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370.300.8 - Details and Temporary Assignments

OPR: Office of Personnel

1. Purpose.  This chapter describes U. S. Geological Survey (USGS) policy and procedural guidelines for processing details and temporary reassignments. Unless otherwise noted, these requirements relate only to permanent and temporary employees in the competitive or excepted service within the Department of the Interior (DOI) serving in, detailed to, or temporarily reassigned to competitive service positions regardless of pay system (i.e., General Schedule (GS), General Manager (GM), Wage Grade (WG), etc.).

2. Authority.  5 CFR Chapter 300.301, Subpart C, states that an agency may detail an employee in the competitive service to a position in either the competitive or excepted service; an agency may detail an employee in the excepted service to a position in the excepted service; and an agency may detail an excepted service employee serving under Schedule A, Schedule B, or the Veterans Readjustment Act, to a position in the competitive service. Any other detail of an employee in the excepted service to a position in the competitive service may be made only with the prior approval of the Office of Personnel Management (OPM) or under a delegated agreement between the agency and OPM.

3. Policy.  It is the policy of the USGS to meet the temporary manpower needs of the bureau through the use of details and temporary reassignments. Details and temporary reassignments are intended for meeting temporary needs of the agency’s work program when necessary services cannot be provided by other means. Details and temporary reassignments can be used in situations such as temporary shortage of employees or in emergency work situations. However, details and temporary reassignments will be limited to the shortest possible duration, will be used only when no other practical means are available, and will not be used to circumvent established OPM, departmental, or bureau rules and regulations. Except for brief periods, employees should not be detailed to perform work of a permanent nature or a higher grade unless there are compelling reasons for doing so.

4. Responsibilities.

A.  Management officials, supervisors, and administrative officers  are responsible for the timely initiation of documentation for details and temporary reassignments as required in this chapter. In addition, it is the responsibility of these officials to ensure that details and temporary reassignments:

(1) Do not compromise open competitive principles of the USGS merit promotion plan.

(2) Are not used to circumvent the use of a more appropriate personnel action to obtain necessary employee services.

(3) Are kept to the shortest possible duration.

B.  The individual who serves as the rating official for the position to which an employee is detailed or temporarily reassigned  must provide a written Employee Work Plan (performance standards and elements) to the employee within 30 days provided the assignment is within the Department of the Interior and is expected to last 90 days or more.

C.  Servicing personnel officials  are responsible for:

(1) Advising managers, supervisors, and employees of the conditions and requirements under which details and temporary reassignments may be made.

(2) Assuring compliance with all OPM, DOI and bureau policy and procedural requirements applicable to the detail or temporary reassignment of employees.

5. Definitions.

A. A  detail  is a temporary assignment of an employee to a classified position (i.e., established position) or statement of duties (i.e., unestablished position) for a specified period. During the detail, an employee continues to encumber and receive the salary and entitlements of the position from which detailed (i.e., the official position of record). At the end of the detail, the employee returns to the official position of record.

B. A  temporary reassignment  is an assignment to another classified position, at the same grade and step or, if applicable, rate above the maximum step of the grade currently held, for a specified period. At the end of the temporary reassignment, the employee returns to the position from which temporarily reassigned or to a position of comparable status, tenure, and pay.

C. A  competitive position  is one that is not specifically excepted from the competitive service by statute or regulation. In the USGS, this includes most general schedule and wage grade positions.

D. An  excepted position  is one that is specifically excluded from the competitive service. This includes some GS positions and positions in the GG (grade similar to general schedule) and Foreign Compensation (FC) pay systems.

6. Approval of Details and Temporary Reassignments.  All details and temporary reassignments require management approval according to the delegated authorities of the organization and, in some instances, approval of the Servicing Personnel Officer prior to effecting the action. (See  Survey Manual, Part 205.1, Appendix B - USGS Delegations of Personnel Management Authority  and  Appendix D - Delegation of Authority – Details , which specify the USGS, departmental, and OPM approval requirements and authorities.)

7. Uses of Details and Temporary Reassignments.

A.  Details

(1) Details may be made to either established (classified position descriptions) or unestablished (unclassified statement of duties) positions under the following circumstances:

(a) To meet emergencies, excessive workload of limited duration, shortage of personnel, special projects, or studies that are short-term or temporary in nature, changes in mission or organization, or unanticipated employee absence for an extended period of time.

(b) To provide the necessary time for management to officially document new work assignments, rewrite position descriptions and classify new positions, or obtain employee security clearances.

(c) To provide for short-term training, orientation, or other developmental purposes.

(2) An employee may not be detailed to a position in a different line of work or geographical location for at least 90 days after the latest nontemporary competitive appointment or conversion from an OPM register, except for an emergency detail of 30 days or less.

(3) For detail actions to classified or unclassified positions at the same or lower grade level, the supervisor of the work to be performed is responsible for determining whether the employee is fully able to perform the duties of the position. When the detail action is to an occupational series for which OPM has established minimum educational requirements, and/or to a position for which there is a licensure or certification requirement, the servicing personnel office must verify that the employee meets the minimum educational, licensure, and/or certification requirements.

(4) In computing time limitations for detail actions, service under details of less than 120 calendar days in the same or similar position or duties will be counted when the proposed action represents an immediate continuation of an undocumented detail.

(5) A detail to a higher-graded position or to a position with greater promotion potential for a cumulative period of more than 120 days must be made under merit promotion procedures (see SM 370.335). In computing the 120-day period, service performed during the preceding 12-month period under noncompetitive time-limited promotions, noncompetitive details to higher-graded positions, and noncompetitive temporary reassignments and details to positions with greater promotion potential is counted.

(6) An employee serving on a temporary appointment may be detailed to a position that meets the criteria for temporary employment. An employee serving on a term appointment may be detailed, within the time limit of their appointment, only to a position appropriate for term employment.

B.  Temporary Reassignments.

(1) Temporary reassignments may be made only to classified positions and will normally be for periods of 1 year or less. Requests for temporary reassignments must be documented to support the need for a temporary rather than permanent reassignment. Temporary reassignments will only be approved for those situations in which no other personnel action is appropriate and under the following conditions:

(a) To lend particular expertise to the completion of a project assignment of extended duration.

(b) To conduct in-house special assignments on behalf of another bureau or agency.

(c) To provide full-time services on a task force or special committee of unspecified duration.

(d) To provide for long-term training as part of an established promotion or career development program.

(e) To backfill positions that are being vacated for extended periods of time (i.e., leave of absence approved for up to 1 year).

(2) An employee who is temporarily reassigned to a position with a different pay plan assumes the pay plan and entitlements of that position, i.e., from GS to WG.

(3) To be eligible for a temporary reassignment, the employee must meet established OPM qualification standards for the position.

(4) Temporary reassignments to positions with greater promotion potential may be made noncompetitively for a maximum cumulative period of 120 days during any consecutive 12-month period. Temporary reassignment of an employee for a cumulative period of more than 120 days to a position with greater promotion potential, must be made under merit promotion procedures. In computing the 120-day period, service during the preceding 12-month period under noncompetitive temporary promotions, noncompetitive details to higher graded positions, and noncompetitive temporary reassignments and details to positions with greater promotion potential is counted.

(5) A temporary reassignment to a position with greater promotion potential may be made permanent provided the reassignment was originally made under merit promotion procedures and the merit promotion announcement stated that the temporary reassignment may be made permanent without further competition or if it meets the requirements of exceptions to competition as outlined in 5 CFR 335 and internal merit promotion procedures.

8. Documentation and Procedural Requirements.

A.  Requirements for documenting details and temporary reassignments.

(1) The automated request for personnel action (SF-52) is required to document:

(a) All details to organizations outside of the USGS.

(b) Details of 30 calendar days or more to a higher graded position or positions with greater promotion potential than the official position of record.

(c) All other details of 120 days or more except as indicated in SM 370.300.8.A(3).

(d) All temporary reassignments.

(2) Written documentation.

(a) Details.

(i) A statement of duties or position description is required to document all details to international organizations regardless of the length of the detail or whether or not the detail is made on a reimbursable basis.

(ii) A position description is required to document all details of 30 calendar days or more to a higher graded position or positions with greater promotion potential than the official position of record.

(iii) A statement of duties or position description is required to document all other details of 120 days or more except as indicated in SM 370.300.8.A(3).

(b) Temporary Reassignments.

(i) A position description is required for all temporary reassignments.

(ii) A written justification is required documenting the purpose of the temporary reassignment.

(iii) A statement of understanding is required for a temporary reassignment.

(3) SF-52 documentation is not required when an employee is detailed to perform duties of an identical position or a position of the same grade, series, and basic duties as the position to which regularly assigned.

(4) In situations where SF-52 documentation is not required for a detail action, management should prepare a memorandum to the record to recognize and credit employee service. The memorandum should contain a brief description of the duties and the duration of the detail. In this way, an accurate determination can be made regarding: documentation requirements for subsequent detail actions (e.g., extension of the detail); qualification requirements for other positions; and performance appraisal requirements for a detail which exceeds 120 days. This documentation should be forwarded to the servicing personnel office for filing on the left side of the employee's Official Personnel Folder (OPF).

(5) Details must be documented in increments of 120 days or less.

(6) Temporary Reassignments must be documented for the expected duration of the assignment.

B.  Procedures for documenting details and temporary reassignments.

(1) The gaining office to which an employee is detailed or temporarily reassigned is responsible for:

(a) Initiating an automated SF-52 to obtain necessary concurrences and management approvals and routing the request to the servicing personnel office having jurisdiction over the position to which the employee is being detailed or temporarily reassigned. For a detail, a position description for an established position or a statement of duties for an unestablished position and a justification for the detail must be forwarded to the servicing personnel office when the automated SF-52 is initiated. For a temporary reassignment, a position description and a justification to support the temporary nature of the action must be forwarded to the servicing personnel office when the automated SF-52 is initiated.

(b) Requesting an extension of the detail or temporary reassignment well in advance of the expiration date to ensure adequate time for obtaining required approvals for processing the personnel action.

(c) Requesting that the employee's official office of record initiates the termination of detail or temporary reassignment action well in advance of the expiration date to ensure adequate time for obtaining required approvals for processing the personnel action.

(d) Providing time and attendance information for employees on detail to the office responsible for maintaining these records.

(2) The Servicing Personnel Office is responsible for:

(a) Processing all personnel actions (SF-52, SF-50) relating to details and temporary reassignments to positions within their delegated servicing responsibility.

(b) Preparing and sending all departmental preclearance correspondence to DOI for approval of detail or temporary reassignment actions requiring higher-level approval.

(c) Preparing and sending all preclearance correspondence to the Bureau Personnel Officer for approval of details/transfers to international organizations.

(d) Processing all personnel actions (SF-52, SF-50) relating to details/transfers to international organizations for employees assigned under their delegated appointing authority. (Also see “c” above.)

(e) Processing all termination actions (SF-52 and SF-50) relating to details and temporary reassignments for employees permanently assigned under their delegated appointing authority.

(f) Forwarding all required documentation relating to details and temporary reassignments to the servicing personnel office that maintains the employee's OPF.

(3) The Headquarters Personnel Office is responsible for:

(a) Processing personnel actions (SF 52, SF-50) for all details and temporary reassignments relating to Senior Executive Service (SES), Senior Level (SL), Scientific and Professional (ST), and Schedule C positions, and all details to FC (Agency for International Development) - grade positions overseas.

(b) Preparing and sending all DOI preclearance correspondence to DOI for approval of detail or temporary reassignment actions relating to SES, SL, ST, and Schedule C positions.

9. Reimbursable and Non-reimbursable Details.  All intra-agency and interagency details must be made on a reimbursable basis unless a nonreimbursable detail is specifically authorized by statute (64 CG 370, March 20, 1985). Under conditions in which a reimbursable detail is not required, the intra-agency or interagency organization officials with delegated authority to approve the detail decide whether the detail should be reimbursable or nonreimbursable.

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Instruction 300-3: Detail and Intergovernmental Personnel Act (IPA) Assignments

Material transmitted:.

Department of Health and Human Services (HHS) Instruction 300-3, Details and Intergovernmental Personnel Act (IPA) Assignments, dated 05/17/2024.

Material Superseded:

HHS Instruction 300-3, Details and Intergovernmental Personnel Act (IPA) Assignments, dated 01/18/2023.

Background:

This policy updates the timeframes and approval procedures for details to the White House and Congressional committees per HHS’ Immediate Office of the Secretary and the Assistant Secretary for Administration.  It also updates requirements for rotational assignments in a formal training program, including Pathways Programs (Schedule D) details consistent with OPM’s regulatory changes .

This policy is effective immediately and must be carried out by OpDiv/StaffDiv HR Centers in accordance with applicable laws, regulations, collective bargaining agreements, and Departmental policy.

W. Robert Leavitt Deputy Assistant Secretary for Human Resources  Chief Human Capital Officer

300-3-00 SECTIONS

300-3-10 Purpose   300-3-20 Coverage and Exclusions   300-3-30 References   300-3-40 Definitions   300-3-50 Responsibilities   300-3-60 Employee Details   300-3-70 Intergovernmental Personnel Act (IPA) Assignments 300-3-80 Reimbursable and Non-reimbursable Agreements   300-3-90 Documentation and Accountability

300-3-10 Purpose

This Instruction implements the Department of Health and Human Services (Department or HHS) policy on employee details and Intergovernmental Personnel Act (IPA) assignments.

When provisions of this policy differ from changes in applicable law or regulation, the changes in law or regulation apply.

300-3-20 Coverage and Exclusions

• Coverage .  This Instruction covers employees defined under 5 U.S.C. §2105, except for those excluded below or otherwise excluded by the rules governing details and IPAs.
• Officers in the uniformed service of the U.S. Public Health Service Commissioned Corp (42 U.S.C. §204, et seq. )
• Political appointees are ineligible to serve on IPAs (i.e., Presidential Appointees with Senate confirmation (PAS), Presidential Appointees without Senate confirmation (PA), Non-career Senior Executive Service (NCSES), and Schedule C).
• PAS and PA appointees are ineligible to serve on details.  (NCSES and Schedule C details are covered under Section 300-3-60 .)
• Employees of non-federal organizations who are assigned to HHS under contractual agreements, i.e., contractors.
• Bargaining Unit Employees .  The Department will follow all requirements of 5 USC Chapter 71 involving bargaining conditions of employment for bargaining unit employees.  To the extent that provisions of this policy are in specific conflict with a Collective Bargaining Agreement (CBA), the provisions of the CBA govern for bargaining unit positions only.

