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:
AA00012996:00065


This item is only available as the following downloads:


Full Text


FiBeS of Personnel Management

seat Prsonnel Manual System


Guide to New FPM Supplement 351-1


Washington, D. C. 20415
August 31, 1990
arbnents and Independent Establishments:
after is a guide to the new FPM Supplement 351-1, which contains
lnetion in force instructions.

ri 71 Supplement 351-1, dated September 18, 1989, superseded FPM
3 oQn Reduction In Force. OPM also abolished basic FPM Chapter
)a* been obsolete since OPM published final reduction in force
.it january 1986. The Government Printing Office can provide
toirtion on ordering individual or additional copies of FPM

Stat I to this letter sunmarizes changes in FPM Supplement 351-1
y or update the reduction in force instructions in superseded

|pjft 2 to this letter summarizes changes in PPM Supplement 351-1
iipM's policy from the reduction in force instructions in
RPM LMetter 351-22.
heat 3 -to this letter revises two paragraphs of FPM Supplement

:b l'3-9'X)( ptdch provides that agencies only use the ending
r3kEcr rating period rather than the final approval date
l^ tieiflnk -the 3-year period for crediting ratings toward
Padiing, tks revised to provide that each agency should use the
a.i.g-oy performance management plan to determine the 3-year

bS-'Sb, whianh provides that agencies may waive qualification
hi ia ,otfetinrg vacant positions to employees in lieu of RIP
M. Other. RF actions, is updated as a result of the recent
ONa (aerl Pol.icies and Instructions for the Qualifications

l!.1:ill be formally included in PPM S mu aent 351-1 in the
|l iover, the revised provision e as of the









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Attachment 1 to FPM Letter 351-25


Ml OF CHANGES IN PPM SUPPLEMENT 351-1 (CLARIFICATION)


i following changes in FPM Supplement 351-1 clarify or update OPM's
ilon in force instructions previously forwarded to agencies in FPM
351-22 a

t-on 81-2as The agency has the right to make all decisions
Shat positions are abolished, whether a reduction in force
rrkary, and when it will take place.
%Jt n 81-4:. Agencies must be certain to register employees faced
ion cause of reduction in force, or relocation, in OPM's
g~ placement programs.

it mn S1-3b: Agencies may, under 5 U.S.C. 4103(b), retrain
o.r placement in another agency, subject to OPM approval.

ion 81-4e: Agencies that are separating 50 or more employees in
ug area by reduction in force must notify the Department of


h1aion S3-9d: Assumed ratings of "Fully Successful" are used for
3Win force purposes in the absence of actual annual ratings of
jferencihng subsection S3-9e(3) for additional information.

ion 83-9e(3): An agency may not issue a retroactive annual
IWe rating of record for reduction in force purposes if the
*I lacks three actual annual performance ratings of record during
110 period. Instead, additional reduction in force service credit
on~i.an assumed rating of "Fully Successful" for the missing ratings.

itn 85-2d(3): At its discretion, an agency may offer an employee
HBlMCI ition in lieu of separation or other reduction in force action.

EJion S5-3a(4) In order for a job to be considered an "available
1,"' the released employee must qualify for the position unless the
9S; at its discretion, chooses to waive qualifications in offering
01ptyee a reduction in force offer of a vacant position.
4iton 8S5-3f: Agencies may make an alternative offer of a vacant
iri to an employee with a right of assignment. The alternative
r .be; a second offer of RIF assignment to a vacant position, or
...''of a vacant position in lieu of separation or other reduction
I:u action.

tion S5-6b(l): An agency may satisfy an employee's reduction
assign-ment right by assigning the employee to a vacant position
:ae competitive area (1) having a representative rate equal to a
litb which the employee would be entitled on the basis of bump or
at rights, or (2) as a RIF offer of assignment in lieu of sepa-

haetion S5-6c(l): Agencies may use vacant positions to place
rees in lieu of separation or other reduction in force actions.
:IVoluntary offers are not reduction in force placements and must
1i in accordance with FPM Chapter 335 if the offered position has
Promotion potential than the employee's present position.





