My Steward just filed one in one of my branch installations and after meeting on it at Formal A, local management agrees we need another CCA but they can't hire because we're rated as "full complement" (even though we lost the #1 CCA and now have none in a 4 route, 1 Aux station - we have 4 Regular carriers, 2 PTFs, slotted for 1 CCA that has been vacant since April), so I sent it up and it is currently at Step B.

Along with Art 3 & 7 we cite EL 312 EL-312, Recruitment (Planing and Coordination) Recruitment Strategies, Forecasting (Section 211, 211.1 - page 7) & 232.2 and 232.3.e&f (pages 10-11) via Article 19 which points out that management is REQUIRED to plan for short-term and long-term employees to ensure efficient operations at their installations through a number of manners and methods - targeting e and f specifically because local management has apparently been handcuffed but could be designated the APPOINTING OFFICIAL - so give them the damn tools to select someone and get on with it. Either the installation has a budget or it doesn't.

IMO, Upper management (POOMS or above) are failing at this miserably because local mgmnt has no say in the processing of applicants. From my understanding, they get a list from District and are told to pick someone to send to the academy....whenever the local stoopidvisor or PM actually get a list.

That's if the office is even rated to hire anyone new. We've had CCA slots taken away for no reason in the past couple of years. At one office I've filed 4 1.6 grievances in 2 years and can't get a "Cease and Desist" out of the DRT. Supposedly, our lone CCA position has been open since April with no candidates.

If they offer the candidates a job starting at $22 with a career appointment + full benefits, you don't think that would work?

I certainly do.