300-3-30 References

• 2 United States Code (U.S.C.) §4301(i), Committee Staffs
• 3 U.S.C. §112, Details of Employees of Executive Departments
• 5 U.S.C. §7106, Management Rights
• 5 U.S.C. §2105, Employee
• 5 U.S.C. §3341, Details within Executive or Military Departments
• 5 U.S.C. §3343, Details to International Organizations
• 5 U.S.C. §3344, Details, Administrative Law Judges
• 5 U.S.C. §§3371-3376, Assignments To and From States (IPA)
• 31 U.S.C. §1301, Application (of appropriations) (i.e., the Purpose Statute)
• 31 U.S.C. §1535, Agency Agreements (i.e., the Economy Act)
• 31 U.S.C. §1536, Crediting Payments Between Executive Agencies (i.e., the Economy Act)
• 42 U.S.C. §215, Detail of Public Health Service Personnel
• 5 Code of Federal Regulations (CFR) §6.5, Assignment of Excepted Service Employees
• 5 CFR Part 300, Subpart C, Detail of Employees
• 5 CFR §317.903, Senior Executive Service (SES) Details
• 5 CFR Part 334, Intergovernmental Personnel Act
• 5 CFR §335.103, Agency Promotion Programs
• 5 CFR §§352.301-306 and 314, Detail of Employees to International Organizations
• Detail of Law Enforcement Agents to Congressional Committees , 12 Op. Office of Legal Counsel (O.L.C.) 184, 1988 WL 391014 (Sept. 13, 1988) (employee details to the Legislative Branch)
• Reimbursement of the Internal Revenue Service for Investigative Services Provided to the Independent Counsel , 12 Op. O.L.C. 233, 1988 WL 391018 (Sept. 30 , 1988 ); see also Reimbursement for Detail of JAG Corps Personnel to US Attorney’s Office, 13 Op. O.L.C. 188, 1989 WL 595823 (June 27, 1989) (reimbursement for details)
• OPM SES Desk Guide (details)
• HHS Financial Management Directives and Guidance (interagency agreements)
• HHS Travel Policy (payment of travel and transportation expenses)
• Memo from HHS Deputy Assistant Secretary for Human Resources, Delegation of Human Resources Authorities , dated May 9, 2022.

300-3-40 Definitions

• Agency .  An Executive Department or Agency, as defined in 5 U.S.C. §§101 and 105 (i.e., HHS).
• Days .  Calendar days.
• Detail .  A temporary assignment to a different position for a specified period.  A federal employee who is on detail continues to occupy their official position of record while on detail and continues to receive pay and federal benefits associated with their permanent position.  At the expiration of a detail, federal employees return to their official position of record.  See Section 300-3-60 .
• IPA . The Intergovernmental Personnel Act (IPA) allows for the temporary assignment via a detail or temporary appointment of personnel between the federal government and state and local governments, colleges and universities, Indian tribal governments, federally funded research and development centers, and other eligible organizations defined in 5 U.S.C. §3371 and 5 CFR Part 334. At the end of an IPA assignment, federal employees return to their official position of record or are reassigned to a position of like pay and grade (5 CFR §334.107(b)).  See Section 300-3-70.
• Office of the Assistant Secretary for Preparedness and Response (ASPR);
• Office of Global Affairs (OGA);
• Agency for Healthcare Research and Quality (AHRQ);
• Agency for Toxic Substances and Disease Registry (ATSDR);
• Centers for Disease Control and Prevention (CDC);
• Food and Drug Administration (FDA);
• Health Resources and Services Administration (HRSA);
• Indian Health Service (IHS);
• National Institutes of Health (NIH); and
• Substance Abuse and Mental Health Services Administration (SAMHSA).

300-3-50 Responsibilities

• Immediate Office of the Secretary (IOS).   HHS’ White House Liaison initiates details of Non-career SES and Schedule C political employees with OpDiv/StaffDiv HR Centers, adhering to the detail rules covered in this policy ( Section 300-3-60 ).
• Establishes Department-wide HR policy and guidance consistent with HHS and OPM policy and guidance, and all applicable federal laws and regulations.
• Submits for OPM approval requests to detail an excepted service employee to a competitive service position.
• Submits for OPM approval requests for SES details exceeding 240 days if the detail is for either:  a) A non-SES employee to an SES position that supervises other SES positions; or b) An SES employee to a position at the GS-15 or equivalent level or below.
• Approves requests for details and extension of details to the White House and Congressional Committees, with the concurrence by the Assistant Secretary for Legislation, prior to the start date.
• Submits for OPM approval a request of a federal employee to participate in the IPA program more than a total of six (6) years during their federal career.
• Periodically reviews OpDiv/StaffDiv details and IPA assignments to assure conformance with HHS and OPM policy and guidance, and all applicable federal laws and regulations.
• Reviews and gives concurrence/non-concurrence on detail and extension requests to Congressional Committees.
• Notifies the Congressional Committee Chairman by letter of detail approvals.
• Reviews and gives concurrence/non-concurrence on detail requests from an OpDiv/StaffDiv Head or written designee to international organizations.
• Obtains concurrence by the HHS Secretary to request Secretary of State approval to extend a detail to an international organization beyond five (5) years, in cases where the extension is in the national interest.  If the HHS Secretary concurs, submits request to the Department of State for approval.
• Obtains Dept. of State approval for international organizations not currently on the Dept. of State’s approved organization list, at the request of the OpDiv/StaffDiv Human Resources Center.
• Comply with this Instruction, any HHS and OPM policy and guidance, and all applicable federal laws and regulations.
• Ensure internal guidance or standard operating procedures on details and IPA assignments adhere to this policy.
• Work with their servicing organizations to ensure funds for details and IPA assignments are only used for purposes authorized by appropriation (i.e., appropriations of the loaning OpDiv/StaffDiv can only be used to support programs/activities that have been authorized thru appropriation by Congress).  See Section 300-3-80 .
• Ensure signed agreements are in place prior to the effective date of details and IPAs in accordance with the requirements under Sections 300-3-60 and 300-3-70 .
• Work with their servicing ethics office(s) to ensure: a) detailees and IPA participants complete a financial disclosure report, as required; b) detailees and IPA participants are counseled prior to the effective date of the detail or IPA assignment on applicable ethics statutes and regulations, including the criminal conflict of interest statutes and Standards of Ethical Conduct for Employees of the Executive Branch; and for IPA assignments, c) the Deputy Ethics Counselor (DEC) or Ethics Coordinator (EC) of the servicing ethics office has certified, as required, that IPA participants have been so counseled and that there are no conflicts of interest with the duties and responsibilities of the proposed IPA assignment.  See Sections 300-3-60 and 300-3-70 .
• Submit requests to [email protected] for OPM approval of details of certain excepted service employees to competitive service positions prior to the effective date.  See Section 300-3-60 .
• Submit requests to [email protected] for OPM approval of SES details exceeding 240 days if the detail is for either:  a) A non-SES employee to an SES position that supervises other SES positions; or b) An SES employee to a position at the GS-15 or equivalent level or below. 
• Submit detail and extension requests to the White House and Congressional Committees to [email protected]  no less than 14 days prior to the start date.
• Submit requests to [email protected] for OPM approval of a federal employee to participate in the IPA program more than a total of (6) years during their federal career.

