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Regulation 3. Operatives and other employees within the classified service may be transferred and appointed as counters and examiners of paper, money counters, feeders, and separators, but to no other position in the Treasury Department.

Regulation 4. Promotions from the grade of operatives, skilled helper, and all other employees within the classified service to the grade of minor clerk with compensation at a rate less than $900 per annum in the Bureau of Engraving and Printing may be made upon any test of fitness determined upon by the Secretary of the Treasury, not disapproved by the Civil Service Commission.

Regulation 5. A transfer or promotion shall not be made from any grade in the nonapportioned force of the Bureau of Engraving and Printing, or from the grades of feeder or separator in the office of the Treasurer of the United States, counter and examiner of paper, or money counter, who have been or may be hereafter, transferred from the nouapportionment force of the Bureau of Engraving and Printing to any position subject to such apportionment: Prorided, That transfer or promotion may be made from the following-named positions, which are considered to be within the regular classified service of the Treasury Department and subject to the apportionment: Director of the Bureau, Assistant Director of the Bureau, accountant, stenographer, one clerk of class 4, three clerks of class 3, two clerks of class 2, nine clerks of class 1, four clerks at $1,000, three clerks at $939, and two assistant messengers.

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In pursuance of the requirements of section 7 of the civil-service act, and in conformity with Rule XI of the civil-service rules, promulgated by the President on the sixth day of May, 1896, the following regulations governing promotions in the departmental service of the Navy Department have been formulated by the Civil Service Commission after consultation with the Secretary of the Navy and are hereby promulgated.

1. All vacancies above those in the lowest class of any grade not filled by reinstatement, transfer, or reduction shall be filled by promotion: Provided, That if there is no person eligible for promotion, or if the vacant position requires the exercise of technical or professional knowledge, it may be filled through certification from the Civil Service Commission: Provided further, That if a vacancy occurs in a position requiring exceptional or technical qualifications, and the board of promotion shall find that there is no eligible in the class next below that in which the vacancy exists who possesses the required qualifications, but that there are on or more persons in some lower class or classes who possess such qualifications, and that the interests of the service require the promotion of one of those persons to the vacant position, then the board of promotion, after such tests of fitness as the Commission may prescribe, shall certify to the Secretary of the Navy, from the highest class or classes in which such persons are serving, the names of the three persons, if there are so many, having the required qualifications, who are rated highest in efficiency, or a lesser number if there are not so many as three in the Department.

2. Except as above provided, a vacancy in any class up to and including class 4 shall be filled by the promotion of an eligible from the next lower class of the same bureau or office. When such vacancy exists, the board of promotion shall certify to

the Secretary of the Navy the names of the highest three eligibles in the bureau or office, and from these names the Secretary of the Navy shall make his selection: Provided, That if there shall be in the bureau or office less than three eligibles in the class next below that in which the vacancy exists, and the Secretary of the Navy shall require a full certification, the board of promotion shall certify in addition as many of the highest eligibles in the corresponding class of the other bureaus or offices as may be necessary to make full certification.

3. When a vacancy exists in class 5, to which is attached a salary of $2,000 per annum, the board of promotion shall first certify to the Secretary of the Navy the names and efficiency records of all chief clerks of bureaus or offices in the Department, and the Secretary of the Navy may promote to such vacancy any one of such persons whom he may consider qualified: Provided, That if the Secretary of the Navy so desires, the board of promotion shall also certify to him the names and efficiency records of all eligibles of class 4 in the Department, from which he may make a selection.

4. When a vacancy exists in class 5, to which is attached a salary of more than $2,000 per annum, or a vacancy exists in class 6, the Secretary of the Navy may promote to such vacancy any person in class 5, or any chief clerk of bureau or office in the Department whom he may consider qualified.

5. No person shall be promoted to any grade from which he is barred by the age limitations prescribed by the civil-service rules.

6. No person whose record of efficiency is below 85 per cent of the possible maximum rating of his class or grade shall be eligible for promotion.

7. No person occupying a position below the grade of clerk-copyist shall be promoted to that grade until he shall have been employed two years in the departmental service and shall have passed, with an average percentage of 70 or over, the examination prescribed by the Commission.

8. An examination into the relative efficiency of employees, as shown by the efficiency record hereinafter provided for, and such further tests as the Commission may deem necessary, shall constitute an examination for promotion. No person except as hereinafter provided shall be eligible for promotion until he shall have passed such an examination.

9. Examinations for promotion shall be conducted by the board of promotion at such times as may be fixed by the Commission.

10. The chief clerk of each bureau or office under the direction of the head thereof, shall keep a record of the efficiency of all employees under his supervision, and a similar record of employees not assigned to any bureau shall be kept by the chief clerk of the Department.