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Attachment 2 to FPM Letter 351-25


RWY OF CHANGES IN FPM SUPPLEMENT 351-1 (NEW POLICIES)

the following changes in FPM Supplement 351-1 change OPM's policies
the reduction in force instructions in superseded FPM Letter 351-22i

i.tion S5-9a: An agency may waive OPM's standards and qualifications
i tBltion, except for a minimum education requirement, in offering
1*V|ee reduction in force assignment only to a vacant position.

te.n fS6-3a: A furloughed employee who accepts a reduction in
tiUber of assignment becomes the incumbent of the offered position
Wii'te' employee accepts an offer of recall to the position from which
bs was furloughed.

Ion 6-5a; If an agency decides that a furloughed employee
recalled within 1 year, the employee must be separated unless
"yee accepted a reduction in force offer of assignment to another

ix B: OPM's instructions on the voluntary early retirement
:Vre completely revised. Under the new guidelines-

ellAcies mpat target each early out request to a specific
gi;anizational component and geographic location.

Sll! expects at least 1 actual reduction of a permanent encumbered
pilsition for each projected separation that served as the basis
ftlizi' the voluntary early retirement authority.

llllllll ll not approve a voluntary early retirement authority more
hllRlB. "90 days in advance of the planned effective date of the
S0l|*tion in force or transfer of function.

llp -4ictes must exclude employees leaving by attrition from the
|lM!ber of projected separations serving as a basis for a voluntary
ollarly retirement authority.

agencies must separate all temporary employees before any permanent
empl:; oyees in the same series, and in the same competitive area, can
-reltire under an early out authority.

"Agencies must provide additional information, including attrition,
in final reports to OPM on their use of voluntary early retirement.





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Attachment 3 to FPM Letter 351-25


l$ZSIONS TO FPM SUPPLEMENT 351-1 THAT ARE EFFECTIVE AS OF THE DATE
OFUINiS FPM LETTER
S .. is revising FPM Supplement 351-1, to make the following changes:

td..tion S3-9e(l) now reads as follows:

si Basis for credit.
0) Additional service credit is based on the last three
U. performance ratings of record which were received by
.qi employee during the 3-year period prior to the date of
nee of specific RIF notices. To be creditable for RIF
ese, ratings must have been issued to the employee,
all appropriate reviews and signatures, and must also
S 'record. In the RIF context, this means that the rating
.Entlable for use by the office responsible for establishing
K tention registers. Agencies must therefore ensure that
..gs are issued in accordance with established schedules and
ded to the appropriate office on a timely basis. Since
procedures may vary under individual agency performance
cement systems, each agency must set its own internal policy
|.::i processing ratings and putting them on record for RIF pur-
This -policy must be included in the agency performance
aBgment plan or other appropriate issuance, and must be ap-
.4d on a uniform and consistent basis in the competitive area
4.. the RIF occurs."

SSe aon" S5-9b now reads as follows:

; iver or modification of qualifications in offering
M f -lWtongs in lieu of RIF. As part of pre-RIF placement
4.&tso or in offering a vacant position under subsection
in lieu of RIF, an agency may also, without use of
i fii procedures, reassign an employee or permit a voluntary
:H .bae to lower grade for which the employee does not meet
e, qu irementB of the applicable qualification standard
Ipfe. the agency determines the employee has the capacity,
|laptability, and special skills needed to perform the duties
.0t the position. The agency may offer the position either by
Wa living or modifying the app cable qualification standard.
!! ::either instance, the employee must meet the minimum educa-
Xiqn requirements except as provided in OPM's General Policies
I aII Instructions for the Qualification Standards Handbook.
(S" section 9(c) on modifying experience requirements for
M tiMjain inservice placement actions, and section 7(g) for
... .Ittm tezpreting minimum education requirements.) Placement ac-
i o| "taken under this authority to positions with more
i!!i'i tion potential than the employee's present position
t be made in accordance with the provisions of FPM.
chapterr 335. (See section 81-3 for additional informa-
4gio on other alternative actions to RIF.)"
3Ei w material in S5-9b is. underlined for reference.)

