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:
AA00012996:00071


This item is only available as the following downloads:


Full Text

of Personnel Management FPM LOefe 720-7
Porm M mW Ss~mPublished in advance
720- 7of incorporaflon in FPM
1Chapter 720DE


Washington, D. C. 20415
January 13, 1983
rltnr nts and Independent Estab~hshents:

Kter transmits subchapter 3 of FPM Chapter 720. This subchapter is
,guide and assist agencies in implementing their responsibilities for
action for disabled veterans. Each department, agency, and instru-
the executive branch is required to have a: disabled veteran affirm-
pNogram (OVAAP) which promotes the employment and job advancement

at ae assigned UVAAP responsibilities by title 38 of the United States
A.G. 2014) and Subpart C,' Part 72:0 of Title 5 of the Code of Federal
(6 CFR Part 720).




Donald J. Devine
Director

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00, Affirmative Employment, Programs
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Attachment to FPM Ltr. 720-7 (1)




CHAPTER 720

AFFIRMATIVE EMPLOYMENT PROGRAMS


SiContents



i' X.... 1. Reserved

l M 2. Federal Equal Opportunity Recruitment Program

jl 3. Disabled Veterans Affirmative Action Program (DVAAP)

Purpose and Background ,

eftaitions

Agency Program.

Agenty P ln

ge.... cy Adccplish"ment Reports

Itm for Plan and Accomplishment Report

t4Responsibilittem

l. teragency Report Clearance

i, Itequirements for Disabled Veteran Affirmative Action Plans
S. AccoIlism "ent Reports



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$ag the employment of veterans who are 30 percent or more disabled, and

orLs experience for disabled veterans, Chapter 316 for special term

__p.oe ry appointments for Vietnam era veterans and handicapped individuals,

ent 1 to FPM Letter 720-2 on targeted affirmative recruitment




1 .. t 3-2, DEFINITIONS

h .d Veteran, A disabled veteran is:

reteran who is entitled to compensation under laws administered

lians Administration, or

) person who was discharged or released from active duty because

06. v cndnacted disability.

ri, As used in this subchapter, the definition of the term "veteran"

e 4s- mthat contained in title 38 of the United States Code.

tFr hr the purposes of this subchapter, the term "agency" means

t.. agency, and instrumentality in the executive branch including

4P~o tal Service and the Postal Rate Commission.


E 1 -3. AGENCY PROGRAM

idwnatriation.. Primary responsibility for establishing and over-

2%mcy disabled veterans affirmative action programs rests at the head-

.. c Io.l el of the agency. The head. of the agency must assign to a head-

official the lead- responsibility for the program to ensure, accountability,

s 'y, And effective program administration. This headquarters official

L:be the Office of Personnel Management's (OPM) principal contact for the

of"providing technical assistance and guidance and in the monitoring

S4 04Efl ation of agency *activities.
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Actioni Reutitujn The following list summarizes the action elements re-
ty regulations in addition to those enumerated in subparagraph a(1) above:

(1) The agency must conduct a continuing program of affirmative action
f>ed veterans. :giving emphasis to those who are 30 percent or more disabled.
tie action encompasses recruitment, hiring, and advancement, and personnel
W upporting these attivit ies, e.g.- training and care er counsel ng.

4W 2) The agency must analyze work force data supplied annually by OPM and
data that are relevant:(.g., agency component work force data or veteran




And/or redi rect. strategies: designed to address each noted problem or deficiency.
qt (3) The agency Must develop a DVAAP plan containing. specific action items
i~to implement the strategies :the agency has chosen. Teplan is to be reviewed

phr'xvised as necessary.
S (4) The agency must certify to OPM each year that it has an up-to-date plan,,
r requested to do so, must submit the plan to OPM.

'(5), The agency must provide OPM with. a report of Its activities each fiscal
tl"ftecting the implementation of the DVAAP plan.'


Ch 4 apter 71, Labor-Management Relations, and any api abl lbor agree-

Agencies should consult: or negotiate, as appropriate, With recognized labor
'4Ations, and solicit their support- in designing: and carrying out affirmative
ms for dsabled veterans.

