3 NOV 1986
If the former position (the one the employee left to accept the supervisory or
managerial position) is at a higher grade than the supervisory or managerial
position, the employee is entitled to be placed in a position at the same grade as
the position in which he/she was serving probation. Repromotion would then be
in accordance with the Coast Guard Merit Promotion Program (COMDTINST
Method of Placement. Reduction-in-force (RIF) procedures in which the employee
competes with others to determine the position to which assigned may not be used.
Effect of Return on Within-Grade Increases. An employee who is promoted to a
supervisory or managerial position and is subsequently returned to his/her formal
grade level, is entitled to credit toward a within-grade increase at the lower grade for
the time spent at the higher grade.
Effect on Subsequent Consideration. The return of an employee to a nonsupervisory
or nonmanagerial position under this Instruction is not grounds, in and of itself, for
denying the employee consideration for subsequent assignment to such a position.
Position requirements vary substantially. An employee who is not suited to a
particular position might be able to perform satisfactorily in another supervisory or
Grade and Pay Retention. An employee who is returned to a lower grade position for
failure to satisfactorily complete probation under this Instruction is no entitled to
grade or pay retention. An employee's entitlement to grade or pay retention (in
connection with a demotion to a supervisory position) is not affected if the employee
is reassigned because of failure to satisfactorily complete the probationary period. An
employee, whose entitlement to grade retention ends when promoted to a supervisory
position, may resume the remainder of the period of eligibility if promotion is not
completed and the employee is returned to the position (or equivalent) in which he/she
was entitled to grade or pay retention.
Documentation. A Coast Guard action to return or reassign an employee for failure to
satisfactorily complete the probationary period is documented in accordance with
FPM Supplement 296-33.
APPEALS AND GRIEVANCES.
A Coast Guard action to return or reassign an employee in accordance with this
Instruction for reasons directly related to supervisory or managerial performance is not