Federal personnel manual system

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Material Information

Title:
Federal personnel manual system
Portion of title:
FPM letter
Physical Description:
Book
Language:
English
Creator:
United States Civil Service Commission
United States -- Office of Personnel Management
Publisher:
United States Civil Service Commission
Place of Publication:
Washington, D.C
Frequency:
irregular
completely irregular

Subjects

Subjects / Keywords:
Personnel management -- Handbooks, manuals, etc -- United States   ( nal )
Civil service -- Handbooks, manuals, etc -- United States   ( lcsh )
Personnel management -- Handbooks, manuals, etc -- United States   ( lcsh )
Genre:
federal government publication   ( marcgt )
periodical   ( marcgt )

Notes

Issuing Body:
Vols for 1979- issued by: Office of Personnel Management.
General Note:
Description based on: 410-19 (Aug. 22, 1977); title from caption.
General Note:
Latest issue consutled: 292-23 (No. 3, 1983); title from caption.

Record Information

Source Institution:
University of Florida
Rights Management:
All applicable rights reserved by the source institution and holding location.
Resource Identifier:
aleph - 021549616
oclc - 06727309
lccn - 2009238041
System ID:
AA00012996:00053


This item is only available as the following downloads:


Full Text


OfrSi- of Personnel Management

Reral Pfrsonnel Manual System
SeM tter 300- 27

S I' -IC Proposed PPF Material Regarding No0


competitive Appointment


Percent Disabled Veterans and Traniuib Employees for
kemept in Lieu of Separation


L nd Independent Establishments:


Thes etwip t s es interim guidance on noneompetitive appointment of 30 percent
bled veteran provided by section 307 of the Civil Service Reform Act, and on
lng employ a' r placement in other agencies in lieu of separation under condi-
to severance pay, as provided by section 304 of the CSRA.
on these subjects were published in the Federal Register on
Final operating instructions and guidance will be published in the
federal Personnel Manual after final regulations are approved.

2. The information in this letter is published to assist agencies in applying the
interim regulations and to invite comments on the proposed operating instructions for
appolatmeatn of disabled veterans. Major substantive provisions of these instructions
are:. 1) that the veteran must be serving under a temporary appointment not limited to
0 days or less before being converted to a career orcareer-conditional appointment;
2) that the temporary appointment may be under any appropriate authority, in either
the competitive or the excepted service; 3) that the veteran must meet applicable qual-
itiqcfion requirements for both temporary appointment and conversion; 4) that conversion
aneo4 *o be in the same position held under temporary appointment; and 5) that time
spent uider qualifying temporary appointment may be credited toward completion of pro-
batieo oven if it was not in. the same line of work as the permanent position. Written
coimnets mount be received no later than April 30, 1979.

3, -The "itrima guidance regarding training employees for outplacement states in general
terms the sepionsibilities of agencies and the O for determining when such training is
approprT t.ie and encourages use of existing interagency organizations, such as FEB's and
FEA'44 fqr aiekcbhange of information about placement opportunities. As we gain familiarity
Vith the types of situations in which these training provisions are most likely to be
use. we expect to develop a more specific listing of circumstances in which a "reasonable
eapectation of placement" would exist, thus eliminating the need for prior approval of
most iUrdividual programs. Such circumstances might include a joint agreement between
the ga itng and losing agency to train employees for specific positions needed by the
gaining agenacy, or a proposal to train employees far positions for which special rates
or pymeiat of travel expenses are authorized or for which direct hire or recruiting
authorities have been issued for 6 months or more. W6 would appreciate suggestions for
additional conditions which would demonstrate reasonable placement opportunity as re-
quired by the CSRA. Until more specific instructions are issued, we will, of course,
entertain any request for a determination in'the case of an individual outplacement
training proposal.