300-3-60 Employee Details

• Management may utilize details to address emergency or temporary workforce needs; to offset temporary staffing or workload imbalances; or to address short-term special projects or studies, unless the law or regulation authorizing the detail specifies a different purpose (e.g., 42 U.S.C. §215). The decision to detail an HHS employee is discretionary and based on the ability of the employing OpDiv/StaffDiv to spare the employee’s services without detriment to the office’s work and without requiring it to hire additional staff. Details are not used to circumvent the competitive selection or classification process. For the Indian Health Service: Details are also not used to circumvent Indian Preference laws or regulations (25 U.S.C. §§5116, 5117 and 5129, and 42 CFR §§136.41-43). Input from the HHS employee should be considered before implementing a detail.
• An employee may be detailed to a position with duties that are classified at a higher grade, a lower grade, or at the same grade level as the employee’s official position.
• An employee is not required to meet time-in-grade or minimum qualification requirements of the position to which the employee is detailed, but must meet the education, licensure and certification requirements for the position to which detailed.
• A detail may be to a position with unclassified duties, i.e., the duties to be performed on detail may or may not be duties described in an officially established position description (PD).   A statement of duties must be prepared, prior to the detail, by the gaining office.
• Employees remain in their official position of record while on detail including for the purposes of the computation of basic pay, promotion, retirement, benefits, bargaining unit status, compensation for injury or death, and military benefits. Service while on detail is credited for time-in-grade purposes at the grade of the position the employee officially holds.
• An employee’s Fair Labor Standards Act (FLSA) exemption status may be affected when a detail exceeds 30 consecutive days and the temporary duties meet the criteria described in 5 CFR §551.211.
• The employee’s permanent organization is responsible for ensuring the employee on detail receives appropriate consideration for promotions in their official position of record (5 CFR §335.103(b)(2)) and is kept informed of training opportunities.
• Performance management and appraisal requirements must comply with HHS Instruction 430-1, Performance Management Appraisal Program, or HHS Instruction 430-6, SES Performance Management Program, as applicable.
• All employees must meet the applicable personnel security requirements of the detail assignment prior to commencement of a detail.
• Employees remain subject to applicable ethics statutes and regulations while on detail including:  18 U.S.C. §§ 201-227 – Criminal Conflicts of Interest; 5 U.S.C. app. – Ethics in Government Act of 1978; 5 U.S.C. §§ 7321-7326 and 5 C.F.R. Part 734 – Hatch Act and implementing Political Activities Regulation; 5 U.S.C. § 7342 – Foreign Gifts and Decorations Act; 5 U.S.C. § 7353 – Gifts to Federal Employees; 41 U.S.C. §§ 2101-2107 – Ethics provisions of the Procurement Integrity Act; 5 C.F.R. Part 735 – Employee Responsibilities and Conduct; 5 C.F.R. Part 2634 – Executive Branch Financial Disclosure and Related Requirements; 5 C.F.R. Part 2635 – Standards of Ethical Conduct for Employees of the Executive Branch; 5 C.F.R. Part 5501 – HHS Supplemental Standards of Ethical Conduct; and 5 C.F.R. Part 5502 – HHS Supplemental Financial Disclosure Reporting Requirements.  The servicing ethics office of the employing OpDiv/StaffDiv is responsible for communicating these requirements to their employee.  Questions should be directed to the servicing Deputy Ethics Counselor and/or Ethics Coordinator, a list of whom can be found at https://www.hhs.gov/about/agencies/ogc/contact-ogc/agency-deputy-ethics-counselors-and-ethics-coordinators/index.html .
• Employees on detail remain subject to the provisions of 5 U.S.C. Chapter 73, which regulates employee suitability, security, and conduct, including restrictions on political activity, and agency standards of conduct regulations.
• A detail ends upon the Not-To-Exceed (NTE) date documented on the Standard Form (SF) 50 or SF-52 unless an extension is approved.  Requests for extending details must be made prior to the NTE date of the detail.  See also Section 300-3-90, Documentation .
• A detail may be terminated, at the discretion of the loaning or gaining organization, prior to the documented NTE date.
• Employees return to their official position of record upon the detail’s NTE date or early termination of the detail.
• Details within HHS must be reimbursable with few exceptions.  For additional information, see Section 300-3-80, Reimbursable and Non-reimbursable Agreements .
• Work Restriction. 5 U.S.C. §3341(a) does not allow an agency to detail employees who are required by law to be exclusively engaged in specific work.  Accordingly, an HHS employee who is appointed by an authority that specifies the type of work to be performed cannot be detailed.  This legal prohibition applies to all HHS employees, including politicals and employees appointed via a non-Title 5 hiring authority.
• Details to a position at the same or lower grade level may be made without competition for up to 120 days and can be extended in no more than 120-day increments to meet the organizational needs of both the gaining and lending offices/divisions (5 U.S.C. §3341).
• Details to a higher-graded position, or to a position with higher promotion potential , may be made without competition for up to 120 days.  When computing the total time served on a detail, noncompetitive details to higher graded positions and noncompetitive time-limited promotions within the prior 12-month period count toward the 120-day total (5 CFR §335.103(c)(1)(ii)).
• A detail more than 30 days but less than 120 days to a higher-graded supervisor or manager position should be rotated among eligible staff.  Consideration should also be given to a time-limited promotion under 5 CFR §335.102(f).
• Competitive service employees may be detailed to competitive service or excepted service positions.
• Excepted service employees may be detailed to a position in the excepted service.
• An excepted service employee hired via a Schedule A authority (i.e., a government-wide Schedule A authority under 5 CFR §213.3102 or an OpDiv/StaffDiv-specific Schedule A authority);
• A Schedule B authority (under 5 CFR §213.3202);
• A Schedule D authority (Pathways Programs under 5 CFR §213.3402(a-c)); or
• A Veterans Recruitment Appointment (P.L. 107-288) may be detailed to a competitive service position without prior OPM approval.
• Information on the excepted service position (appointment authority and employee’s position of record, including title, series, grade level, and organization);
• Information on the competitive service position that will be filled (title, series, grade, and organization);
• Purpose of the detail or the duties to be performed during the detail;
• Reason why a competitive service employee cannot serve in the detail (e.g., special skills/competencies the excepted service employee will bring to the competitive service position); and
• OpDiv/StaffDiv HR Director approval.
• Details of an SES employee to a position classified at the SES-level may be made for up to 120 days and can be extended in no more than 120-day increments to meet the organizational needs of both the gaining and lending offices/divisions.
• Details of an SES employee to unclassified duties may be made in no more than 120-day increments and cannot exceed 240 days.  For details exceeding 240 days, the HR Center is required to determine if the unclassified duties are at the SES level.  If at SES level, the HR Center must request an SES allocation at [email protected] to establish a SES position to continue the detail.  If below the SES level, OPM approval is required for a detail extension to a position at the GS-15 or equivalent level or below (see (a)(v) immediately below for instructions) .
• An SES employee may not be detailed to a series of positions with unclassified duties, or a series of positions at the GS-15 or equivalent level, to ‘restart’ the 240-day clock.
• Deails of a non-SES employee to a SES position must be made in no more than 120-day increments and cannot exceed 240 days.  Competitive procedures must be followed when the detail exceeds 240 days unless the employee is eligible for a noncompetitive career SES appointment (i.e., a SES Candidate Development Program graduate or a former SES Career employee with noncompetitive reinstatement eligibility).  OpDiv/StaffDivs cannot intentionally create a break before 240 consecutive days to ‘restart’ the 240-day clock.  Competition is not required to detail a different employee to the SES position
• OPM must approve details more than 240 days if the detail is either :  a) A non-SES employee to an SES position that supervises other SES positions; or b) An SES employee to a position at the GS-15 or equivalent level or below.  HR Centers must send such requests with the following information to [email protected] a) A memorandum from the OpDiv/StaffDiv Head or written designee requesting extension and approval of the detail; b) A detailed written justification outlining the circumstances requiring the extension, including proposed number of days up to a maximum of 120 days; c) A written description of how the position’s duties have been performed since vacant and alternatives the OpDiv/StaffDiv considered before making the extension request; and d) The OpDiv/StaffDiv organization chart, and name and appointment type of the official who supervises the employee on detail.
• Details of SES employees cannot be used to circumvent the advance notice requirements for SES reassignments, or the 120-day moratorium on involuntary reassignments following the appointment of a new HHS Secretary or non-career supervisor (PAS, PA, NCSES).
• Any SES employee or non-SES employee may be detailed to a SES General position.
• Only a Career SES employee or a career-type non-SES employee (i.e., a Competitive or Excepted Service employee in Tenure Group 1 or 2, see OPM.gov/Data Standards/Tenure for definitions) may be detailed to an SES Career Reserved position.
• A Non-career SES (NCSES) employee cannot be detailed to a competitive service position.
• An SES Limited Term employee can be detailed to a different SES General position if the duties of the SES General position will expire at the end of three (3) years or less;
• An SES Limited Emergency employee may be detailed to a different SES General position to meet an urgent, unanticipated bona-fide need; and
• SES Limited employees cannot be detailed to a position that does not meet the same conditions that supported OPM’s approval of the SES Limited Term or SES Limited Emergency allocation.  This does not prevent temporary ‘acting’ assignments, i.e., the short-term absence of another executive. (OPM SES Desk Guide )
• Administrative Law Judges may be detailed in accordance with the rules described under 5 U.S.C. §3344 and 5 CFR §930.207.
• Details to other agencies must be reimbursable with few exceptions.  For additional information, see Section 300-3-80, Reimbursable and Non-reimbursable Agreements .
• OpDiv/StaffDiv Head or written designee may detail an employee to another federal agency with the agreement of the Secretary or organization head of the other agency when the detail supports the U.S. Government and appropriated funds are available.
• Competitive and excepted service employees : a) Details to the same or lower grade may be made for up to 180 days and can be extended for periods that meet the organizational needs of both the gaining and lending agencies. b) Details to a higher-graded position, or to a position with higher promotion potential, can be made without competition for up to 120 days. When computing the total time served on a detail, all noncompetitive details to higher-graded positions and noncompetitive time-limited promotions within the prior 12-month period count toward the 120-day total (5 CFR §335.103(c)(1)(ii)).  c) PHS employees detailed to other federal agencies via 42 U.S.C. §215 follow the rules in this Section under (C)(4) below.
• SES employees : Details to a position classified at the SES-level may be made in no more than 120-day increments and can be extended for periods that meet the organizational needs of both the gaining and lending agencies. SES details are also limited by the rules described in this Section under (B)(4) above.
• An OpDiv/StaffDiv Head or written designee may authorize the detail of eligible employees (defined in (2)(c)) only to international organizations approved by the Department of State, with the concurrence of the Office of Global Affairs (OGA) prior to the effective date of the detail.  Requests are submitted to OGA by the servicing HR Center at [email protected] .
• Eligible international organizations approved by Dept. of State for details under 5 CFR Part 352, Subpart C, are at:  https://iocareers.state.gov/Main/Content/Page/approved-international-organizations .  Requests to obtain Dept. of State approval for organizations not on approved list, must be submitted to OGA at [email protected] .
• Eligible Employees . All employees are eligible for international details except the employees listed under 5 CFR §352.305, i.e., a person serving on a temporary appointment; an SES employee on a non-career, limited emergency, or limited term appointment; a Presidential appointment; or a Schedule C appointment.
• Employees may serve on details to international organizations for up to five (5) consecutive years.  The Secretary of State, upon the recommendation of the HHS Secretary, may approve an extension up to three (3) additional years if the detail extension is in the national interest.  Extension requests are submitted by the HR Center to OGA at [email protected] no later than three (3) months before the expiration of the current detail, and must include a justification why the extension request is needed; the extension request from the international organization; and the finance agreement between the OpDiv/StaffDiv and the international organization, see Section 300-3-80 .
• Employees cannot serve longer than a total of eight (8) years on international details (or combination of details and transfers) during their entire federal career. (Transfers to international organizations are covered by 5 CFR §§352.307-314 and HHS Instruction 301-1, Overseas Employment.)
• Details to international organizations via 5 CFR Part 352, Subpart C, may be reimbursable or non-reimbursable, in accordance with 5 U.S.C. §3343(d-e) and Section 300-3-80.
• The Dept. of State foreign country clearance requirements apply to all U.S. government employees working overseas.  See HHS Instruction 301-1, Overseas Employment, for requirements or consult OGA at [email protected]
• An OpDiv/StaffDiv Head or written designee may occasionally recommend one of their employees be detailed to an office listed in (3)(a) immediately above.
• Initial detail and extension requests may be approved for up to 90 days, following the required HHS approval process outlined in 3. d. below.
• Details after the first 180 days must be reimbursable to the Department, except when the requirements described in Section 300-3-80(B)(5) are met.
• When the employee is performing work that would otherwise by performed by WH staff, reimbursement for the salary of the HHS employee/detailee is required for any period occurring after the first 180 days after the employee is detailed during any fiscal year.
• A detail to a WH office not listed in (3)(a) above who asserts it is not covered by 3 U.S.C. §112 and therefore not required to reimburse the employing OpDiv/StaffDiv is only permissible if the requirements described in Section 300-3-80(B)(5) are met.
• Must be initiated by the Senate or House of Representatives, via the HHS Assistant Secretary for Legislation, by written invitation.
• Require the written consent of the Committee on Rules and Administration of the Senate or the Committee on House Oversight of the House of Representatives prior to the effective date.
• Initial detail and extension requests may be for periods up to 90 days, following the required HHS approval process outlined in 3. d. below.
• Must be carried out on a reimbursable basis ( Detail of Law Enforcement Agents to Congressional Committees , 12 Op. O.L.C. 184, 1988 WL 391014 (Sept. 13, 1988)).
• Competitive and excepted service employees : a) Details to the same or lower grade may be made for up to 180 days and can be extended for periods that meet the organizational needs of both the WH or Congress and the employing HHS OpDiv/StaffDiv. b) Details to a higher-graded position, or to a position with higher promotion potential, can be made without competition for up to 120 days. When computing the total time served on a detail, all noncompetitive details to higher-graded positions and noncompetitive time-limited promotions within the prior 12-month period count toward the 120-day total (5 CFR §335.103(c)(1)(ii)).  c) PHS employees detailed to Congressional committees via 42 U.S.C. §215 follow the rules in this Section under (C)(4) immediately below.
• SES employees : Details to a position classified at the SES-level may be made in no more than 120-day increments and can be extended for periods that meet the organizational needs of both the WH or Congress and the employing HHS OpDiv/StaffDiv.  SES details are additionally limited by the rules described in this Section under (B)(4) above.
• Employee’s full name;
• The WH or Congressional Committee Office;
• Description of the duties that support HHS’ or the employing OpDiv/StaffDiv’s mission;
• The proposed start date and duration of the detail;
• A completed interagency agreement or MOU, as applicable (see Section 300-3-80 );
• For Details to Congress (unless the detail is via 42 U.S.C. §215 explained in (C)(4) immediately below):  A copy of the Congressional Committee’s written request for the employee’s services; and
• For WH Offices who are not covered by 3 U.S.C. §112 : The statutory authority that explicitly authorizes the detail and explicitly says the WH office does not reimburse loaning agencies for details; or a description of the functions of the detail demonstrating the duties are directly related to the OpDiv/StaffDiv’s appropriations and the detail will assist the OpDiv/StaffDiv in accomplishing programs/activities authorized by appropriation.
• Due to the substantial ethical concerns such details raise, recommendation and/or approval may be given only after a careful examination of the duties to be performed and consideration of any Departmental conflicts of interest that may arise from the detail assignment.
• Another Executive Department, upon the request of that Department Head, to cooperate in or conduct work related to, the functions of the requesting Department or the PHS.  See Section 300-3-40 , Definitions, or 5 U.S.C. §101.
• State health or mental health authorities, upon the request of the State health authority, to assist the State, or a political subdivision of the State, in work related to the public health functions of the PHS.  These details may only be made by the HHS Secretary or the Secretary’s designee, per 42 U.S.C. §§ 202, note and 215(b).
• Congressional committees and non-profit educational, research, or other institutions engaged in health activities, for special studies of scientific problems and for the dissemination of information relating to public health. These details may only be made by the HHS Secretary or the Secretary’s designee, per 42 U.S.C. §§ 202, note and 215(c).
• Approval . Details of PHS employees to the external organizations for the purposes described in (a) immediately above can be approved by the OpDiv/StaffDiv Head or written designee consistent with the Memo from HHS Deputy Assistant Secretary for Human Resources, Delegation of Human Resources Authorities , dated May 9, 2022.  Due to the substantial ethical concerns such details raise, recommendation and/or approval may be given only after a careful examination of the public health duties to be performed and consideration of any Departmental conflicts of interest that may arise from the detail assignment.  Approvals must be in writing and include the purpose of the detail, consistent with the requirements in this subsection (C)(4).
• Competitive and excepted service employee details to a higher-graded federal position, or to a position with higher promotion potential, can be made without competition for up to 120 days. (This restriction applies to the Executive Department and Congressional committee details described in (a)(i) and (iii) above.) When computing the total time served on a detail, all noncompetitive details to higher-graded positions and noncompetitive time-limited promotions within the prior 12-month period count toward the 120-day total (5 CFR §335.103(c)(1)(ii)).
• SES details are additionally limited by the rules described in this Section under (B)(4) above.
• Details to an overseas location (see (g) below).
• An OpDiv/StaffDiv Head or written designee may condition a detail to either (a)(ii) or (iii) above as reimbursable by the State, subdivision, or institution (42 U.S.C. §215(d)).
• Salary and allowances of a PHS employee detailed to another Executive Department described in (a)(i) above are paid in accordance with 42 U.S.C. §215(a).
• A PHS employee on a detail to either (a)(ii) or (iii) above is paid by PHS appropriations except when the employee is placed on leave without pay (LWOP), with the employee’s consent, and paid by the State, subdivision, or institution to which they are detailed (42 U.S.C. §215(d)). For Special Consultant employees appointed via 42 U.S.C. §209(f) , a LWOP arrangement may only be for a period NTE two (2) years but can be extended for additional periods NTE two (2) years each (42 CFR §22.5).
• PHS employee details within HHS . 42 U.S.C §215 does not authorize details within HHS; therefore, details within HHS must follow the rules (including time limits, restrictions, and applicable OPM approvals to a competitive service position) in this Section under (B) above.
• PHS employee details to the White House . Details to the WH are not authorized via 42 U.S.C. §215; therefore, WH details are made via 3 U.S.C. §112 and the rules described in this Section under (C)(3) above.
• PHS employee details to International Organizations are made via 5 CFR Part 352, Subpart C, and the rules described in this Section under (C)(2) above. Overseas Location: Details to an overseas location of an Executive Department, state health authority, or institution described in (a) above can be made via 42 U.S.C. §215 and do not require Dept. of State organization approval.  However, the Dept. of State foreign country clearance requirements apply to all U.S. government employees working overseas.  Details to overseas locations additionally must adhere the other requirements in HHS Instruction 301-1, Overseas Employment, including tour of duty limits.   

Rotational Assignments (i.e., Details) for Employees in Formal Training Programs.

Employee rotational assignments as part of a formal training or development program must follow this policy, except where the program is authorized by a law or regulation that specifies separate requirements for rotational assignments. (For example, 5 CFR §362.405(b)(4) authorizes different detail timeframes for Presidential Management Fellows rotational assignments as part of the Pathways Programs.) 

