GPA in the major field of study is used in quality group evaluation. When evaluating candidates with a general education diploma (GED) in place of a high school diploma and GPA, consider a GED score of 52 as equivalent to an overall GPA of 2.7 on a 4-point scale. A GED score of 52 or above qualifies an applicant for entry into the quality group based on above-average educational achievement. Round GPA's to the next highest tenth of a point when possible. For example, round a 2.65 GPA to 2.7 so the applicant can be placed into the quality group for above-average educational achievement. To be credited, the education must be issued by an accredited school. Evaluate foreign education according to existing guidance (FSH 6109.41 - FPM 337). 2. Graduate Level Programs. GPA requirements do not apply to graduate level programs, so it is possible for an applicant to have an overall GPA below 2.7 in an undergraduate program but still be evaluated as a quality candidate based on the applicant's completion of a master's degree program. 3. Documentation to Support Grade Point Average. Documentation of GPA by supporting transcripts is required when the GPA is used to evaluate an applicant for a quality group. The vacancy announcement should clearly state what must be included in a complete application and the consequences of submitting an incomplete application. When an applicant lists a GPA that qualifies the applicant for the quality group but the applicant has not submitted a transcript in support of the claimed GPA, the experimental unit may choose either of the following two options, but must follow one approach consistently in all situations: a. Accept at face value what the applicant has stated for educational achievement on the application, and then request the applicant to submit supporting transcripts. Always obtain supporting transcripts before making a job offer to an individual who was placed into the quality group based only on an undocumented statement of educational achievement. b. Consider the application only to the extent that it is complete and can be supported; the applicant can still be considered but cannot be judged as a quality candidate based on academic achievement because the supporting transcript is not included in the application. 12.32 - Referral of Candidates in Non-shortage Categories. (Sec. 06.1, ex. 01, ch. 1, II.B.5). When multi-grade positions are advertised, ensure that candidates are referred correctly. An applicant who indicates the lowest grade the applicant will accept must be evaluated at that grade level and for any grade levels above that contained in the announcement. If the applicant makes no indication about the lowest acceptable grade, assume that the applicant wishes to be considered for all grade levels, and evaluate the applicant accordingly. For multi-grade positions, refer individual candidates for all grade levels in which they qualify. For such positions, it is likely that some candidates will be considered for all levels, some candidates for fewer than all levels, and some candidates for only one level. When referring candidates to the selecting official, refer the quality group first unless there is an inadequate number of candidates, at which point the quality group can be combined with the basically eligible group. An inadequate number of candidates is generally considered to be 1 or 2 candidates in the quality group. Name requests are not appropriate, since there are no ratings and rankings, and selection can be made from the entire group after taking veterans preference into account. 13 - SELECTION AND APPOINTMENT. (Sec. 06.1, ex. 01, ch. 1, II.C). 13.1 - Selection of Candidates. (Sec. 06.1, ex. 01, ch. 1, II.C.1). 13.11 - Veterans Preference. Veterans receive preference in the selection process. Preference is provided by placing the names of all veterans at the top of the list of candidates within the quality group and within the basically eligible group. If the groups are combined, list the veterans' names from both groups at the top of the combined group. Except for scientific and professional positions at GS-9 or above, place the names of all compensably disabled veterans (even when they are only basically eligible) at the top of the quality group. A nonpreference eligible may not be selected when preference eligibles are available unless a formal objection is submitted to and sustained by the Director of Personnel Management, Washington Office. 13.11a - Appeals of Nonselection of Preference Eligibles. Preference eligibles who have been passed over for suitability reasons may appeal the decision to the Merit Systems Protection Board (MSPB; 5 CFR Part 731). Preference eligibles who have been passed over for other reasons may, in some cases, appeal the decision through MSPB or another entity when jurisdiction can be established under other provisions of law. 13.11b - Documentation to Support Veterans Preference. When applicants do not submit documentation for the veterans preference they claim on an application, follow the same procedures as in section 12.31, paragraph 1 (which covers documentation of grade point average), except that the required documentation for veterans preference is on Form DD 214 or SF 15 issued by the Veterans Administration (FSH 6109.41 - FPM 211). 13.12 - Reference Checks and Interviews. Under the demonstration project there is no requirement to conduct thorough reference checks with an applicant's previous employers or to have interviews with all candidates referred to the selecting official. Selecting officials should narrow a large group of candidates to a smaller number of candidates, and should conduct other activities (such as reference checks and interviews) only for the final group from which selection is likely. 13.13 - Time Limits on Referral Lists (Certificates) and Reporting Dates. The Federal Personnel Manual establishes limits for the life of candidate referral lists (certificates; FSH 6109.41 - FPM 332 subch. 4-11) and for entrance on duty after the job has been offered and accepted (FSH 6109.41 - FPM 332 subch. 4-12). These time limits apply under the demonstration project. A referral list is valid for up to 90 days after the date of issuance. The time limit may be extended for a short while if conditions warrant, but extensions are not automatic. After a candidate accepts a job, the unit may allow the new employee up to 180 days after acceptance to report for duty. This limit also can be extended for a short period if valid reasons exist. These timeframes are liberal, and requests for extensions are rare. 13.14 - Ninety-Day Rule. All candidates selected for positions under the demonstration project are subject to the 90-day rule as are all other new hires (FSH 6109.41 - FPM 315). New hires cannot be reassigned to a different position or location until after they have worked at least 90 days in the position to which they were initially appointed. 13.2 - Decision to Authorize a Recruitment Incentive. The use of cash incentives for recruitment is authorized under the Project authority. (For guidance, refer to sec. 06.1, ex. 01, ch. 1, II.C.2). 13.3 - Verification That Selectee Meets Conditions of Employment. (Sec. 06.1, ex. 01, ch. 1, II.C.3). A completed Form SF-171 is required in all cases prior to the appointment of the selected applicant. The Form SF-171 is the basic documentation for determining whether a candidate meets all conditions of employment and suitability requirements. 14 - CANDIDATE NOTIFICATION. (Sec. 06.1, ex. 01, ch. 1, II.D). 14.1 - Firm Offer of Employment and Establishment of Effective Date. (Sec. 06.1, ex. 01, ch. 1, II.D.1). Within the demonstration project, experimental units may make tentative offers of employment to an individual. If the offer is withdrawn, this individual may file an appeal or complaint (sec. 15). To minimize this risk of complaint or appeal, exercise caution when making tentative offers and ensure that the candidate understands the offer is tentative and may be withdrawn. Never ask candidates to sign service or other incentive agreements prior to a firm offer and the establishment of an effective date (also called "enter on duty" or EOD date). 15 - EMPLOYEE APPEALS. (Sec. 06.1, ex. 01, ch. 1, II.E). 15.1 - Request for Reconsideration of Examining Decisions. (Sec. 06.1, ex. 01, ch. 1, II.E). When a determination is made that a candidate did not receive proper consideration for a position under the demonstration project, refer the candidate ahead of all other candidates for the next available vacancy to be filled under the demonstration project authority which is at the same grade level, series, and location. Selection of such candidates is not mandatory; however, the priority consideration candidates who are nonpreference eligibles may be selected over preference eligibles who apply under normal procedures.