Jule M. Sugarman
Deputy Director
Attachment


Inquiries: Staffing Services, (202) 632-4533


Code:


300, Employment (General)


distribution: FPM


GPM FORM 652 1/7


7>


FPM Letter 300- 27

Published in advance
of incorporation in FPM
chapters 271, 315,
316, and 410
RETAIN UNTIL SUPERSEDD

Washington, D. C. 20415
April 9, 1979

































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Attachment to FPM Ltr. 300-27


I. CSRA SECTION 307: NONCOMPETITIVE APPOINTMENT OF VETERANS HAVING COMPENSABLE SERVICE-
CONNECTED DISABILITIES OF 30 PERCENT OR MORE

Addition to FPM chapter 315, subchapter 7:

7-8 DISABLED VETERANS SERVING UNDER TEMPORARY LIMITED APPOINTMENTS

a. Eligibility for conversion. A disabled veteran who has a compensable service-
connected disability of 30 percent or more and who is serving under a temporary
limited appointment not limited to 60 days or less may be converted noncompetitively
to a career or career-conditional appointment, when the veteran meets applicable
qualification requirements for the position in which conversion is to be effected.

b. Prior service requirement. (1) Qualifying service. Qualifying service for
conversion of a disabled veteran from a temporary to a career or career-conditional
appointment may include service under one or more temporary appointments, provided
that the appointments were not limited to 60 days or less. A temporary appointment
for this purpose is any appointment having a specified time limit, not necessarily
one limited to 1 year or less. The service may have been performed on a full-time,
part-time, or intermittent basis. The temporary appointments may have been made
under any appropriate authority, in either the competitive or the excepted service,
need not have been to the same position to which conversion is proposed, and need
not have been made originally for the purpose of leading to conversion.

(2) Crediting service. In computing the qualifying service, credit is given for all
annual and sick leave with pay. Part-time service with a prescheduled regular tour
of duty within each administrative workweek is counted the same way as full-time
service. Intermittent service is credited in terms of 1 day for each day in a pay
status.

c. Time limits for conversion. A disabled veteran may be converted from temporary
to career or career-conditional appointment at any time after receiving a qualifying
temporary appointment. Eligibility for conversion continues as long as the veteran
continues to serve under a qualifying temporary appointment. Conversion must be
accomplished without a break in service of 1 workday.

d. Tenure acquired. A disabled veteran who meets the service requirement for career
tenure or is excepted from it by section 315.201(c) of the regulations becomes a career
employee upon conversion; all others become career-conditional employees. Creditable
service toward career tenure begins with the date of conversion unless the veteran has
already begun a qualifying period of service as described in FPM Supplement 296-31,
appendix A, chapter S315.

e. Probationary period. Service of a probationary period is required. (See subchapter
8 of this chapter.) Service under temporary appointments which provided eligibility
for conversion may be credited toward completion of the probationary period as provided
in appendix A of this chapter.

f. Effecting conversion. Agencies may effect conversion by executing Standard Form 50
in accordance with instructions in FPM Supplement 296-31, book V, table 4.

Change to FPM chapter 315. subchapter 8-2:

d. Conversions to career or career-conditional employment* *

(5) Disabled veterans whose employment is converted to career or career-conditional
under section 7-8 of this chapter must serve a probationary period.






Attachment to FPM1 Ltr. 300- 27


Change to chapter 315, appendix A-3:

c. Service prior to personnel action involving new probationary period* *

Prior service which meets all of the following specifications is counted:...

(b) It was in the same agency and, except for conversion of a disabled veteran from
a temporary appointment, was in the same line of work as the position for which the
action is taken. All service to be counted must have been continuously in the same
line of work; there must have been no interruption by official position change to
another line of work. (The same line of work requirement does not apply to conversion
of a disabled veteran to career or career-conditional appointment under section 7-8 of
this chapter.)

Change to chapter 316, subchapter 4-8:

k. Appointment of disabled veterans. A disabled veteran with a compensable service-
connected disability of 30 percent or more may be selected, without competitive exami-
nation, for a temporary limited appointment to any position in the competitive service
for which he or she is qualified.