11. The record of efficiency shall be kept on such forms as may be prescribed by the Commission after consultation with the Secretary of the Navy, and shall embrace the elements which are essential to a fair and accurate determination of the relative merits of employees.

12. A record of those eligible for promotion shall be kept by the board of promotion. The board shall have access to efficiency records and may at any time call for a transcript of the same.

13. The efficiency records of employees shall at all times be open to their inspection. If an employee questions his efficiency rating, he may appeal in writing to the board of promotion. If the board does not sustain the chief clerk of the burecu or office, the question shall be referred to the head thereof and a full report of the case shall be filed by the board with the Commission.

JOHN D. LONG, Secretary,

UNITED STATES CIVIL SERVICE COMMISSION,
Washington, D. C., March 26, 1897.

Approved.

By direction of the Commission:

JOHN R. PROCTER, President.

INSTRUCTIONS RELATIVE TO MARKING EFFICIENCY, OFFICE

HABITS, ETC.

NAVY DEPARTMENT, Washington, D. C., March 26, 1897.

In determining the actual efficiency of an employee, or the value of his services, five elements are considered: (1) Character of work, or the degree of its importance; (2) quality of work or the degree of its excellence; (3) quantity of work, or the amount performed; (4) office habits, or punctuality, application, and conduct; (5) attendance, or the number of days' service rendered.

Reports of efficiency are made semiannually, but certification for promotion is based upon the average actual efficiency for the year next preceding the six months in which the certification is made, or for such lesser period as the employee may have served.

Character of work. This element is given a weight of 3. A fixed mark or credit will be given for character of work according to its difficulty and importance. For this purpose the following marks will be used:

SUPERVISORY WORK.

1. Supervisory work of a routine character, involving no original thought, consideration, or investigation.

.Mark 75

2. Supervisory work of a routine character, involving some original thought, consideration, or investigation

. Mark 85

3. Supervisory work not of a routine character, involving much original thought, consideration, or investigation......

Mark 100

CLERICAL WORK.

1. Clerical work of a routine character, requiring care and accuracy, but no special skill or judgment.....

Mark 50

2. Clerical work of a routine character, involving no original thought or consideration, but requiring some skill as well as judgment ........

Mark 60

3. Clerical work of a routine character, involving some original thought, consideration, or investigation

Mark 70

4. Clerical work of a routine character, involving some original thought, consideration, or investigation, and requiring special clerical ability.

5. Clerical work not of a routine character, involving much original thought, consideration,
or investigation, and requiring the highest order of clerical ability...
6. Clerical work not of a routine character, involving much original thought, consideration,
or investigation, and requiring professional, technical, scientific, expert, or special
knowledge, as well as a high order of ability.....

Mark 80

Mark 90

Mark 95

SKILLED LABOR.

1. Skilled labor not requiring the knowledge of a recognized mechanical trade.. 2. Skilled labor requiring the knowledge of a mechanical trade......

Mark 40
Mark 60

3. Skilled labor involving duties of a supervisory character or considerable personal responsibility.

Mark 70

4. Skilled labor requiring the knowledge of a mechanical trade and involving duties of a supervisory character and great personal responsibility.......

Mark 80

WORK OF WATCHMEN OR MESSENGERS.

1. Routine work of watchmen or messengers involving no special or unusual personal responsibility..

2. W. of watchmen or messengers of a confidential character or involving special or unusual personal responsibility...

Mark 40

Mark 55

If the employee shows special aptitude or fitness for a grade of work higher than, or different from, that upon which he is engaged, it should be noted under the head of "Remarks."

Quality of work. This element is given a weight of 4. The mark for quality of work will be given without regard to character or quantity, and should indicate the accuracy, skill, promptness, penmanship, neatness, and intelligence with which the work is performed, as compared with the standard.

Quality of work should be rated as follows (fractions should not be used):

Excellent: Indicating work of extremely high quality

Superior: Indicating work of high quality

Good: Indicating work of average quality.

Fair: Indicating work of acceptable but not good quality.
Poor: Indicating work of very inferior quality..

Mark 95 to 100
Mark 90 to 94

Mark 80 to 89

Mark 70 to 79

..Mark 60 to 69

Lower marks indicate the unfitness of the employee for the work to which he is assigned. Extreme marks, high or low, should be explained under the head of "Remarks." Quantity of work.-This element is given a weight of 3. The mark for quantity of work is given without regard to character or quality, and should indicate the amount of work actually performed, as compared with the standard. If the quantity of work performed is small because the duties of the employee do not fully occupy his time, it should be explained under the head of "Remarks," together with an estimate of the quantity of work he is capable of doing. If the work performed is of such a character that it is not practicable to keep a comparative record of the quantity of work, an estimated mark should be given for this element, and the fact that it is estimated should be noted under the head of "Remarks." Quantity of work should be rated as follows (fractions should not be used):

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Lower marks indicate either that the employee has not sufficient work to fully occupy his time, or that he is unfit for its performance.