300-3-70 Intergovernmental Personnel Act (IPA) Assignments

• The Intergovernmental Personnel Act (IPA) authorizes temporary assignments via detail or temporary appointment of permanent employees between the federal government and state and local governments, colleges and universities, Indian tribal governments, federally funded research and development centers and other eligible organizations (5 U.S.C. Chapter 33, Subchapter VI, and 5 CFR Part 334). The IPA program allows agencies to access expertise from outside the federal government and provide eligible federal employees with developmental opportunities.
• assignments are initiated by management and must be mutually beneficial to both the employing OpDiv/StaffDiv and the non-federal organization. Assignments are voluntary and must be agreed to by the employee. Each IPA assignment must be examined to ensure it supports the participating organizations’ mission. Cost sharing arrangements are negotiated between the two participating organizations adhering to the requirements in this Section and Section Section 300-3-80 . The OpDiv/StaffDiv may agree to reimburse the non-federal organization for all, some, or none of the costs of the assignment. (Questions on miscellaneous expenses not covered in this policy should be directed to the HR Center’s servicing finance staff. See Section 300-3-80(G) .)
• Competitive Service Employees in Tenure Group 1 or 2;
• Excepted Service Employees in Tenure Group 1 or 2 (including equivalent tenured non-Title 5 employees, and excluding Indefinite, time-limited, PA/PAS, and Schedule C excepted service appointments);
• Career SES Employees (excludes Non-career, Limited Term or Limited Emergency SES); and
• Individuals employed for at least 90 days in a career position with a State, local, or Indian tribal government, institution of higher education, or other eligible organization.
• Eligible Organizations are State or local governments, colleges or universities, Indian tribal governments, or other organizations defined by 5 U.S.C. §3371 and described under 5 CFR §334.102.  Organizations must be certified to participate in an IPA prior to assignment.  HR Centers are responsible for verifying an organization’s eligibility and certifying the organization, if necessary, prior to the IPA assignment.  Information listed under 5 CFR §334.103 is required from organizations requesting IPA certification.  If an organization has previously been certified by a federal agency (or another OpDiv/StaffDiv), the certification is permanent.  HR Centers may accept a copy of the federal agency’s or OpDiv/StaffDiv’s certification as proof of eligibility or require the organization to resubmit information to verify the organization still meets the criteria.  The list of the National Science Foundation’s designated Federally Funded Research and Development Centers eligible for IPA participation can be found at NSF.gov .
• Federal Employees : Detail. With the consent of the employee, IPA assignments may also be made by placing the employee on leave without pay.
• Non-federal Employees : Detail or a temporary excepted service appointment.
• Work schedule : IPA assignments may be intermittent, part-time, or full-time.
• IPA assignments may be made for up to two (2) years and may be extended by the OpDiv/StaffDiv Head or written designee for an additional two (2) years when the extension benefits both organizations.
• IPA assignments of federal employees to Indian tribes or tribal organizations (defined at 5 U.S.C. §3371(2)(C)) may be made for up to two (2) years and may be extended for any length of time by the OpDiv/StaffDiv Head or written designee when the continuation of the assignment will benefit both the OpDiv/StaffDiv and the Indian tribe or tribal organization.  If the assigned employee fails to complete the period of assignment and there is another employee willing and available to do so, the OpDiv/StaffDiv Head or written designee may assign the employee to complete the period of assignment and execute an agreement with the tribal organization with respect to the replacement employee.  The new agreement may provide for a different period of assignment as agreed to by both the OpDiv/StaffDiv and the tribal organization. (5 U.S.C. §3372(a))
• OpDivs/StaffDivs cannot send or receive an individual on an IPA assignment if the individual has served four (4) continuous years on a single IPA assignment without at least a 12-month return to duty with his/her official employer.  Consecutive IPA assignments without a break of at least 60 days is regarded as continuous service under IPA.  (Assignments to Indian tribes or tribal organizations excluded .)
• Federal employees are prohibited from participating on IPA assignment(s) for more than a total of six (6) years during their federal career.  HR Center requests to waive this provision must be submitted to [email protected] for OPM approval, consistent with 5 CFR §334.104.  (Assignments to Indian tribes or tribal organizations excluded.)
• employees on IPA assignments remain employees of HHS (i.e., their employing OpDiv/StaffDiv), occupying their official position of record, including for the purposes of the computation of basic pay, promotion, retirement, benefits, bargaining unit status, compensation for injury or death, and military benefits.  Service while on an IPA assignment is credited for time-in-grade purposes at the grade of the position the employee officially holds.  Employees are required to fulfill any mandatory training requirements while on assignment, and supervisors must consider employees for promotion (5 CFR §335.103(b)(2)).  Employees return to their official position of record upon completion of assignment or are reassigned to a position of like pay and grade (5 CFR §334.107(b)).
• The rate of pay for a federal employee assigned to a federally funded research and development center may not exceed the rate of pay the employee would be paid for continued service in his/her HHS official position of record (5 U.S.C. §3372(e)(1)).
• Entitled to receive supplemental pay from their employing OpDiv/StaffDiv, if the state or local government rate of pay is less than the rate of pay the employee would have received had he/she not agreed to the IPA assignment.  Supplemental pay is in amount equal to the difference between their official rate of pay and the state or local government rate (5 U.S.C. §3373(c)(1)); and
• Entitled to the continuation of federal health and life insurance as long as the employee continues to make employee contributions; and are entitled to credit for the period of the IPA assignment toward federal retirement and unemployment compensation as specified under 5 U.S.C. §3373(c)(3), except as limited therein.
• Rules on the election and receipt of benefits due to compensable injury or death are described under 5 U.S.C. §3373(d).
• See also OPM Fact Sheet: Effect of Extended LWOP on Federal Benefits and Programs.
• Non-federal employees may be detailed to competitive, excepted, or SES General positions.
• Non-federal employees detailed to a classified position earn the basic rate of pay, including locality, equal to the salary of the classified position.  If the detailee’s non-federal salary is less than the minimum rate of pay of the classified position, the OpDiv/StaffDiv must supplement their non-federal salary to make up the difference.  Supplemental pay cannot be paid in advance or in a lump sum and is not conditional on completion of the assignment.  Supplemental pay may be paid directly to the detailee or reimbursed to the non-federal organization.
• Non-federal employees detailed to unclassified duties continue to be paid directly by their non-federal organization at a rate of pay based on the individual’s non-federal job.
• Non-federal employees detailed under IPA may supervise a project and perform certain team lead duties (e.g., set due dates, identify resources, track progress and the completion of work, etc.,); however, they cannot perform supervisory or team lead functions that impact an employee (e.g., assign roles, participate in performance reviews, recommend awards, take disciplinary action, approve/disapprove leave requests or personnel actions, etc.). In addition, non-federal employees cannot perform the inherently governmental functions as discussed in Public Law 105-270, Section 5, and Office of Federal Procurement Policy Letter 11-01, Performance and Management of Inherently Governmental and Critical Functions, (76 FR 56227-01) (Sept. 12, 2011), including but not limited to serving as a manager or supervisor; implementing or administering grants, contracts, policies; directly exerting control over appropriated funds; or signing personnel actions.
• Detailees generally have the same workweek and hours of duty as federal employees in the OpDiv/StaffDiv to which they are assigned unless the workweek of the permanent employees is shorter than the federal workweek by law or local ordinance.  Detailees are eligible to telework and participate in alternate work schedule arrangements of the OpDiv/StaffDiv, consistent with HHS Instruction 990-1, Workplace Flexibilities.
• Non-federal employees detailed to HHS can receive recognition through letters of appreciation or commendation but are not eligible for incentive awards (5 U.S.C. Chapter 45) or Quality Step Increases (QSI).
• Non-federal employees who are placed on a temporary excepted appointment are considered temporary federal employees for the duration of the appointment and must meet the OPM qualification requirements for the series and grade of the position they are appointed to.
• Typically, a non-federal employee is appointed at the minimum rate of the grade being filled; however, if an OpDiv/StaffDiv wants to pay an advanced step rate for a position at GS-11 through GS-15 based on superior qualifications, it may do so in accordance with HHS Instruction 531-1, Setting Pay Based on Superior Qualifications or Special Needs.
• Non-federal employees who are placed on temporary appointments are entitled to cost-of-living allowances and other pay differentials (5 CFR Part 550); are eligible for incentive awards (5 U.S.C. Chapter 45); and earn leave in the same manner as other federal employees.
• Eligibility for within-grade increases (WGI) is dependent on the length of appointment; however, employees appointed to successive temporary appointments of one (1) year or less are not eligible for a WGI, even if the time under successive temporary appointments exceeds one (1) year.
• Non-federal employees appointed to a temporary appointment are not eligible to enroll in the Federal Employees Health Benefits program unless their  federal appointment results in the loss of coverage under the non-federal health benefits system (5 U.S.C. §3374).
• Non-federal employees placed on temporary appointments under IPA are not covered by any retirement system for federal employees, or by the Federal Employee Group Life Insurance Program.
• A non-federal employee placed on a temporary excepted service appointment under IPA may supervise HHS employees.
• Consult 5 U.S.C. §3374 for information on compensation for personal injury while on duty; death benefits; and for instances where a state or local government fails to continue employer contributions to retirement or benefit plans.
• Citizenship Requirement. The Consolidated Appropriations Act (i.e., the annual federal budget) prohibits federal agencies from compensating individuals who are not U.S. citizens or nationals for any federal position within the U.S., unless the agency has a statutory exemption to the ban.  HHS does not have an exemption to compensate non-U.S. citizens in temporary appointments under IPA.  OpDivs/StaffDivs who are considering appointing a non-U.S. citizen without pay to a temporary excepted service appointment under IPA or detailing a non-U.S. citizen to a federal position under IPA should consult the Office of the General Counsel prior to the effective date of the IPA assignment to ensure the action and any related payments are legally supportable with the Appropriations Act.
• Prior to the effective date of an IPA assignment, the assigned employee and the employing OpDiv/StaffDiv, the State or local government, Indian tribal government, institution of higher education, or other eligible organization must sign an IPA agreement listing the conditions and obligations of both parties (5 CFR §334.106).
• If the IPA assignment is reimbursable, a finance agreement must also be completed following the requirements in Section 300-3-80 of this policy.
• Form HHS-69, IPA Agreement (2023 or later) , must be completed for all HHS IPA assignments, extensions, or modifications.  The form contains the information required by OPM for IPA assignments and by the HHS Designated Agency Ethics Official to ensure proposed assignments will not violate conflict of interest statutes.  HHS-69 can be found on HHS Intranet Forms and must be completed and signed by all parties listed on the form prior to the effective date of the IPA assignment.
• IPA agreements must be modified if there are significant changes to the agreement during the assignment (e.g., changes to employee's duties, responsibilities, salary, work assignment location, supervisory relationships, etc.). The servicing Deputy Ethics Counselor (DEC) or Ethics Coordinator (EC) must be consulted prior to implementing changes to the duties and responsibilities of an IPA assignment to ensure there are no conflicts of interest. A list of DECs and ECs can be found at https://www.hhs.gov/about/agencies/ogc/contact-ogc/agency-deputy-ethics-counselors-and-ethics-coordinators/index.html .
• Federal employees participating on an IPA assignment must agree to serve at HHS upon completion of the assignment for a period equal to the length of the IPA assignment.  Employees are required to reimburse their employing OpDiv/StaffDiv for the cost of the assignment (not including salary and benefits) if the employee does not fulfill this agreement.  The OpDiv/StaffDiv Head or written designee may waive this reimbursement requirement and reason(s) must be documented. (5 U.S.C. §3372 and 5 CFR §334.105)
• All individuals on an IPA assignment, whether assigned to HHS or to a non-federal organization, are subject to applicable ethics statutes and regulations including:    18 U.S.C. §§ 201-227 – Criminal Conflicts of Interest; 5 U.S.C. app. – Ethics in Government Act of 1978; 5 U.S.C. §§ 7321-7326 and 5 C.F.R. Part 734 – Hatch Act and implementing Political Activities Regulation; 5 U.S.C. § 7342 – Foreign Gifts and Decorations Act; 5 U.S.C. § 7353 – Gifts to Federal Employees; 41 U.S.C. §§ 2101-2107 – Ethics provisions of the Procurement Integrity Act; 5 C.F.R. Part 735 – Employee Responsibilities and Conduct; 5 C.F.R. Part 2634 – Executive Branch Financial Disclosure and Related Requirements; 5 C.F.R. Part 2635 – Standards of Ethical Conduct for Employees of the Executive Branch; 5 C.F.R. Part 5501 – HHS Supplemental Standards of Ethical Conduct; and 5 C.F.R. Part 5502 – HHS Supplemental Financial Disclosure Reporting Requirements.  IPA assignees are responsible for notifying their employing OpDiv/StaffDiv of any additional Government work they are engaged in or become engaged in during the assignment (e.g., detail with another federal agency, service on a federal advisory committee (FACA), volunteer work at another federal agency, etc.), and for obtaining any requisite approvals or waivers before engaging in such additional work.  The servicing ethics office of the employing OpDiv/StaffDiv is responsible for communicating these requirements to the IPA assignee. (This information is covered on form HHS-69, IPA Agreement .)
• Non-federal employees on assignment to the federal government are subject to the provisions of 5 U.S.C. Chapter 73, which regulates employee suitability, security, and conduct, including restrictions on political activity, and agency standards of conduct regulations.
• HR Centers must consult/work with their finance, personnel security, ethics and labor and employee relations staff, and the Office of the General Counsel to implement an IPA agreement, including ensuring the servicing ethics office provides counseling on applicable ethics statutes and regulations and assigns a financial disclosure report for completion by an assignee to HHS, as required.
• An IPA assignment may be terminated at any time at the request of HHS or the non-federal organization.  Where possible, the party requesting termination should provide a 30-day advance written notice to the other parties of the agreement.

300-3-80 Reimbursable and Non-reimbursable Agreements

• Funds for details and IPA assignments can only be used for purposes authorized by appropriation, i.e., the appropriations of the loaning OpDiv/StaffDiv can only be used to support programs/activities that have been authorized thru appropriation by Congress (31 U.S.C. §1301(a)).
• Details within HHS must be reimbursable.  Exceptions to this rule are (5)(a) or (b) immediately below.
• Details to another agency must be reimbursable.  Exceptions to this rule are (5)(a) and (b) immediately below.  See Section 300-1-40 for agency definition.
• Details to Congressional committees under 2 U.S.C. §4301(f) must be reimbursable ( Detail of Law Enforcement Agents to Congressional Committees , 12 Op. O.L.C. 184, 1988 WL 391014 (Sept. 13, 1988)), see Section 300-3-60(C)(3) .  No exceptions.
• Details after the first 180 days must be reimbursable to the Department, except when the requirements in (5)(b) immediately below are met.
• A detail to a WH office not listed in (4) immediately above who asserts it is not covered by 3 U.S.C. §112 and therefore not required to reimburse the employing OpDiv/StaffDiv is only permissible if the requirements described in (5)(b) immediately below are met.
• Details to international organizations via 5 CFR Part 352, Subpart C, may be reimbursable or non-reimbursable (5 U.S.C. §3343(d-e)).
• PHS employee details to the external organizations listed in Section 300-3-60(C)(4) may be reimbursable or non-reimbursable (42 U.S.C. §215).  For additional Title 42 reimbursement requirements, see Section 300-3-60(C)(4)(d). OR
• The functions of the detail are related to the loaning agency’s/division’s appropriations and the detail will assist the loaning agency/division in accomplishing programs/activities authorized by appropriation. ( Reimbursement of the Internal Revenue Service for Investigative Services Provided to the Independent Counsel , 12 Op. O.L.C. 233, 1988 WL 391018 (Sept. 30 , 1988 ); see also Reimbursement for Detail of JAG Corps Personnel to US Attorney’s Office, 13 Op. O.L.C. 188, 1989 WL 595823 (June 27, 1989))
• Cost sharing arrangements are negotiated between the two participating organizations following the requirements in this Section and Section 300-3-70 .  The OpDiv/StaffDiv may agree to reimburse the non-federal organization for all, some, or none of the costs of the assignment.  (Questions on miscellaneous expenses not covered in this policy should be directed to the HR Center’s servicing finance staff.  See (G) below.)
• Pay, travel and transportation expenses for federal employees on an IPA assignment to state or local governments may be reimbursable or non-reimbursable (5 U.S.C. §3373(b)).
• Travel and transportation expenses for individuals on an IPA assignment from federal, state, or local governments may be reimbursable or non-reimbursable (5 U.S.C. §3375).
• Payment of travel and transportation expenses is made consistent with the HHS Travel Policy.
• A federal employee may not receive pay in addition to the pay of their official position of record for performing the duties of another position (5 U.S.C. §5535(b)).
• Required Finance Agreement for Reimbursable Details and IPA Assignments . Inter or Intra Agency Agreements (IAA) are either between two federal agencies (inter-agency) or two HHS OpDiv/StaffDivs (intra-agency).  IAAs describe the services to be performed; identify the legal authority to transfer funds from one appropriation to another; and must be executed and recorded prior to the start of the detail or IPA assignment in accordance with HHS Financial Management Directives and Guidance (FMD&G), Chapter 2 Interagency Agreement , using the Department of Treasury forms required by the FMD&G.   
• OpDiv/StaffDiv HR Centers should consult their division’s servicing finance staff on executing IAAs; how to document financial agreements with non-federal organizations ; and any questions on payment of expenses not covered in this policy.  The legal and regulatory requirements covered in this policy regarding reimbursable and non-reimbursable expenses take precedence when there is a conflict with ASFR policy decisions.  Per the FMD&G, HR Centers should notify their servicing finance officer of any such policy conflicts.
• Non-reimbursable Agreements . Participating organizations should execute a MOU for non-reimbursable details to document the terms of the detail.  MOU examples can be found on OPM.gov.  Non-reimbursable IPAs are documented via the IPA agreement, see Section 300-3-70 .
• IPA Assignment : The service requirement is included on the IPA agreement, see Section 300-3-70, Required IPA Agreement.
• Non-Reimbursable Detail (outside of IPA) : A service requirement, if applicable, is documented on a Memorandum of Understanding (MOU), see H. immediately above.
• Reimbursable Details (outside of IPA) : HR Centers should consult their servicing finance office on how to document a service requirement, e.g., whether to include the requirement on the IAA, attach the service agreement to the IAA, etc.

