Differences between the Upward Mobility Program and the Career Development Program

While the USGS Upward Mobility Program and Career Development Program are very similar in their operation, there are a few differences due to Federal regulations, DOI policy, etc. The differences are as follows:

Upward Mobility Program - To provide training, career development and growth opportunities for underutilized or underdeveloped employees whose current assignments do not permit further advancement.

Underutilized employees are those whose present education, training, and capabilities are not fully utilized in their current position. These employees meet all qualification requirements for the Upward Mobility Program entry position for which they apply, including positive education requirements.

Underdeveloped employees are those whose talent and potential can be identified and developed through special training and work experience, thus enabling them to perform duties of higher than their current positions require. These employees require additional training and experience to qualify for the Upward Mobility Program entry and target positions for which they apply.

Career Development Program - To provide employees an opportunity to obtain the qualifications needed for successful performance in a different career field.

Upward Mobility Program - For DOI or USGS employees who occupy positions at the GS-9 level or below (or equivalent wage grade) that have a career ladder of GS-10 or below (or equivalent wage grade).

Career Development Program - For DOI or USGS employees who occupy positions at the GS-9 through GS-15 levels (or equivalent wage grade).

Upward Mobility Program - Management has flexibility in determining the grades of the entry position, bridge position, and target position.

Career Development Program - The target position can only be one grade interval higher than the entry or bridge grade at which the employee is selected. In addition, neither the entry position, bridge position, target position, or career ladder can be higher than the GS-15

Upward Mobility Program - Resumes are reviewed by the Servicing Personnel Office for eligibility. If a large number of applicants apply, thus making distinguishing among applicants necessary, underutilized employees are rated as a group, underutilized employees are rated as a group, and the top scoring candidates of each group are separately referred to the selecting official. The Servicing Personnel Office will work with managers on each Upward Mobility Program recruitment action to determine the cut-off score. No group is considered more or less qualified than the other group. Ratings are based on applicant responses to the OARS questions included in the vacancy announcement which are designed to measure an applicant's potential and ability to acquire the skills necessary to perform successfully in the target position.

Career Development Program - Resumes are reviewed by the Servicing Personnel Office for eligibility. If a large number of applicants apply, thus making distinguishing among applicants necessary, the top scoring candidates are referred to the selecting official. The Servicing Personnel Office will work with managers on each Career Development Program recruitment action to determine the cut-off score. Ratings are based on applicant responses to the OARS questions included in the vacancy announcement which are designed to measure an applicant's demonstrated potential to perform successfully in the target position.

Upward Mobility Program - Vacancy announcements are issued in OARS and managers select from the candidates referred.

Career Development Program - Vacancy announcements are issued in OARS and managers select from the candidates referred. In rare circumstances, candidates may be selected non-competitively provided the target position has no greater promotion potential than the position the employee currently holds. The Servicing Personnel Officer must approve non-competitive selections.

Upward Mobility Program - A trainee may be promoted while in the Program or upon conversion to the target position. Following OPM regulations, upon management's recommendation a trainee may be promoted two times during a 52 weeks period, however only one promotion can be based on accelerated qualifications and accelerated time-in-grade restrictions. In addition, trainees hired into bridge positions may be converted to the professional series once they met the education requirements.

Career Development Program - Since the target position may only be one grade interval higher than the entry or bridge grade at which the employee is selected and time-in-grade restrictions apply, a trainee may only be promoted once while in the Program upon management's recommendation. Trainees hired into bridge positions may be converted to the professional series once they met the education requirements.