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SUBCHAPTER St
SUiCNAPTER Sa
SUBCHAPTER aS
SUBCHAPTER S1
SUBCHAPTER Si
RUBCHAPTER E1
SUBCHAPTER 81
SUBCHAPTER 1S
SUBCHAPTER SE
SUBCHAPTER 2S
SUBCMAPTER SB
SUBCHAPTER HS
SUBCHAPTER EB
SUBCHAPTER BE
SUBCHAPTER mS
SUBCHAPTER S2
SUBCHAPTER HE
SUBCHAPTER SB
SUBCHAPTER BS
SUBCHAPTER mS
SUBCHAPTER Be
SUBCHAPTER 93
SUBCHAPTER 53
SUBCHAPTER S3
SUBCHAPTER S3
SUBCHAPTER 93
SUBCHAPTER 93
SUBCHAPTER S3
SUBCHAPTER 03
SUBCHAPTER 93
SUBCHAPTER S3
SUBCHAPTER 53
SUBCHAPTER 53
SUBCHAPTER S3
SUBCHAPTER 53
SUBCHAPTER 53
SUBCHAPTER 53
SUBCHAPTER 53
SUBCHAPTER 53

SUBCHAPTER 53
SUBCHAPTER 53
SUBCHAPTER S3
SUBCHAPTER 53
SUBCHAPTER 93


MANAGEMENT ASPECTS
MANAGEMENT ASPECTS
MANAGEMENT ASPECTS
MANAGEMENT ASPECTS
MANAGEMENT ASPECTS
MANAGEMENT ASPECTS
MANAGBEENT ASPECTS
MANAGEMENT ASPECTS
BASIC PROVISIONS
BASIC PROVISIONS
BASIC PROVISIONS
ASIC. PROVISIONS
BASIC PROVISIONS
BASIC PROVISIONS
BASIC PROVISIONS
BASIC PROVISIONS
BASIC PROVISIONS
BASIC PROVISIONS
BASIC PROVISIONS
BASIC PROVISIONS
BASIC PROVISIONS
RETENTION FACTORS
RETENTION FACTORS
RETENTION FACTORS
RETENTION FACTORS
RETENTION FACTORS
RETENTION FACTORS
RETENTION FACTORS
RETENTION FACTORS
RETENTION FACTORS
RETENTION FACTORS
RETENTION FACTORS
RETENTION FACTORS
RETENTION FACTORS
RETENTION FACTORS
RETENTION FACTORS
RETENTION FACTORS
RETENTION FACTORS
RETENTION FACTORS
RETENTION FACTORS
RETENTION FACTORS
RETENTION FACTORS
RETENTION FACTORS
RETENTION FACTORS
RETENTION FACTORS


RIP PLANNING
RIF PLANNING
PLACEMENT ASSISTANCE FOR EMPLOYEES
PLACEMENT ASSISTANCE FOR EMPLOYEES
PLACEMENT ASSISTANCE FOR EMPLOYEES
PLACEMENT ASSISTANCE FOR EMPLOYEES
-PLACEMENT ASSISTANCE FOR EMPLOYEES
DEFINITIONS
EMPLOYEE COVERAGE
EMPLOYEE COVERAGE
ACTION COVERAGE
ACTION COVERAGE
RECLASSIFICATION
RECLASSIFICATION
RECLASSIFICATION
RECLASSIFICATION
VACANCIES
RIF PROCEDURES AND REASSIGNMENT
RIF PROCEDURES AND REASSIGNMENT
RIP PROCEDURES AND REASSIGNMENT
COVERAGE
COMPETITIVE AREA
COMPETITIVE AREA
COMPETITIVE AREA
COMPETITIVE AREA
COMPETITIVE AREA
COMPETITIVE AREA
COMPETITIVE LEVELS
COMPETITIVE LEVELS
COMPETTITE LEVELS
RETENTION REGISTER
RETENTION REGISTER
RETENTION REGISTER
RETENTION REGISTER
RETENTION REGISTER
ORDER ON RETENTION RESISTER
TENURE GROUPS
TENURE GROUPS
VETERAN PREFERENCE SUBGROUPS
VETERAN PREFERENCE SUBGROUPS
VETERAN PREFERENCE SUBGROUPS
VETERAN PREFERENCE SUBGROUPS
VETERAN PREFERENCE SUBGROUPS
VETERAN PREFERENCE SUBGROUPS