300-3-90 Documentation and Accountability

• Chapter 11, Excepted Service Appointments . Temporary appointment of non-federal employees under IPA (5 U.S.C. §3374).
• Chapter 14, Details . A SF-50 or SF-52 is used, depending on type of action, and retained on the permanent side of the employee’s official personnel folder. In cases where the GPPA says no documentation is required, a SF-52 is used consistent with 5 U.S.C. §3341 which requires details to be documented in writing and approved by an agency official. 42 U.S.C. §215 is cited as the legal authority for details of PHS personnel to external organizations listed in Section 300-3-60(C)(4) .
• Chapter 15, Placement on Non-Pay or Non-Duty Status . LWOP actions.
• Special Government Employees .  Remark code E21 should be used for individuals who are designated special government employees (SGE) as defined under 18 U.S.C. §202.  Questions regarding the SGE ethics designation should be directed to an OpDiv/StaffDiv’s servicing ethics office.  A list of servicing Deputy Ethics Counselors and Ethics Coordinators can be found at https://www.hhs.gov/about/agencies/ogc/contact-ogc/agency-deputy-ethics-counselors-and-ethics-coordinators/index.html .
• Records, including IPA agreements (and any modifications), proof of IPA organization eligibility, financial agreements, and all documentation sufficient for third-party review, must be retained for a total of three (3) full years after completion of the detail or IPA assignment in accordance with this Instruction and 5 CFR §334.106(b).  Records involved in litigation and grievance processes may be destroyed only after official notification is received from OPM, Department of Justice, courts, the Office of the General Counsel, etc. that the matter has been fully litigated, or resolved, and closed. 
• ASA/OHR Policy and Accountability Division (PAD) or OPM may conduct accountability reviews to ensure compliance with this Instruction, HHS and OPM policy and guidance, and all applicable federal laws and regulations.

An Intergovernmental Personnel Act (IPA) assignment is a temporary transfer of skilled personnel between the Federal Government and State or local governments, institutions of higher education, Native American tribal governments, and eligible non-Federal “other organizations,” including Federally Funded Research and Development Centers. The assignment is effected for purposes of mutual concern to the Department and to the participating non-Federal entity and should also serve a sound public purpose. IPA assignments can be used to achieve a number of objectives, such as to: 1) strengthen the management capabilities of Federal agencies; of State, local, and Native American tribal governments; and of other eligible organizations; 2) assist in the transfer and use of new technologies and approaches to solving governmental problems; 3) involve State and local officials in the development and implementation of Federal policies and programs; and 4) provide program and developmental experience that will enhance a DOE employee’s performance in his or her regular job.

Before an assignment begins, an agreement (OF 69) must be executed between DOE and the participating organization. The agreement should make clear that if an employee is paid allowable travel, relocation, and per diem expenses, he or she must complete the entire period of the assignment or one year, whichever is shorter, or reimburse the Government for those expenses.  For Federal employees the agreement should assure that the assignee knows of his or her obligation to return to the Federal service for a time equal to the length of the assignment, or be liable for all expenses (exclusive of salary and benefits) associated with the assignment.

The cost-sharing arrangements involved in a mobility assignment are worked out between the participating organizations. The Federal agency may agree to pay all, some, or none of the costs of an assignment. Such costs may include employee pay, fringe benefits, relocation costs, and travel and per diem expenses.

Each proposed assignment must be examined by the Office of Human Capital, the Office of Financial Policy, and the Office of the Assistant General Counsel for General Law to ensure that it is for sound public purposes and furthers the goals and objectives of the participating organizations. Assignments should not be requested primarily to meet the personal interests of employees, to circumvent personnel ceilings and contractor support limitations, or to avoid unpleasant personnel decisions.

Information is available that provides general conflict of interest guidance to incoming and outgoing IPA assignees, templates of letters from DOE to the participating institution, and the general authorities related to the IPA.  If you have any questions regarding IPA assignments, contact the Office of the Assistant General Counsel for General Law at 202-586-1522.

This page can be found on the web at the following url: https://www.pmf.gov/current-pmfs/training-and-development/rotational-opportunities.aspx

PMF - Presidential Management Fellows

The opportunity, become a pmf, current pmfs.

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Rotational Opportunities

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Rotational opportunities are assignments often used to allow Fellows to gain a broader perspective of the Federal Government. These opportunities can take you to another bureau, division, office, or program within your agency, or even to another Federal agency. By participating in rotational opportunities, you can gain management experience, work in specific occupational fields, or learn about a program function from another perspective.

You are required to do at least one developmental assignment of 4-6 months in duration in the occupation or functional discipline in which you will most likely be placed, with full-time management and/or technical responsibilities consistent with your IDP (Individual Development Plan). A developmental assignment is a rotational opportunity, but not all rotational opportunities meet the criteria of the required developmental assignment. Please remember that you must complete at least one developmental assignment, meeting the above criteria, as part of the program requirements. Developmental assignments may or may not be continuous over the 4-6 months, but must be with the same hosting organization and scope of work.

NOTE:  Per the program regulations and guidance, the developmental assignment can only take place within your organization, agency, or another Federal agency (5 CFR 362.405(b)(4)(ii)); Federal agency is basically defined as those agencies within the Executive Branch and those agencies who participate in the PMF Program in the Legislative Branch. An agency does NOT need to formally participate in the PMF Program to host a PMF on a rotation.

The PMF regulations specify that in addition to the developmental assignment, you may receive other short-term rotations of 1 to 6 months in duration, at your appointing agency's discretion, to occupations or functional areas different from the one in which you will most likely be placed. Rotations and developmental assignments are grouped together as Rotational Opportunities when advertised for Fellows.

Because the agency and supervisor will be without your services during the rotational opportunity, but are still paying your salary and benefits, there may be times when the agency will deny or adjust your request regarding these opportunities. Some Fellows outside of the Washington, DC, metro area, may need to work with their agency or the hosting agency to determine who will cover any expenses (e.g., travel, per diem, attending training or conferences on behalf of the hosting agency, etc.). A Fellow having a change in temporary duty station would typically need to be on travel orders. Such Fellows should consult with their Supervisor, Agency PMF Coordinator, and the hosting agency's Agency PMF Coordinator. In addition, Fellows outside of the metro area may want to contact the Federal Executive Board (FEB) covering their region to see if it can assist with rotational opportunities at other agencies within the region. To identify FEBs and their regions, go to https://www.feb.gov . 

Rotational opportunities are at the discretion of your home agency, including any outside of your organization. Agencies may restrict such rotations within their agency. You are required to go through agency-specific procedures before pursuing them. More specifically, it is your responsibility to initiate the approval process, if required by the agency, before making contacts or agreements to go on rotational opportunities.

Some hosting agencies require a security clearance for the rotation. If a Fellow does not posses the needed security clearance, the hosting agency may cover any such costs associated and/or may be able to provide an interim clearance; this is solely at the hosting agency's discretion. Typically a Fellow's employing agency would not cover such costs and Fellows are not able to initiate or covers such costs themselves.

The PMF Program Office has developed a sample Memorandum of Understanding (MOU) template that Fellows and agencies may use. An MOU outlines the roles and responsibilities of all parties. The template is available under the Current PMFs\Resources  webpage. This sample PMF MOU may be used when performing a rotational opportunity at an agency other than your agency. This form should be tailored to meet the needs of the specific assignment.  You should consult with your supervisor and/or Agency PMF Coordinator for assistance and follow your agency's policies and procedures.

While some rotational opportunities are arranged by your agency, many Fellows take the initiative to identify opportunities they are particularly interested in. If an agency concludes that an optional short-term rotational opportunity to a non-Federal entity, or outside the Executive Branch, is appropriate to assist you to reach core competencies necessary for conversion to the target position at the end of your fellowship, it is the responsibility of the agency to address potential legal and ethical issues associated with such a rotation. 

The frequency and duration of rotational opportunities during a Fellow's two-year fellowship may vary greatly from agency to agency. You are encouraged to be flexible and to have reasonable expectations regarding the agency's support for the location, timing, and duration of a rotational opportunity. In general, a PMF would not be detailed to a position for which he/she is not qualified. For example, a PMF at the GS-11 level should be detailed to a position that provides work at the GS-11 level. A PMF could only do a rotation with work at a higher grade level if the PMF meets the qualification requirements for the higher grade level. There is no prohibition of detailing a PMF in a position with a full performance level of a GS-13 to a rotational position with a full performance level of a GS-14 if the PMF is given work at the appropriate grade level.

When appropriate, a Fellow may participate in a rotational opportunity in Congress; however, such opportunity must be with a congressional committee, which would prevent any potential conflict of interest and be bipartisan. Fellows should consult with their supervisor, Agency PMF Coordinator, and perhaps their General Counsel or Ethics Officer, for any agency-specific policies and procedures for such rotations.

The Intergovernmental Personnel Act Mobility Program provides for the temporary assignment of personnel between the Federal Government and state and local governments, colleges and universities, Indian tribal governments, federally funded research and development centers, and other eligible organizations. This may apply to the optional short-term rotations, not the required developmental assignment. Check with your Agency PMF Coordinator or HR Office for specific policies and procedures at your agency.

While on a rotational opportunity, you remain employed by your agency and are not to be separated from Federal service. While on the rotational opportunity, your salary and benefits continues to be paid by the appointing agency, although housing, transportation, training, or other expenses are sometimes paid by the agency hosting the Fellow for this period of time. Agencies that permit a Fellow to perform a rotational opportunity outside of the agency are encouraged to have an MOU with the hosting agency in place before the rotational opportunity begins. Some hosting agencies may be willing and able to cover the Fellow's salary, expenses, any travel costs, costs for a security clearance, etc., from their employing agency; this is commonly referred to as a "reimbursable detail" and would be negotiated between your employing and hosting agencies.

As long as the agency does not have specific policies or procedures stating otherwise, there is no order for completing the developmental assignment and/or optional rotations; some agencies may require more than one. Fellows should manage their time and workload, while in consultation with their supervisor, on when to complete their required developmental assignment and optional rotations (e.g., make adjustments based on leave (vacation, maternity, paternity, etc.), training and developmental activities, mission-critical projects, etc.). Extending the fellowship is typically not a reason for a Fellow to meet their program requirements.

If the rotation needs to be extended, the Fellow should consult with their supervisor and Agency PMF Coordinator to check their agency's policies and procedures for any such extension.

You should record any rotational opportunities on your IDP, especially the required developmental assignment.

If a Fellow reappoints (e.g., transfers from one PMF position/agency to another) during their fellowship, any training and development may be forfeited if not related to the newer position or newer target position. If the reappointment is a result of a Fellow who was on their developmental assignment, he/she may need to complete a newer development assignment since the reappointment will be a new position or a new target position. See FAQ# 12 for information on reappointments. 

For those Fellows enrolled in the PMF LDP ( Leadership Development Program ), please account for your participation for any impact. For example, all PMF LDP communications are sent to the Fellow's work and personal email addresses. We are unable to manage multiple work email addresses in such scenarios. For example, to add and monitor a temporary work email address for a Fellow on a rotation. The Fellow may temporarily change their personal email address to their rotation email address, but would also need to remember to change the rotation email address when no longer applicable. Fellows on a rotation should be able to still access and monitor their employing agency email address.

List of Rotational Opportunities

The PMF Program Office has automated the process for hosting organizations to post rotational opportunities in the PMF TMS for current Fellows to search. All current Fellows can log into the PMF TMS, via their applicant user account, and search for opportunities. If the Fellow has opted-in to receive automated emails from the PMF TMS, he/she will receive an automated digest email the day after a rotational opportunity is posted live.

Rotational opportunities are strictly for current Fellows. All Agency PMF Coordinators have access to post rotational opportunities and may grant "Agency HR Staff" user access to other agency personnel to post opportunities as well.

UPDATED:  03-16-2024

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U.S. Government Accountability Office

Personnel Mobility Program: Improved Guidance Could Help Federal Agencies Address Skills Gaps and Maximize Other Benefits

Federal agencies have struggled to recruit personnel with critical scientific and technological expertise, leading to skills gaps across the government.

The personnel mobility program helps by temporarily assigning personnel between the federal government and state governments, universities, or other organizations. For example, some agencies have used this program to bring in researchers to lead highly technical projects.

However, it is unclear how many agencies are using this program to address critical skills gaps. To help, we recommended that the Office of Personnel Management obtain complete and accurate data about this program.

What GAO Found

The personnel mobility program can address skills gaps by providing temporary assignments for purposes that benefit both federal agencies and certain non-federal organizations. The four agencies GAO selected for review—the Departments of Defense and Energy, General Services Administration, and National Aeronautics and Space Administration—used the mobility program to bring top scientists, researchers, and professors into the federal government to lead complex and highly technical projects and address emerging issues. Officials also identified a number of other benefits of the program—flexible time commitments for participants of up to 2 years, ease of administration, and lower costs—compared with other means of gaining skills or expertise.