Office habits. No credit is directly given for good office habits, as an employee should strictly comply with office regulations. Deductions from the credit earned for character, quality, and quantity of work will be made for violations of regulations. A charge of 2 will be made for each infraction of office regulations with respect to punctuality or application, and a charge of 5 or a multiple of 5 will be made for misconduct, according to the gravity of the offense. Care should be taken to distinguish between necessary rest from fatiguing work and lack of application while assigned to work not fatiguing. The date and character of each case of misconduct should be specifically noted under the head of "Remarks."

General average and actual efficiency.-The general average of an employee is the average of the marks for character, quality, and quantity of work, less any deductions for office habits, and is determined as follows: Multiply the marks for character, quality, and quantity by their respective relative weights; find the sum of the products; subtract the aggregate deductions under the head of "Office habits;" and divide the remainder by 10-the sum of the relative weights. If the employee was actually or constructively present during the entire period under consideration, his general average will indicate his actual efficiency; otherwise his actual efficiency is ascertained by multiplying his general average by the number of days of service actually or constructively rendered, and dividing by the number of calendar days in the period under consideration.

An employee shall be considered constructively present on Sundays and holidays, and also when not absent in excess of the time allowed by law for annual leave. These rules will also govern in marking the efficiency of draftsmen and other employees whose duties are of a professional or technical character.

JOHN D. LONG, Secretary.

Approved.

UNITED STATES CIVIL SERVICE COMMISSION,
Washington, D. C., March 27, 1897.

By direction of the Commission:

JOHN R. PROCTER, President.

ABSTRACT OF THE NAVY-YARD REGULATIONS.

Workmen employed at navy-yards were brought under the civil-service ruies promulgated May 6, 1896, and the regulations then in force governing their employment were adopted as regulations of the Civil Service Commission on July 29, 1896. On November 2, 1896, by order of the President, it was declared that no modification of the regulations then existing should be made without the approval of the Civil Service Commission.

The original regulations promulgated by Secretary Tracy in 1891 have been revised, and those at present in force bear date of November 16, 1895. They provide for the creation of a board of labor employment at each navy yard and station, such board to be responsible for "the proper, effectual, and impartial enforcement" of the regulations governing the employment of labor at navy-yards, prepared by the Department. Regular meetings of the board are required to be held, a record kept of the proceedings, and an annual report submitted to the Department on September 15 of each year, with such suggestions as the board deems expedient.

No applicant is permitted to be registered unless he furnishes satisfactory evidence that he is a citizen of the United States, or has served in the Army, Navy, or Marine Corps, and that his discharge or discharges therefrom were not dishonorable or for bad conduct. Before entering the name of an applicant such further inquiry may be made in regard to his character and capacity as the board may deem practicable or expedient; and any applicant who has been convicted of crime, misdemeanor, or vagrancy may, in the discretion of the board, be refused registration. Should an applicant be found, in the opinion of the board, unfit to perform the service which he seeks, his name is not permitted to be entered upon the register, and the reason there for is required to be indorsed on his application. It is further required that the recorder shall note on each application a brief personal description of the applicant; that the prescribed certificates presented by each applicant shall be placed on file with his application in an envelope bearing his registration number. The applications and certificates shall be retained as a permanent record; that no certificates, other than those filed at the date of registration, shall be received or required subsequent to entry of the applicant's name on the register, except as otherwise pro· vided, and that any applicant for employment who gives a false name or residence, or presents false certificates, or secures registration or employment through false representations, shall be discharged, and his name permanently removed from the register, as soon as the fact is ascertained.

The force of workmen at the various navy-yards is classified as follows:
Schedule A.-Unskilled labor.

Schedule B.-Skilled labor.

Schedule C.-Foremen, quartermen in charge, and other men in charge.
Schedule D.-Special employments.

The following are some of the more important regulations:

WHO MAY BE EMPLOYED.

No persons other than workmen of trades specified in the latest approved quarterly schedule of wages shall be employed at any navy-yard, except upon a written appointme..t from the Secretary of the Navy, or by his approval in writing.

Whenever a necessity arises for workmen in trades not named in the quarterly schedule of wages approved for the yard, or for a more specific designation or classification under any trade, or for any other change in the schedule of authorized trades, the fact shall be reported by the head of the department concerned to the commandant, and by him referred to the Department, with a statement of the reason therefor. When approved by the Department, the new trades shall be added to the schedule, and registration therein shall begin as applicants present themselves; but no change shall be made in the trade schedule without such approval.

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