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:
AA00012996:00086


This item is only available as the following downloads:


Full Text
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Attachment to FPM Letter 340-2 (3)

SUBCHAPTER 1. PART-TIME CAREER EMPLOYMENT
1-1. BACKGROUND AND PURPOSE

Lw. In passing the Federal Employees Part-time Career Employment
P78a P.L. 95-437, the Congress held that part-time career (perma-
0lqyment benefits the Government as an employer by providing man-
ith the flexibility to meet work requirements and benefits society
tug an alternative. for those who require or prefer shorter hours,
e. older or handicapped Individuals, students, and parents with
ppsibilities. The Act directs Federal agencies to provide
part-time opportdtities at all grade levels up to GS-16 or

qDefln1tions. As used in this subchapter:

The Act means the Federal Employees Part-time Career Employ-
V ment Act of 1978, (5 U.S.C. 3401 et seq.).

Agen means an executive agency, a military department, an
C agency in the judicial branch, the Library of Congress, the
'Pl ttanic Garden. and the Office of the Architect of the Capitol
.but does not include a Government-controlled corporation, the
:^ ~Tennessee lVa ley Authority, the Panama Canal Commission, the
l ederal Bureau of Investigation, the Central Intelligence Agen-
0y, or the National Security Agency.
Si Mhtieicareer employment means the employment, on or after
9Apr. 19 of an indi vidual serving under an excepted or
CfmpetitIte service appointment in tenure group I or II .under
a part.ti. e work schedule 'of 16 to 32 hours per week. Certain
authorized exceptions to this schedule requirement are described
t section 1-2. Th s means that an employee who is appointed
i[; r converted to a part-time permanent position after April 7,
1979, is. covered by the Act and must have a regularly scheduled
I tour of duty :of no less than 16 hours a week and no more than
S32 tours a week, except as noted in section 1-2, Coverage
ill!:! der the Act also effects the Goqvernment contribution to the
health benefits primiums of a part-time employee participating
in the Federal Employee Health Benefits Program as described
i section 1-9.
'This subc.eapter provides instructions on the establish-
Vfri e d part-time employment programs and on the various per-
tties relating torpart-time career employment. Part-time career
.rtglarly scheduled) employment Is referred to as part-time em-
oug'ut t subghpter.


S* 'd







Attachment to FPM Letter 340-2 (5)

1-3. PROGRAM IMPLEMENTATION
Sstablishment of agency programs by regulation. The Act requires
cy to Issue regulations setting up a program to promote part-time
ent. These regulations must first be published for comment in
l Register. final regulations may .be published either in the
ideai 5Reigulations or as an agency Internal personnel Issuance.
Most include:
) Annual goals. and timetables for establishing or converting
iSeals may be set on an agencywide basis or by component.
iuts by occupational group or grade level may be helpful in
i..a expai.iSon of part-time employment. Goals may be set either
percentage of the organization's work force to be employed on
6ls51, or in terms of new part-time positions to be estab-
: i.wiul d be based on a policy which to the maximum extent
dates employee interest in converting to part-time schedules
Kmis time promotes the hiring of part-time employees from out-
S iy: #Experience Indicates that the ability to expand part-
bities Is influence by' such factors, as: agency mission and
M1ite vborkload: fluctuations; work force size and dispersion;
pl6yasnt trend;t potential for tmprovin service delivery;
.. ir..t *programs; and employee int r.st in part time.
P ures nd criteria for establishing part-time. post-
itst include. procedures on: how vacant positions will be
..t..e. .. the fesibtitty of part-time staffing, how an en-
A .qt.a .cha.nge to a part-time work schedule, and how the
i" the public tiP vacant part-time positions. (Parn-time -
sfter tfl siailS public notification procedures as full-time
tPie-ane .cc..tt.grade .) In addition, an agency may wish
ptltIi interest yups andi organizations which seek part-time
.rt.lties for students. parents with faml y responsible

is.rat on. f agency part-time eniployment programs. An agency
... estbblts s ongpng program to enptourage part-ti me employ-
*lthe agency and t.flestabllfiih designated contact points within
...... .e .. ..
rlizfttfiM; tore mploee can obtain information on
its t|l. Ther duties of ah agency part-time

i I ~et and plementatIon of part-time employment


N' l# esE ., WE ne Federal Women's Program officials, Handi-
*apsd Pr|sta rdlnators and representatives of employee unions,
e. ." ote : agenciess are responsible. fo r meeting obligations for
pfl a'teitit r consultation, as. appropriate, under 5 U.S.C.
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Attachment to FPM Letter 340-2 (11)