II. CSRA SECTION 304: TRAINING EMPLOYEES FOR OUTPLACEMENT IN LIEU OF SEPARATION WHICH
WOULD ENTITLE THEM TO SEVERANCE PAY

Change to chapter 271, subchapter 7-2:

a. Purpose. A training agreement is a useful management tool for special recognition
and advancement of persons with high potential in career fields essential to the effec-
tive accomplishment of agency missions. Although not required for such placement, a
training agreement may also be a useful vehicle for preparing employees who would other-
wise be separated for placement in another agency, as provided in subsection (b) of
section 4103 of title 5, United States Code. A training agreement makes it possible to
substitute intensive, accelerated training for a portion of the normal qualification
requirements.

Change to chapter 410, subchapter 1-3:

a. General. (1) Chapter 41 of title 5, United States Code, makes available to prac-
tically every agency a management tool which, properly used, can help significantly to
increase efficiency and effectiveness of operations and to alleviate adverse effects of
reorganization or reduction in force. It places responsibility for training specifically
with the head of each agency, who is authorized and directed to establish needed training
programs.



b. Authorized activities. An agency covered by the law is authorized, subject to cer-
tain requirements of law and regulation, to:



--Provide training of its employees for positions in other agencies if the employees
would suffer a no fault separation.

Change to chapter 410, subchapter 1-4:

c. Office policy. The Office, in carrying out its responsibilities under the law and
Executive Order 11348, recognizes that training is a necessary and inseparable function






Attachment to FPMLtr 300-27 (3)



of agency management. It is the policy of the Office to:



(6) Encourage cooperation among agencies in identifying opportunities for training and
placing employees adversely affected by reorganization or reduction in force.

Change to chapter 410, subchapter 1-7:

a. Responsibility to the President. The Office of Personnel Management, under the law
and Executive Order 11348, is responsible to the President for providing leadership and
guidance to ensure that the policies set forth in section 1-4 of this subchapter are
carried out and, specifically, for:



(12) Encouraging agencies to exchange information through interagency organizations,
such as FEB's and FEA's, which may assist in matching outplacement and hiring needs
which may be met by training under section 4103(b) of title 5, United States Code.

Change to chapter 410, subchapter 1-12:

a. Terms defined. Terms have the following meaning within this chapter:



(9) Official duties are the authorized duties which the employee is presently doing or
can be reasonably expected to do in the future. Future duties may be in the sponsoring
agency or in another agency in accordance with 5 U.S.C. 4103(b) and 5364. The future
duties may also be at the same or higher level and in a different job or occupation.

Change to chapter 410, subchapter 5-4:

c. Maximum training in a 10-year period.



(5) In stating its reasons for believing that application of the one-year-in-ten limita-
tion would be contrary to the public interest (as called for by section 5-4c(3)(f) or
5-4c(4)(d), as the case may be), the agency must provide detailed information, not just
conclusions. The statement could, for example, consist of:



(c) A showing that the application of the limitation would be detrimental to an agency
program adopted to implement section 4103(b) or 5364 of title 5, United States Code.

Change to chapter 410, subchapter 5-7:


a. Transfer to another Government agency.





UNIVERSITY OF FLORIDA
Attachment to FPM Ltr. 300-27 (4) 1111 II IIIBIHI 1111H II IIIB1I1I1I
3 1262 08729 4798

(1) An employee who enters the service of another Government agency or other organiza-
tion in any branch of the Government before fulfilling the period of service specified
in his agreement will have the remainder of his service obligation transferred to the
gaining agency or organization (such transfer is automatic for employees whose training
has been authorized by 5 ILS.C. 4103(b) or 5364)when it would be against equity and good
conscience or against the public interest to require payment of the additional expenses
at the time of transfer. In other instances, the losing agency shall notify the employee
that he must reimburse the Government, in full or on a pro rata basis, for additional
expenses incurred in his training. Payment may be required under circumstances such
as the following:

GPO : 1979 0 280-535 (120)




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