ALTERNATIVE ACTIONS
AGENCY PROBRAPS
TAILORED PROGRAMS
OPM PROGRAMS
NOTICES TD OPM
NOTICES TO LABOR DEPARTMENT

EMPLOYEES COVERED
EMPLOYEES EXCLUDED
ACTIONS COVERED
ACT IONS EXCLUDED
GENERAL
DUE TO REORGANIZATION
NEW STANDARDS ODR ERROR
JOB EROSION

OBLIGATION TO USE RIP
AGENCY AUTHORITY TO REASSIGN
USE OF RIF -O REASSIGNMENT

GENERAL
EXTENT OF AREA
MINIMUM COMPETITIVE AREA
COMMUTING AREA
OPM PRIOR APPROVAL
PUBLICATION
SEPARATION LEVELS REQUIRED
SEPARATE LEVELS REQUIRED
SEPARATE LEVELS PROHIBITED
RELATIONSHIP TO LEVEL
EMPLOYEES ON REGISTERS
EMPLOYEES LISTED AFART
EMPLOYEES NOT LISTED
OFFICIAL POSITION

COMPETITIVE SERVICE GROUPS
EXCEPTED SERVICE GROUPS
SUBGROUPS
ELIGIBILITY FOR PREFERENCE
RETIRED MILITARY BELOW MAJOR
RETIRED MILITARY MAJOR OR HIGHER
RESERVISTS
PERIOD OF MAR


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numwrC w Rs A e ws IVmwy inNT in-TIE Har mum INB*ensrE
SUBCHAPTER SS ASSIlNMENT? RIKTS-BUMP AND RETREAT
SUSCHAPTER SS ASSIGNMENT RIBHTS-BUMP AND RETREAT
SUBEHAPTER IS ASEIBNMENT RIUHTS-SUMP AND RETREAT
SUnCHAPTER 25 ABSIENWENT RIgHTS-RBUIP AND RETREAT
SLUCRAPTER .B5 ABSINNiENT RIIaTS-auHP AND RETREAT
SU3CHAPTER 35 ASSIWGNmENT RISKTS-HUMP AND RETREAT
*uuCHAPTER 95 ASBSINMENT RIBKTS-B-UMP AND. RETREAT
SUBICHAPTER BR ASBSNMENT RiAmts-BUmP AND RETREAT
SUUCKAPTER off FURLOUGH
SUBOHAPTER SB FURLOUPlN
SUCrHAPTER l3i FURLDOUBH
SUiHAPTER SE BFURLOIaBH
SURCHAPTER SB FULRDOUBH
SUBCHAPTER ES FURLOUGH
SUBCHAPTER SB FURLOUSBE
SUBCHAPTER S 'FURLOUGH
SUBCHAPTER -B FURLOUGH
SUBCHAPTER 87 RIF NOTICES
SUtBHAPTER 97 RIF NOTICES
SUDCHAPTER 57 RIF NOTICES
SUBCHAPTER 57 RIF NOTICEl
SUiCHAPTER 37 RIP NOTICES
SUBCHAPTER S7 RIF NOTICES
SUBCHAPTER S7 RIF NOTICES
SUSCHAPTER 87 RIF NOTICES
SUBCHAPTER S7 RIF NOTICES
SURCHAPTER 57 RIF NOTICES
UBECKAPTER 57 RIF NOTICES
SUBCHAPTER 57 REF NOTkIEBS
SmmRHAPTER SB RIF APPEALS AND BRIEUANCES
SUCHAUPTER SS RIF APPEALS AND 'ORIEUANCES
RUCHKAPTER US RIF APPEALS AND SRIEUANCESE
SUCHAPTER SS -RIF APPEALS AND BRIERUANCES
SURCrRPTER SB RIF APPEALS AND URIEUANCES
SUICHSAPTER SS REF APPEALS AND BRIEUANCES
SUBCHAPTER US RIP APPEALS AND GRIEUANCES
SUBCHAPTER ES EMPLOYEE PLACEMENT ASSISTANCE PRQSM
SUBPCAPTER SO EMPLOYEE PLACEMENT ASSISTANCE PROMN
SUBCHAPTER SS EMPLOYEE PLACEMENT ASSISTANCE PRNHS
SUBCHAPTER SB EMPLOYEE PLACEMENT ASSISTANCE PRNEM
SUBCHAPTER 810 TRANSFER OF FUNCTION
SUBCHAPTER S10 TRANSFER OF FUNCTION
SUSCHAPTER S10 TRANSFER OF FUNCTION