1-8. SERVICE CREDIT
S Qualifications. Part-time work is prorated in determining whether
an employee meets the X-118 qualification requirements. For example, for
this purpose an employee on a 20-hour per week schedule would earn 6 months
of credit per year. Time should generally be figured on the basis of
hsorsti n pay status (excluding overtime) rather than scheduled hours in
order to recognize the service of part-time employees who are frequently
required to work additional straight-time hours.
b. Other requirements. A part-time employee receives a full year of
viceis credit for each calendar year worked (regardless of tour of duty)
ftr tie pup e of coanputing service for retention, retirement, career ten-
4re, laipetion of probationary period, within-grade increases, leave
t rate, and time-i n-grade restrictions on advancement.
1-9. BENEFITS
a..: Retiremnet benefits. Retirement beef its are computed in the sane
r all career emp loyees, full-time and part-time. Annuities are based
ot. mI employees length -of service- and' the highest anunral basic pay re-
.i..ed fo. r any 3 consecutive years. (Note: Benefits which include service
S rt-time employee of the Department of Medicine and Surgery, Veterans
itstratXiom a-re prorated under P.L. 97-72.)
LIfe insiuranee. A. part-time employee is eligible for the Federal
peyees Group Li fe Insura nce Program. The actual amount of i nsura nce for
..ic an employee is eli gible is based on annual salla ry. The minimum
bof asic insurance i $ $10,000. For- this purpose a part-time em-
I .Sansual salary is figured on the basis of hours in the tour of
baset py rate. An employee with concurrent part-time appoint-
aueul ikitl ed to. life i.ur.ance on the basis of the sum of the annual
i( r4es. for thwe positions This does not apply to a part-time flexible
trsed the- PoStl Service., (See iFPM supplement 870-1 .
c. ;al th. Iisurance. A piart-time employee is eligible to participate
t .e r l Eimpiyees: Health Benefits Program. The coverage provided
l alpdrt a aind fu4l-time emp-ioyee is the same but the cost to a pa.rt-
l' ll*i.wi: ~ esoverFed, 'by the Act is greater since a covered employee re-
S irorated Governmaent contribution to health Insurance premiums
iviot the nniber of hours in the tour of .duty during the"pay period.
..piw..... c..06trtbhution to 4rewutums of.-an employee with concurrent
ftrLtS- e appl itimetA is based o1 the sum of the tours of duty for the
t (See :FPM supplement 8:90-1.)
Three groups of part- ime employees are excepted by statute fran the
qiwls'niat for prorating ani receive the full. Government contribution to

S(1) Employees with tours of duty of less than 16 hours .per week.
:(2) ipl yeaes. with mixed" tours as described in section 1-2(b)

:(3) mploynes Ithl were serving on a part-time basis prior to
b V April *'^fp .97.:! 9 CtIM effefie!ctive date of the Act). Aibrealk n pat-time service
eli at the right to the full Gove rent contribution. (See
S i1-4() \for dec pSt n0 of what constitutes a break in part-time service.)
. ..







Attachment to FPM. Letter 340-2 (13)


SUBCHAPTER 2. SEASONAL EMPLOYMENT


2-1. DEFINITION

tSasonMl Uuploymntt 11 means recurring periods of work lasting less
* months eath year. Seasoina employees are placed in nonduty/norpay
lli recalled to duty In accordance with preestablished conditions

2-2. PURPOSE ANDM APPROPRIATE USE
heAsnaul employment is intended to enable agencies to develop an
4lcdreof *.career employees to perform work which recurs during
ii pottow *of the year. For example, seasonal employees. work
*fitorests. I internal Revere -Servi ce and pa sport offices, ard
leit M where the work is characterized by seasonal fluctuas