3-4, AGENCY PLAN
a. Agency DVAAP plans developed. at the national headquarters level should at a





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(4) Recruiting methods which will be used to seek out disabled veteran
7 dates. including special steps to be taken in recruiting veterans who are 30
K or more disabled..... Action Items should be specific. Examples of recruiting
es i include:
V (a) a)Cooperation with:

..:: .... selective placement program staffs concerned with affir-
i .. native action for the handicapped;

veterans' organizations;
.. the Veterans Employment Service of the Department of Labor;
state and-local employment agencies;

private veteran assistance centers;

i: ... .. .. the Veterans Administration (VA), i including VA hospitals;
organizations fostering the employment of the handicapped; and
;- other Federal agencies.

.;. (b) Outreach .programs *
(c) Skills banks and applicant pools
(d) Career seminars
(e) Use of reemployment priority lists
(f) Use of the Veterans Readjustment Appointment (VRA) authority

(g) Use of the special temporary hiring authority for veterans who
are 30 percent or more disabled
(h) Paid advertisements
(5) Methods to improve internal advancement opportunities. Describe what
..itc measures are to be taken.. Suggested activities In this category include:
r(a) Workforce analysis
(b) Use of upward mobility programs
f*; (c) Use of intern programs




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* (3) A description of how the activities of major operating components and
jhtul nations are monitored, reviewed, and evaluated.
(4) An explanation of the agency's progress In implementing its affirmative

A, .during the fiscal year, citing reasons for success or lack of success.

3-6. FORMAT FOR PLAN AND ACCOMPLISHMENT REPORT
:Ekau encies' convenience, the requirements for plans and accomplishment reports
e.t .in Appendix A. No specific format is required for agency plans and/or

fae:nt reports. The plans and reports will primarily consist of those elements
3~~in the regulations, plus any additional pertinent Information the agency



3-7. OPM RESPONSIBILITIES

il responsibility Itles include:
i* Agrarm Review. OPM will monitor agency program implementation through selec-
anlew of agency plans, direct agency contact, review of employment data, and
their r appropriate means. As it deems appropriate, OPM will conduct onsite
"s. of program effectiveness, both at agency headquarters and at field instal-
ht operating components.
;ITechnical Assistance. OP will provide technical assistance, guidance, in-
ns, data, and other information as appropriate to supplement and support agency
*: far disabled veterans.
Sme'miannual Reports.. OPM will, on at least a semiannual basis, publish reports
fernment-wide progress in implementing affirmative action programs for disabled
ins. The reports will be based in part on information obtained from the CPDF on
;tons and prmotiones of disabled veterans.


disabled veterans.





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APPENDIX A
REQUIREMENTS FOR DISABLED VETERAN AFFIRMATIVE ACTION PLANS AND ACCOMPLISHMENT
REPORTS

Smi Plans. Plans are to be submitted upon request and must contain the


(1) A statement of the agency's policy with regard to the employment and
e t of disabled veterans, especially those who are 30 percent or more disabled.
(2) The name and title of the official assigned overall program leadership
action plan.

(3) An assessment of the current status of disabled veteran employment, with
iSIi _on those veterans who are 30 percent or more disabled.
V. (4) A description of recruiting methods which will be used to seek out dis-
0 applicants, including special steps to be taken to recruit veterans who

il_*percefnt or more disabled.
{$); A description of how the agency will provide or improve internal advance-
B9jp0rtunities for disabled veterans.
(6) A description of how the agency will inform its operating components and

94iFsttallations, on a regular basis, of their responsibilities for employing and
disabled veterans.
iii ..'(7) A description of how the agency will monitor, review, and evaluate its

00 .efforts, including implementation at operating component and field installation
*ls during the period covered by the plan.

64 Accomplishment Report. Accomplishment reports are to be submitted annually
I:t:st contain the following:
| r(1) Methods used to recruit and employ disabled veterans, especially those
: are 30 percent or more disabled.


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