innsr aumqa e run ruuMuPAu ASs
QUALIFICATIONS FORII ASSINlENT
QUALIFICATIONS FOR ASSIUNNENT
AIVER POF QUALIFICATIONS
WAIVER OF QUALIFICATIONSS
ADMINISTRATIVE ASSIGNMENT
ADMINISTRATIUE. AStBONhENT
USE OF TEMPORARY POSITIONS
USE SF TEMPORARY POSITIONS
USE OF TEMPORARY POSITIONS
GENERAL
GENERAL
GENERAL
RESTRICTIONS
FURLOUBm RETENTION RIGHTS
FURLOUGH RETENTION RIGHTS
RECALL FR0" FURLOUGH
SEPARATION IN LIEU OF RECALL
SEPARATION IN LIEU OF RECALL
COUERASE
NOTICE. PERIODS
NOTICE PERIODS
NOTICE PERIODS
FORMS OF NOTICE
FORMS OF NOTICE.
FORMS OF NOTICE
FORNS OF NOTICE
FORMS. OF NOTICE
STATUS DURING NOTICE PERIOD
STATUS DURING NOTICE PERIOD
EFFECTIVE DATE OF RIF ACTIONS
RIF APPEALS AND BRIEUANCES
RIF APPEALS AND GRIEVANCES
RIF APPEALS AND.GRIEUANCES
RIP APPEALS -AND RIEEUANCESB
RIP APPEALS AND BRIEUANCES
CORRECTIUE ACTION
CORRECTIVE ACTION
I COURAGE OF BUBCHAPTER
I TYPES OF PROGRAMS
TYPES OF PROGRAMS
i TYPES OF PROGRAMS
GENERAL
DEFINITIONS
DEFINITIONS


TRAINEE AND DEVELOPMENTAL POSITIONS 5-2
ABSSel ENT TO IA IENSITIUE POSITION -S
WAIUER IN RIF ASIgWNNENT S-10
AMIUER IN NON-RIPF OFFERS -1
DISCRETIONARY PRACTICES S-10
RESTRICTIONS 5-11
ABENCV DISCRETION S-11
TEMPORARY POSITION AS RIP OFFER S-11
TEMPORARY POSITION AS NON-RIF OFFER 5-11
USE 6-1
TIME LIMIT S-1
EXCLUSIONS -1i


RELEASE BY FURLOUGH
ASSIGNMENT HRINTS

NO RECALL
FAILURE TO RETURN

MINIMUn PERIOD
MAXIMUM PERIOD
TIMING
DEFINITION
CONTENTS OF SPECIFIC NOTICES
CONTENTS OF GENERAL NOTICE
EXPIRATION OF NOTICES
NEi 30-DAY NOTICE REQUIRED


RISHT TO APPEAL
TIME LIMITS
AGENCY NOTIFICATION TO EMPLOYEES
RIHHT TO GRIEVE
BURDEN OP PROOF IN RIF APPEALS
CORRECTION BY THE AGENCY
CORRECTION AFTER APPEAL

IPAP
DEP
RPL

TRANSFER OF FUNCTION
FUNCTION


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