Despite these benefits, GAO found these agencies used the mobility program infrequently. The number of non-federal participants at selected agencies represented less than 1 percent of their total civilian workforce in a given fiscal year. Agency officials attributed this to certain limitations, as shown below.

Selected Agencies Identified Personnel Mobility Program Benefits and Limitations

The Office of Personnel Management's (OPM) written mobility program guidance states that “non-federal [participants]…may exercise supervision over federal employees.” However, this guidance does not fully reflect advice OPM provides agencies that have sought clarity about the supervisory duties allowed, such as those related to performance management and relevant training. Without clear written guidance regarding supervisory activities, mobility program participants may take performance management actions that could pose risks to the agency.

The agencies in GAO's review managed mobility program-related costs by negotiating cost-sharing agreements with the participant's home organization. Officials at selected agencies described key considerations that may affect the proportion of the participant's costs selected agencies would reimburse the home organization. These considerations include time commitment, the distribution of benefits to both the federal government and the participant's home organization, and salary limits. The selected agencies also vetted mobility program candidates for eligibility, technical qualifications, security, and conflicts of interest.

In addition, OPM does not have complete and accurate data needed to track mobility program use. Thus, OPM does not know how often the program is being used across the federal government. Without a process to obtain complete and accurate data, OPM does not have the information needed to reliably inform its strategic decisions to oversee, provide guidance, promote, or more generally understand how federal agencies are using the mobility program to meet their mission and address critical skills gaps.

Why GAO Did This Study

Federal agencies need skilled personnel to address the complex social, economic, and security challenges facing the United States. The mobility program, established under the Intergovernmental Personnel Act of 1970, can help agencies address their mission critical skills gaps with temporary assignments.

GAO was asked to review OPM's oversight over the personnel mobility program. This report examines, among other things, the frequency with which selected agencies used the mobility program from fiscal years 2016 – 2020; selected agencies' management of the program's costs; and OPM's tracking of agencies' use of the program.

GAO selected four agencies for review. These agencies were selected as potential frequent users of the program based on a literature review and interviews with agency officials. For the selected agencies, GAO (1) reviewed a selection of 53 program agreements; (2) reviewed policies, procedures, and guidance documents; (3) analyzed mobility program data in OPM's database; and (4) interviewed officials.

Recommendations

GAO recommends that OPM (1) update its guidance regarding participants supervising federal employees and (2) establish a process and guidance to obtain complete and accurate mobility program data. OPM agreed with the first recommendation and disagreed with the second. GAO maintains the recommendation is still warranted, as discussed in this report.

Recommendations for Executive Action

Full Report

Gao contacts.

Alissa H. Czyz Director [email protected] (202) 512-3058

Office of Public Affairs

Sarah Kaczmarek Acting Managing Director [email protected] (202) 512-4800

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Internal hiring and internal TTS details

All opportunities within TTS, including details and reassignments, should be openly shared and competed within the organization. There is a , external, TTS-only, TTS Internal Hiring request process for pursuing any type of internal hiring request (open application process or not). Please submit a request through the , external, TTS Internal Hiring Request form even if you’re not completely sure how to best proceed.

Although internal hiring actions are processed quicker than external hiring actions, internal actions still require need, effort and intentionality.

What is internal hiring?

Internal hiring is done for two types of hiring processes: reassignment (transferring from one part of TTS or GSA to another part of TTS) and details.

A reassignment is a lateral transfer to a new TTS office at the same GS level.

A detail is a temporary assignment to a different position or a different organization/business unit. Details last up to 120 days and can be extended up to another 120 days (not to exceed 240 days total), provided that:

• The detailee, their temporary supervisor, and the employee’s permanent supervisor all agree.
• The employee is detailed at the same GS level they currently occupy. If the detailee has gone up in GS level (called a temporary promotion), their detail must end at 120 days, due to federal policy and bargaining unit (union) contracts around temporary promotions.

Internal role approval process

Hiring Managers must receive advanced approval from their Supervisor and Business Unit Head and also confirm funding availability before proceeding with a , external, TTS Internal Hiring Request .

Submissions are reviewed every Monday morning at 1pm ET by the Internal Hiring Review Committee, which includes members of Leadership, Finance, Talent, and PeopleOps.

Internal posting process

To post an internal application, the hiring manager will go through the following steps:

Job posting

• Supervisor approval
• Paperwork processing
• Notification of candidates/Providing feedback

Detailed information for each of these steps can be found in the , external, TTS-only, Internal Hiring checklist .

Once the posting is ready to go live, it will shared in , external, TTS-only, #tts-jobs on Slack. It will also be included in the weekly job announcements email that is sent out to TTS (usually on Tuesday's).

All candidates receive a copy of the interview questions prior to their interview. Sharing questions in advance helps to create a better and more informed interview experience. This is one way we build a fair, equitable, and transparent hiring process.

• , external, TTS-only, #people-ops
• , external, [email protected]

Handbook.tts.gsa.gov

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Temporary and Term Employment and Appointments

1. purpose..

This Order establishes the General Services Administration (GSA) policy governing the use of temporary and term appointments to meet employment needs of the agency that are not of a permanent nature.

2.  Background.

The Code of Federal Regulations, 5 CFR §316, Subpart C, Term Employment, and Subpart D, Temporary Limited Employment, provide the framework within which Federal agencies can make Temporary and Term appointments. For example, agencies may make time-limited appointments in order to accomplish project work, to accommodate extraordinary workload, or to continue functions when future funding is not certain. This Order explains the proper use of temporary and term appointments and the procedures to be followed in making such appointments. Term and temporary employees are used to supplement the permanent civil service workforce.

3.  Scope and Applicability.

• GSA may make a temporary time-limited appointment to fill a short-term position to meet an employment need that is scheduled to be terminated (i.e., one that is not expected to last for a specified period not to exceed 1 year). The appointment may be extended up to a maximum of 1 additional year (24 months of total service). GSA may not fill a position by temporary appointment if that position has previously been filled by temporary appointment(s) for an aggregate of 2 years, or 24 months, within the preceding 3-year period.
• GSA may make a term appointment for a period of more than 1 year but not more than 4 years to positions where the need for an employee’s services is not permanent. GSA may also make a term appointment for certain Science, Technology, Engineering, and Mathematics-related (STEM-related) occupations for a period of more than 1 year but not more than 10 years when the need for work is not permanent. For all term appointments, the first year of service of a term employee is a trial period regardless of the method of appointment. Prior Federal civilian service is credited toward completion of the required trial period in the same manner as prescribed by 5 CFR 315.802, and a term employee may be terminated at any time during the trial period.  
• The Office of Inspector General (OIG) has independent personnel authority. The Inspector General Act of 1978, as amended, 5 U.S.C. App. 3, § 6(a)(7) (Inspector General is authorized to select, appoint, and employ such officers and employees as may be necessary for carrying out the functions, powers, and duties of the Office of the Inspector General); GSA Order, ADM 5450.39D CHGE 1, GSA Delegations of Authority Manual (Delegations Manual), Chapter 2, Part 1 (“the Inspector General has independent authority to formulate policies and make determinations concerning human capital issues within the Office of Inspector General;” determinations in the Delegations Manual do not limit that authority). Similarly, the agency recognizes that the Inspector General has independent authority to formulate policies and make determinations concerning training, employee development, and career management.
• This Order applies to the Civilian Board of Contract Appeals (CBCA) only to the extent that the CBCA determines it is consistent with the CBCA’s independent authority under the Contract Disputes Act and it does not conflict with other CBCA policies or the CBCA mission. 

4. Cancellation.

This directive cancels and supersedes HRM 9316.1 CHGE 1, Temporary and Term Employment and Appointments, dated March 15, 2021.

5. Explanation of Changes.  

• Amended section 3(a)(2) to reference the 10-year STEM-related appointing authority.  
• Added section 4(a)(3) which describes the 10-year STEM-related appointment authority.
• Added section 4(a)(6), Categories of Term Appointments. 
• Amended section 4(a)(7) to add “Prior Federal civilian service is credited toward completion of the required trial period in the same manner as prescribed by 5 CFR 315.802.”
• Amended section 4(a)(11) to add “... or the 10-year limit allowed under 5 CFR 316.301(c).”
• Amended section 4(b)(2) to distinguish vacancy announcement language for 4-year and 10-year STEM-related term appointments.
• Added information to Appendix A, Term Appointments column, Duration of Appointment section to address the time limits for 10-year STEM-related term appointments.
• Added information to Appendix A, Term Appointments column, Other Information section to address timeframes for 4-year and 10-year term appointments.
• Other minor formatting and grammatical changes and edits.

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PER DIEM LOOK-UP

1 choose a location.

Error, The Per Diem API is not responding. Please try again later.

No results could be found for the location you've entered.

Rates for Alaska, Hawaii, U.S. Territories and Possessions are set by the Department of Defense .

Rates for foreign countries are set by the State Department .

2 Choose a date

Rates are available between 10/1/2021 and 09/30/2024.

The End Date of your trip can not occur before the Start Date.

Traveler reimbursement is based on the location of the work activities and not the accommodations, unless lodging is not available at the work activity, then the agency may authorize the rate where lodging is obtained.

Unless otherwise specified, the per diem locality is defined as "all locations within, or entirely surrounded by, the corporate limits of the key city, including independent entities located within those boundaries."

Per diem localities with county definitions shall include "all locations within, or entirely surrounded by, the corporate limits of the key city as well as the boundaries of the listed counties, including independent entities located within the boundaries of the key city and the listed counties (unless otherwise listed separately)."

When a military installation or Government - related facility(whether or not specifically named) is located partially within more than one city or county boundary, the applicable per diem rate for the entire installation or facility is the higher of the rates which apply to the cities and / or counties, even though part(s) of such activities may be located outside the defined per diem locality.

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• 6.334.1.1 Overview of Temporary Assignments under the Intergovernmental Personnel Act (IPA)
• 6.334.1.2 Definitions and IRS Support for the IPA
• 6.334.1.3 Guidelines
• 6.334.1.4 Assignment Procedures
• 6.334.1.5 Functions and Responsibilities of Advisors
• 6.334.1.6 Reporting Requirements

Part 6. Human Resources Management

Chapter 334. 4 temporary assignments under the intergovernmental personnel act (ipa), section 1. temporary assignments under the intergovernmental personnel act (ipa), 6.334.1 temporary assignments under the intergovernmental personnel act (ipa), overview of temporary assignments under the intergovernmental personnel act (ipa).

This IRM provides guidance and requirements for temporary assignments under the Intergovernmental Personnel Act (IPA) in the IRS. The legal authority for assignments under the IPA is 5 USC § 3371 through 3376; the regulation is in 5 CFR Part 334. Additional information can be found on the Office of Personnel Management (OPM) website at: http://www.opm.gov/ .

One of many employment programs used by the IRS to achieve its mission within and outside the Service is the IPA Mobility Program assignment. The Intergovernmental Personnel Act of 1970 authorized this temporary assignment through the Federal system to strengthen the personnel resources of state and local governments and others and to enhance intergovernmental cooperation in the administration of programs of mutual interest.

The IRS provides technical advice and assistance in tax administration or areas of mutual concern and benefit to states, local governments, commonwealths, territories, U.S. possessions, institutions of higher education, and other organizations in accordance with the IPA of 1970, Title IV (Pub. L. No. 91-648, dated January 5, 1971), commonly referred to as IPA, and IRC § 7516 of 1954, as amended. Technical advice and assistance to IRS from the above entities may also be provided under IPA regulations. Assignments may vary from a few weeks to a period of two years.

The IPA provides for the temporary assignment of personnel between the Federal government and state and local governments for work of mutual concern and benefit. Delegation Order No. 122 outlines the approving officials ( IRM 1.2.45, Delegation of Authority for Human Resource Management Actions).

The IPA provides that cost-sharing arrangements for mobility assignments are negotiable between the participating governments or organizations. To ensure that Federal and non-Federal organizations share equitably in the costs associated with assignments, OPM guidelines state that cost-sharing arrangements should be based on the extent to which the participating organizations benefit from the assignment. Rare exceptions might occur when an organization’s resources do not permit costs to be shared on a relative benefit basis.

Definitions and IRS Support for the IPA

The phrase "state and local government" in this IRM will be treated as including commonwealths, territories, U.S. possessions, institutions of higher education and other organizations certified by OPM as eligible to participate in the mobility program.

The term "advisor" used herein refers to an IRS employee assigned to a state or local government under the IPA program.

The term "host agency" refers to the governmental or other organization that gains an employee for the duration of the IPA assignment.

IRS will cooperate with requesting organizations and will be responsive to requests for assistance under the Act to the extent feasible.

Except for Tax Practitioner Institute (TPI) and Historically Black Colleges and Universities (HBCU) assignments, the Directors, Embedded Human Resources, are responsible for determining that requests for IPA assistance are consistent with the intent of the Act and that the "mutual concern and benefit" test required by the Act is met.

The best qualified employee, whose assignment is otherwise consistent with ongoing Service program requirements, will be selected. Efforts will be made to minimize the impact on IRS operations through loss of personnel.

Following are the Servicewide guidelines for administering the provisions of the IPA. Questions on the applicability of the IPA relative to requests from state and local governments for technical assistance involving the assignment of IRS personnel should immediately be forwarded to:

Small Business/Self Employed (SB/SE) Area and Field Director’s for Tax Practitioner Institute IPA assignments

Chief, EEO and Diversity for HBCU IPA assignments

Directors, Embedded Human Resources for all other IPA assignments

To assure a Servicewide viewpoint on the mutual benefits to be derived from IPA assignments, all inquiries or requests for assistance not involving Tax Practitioner Institutes or HBCUs should be referred to the Human Capital Office (HCO), Employment, Talent and Security (ETS), Policy and Programs Office. Prior to referral, no action should be taken that could be interpreted as a tentative agreement or commitment.

The assignment should meet the "mutual concern and benefit " test of the Act. That is, the assignment should be of mutual concern and benefit to the IRS, and the State or local government in terms of improved tax administration. For example:

A request that an examination training course be organized and conducted by an IRS employee within a state or local tax agency for state or local employees;

Requests for on-site advice or special training courses in taxpayer assistance, receipts and processing, returns compliance, examinations, appeals, criminal investigations, delinquent accounts, master files; and/or

Automatic Data Processing (ADP) applications for tax administration.