ntiutent with the career-coit ti onal or ca reer appoi ntlment, a
..loree receives the full "range of benefits provided to at-
ifbtain.t stable work 'force, fncTuding life Mid health insurance
I'Oacnths credit for retirement while in a no npay status. These
i-ji.h. wevesr, valuable and costly and are intended to be part of
tion package reserved :for the employee who has a realistic
SGovernmnt career. *In evaluating the appropriateness- of
s otherii kinds of employment, an agency should consider such
it relative difficulty of obtaining skilled personnel on a
lsipe costs in. tine and resources of recruiting and trat dng
I.SI cost .to the Gbvernient of unearned creditable service
tptqr benefits1 and the availability "of other work to which
tMryee amid be assigned i lieu of layoff.
SOffice of .,RePrsonnel Management limit on the length of a
es are encouraged, tt set a 6-month minimum in ltght of the
I ($ f' Wcldi servr. ice credit duri g nonpay status provided
Sa employee under career or career-conditional appointment.
enc determines the length of a season in accordance with
Il a#,t workload requirenents, subject to the condition that
Sthe seso mst be clely tied to ted to the nature .of the- work
be used as a substitute: for full-time employment. Conversel y,
conadirations of equity, career seasonal rather than temporary
should be used for recr employment ihich is expected to
tiit 6. miIs. tbeacb year, TOe season should be defined as closely
c that ployee 11 have a bnably clear idea. of
ork h 1e .o she can expect during the year. For example, it would
te for a agey to set minimum and maximum periods of em-
of 6 and 11 monEths. uch broad terms are not reflective of the
plyee s actual peced o perform. Although not required,
: krd4 1 tO. $tsss the use of seasonal employment a nd the length
.season t. .Epp.i.p.le employee organizatpnh.i This should help
mtsuadertantngs as promote discussion and analysis of
it efft.ci.. way o .l. sing work.

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Attachment to FPM Letter 340-2 (19)
SUBCHAPTER 3. ON-CALL EMPLOYMENT
3-1. DEFINITIONS
An on-call employee serves under a permanent appointment (tenure
I or II) and works on an as needed basis during periods of heavy
ad with an expected cumulative service period of at least six months
status each year. An on-call employee works on a regularly sched-
iir of duty while In pay status, and subject to workload, is placed
status -and recalled to duty in accordance with preestablished
of employment. .As vacancies occur, an on-call employee moves
Ijgmncy's- year-round work force In accordance with preestablished
uof emplQyment.
y A ..titus" is the :period of paid employment.
status;" ts the period during which the employee Is re-
pay status or is any period of leave without pay or absence

3-L, PURPOSE AMD APPROPRIATE ,USE
Onlellt, employment is designed to provide management with a
pennantt employees wh a re avail able on short notice to supple-
iisrround work tfrce during above average workload' periods and
taiy move into ysear-rpund empi"tyment. The use of on-cal 1
an r ducee :kcessivte use ?f overtime and unproductive reassign-
ly ski balances. .
:lshoulr ecognie that the us0 of on-call employees may
f :iP' these .p.anttsl
in personne and adillnis4rati4v costs. Far example, an o-
fje cresi "unearne^ service credit fr up to 6 months of nonw
......i" ..year." :sawi" .agenc may nee. d ".speia al d n istrati ve
tri nn and. contlfliVng the oli-calI work
ti these poteneis disadvantages may be outweighed by i-
nls d ork force Sability, It retains for
i. d'termin' whether on- all employment isf appropriate for
oarv Wekload and operate tig enviroent.
...... ... .. : e:: 'r" .e "t :.:p:... .. .: Pk I a1
*t of on-4ni empl oynt des not require the prior approval
jjs.ts, :ccupattiJng or grade levels. The n-call concept has
Swork best hen it s an agency's priary source of career
.. the occupation. a. grade e vels for whfic it is used. Because
is dis processing 0pertnlnl actions to release and recal I an
.E.. aI from ontty/n .Ntpay status, it is destul. e to use on-call
ti only in sitdationsi Iihee the work to be! performed occurs over
Al block ,f time,. i.e., at least one .mon th1. tf the work is of a
r ic ture, e, incidental days or weeks, other forms of em-
aay be ae ost ecti ve.:

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Attachment to FPM Letter 340-2


c,, Mtthin-grade increases. Only limited amounts of time in nonpay
ais can be credited for within-grade increases. An on-call employee
t i toi a Federal Wage System position receives credit for within-grade
99es for up to I workweek in nonpay status for step 2, up to 3
s for step 3. and up to 4 workweeks for steps 4 and 5. Time In a
lsltatst under the General Schedule. is credited on the basis of 2
for steps 2 through 4, 4 workweeks for steps 5 through 7. and 6
s for steps 8 through 10. (Two workweeks in nonpay status means
tive workhours scheduled for a full-time employee or the cumulative
.wrke urs scheduTed for 2 workweeks for a part-time employee.
pos.: "workheurs scheduled" does not Include scheduled overtime
ali ploywi in nonpay status for more than 52 consecutive weeks
u ai ti ng period fir within-grade increases.

