Job Terminology Glossary

The employment status of a permanent employee who has completed three years of total creditable service and must begin with a non-temporary (Permanent - Career-Conditional Appointment), or other type of employment as provided in 5 CFR 315.201(b)(1). A person employed in the competitive service for other than temporary, term, or indefinite employment is appointed as a career or career-conditional employee subject to the probationary period required. (OPM Hiring Information and 5 CFR 315.201)

The range of grades in an occupational series or specialization starting with the lowest level at which an employee can be hired, up to and including the full performance level of the position. There must be enough work classifiable at the highest grade so that there is a reasonable expectation that all employees in the given organization and occupational series or specialization can progress to that grade. Promotion to higher grade levels within the career ladder is not guaranteed once minimum qualifications are attained. Promotions are dependent upon the employee’s performance rating being at least fully successful, his/her ability to perform the duties at a higher level, the continuing need for the employee to be assigned to the higher level, and supervisory approval. (NIH Policy Manual – NIH Merit Promotion Plan)

A program that requires agencies to give selection priority to their own well-qualified surplus employees who apply for vacancies in agency components in the local commuting area. Agencies must notify their surplus or displaced employees when they plan to fill these jobs. With a few exceptions, the agency must select those who apply and are eligible and well qualified before any other candidate from within or outside the agency. (OPM Employee's Guide to Career Transition p. (3-4) and 5 CFR 330.601)

A system that classifies positions according to the work, consisting of the duties and responsibilities, assignable to an employee. “Class” or “class of positions” includes all positions which are sufficiently similar, as to the kind or subject-matter of work; level of difficulty and responsibility; and the qualification requirements of the work. And “grade,” includes all classes of positions which, although different with respect to kind or subject-matter of work, are sufficiently equivalent as to warrant their inclusion within one range of rates of basic pay in the General Schedule. Classification can be used in all phases of personnel administration. (5 USC 5101 and 5102)

A doctoral-level health professional with interest in biomedical research relevant to NIH program needs, who is employed on a time-limited appointment renewable subject to the five-year/eight-year rule. Clinical Fellows participate in protocol-based clinical research as well as laboratory research. (NIH OIR)

The regular pay an employee receives on a biweekly basis is typically referred to as basic pay. When other forms of occasional pay are considered such as awards and recruitment, retention or relocation incentives, along with basic pay, this is typically referred to as an employee’s total compensation. (OPM Pay & Leave)

The competitive examination, which is open to all applicants, may consist of a written test, an evaluation of an applicant's education and experience, and/or an evaluation of other attributes necessary for successful performance in the position to be filled. It is the process used to fill civil service positions with candidates who apply from outside the Federal workforce. It is also used to enable current Federal employees without civil service status to compete for a permanent appointment and to enable employees with civil service status to compete for other Federal positions. (OPM Hiring Information and 5 CFR 332.101)

A fixed work schedule that enables a full-time employee to complete the basic 80-hour biweekly work requirement in less than 10 workdays. (OPM Pay & Leave, NIH Work Schedules, and 5 USC 6127)