Tax Practitioner Institute and HBCU IPA assignments have already been determined to be of mutual benefit to the IRS and the non-Federal organization.

Assignment Procedures

All assignments under the IPA are made pursuant to individual agreements between the IRS, the appropriate state or local government, and the employee. The specific content of the agreement may vary according to the assignment. The agreement should provide, at a minimum, the following information:

Name, last four digits of the social security number, current job title, salary, classification, and address of the employee;

Parties to the agreement (both Federal and non-Federal organizations);

Position information, including organizational location of both the original position and the position entered into under the agreement;

Type of assignment (e.g., detail or leave without pay; non-Federal to Federal; Federal to non-Federal), and period covered by the assignment agreement;

Goals of the assignment and a brief statement of how the goals are to be achieved;

Relative benefits accruing to each organization and the cost-sharing arrangement based on these benefits;

How increased knowledge, skills and abilities gained by the employee during the assignment will be utilized at the completion of the assignment;

Applicability of Federal conflict-of interest laws;

Decisions of the Federal agency and the non-Federal organization concerning the employee's salary, supervision, payment of travel and transportation expenses, supplemental pay, entitlement to leave and holidays, provisions for reimbursement and the method of reimbursement;

Arrangements for maintaining leave records;

Employee benefits that will be retained; and

Privacy Act Statement (e.g., release of taxpayer information and other disclosure regulations under IRC § 6103).

The agreement should also make clear that if an employee is paid allowable travel, relocation, and per diem expenses, he or she must complete the entire period of the assignment or one year, whichever is shorter, or reimburse the Government for those expenses.

Assignments are temporary in nature and may initially be made for a period of up to two years. Special arrangements may be made to extend the period of assignment for not more than two additional years. OPM places limitations on accepting successive IPA assignments (See 5 CFR § 334.104).

As a condition of accepting an IPA assignment, an IRS employee must agree in writing to serve with the Federal government on completion of the assignment for a period equal to the length of the assignment.

IRS advisors will be assigned to a state or local government either on a detail or leave without pay (LWOP) basis depending on various factors such as the position and duties assigned to the advisor and IRS decisions concerning payment and expenses.

Whether an employee is assigned on detail or LWOP, he/she remains an employee of IRS and retains the rights and benefits attached to that status. The IRS employing office is responsible for documenting the LWOP or detail in accordance with established procedures.

An advisor on leave without pay to a state or local government is given an appointment in accordance with the terms of the written agreement and the personnel policies of the state or local government. The advisor is paid by the state or local government and will be entitled to supplemental pay from IRS if, the state salary is less than the rate of basic pay the employee would have received in his or her IRS position. The advisor is entitled to annual and sick leave to the same extent as if he/she had continued in the regular IRS position. The advisor is also entitled to receive full service credit for retirement purposes while on LWOP and is entitled to continuation of life insurance and health benefits coverage for the duration of the assignment so long as he/she makes the required employee contributions to the appropriate funds.

The advisor will be accountable to the host agency for the working details of the assignment.

State and local employees may receive IPA assignments to IRS on either a detail or excepted appointment basis. An appointment to IRS may be made without regard to the provisions governing appointment in the competitive service; IRS temporary funds may be required for these assignments.

Chief Financial Officer (CFO) will provide guidance on the establishment of reimbursable projects, reporting reimbursable earnings, and billing procedures, as necessary.

Each servicing HCO, ETS, Employment Office (EO) is responsible for obtaining pertinent processing information and preparing IPA assignment packages before submitting them for approval by the Directors, Embedded Human Resources (5 CFR § 334.103(b)). IPA mobility assignments for HBCUs and the TPI will be approved by the Chief, EEO and Diversity and Area and Field Directors, respectively.

Servicing HCO, ETS, EOs are required to forward a copy of the assignment agreement to the HCO, ETS, Policy and Programs Office, after the agreement is signed by all parties.

Functions and Responsibilities of Advisors

The function of advisors assigned under IPA is to help the host agency improve its tax administration or, in the case of assignments to institutions of higher education, to help the institution improve its tax educational program. The responsibilities of each participating employee will be set forth in the Assignment Agreement. Generally, they will operate in an advisory role, similar to management consultants. However, there may be instances where the employee serves in a managerial capacity, organizing and directing a new program and training a local understudy, or in an instructor capacity.

The duties and responsibilities must be clearly defined in the Agreement between the IRS, the state or local government, and the advisor before they are undertaken. If at any time during the temporary assignment there are significant changes in the employee’s duties, responsibilities, salary, work assignment location or supervisory relationships, the appropriate official(s) should be notified by the advisor and the agreement modified before such duties and/or responsibilities are undertaken.

When two or more IRS advisors are assigned to work in closely related fields together, the appropriate official(s) will designate one advisor as team leader.

In addition to his/her role as an advisor, the responsibilities of the IRS team leader are to:

Plan and execute the tax administration improvement program in collaboration with host agency officials;

Supervise and assign projects to advisors and evaluate their performance;

Coordinate projects;

Provide monthly narrative reports to the Director; and

Upon completion of the assignment, prepare a completion of assignment report indicating the impact and accomplishments of the assignment.

IRS advisors on IPA assignments to state and local governments will be subject to IRS rules and policies, including security and disclosure rules and regulations, conflicts of interest, and employee conduct, as well as the rules and policies of the state or local agency to which they are assigned. Exceptions to the above should be covered in the Assignment Agreement.

IRS advisors should avoid personal publicity, referring the news media to the host tax agency, and should especially avoid becoming publicly identified with any policy or sensitive tax issues or cases of the host government.

IRS advisors should avoid direct involvement in the selection and recommendation of individuals for key positions in the host tax agency, even if they are specifically invited to offer recommendations.

Reporting Requirements

Federal agencies which assign an employee to a state, local, institution of higher education, or other eligible organization in accordance with this part must document all IPA assignments and report to OPM upon request.

OPM requires that all details under the authority of the IPA be documented on an SF-50, Notification of Personnel Action.

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Explore the Unknown by Going on a Detail Assignment

I have worked in offices that have embraced the use of detail assignments. We made it a part of our human capital development plan and used it to support our operations at all levels. While I wish we could say it was part of some grand strategy, it was a knee-jerk response to sequestration, hiring freezes and continuing resolutions. Nonetheless, it impacted operations and career development in positive ways.

Why Temporary Detail Assignments are Great for Employees

Explore the unknown.  Use a detail as a low-risk way to orient your career and update your roadmap. Many of us have considered applying for a particular position, only to be frightened by the unknown. A detail assignment is a good way to test whether that position is right for you without the fear of losing your current job.

Learn multiple work styles and languages .  As I wrote in a previous GovLoop article , learning multiple work languages can help you in your career by exposing you to different points of view and helping you build coalitions. As an example, if you’re a IT project manager and want to learn more about the budget process, consider a detail to the CFO’s office. Both offices can benefit from each other’s experiences.

Practice new and existing skills in a new environment.   Want to learn new skills but can’t try it out in your current position? Flex those new skill muscles in a detail assignment. For example, if you recently earned a project management certification but can’t apply the knowledge effectively in your current position, then a detail may be right for you.

What about Managers? Yes, Managers Can Benefit, Too!

Detail assignments are not a one-way benefit for employees only. Managers stand to gain a lot by letting employees go on a detail assignment and hiring new team members on detail.

Add low-risk talent pool.  Detail assignments are a great and low-risk way to gain talent from the organization without additional hiring authorities. Know someone in the organization that would be a perfect fit for your project? “Hire” them on a detail! That person didn’t work out as well as you thought? No worries, since you can part ways amicably. Weave new detailees into your HR plans and use them to complement your permanent staff.

Inject fresh ideas and perspectives into your teams.  Whether by design or not, some offices only recruit from the same talent pool, essentially creating an echo chamber. Few new ideas are circulated, and therefore, the status quo remains intact. Pulling talent from other offices or other agencies will bring fresh ideas and perspectives to some of your existing challenges.

Embrace any hardships as a learning experience.   Losing your all-star and gaining a brand new person in their place doesn’t seem like a fair trade, but that’s the wrong way to look at it. Whether you’re gaining someone or losing your go-to employee for a few months, the questions are the same: Do you have a plan in place to handle team turnover? Are your standard operating procedures up to date? Will other team members step up and adapt? Use this change in your staff as an opportunity to improve your succession plans and take the team to the next level.

A Win/Win for Employees and Managers

Employees and managers both benefit from temporary detail assignments in these chaotic times of continuing resolutions and hiring freezes. While it will require some extra effort on everyone’s part, details are a rewarding experience that can boost an employee’s career and help managers achieve their agency’s goals.

Have you been on or hired someone for a detail assignment? Share your experiences and tips below!

Fredy Diaz    is part of the GovLoop Featured Contributor program, where we feature articles by government voices from all across the country (and world!). To see more Featured Contributor posts, click  here .

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This could be beneficial for any company. It would be great to see non-gov’t organizations incorporate detail assignments into the workplace as well. Thanks for sharing

Hello Mr. Diaz,

Great topic! Thank you for sharing.

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NTEU National President Doreen Greenwald applauded the measure in a statement. Ralf Hiemisch/Getty Images

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New OPM proposal would ensure feds detailed to temporary promotions are paid properly

Federal hr leaders said in a filing last week that a rule capping increased pay for federal workers noncompetitively selected to perform duties of a higher-graded position at 120 days penalizes employees for their agency’s mistake..

Erich Wagner

The Office of Personnel Management last week proposed new regulations that it says will ensure that federal workers who are temporarily promoted are appropriately compensated for the duration of their detail.

For two decades, federal employee unions have struggled to make bargaining unit employees whole in cases where their employing agency had detailed those workers to perform the duties of a higher-graded position without increasing their pay. At issue is OPM’s interpretation of the rule requiring that the selection of candidates for temporary promotions of more than 120 days go through competitive procedures.

That interpretation, as laid out in a 2004 advisory opinion, stemmed from multiple cases before the Federal Labor Relations Authority, in which independent arbitrators had found federal agencies had improperly detailed employees to perform the duties of a higher-graded position without compensating them for their increased responsibilities. OPM’s opinion stated that the requirement that long-term temporary promotions or details go through the competitive selection process effectively capped the relief improperly promoted employees could receive at 120 days.

Both the National Treasury Employees Union and the National Federation of Federal Employees petitioned OPM in 2022 to consider changing the regulations to ensure that employees can receive backpay for the entire time they spend on a temporary promotion in these scenarios. And in a Dec. 27 filing in the Federal Register , OPM proposed adding a provision ensuring that retroactive temporary promotions, as ordered by an arbitrator, court or other adjudicative body, are not subject to competitive selection rules.

Since OPM’s 2004 opinion was published, officials have warned that applying the 120-day cap to backpay awards could incentivize agencies flouting both the temporary promotion and competitive selection processes.

“I have concerns that OPM’s interpretation actually encourages agencies to violate, rather than comply with, [the rule],” wrote then-FLRA Member Carol Waller Pope in 2004. “Specifically, under OPM’s interpretation, an agency that ignores competitive procedures cannot be required to pay employees for higher-graded duties performed in excess of 120 days, while an agency that complies with competitive procedures can be required to pay employees for those duties. This provides a strong incentive to ignore competitive procedures when they want to assign employees higher-graded duties for more than 120 days.”

Although the legal history of this issue has dwelled predominantly in the federal labor relations community, OPM’s regulatory proposal also applies the new interpretation to federal workers in non-bargaining unit positions. As is the case in the union cases, an employee who believes they have been performing higher-graded duties without being compensated commensurately would need an adjudicatory body to issue a ruling in their favor, such as the Merit Systems Protection Board, the Equal Employment Opportunity Commission or federal court.

In its filing, OPM argued that the proposed regulation will both help ensure agencies follow competitive selection procedures and protect federal workers from potential wage theft.

“OPM believes that fair and open competition is appropriate for performing duties for a period of time exceeding 120 days,” the agency wrote. “OPM also agrees that it is unfair for employees to be assigned these higher-graded duties and not be compensated accordingly when assignment of these duties exceeds 120 days and a third party orders the agency to compensate the employee accordingly . . . OPM expects this proposed rule to further incentivize agencies to follow proper procedures when assigning higher-graded duties and to honor the commitment agencies made in their collective bargaining agreement when they agreed to temporarily promote employees.”

NTEU National President Doreen Greenwald applauded the measure in a statement.

“For decades, federal agencies have relied on an outdated Office of Personnel Management advisory opinion to limit back pay to employees performing higher graded work,” she said. “This has allowed agencies to assign higher graded work to employees for months or years but only pay the employees the correct pay for up to 120 days . . . NTEU is pleased that OPM considered our 2022 petition urging a change in regulations and is now taking the necessary action to end this inequity.”

OPM is accepting comments on its proposal between now and Feb. 25.

NEXT STORY: TSP portfolios end 2023 on a high note

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5 CFR § 317.903 - Details.

(a) Definition. In this section, detail means the temporary assignment of an SES member to another position (within or outside of the SES) or the temporary assignment of a non-SES member to an SES position, with the expectation that the employee will return to the official position of record upon expiration of the detail . For purposes of pay and benefits, the employee continues to encumber the position from which detailed . The provisions of this section cover details within or outside of the employing agency .

(b) Time limits.

(1) Details within an executive agency or military department must be made in no more than 120-day increments.

(2) An agency may not detail an SES employee to unclassified duties for more than 240 days .

(3) An agency must use competitive procedures when detailing a non-SES employee to an SES position for more than 240 days unless the employee is eligible for a noncompetitive career SES appointment.

(4) An agency must obtain OPM approval for a detail of more than 240 days if the detail is of:

(i) A non-SES employee to an SES position that supervises other SES positions; or

(ii) An SES employee to a position at the GS-15 or equivalent level or below.

(c) SES career reserved positions. Only a career SES appointee or a career-type non-SES appointee may be detailed to a career reserved position.

(d) SES general positions. Any SES appointee or non-SES appointee may be detailed to a general position.

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Secondments and assignments

You may want to know....

An assignment is a temporary move of an employee within his/her department or agency to temporarily perform the functions of a position that already exists or to take on a special project. The assignee continues to be the incumbent of his/her substantive position in his/her home organization while performing the assigned duties in the host organization. It is not obligatory for the employee on assignment to be "hosted" against a position number. The duties to be performed, however, must be specified.

An assignment may be undertaken for training or career development purposes. It also serves to enhance an organization's capacity through knowledge transfer in the host organization, as well as on the employee's return in the home organization.