Purposes. AnI. on-cil *employee receives service credit for
tLateit on, retirement, and leave. accrual rate for up to 6
status In each calendar year.
3q.9. BENEFITS
1 employee under career or. areer-conditional appointment
ipq the. vil Service Retireeust System. Since an on-cal ean-
iipee tett work' at east 6 months per year, he or she is eli-
P d life insurance coverage. See FPM supplements 870-1
r frrinfowat^onp o payments for the Federal Employees Health
an during onpay states, .see FPM chapter 890. An on-cal 1
leave touring the t6I-tt in pay status and during the first 80
star s each ear.
3-1l. P0I.TIO0 CHANGE

ecall .mptos ith S a career or career-conditional ap:point-
e by a 'y irtt pritot iton program sd may be reassigned,
S.ii:...l...... tel, i a 4ccordance with such programs in the same way
ite saet cowdittns *as other career or career-cOndi tional em-
Sorder^ tio insure equttable conversion of on-call employees to
oent, an encyay eclude n-call employees frcon consid-
.iyetrSte- pqsitltns in occupations/grade levels where other
I yees are serving and awaiting conversion to year-round employ-

ent fran o n-all to. a year-round position is not subject
nles ed by the procedures tn chapter 335: governing
....nd fntrr. pWC6et. .r
3-11. l-REDUCTION IN FORCE
Re.ltiouirn-i:aPr pro.e..res: do not apply t the release of an
iiiplftfyee to nonE st tu or recall' to ay status in accordance
6tabl:shed! codt:s o employment. At the same time, however,
iA authority 1W 0M' ...Iease of orn-cal 1 enplaye. s at the end of peak
Sipeii ods is 'ta%$i:ti d to be a substitute for adverse actions or
jn ..c.ife 'pi .... when the use of these procedures would be
4u'ab Qaordntrn .


(23)







Attachment to FPN Letter 340-2


SUBCHAPTER 4. INTERMITTENT EMPLOYMENT


4-1. DEFINITION AND APPROPRIATE USE
..fiVftions. For purposes of this subehapter "fntermittent em-
Ik. ih. .i. Mnfunll-time employment In which employees serve under
i..d .r competitive service appointment 1i tenure group I or II
regularly scheduled tour of duty. (Employees under temporary or
.la.mns may also. work on an Intermittent basis. See FPM chapter
n1 rly scheduled' .nd "tour of duty have the meaning given
I tCFR ,4.102.
.... ..... .
S itItate ise. An inteimlttem work schedule Is appropriate
.a .n whch the nature of wait is sporadic and unpredictable
V' du:ty: cannot be regularly scheduled In advance, for ex-
.lal, Intermittent employment is not appropriate for a
lRttl4 be filled by a regularly scheduled., i.e.. part-time
S.i.empToyee. A Comptrol lr General decision (57 Comp. Gew.
need :f.or agencies to careful. examine the. work ng
Etii :erittent: employees to determine whether they. are, in
i: a ehiduled bsIs .an' are being denied leave because.
... es..... been erroneously dcumnted. .
.i."ter ,ttent to art time. We:n an. s cy schedules
s bfl yee, ti::n d: Kie. oi the payj' perod,. tt work. at. sme
adituist*.he week.for more than two Consecute pa1
h*lly R s: require tim cIaRngW the :ploy.ee's work stchedul e
I~t t time (or fuI? ti.e in the case of a 40 hour per
issue. agSF 51 Not fixation of Personnel Action,
e... Ii. TetijployS. would then be entitled to the bene-
S Atlle. vlrk' lscieulet ae appolntnent,. te., leaye and
g4 iplAye ealsbe etigil for retirement, health
lt I .,i en. c"verfle if inoi:: otherwise excluded: (see
han1 1704. aq 89q0-i). Uhe ithe plcyee it assigned
.be. d work for '~~~ .limited or specify ed petrid, a ot-to-
S' ,d'' be esCabli d f.or the :personnel Iction and .docu-
mit; will al the 'ncy to return the employee to
ttlu,, si at"* tbe o.t' u:lsb. of:'.. the scheduled wair assignme nt
... of tion t ore procedures. .. ...
e ,. ..: ".: ,... n s ..k SCRlf.10
.:. POSITION. C0A.GE

at qi. serving un.cr career or career-conditional
c w ,d. i. agency: i. rtt pru .tton programs ofi ',s y be re-
fled or piwio*d i. accordn..ce. with such pr#gramI to other
f Ei ttit'. pIced w are not required to change an totenbit-
e to a part-tie or futl-time work schedule.
.' 4 BE N FI...TS. .


i .'out a ibrsh "iel n excess of 3 days o:::: te::ent in a
t. .... ... I t1ii .tent employee is eli 1bl. for aetirenerit
-&.4 or ufesl 49tWwg: under a career V career-conditional
.. .. ... ... :. ......':: :" ''"___..____ ____:'
4"% 2--A


(25)




UNIVERSITY OF FLORIDA
II 1HI IIIIII l 11111111III
3 1262 08729 3261




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