An assignment cannot result in paying the assigned employee a salary higher than that obtained in his/her substantive position. This would be considered an acting appointment under the Public Service Employment Act .

A secondment is a temporary move of an employee to another department or agency in the core public administration ( Schedule I and IV of the Financial Administration Act ), and other organizations for which the Treasury Board is the Employer.

Secondments and assignments are both temporary lateral movements of an employee to perform the functions of a position that already exists or to take on a special project. However, while secondments are to another department (interdepartmental), assignments are within a department or agency (intradepartmental). In both cases, the employee maintains his/her substantive position in the home department/agency or organization, and is paid by the home department/agency or organization.

Like assignments, secondments may also be applied for career development purposes to gain breadth of knowledge and experience, as well as to help strengthen the capacity in the core public administration.

Assignments and secondments are resourcing options provided to Deputy Heads by the Treasury Board, as the Employer, under its authority as granted in the Financial Administration Act , to help facilitate intra- and inter-departmental mobility and lateral career development opportunities for employees. They provide for the temporary movement of employees within and across organizations to meet temporary operational needs, for training/learning, career development and knowledge transfer.

Employees for whom the Treasury Board is the employer (core public administration) are eligible to undertake assignments or secondments. Neither assignment nor secondment may change the employee's tenure.

No. Although they provide opportunities for employees to gain experience that will assist in their career development and individual aspirations, assignments and secondments are not the same as development programs. The intent is for the employee to return to his/her substantive position on completion of the assignment or secondment.

Assignments and secondments are temporary movements of the employee, who continues to be the incumbent of his/her substantive position and maintains the terms and conditions attached to his/her substantive position. A deployment, on the other hand, is a permanent move, a transfer from one substantive position to another substantive position, which may involve a change to the terms and conditions attached to the new position. On completion of an assignment/secondment, the employee returns to his/her substantive position, while on deployment, the employee vacates the former substantive position to assume incumbency in the new position.

The assignment or secondment agreement is the instrument of acceptance. It must clearly state that the employee returns to his/her substantive position on completion of the assignment/secondment. This may be supplemented by other documentation.

No. An assignment/secondment cannot result in a promotion. Therefore, it must first be decided if the movement will result in a promotion (as stated in Part 2 of the Appendix to the TB Directive on Terms and Conditions of Employment , subsection 2.2.3). If so, it is to be treated as an acting appointment under the Public Service Employment Act and may then be subject to the application of merit and rights to recourse.

Yes, the assignment or secondment arrangement:

• is covered by a written agreement between all parties, which specifies the period of the assignment/secondment, and any conditions;
• ensures that the employee will return to his/her substantive position at the end of the assignment/secondment;
• ensures that the employee remains on the payroll of the home sector/department/agency;
• ensures the employee continues to be paid at his/her substantive group and level (if not in an acting situation);
• ensures the employee's career development/progression possibilities are protected by the home sector/department/agency.

Documentation is especially important if the assignment or secondment is a means to help reintegrate a person on medical or sick leave back into the workplace to ensure that the assignment or secondment does not prevent the person from obtaining a priority entitlement . Absence of or ambiguity in the documentation could lead to a conclusion that the person has already returned to work and is working in their substantive position.

An assignment/secondment agreement should have the following information included:

• Tombstone data;
• Start and end dates;
• Information on payment responsibilities for training of the assignee, membership fees, etc.;
• Duties to be performed;
• Information on performance evaluation and supervisor/manager responsibilities;
• Process for approving/tracking periods of leave;
• Notice period for changes to the agreement;
• Financial codes and contact names for home and host organization, department or agency;
• Approval signatures.

Yes. An assignment or secondment is intended to be a temporary resourcing option with a specified time period for the lateral movement of an employee to temporarily perform the duties in another organizational unit or department. The period of assignment or secondment may be extended (or reduced) upon agreement of all parties. Assignments or secondments should not, however, be continuously extended.

Interchange Canada is the mechanism through which persons employed in separate agencies and Crown corporations may be "seconded" to work in a department or agency for which Treasury Board is the Employer, and vice versa.

Any enquiries or requests for additional information should be directed to your human resources (HR) advisor in your department or agency.  Should your departmental headquarters HR advisor be unable to respond to your query, he/she may contact [email protected] for further information.

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Examiner (Information Technology), CG-0570-13/14 Temporary Assignment NTE 6 Months Job

Vacancy No.	2024-RMS-B524	Department	Federal Deposit Insurance Corporation
Salary	$113,750.00 to $252,500.00	Grade	13 to 14
Perm/Temp	Temporary	FT/PT	Full-time
Open Date	6/14/2024	Close Date	6/28/2024
Job Link		Who may apply	Status Candidates
Locations:
Job Description (Please follow all instructions carefully) This position is located in the Division of Risk Management Supervision, Dallas Regional Office of the Federal Deposit Insurance Corporation and provides support as a recognized technical authority in the area of IT supervision . The duty location is determined upon selection. Additional selections may be made from this vacancy announcement to fill identical vacancies that occur subsequent to this announcement. Current federal employees of this agency. This position is open to current FDIC permanent employees with competitive status eligibility. At the full performance level, major duties include: Completion Of Financial Disclosure May Be Required. Employee may be relocated to any duty location to meet management needs.  Background Investigation (BI) required   The selectee will be given a temporary promotion if eligible or be placed on a lateral detail if already serving at the advertised grade level on a permanent basis.  If temporarily promoted, the temporary assignment may be ended earlier or extended for up to five (5) years based on management’s needs.  It may also be made permanent without further competition.  At the end of the temporary promotion (if temporarily promoted), the employee’s basic pay will be set at the rate received prior to being temporarily promoted, regardless of length of the temporary promotion. The pay rate shall be increased to reflect pay increases (if any) received while temporarily promoted, as long as the resulting rate does not exceed the new range maximum. If the temporary assignment is not made permanent and its duration is one year or less, the employee will be returned to a position that is comparable to his or her permanent position (i.e., same series, grade, and duty location) in the same or successor Division/Office. If, however, the temporary assignment is not made permanent, is to a position in a different Division/Office from the employee’s permanent Division/Office, and exceeds one year (including extensions beyond one year of the initial appointment of one year or less), the employee will not be returned to his or her permanent position of record. Instead, the employee will be placed in a permanent position comparable to his or her permanent position of record (at the same grade and pay) in the Division/Office and duty location where the temporary assignment is located. Since an extension of a temporary promotion beyond one (1) year will directly impact the employee’s return rights to his or her permanent Division/Office and duty location, the employee must concur in advance with any extension of the temporary promotion beyond one (1) year. : If the duty location of this temporary assignment is different from the employee’s permanent duty location of record, the employee's duty location may be changed to the temporary duty location for the duration of the assignment if the temporary assignment lasts over one (1) year (including extensions beyond the initial appointment). . To qualify, applicants must have completed at least one year of specialized experience equivalent to at least the 12 grade level or above in the Federal service.  Specialized experience is defined as experience performing information technology examinations of insured depository institutions, information systems, and data centers. Gathering, analyzing, and interpreting such items as financial data, system performance and security reports, and information technology related policies and procedures. To qualify, applicants must have completed at least one year of specialized experience equivalent to at least the 13 grade level or above in the Federal service.  Specialized experience is defined as experience conducting Information Technology (IT) examinations at insured depository institutions and/or data centers with complex or problematic IT operations. Experience gathering, analyzing, and interpreting financial data, system performance and security reports, and information technology related policies and procedures for new and/or unprecedented situations. Applicants must have met the qualification requirements (including selective placement factors – if any) for this position within 30 calendar days of the closing date of this announcement. Must be a commissioned examiner. There is no substitution of education for the experience for this position. The range of pay shown includes base pay plus supplemental locality adjustments. The locality rates for these duty locations range from a low of 16.82% to a high of 34.72%. Pay will vary by grade level and the locality rate for the geographic location where the selectee is located. For more on FDIC locality rates, Salary reflects a pay cap for this position of $252,500.00. Selectees(s) for this position will be required to report in person to an FDIC office or financial institution at their supervisor’s direction. Relocation benefits may be provided in accordance with FDIC policy if assignment exceeds 1 year or is made permanent. . Financial Institution Examiners must maintain the highest personal ethical standards as provided in Part 336 of the FDIC's Rules and Regulations, (Employee Responsibilities and Conduct). Financial Institution Examiners must comply with Section 3201.102 of Supplemental Standards of Ethical Conduct for FDIC Employees (5 CFR Part 3201), which, in part, prohibits them and their immediate families from accepting certain credit from State nonmember banks. 1. Obtaining a loan or a line of credit from any insured state nonmember bank or its subsidiaries. Any extensions of credit held by the Examiner, the Examiner's spouse, or any dependent children are direct or indirect extensions of credit to the Examiner. Exceptions: a. Loans for a primary residence are permissible. The Examiner must not participate in any examination of that institution with which he holds the primary residence loan, and a "cooling off" period is required before negotiating a loan for a primary residence from any institution the Examiner has examined. b. No restrictions on obtaining credit cards issued under the same terms and conditions available to the public from an insured state nonmember bank either within or outside of their field office of assignment. 2. Participating in any examination, or other matter, involving an insured depository institution or any person with whom the Examiner has an outstanding loan or line of credit. 3. Performing any service for compensation with any bank, or for any officer, director, or employee thereof, or for any person connected therewith. 4. Disclosing any confidential information from a bank examination report except as authorized by law. 5. Soliciting or accepting any gift from a prohibited source or because of the Examiner's official position.  You may select up to 3 locations as advertised in this vacancy announcement. You will be referred to the selecting official based on the locations selected, if among the best qualified. CMs selected for a CG-level temporary assignment will be required to sign a Memorandum of Understanding documenting acceptance of a 10% temporary reduction to their base salary or pay-setting at the salary range maximum for the CG-level position, whichever one is lower, for the duration of the temporary assignment.  After the temporary assignment, CM employees will return to their Positions of Record with salary restored to their CM base salary, including any CM pay adjustments applied during the temporary assignment. A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Learn more about federal benefits. In addition to the regular benefits offered by Federal agencies, the FDIC offers additional benefits to its employees. These benefits, some at minimal cost, are some of the best and most competitive in both the private and public sectors. To find out more, . Your resume and the online assessment questionnaire will be reviewed, to determine whether you meet the outlined in this announcement. Therefore, it is imperative that your resume contain sufficiently detailed information upon which to make the qualification determination. Please ensure that your resume contains specific information such as position titles, beginning and ending dates of employment for each position, average number of hours worked per week, and if the position is/was in the Federal government, you should provide the position series and grade level. Your resume will also be evaluated to measure your responses to the assessment questions. If you rated yourself higher on the questionnaire than what is supported by your resume, your overall qualifications assessment may be adversely affected. Top ranked candidates will be referred to the selecting official for further review and consideration. The competencies/knowledge, skills, and abilities (KSAs) you will be assessed on are listed below. You do not need to respond separately to these KSAs. Your answers to the online questionnaire and resume will serve as responses to the KSAs.  for this vacancy. The SF-50 must show the highest grade level or full performance level applicant has attained competitively on a permanent basis, and grade must be equivalent or higher than the grade for which applying. To begin, click the button and follow the prompts. If you haven’t already, register and establish a USAJOBS account. After you register online, click the “Apply” button to complete the online assessment questionnaire, and submit all required documents. Please be sure to click “Submit Application” to complete the application process. You must apply online. Applicants requesting an exception from the online process must contact the Human Resources Specialist or point of contact listed in this announcement prior to 12:00 noon local time on the closing date. To return to your saved application, log in to your account and click on tab. Click on the and then select or to continue. You have until 11:59 p.m. ET (Eastern Time) on the closing date of this announcement to complete the application process. Font Awesome fontawesome.com --> Janeen Saul You may check the status of your application on-line 24 hours a day, 7 days a week through by signing in and selecting " " Thank you for your interest in working for the Federal Deposit Insurance Corporation. Font Awesome fontawesome.com --> Dallas, TX Font Awesome fontawesome.com --> Houston, TX Font Awesome fontawesome.com --> 06/14/2024 to 06/28/2024 $113,750 - $252,500 per year CG 13 - 14 1 vacancy in the following locations: Font Awesome fontawesome.com --> Baton Rouge, LA Font Awesome fontawesome.com --> Jackson, MS Font Awesome fontawesome.com --> Nashville, TN Font Awesome fontawesome.com --> Austin, TX Additional locations are listed below. No Yes—The FDIC offers position-specific telework options. Please see the Additional Information section below for more information. Telework options are subject to change. 76% or greater - May require extensive overnight travel. Yes— Relocation benefits may be provided in accordance with FDIC policy. Temporary Promotion Full-time Competitive 14 No No 2024-RMS-B524 795648000 ]]> Privacy and Terms Federal Resume Writing An official website of the United States government Supervisory Associate Advocate (FMT) (Temporary NTE/MBE) Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information. WHERE CAN I FIND OUT MORE ABOUT OTHER IRS CAREERS? Visit us on the web at www.jobs.irs.gov Accepting applications Open & closing dates 06/05/2024 to 06/18/2024 $92,619 - $128,956 per year Pay scale & grade 2 vacancies in the following locations: 77 K Street NE, (DC0198) Washington DC, DC 1248 N University Dr, (FL2437) Plantation, FL Telework eligible Yes—as determined by the agency policy. Travel Required Occasional travel - You may be expected to travel for this position. Relocation expenses reimbursed Appointment type, work schedule. Competitive Promotion potential Job family (series). 0501 Financial Administration And Program Supervisory status Security clearance. Not Required Position sensitivity and risk Moderate Risk (MR) Trust determination process Suitability/Fitness Announcement number 24-12435730K-TAM-0501-6 Control number This job is open to. Federal employees who meet the definition of a "surplus" or "displaced" employee. Current federal employees of this agency. Clarification from the agency Open to IRS Career/Career-Conditional, Treasury/IRS CTAP, & IRS RPP employees WHAT IS THE Taxpayer Advocate Service (TAS) DIVISION? A description of the business units can be found at: https://www.jobs.irs.gov/about/who/business-divisions Vacancies will be filled in the following specialty areas: Taxpayer Advocate Service (TAS), Deputy Executive Director Case Advocacy (DEDCA). The following are the duties of this position at the full working level. If this vacancy includes more than one grade and you are selected at a lower grade level, you will have the opportunity to learn to perform these duties and receive training to help you grow in this position. As a Front Line Manager you will: Plan work to be accomplished by subordinates, sets and adjusts short-term priorities and prepares schedules for completion of work. Assign work to subordinates based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employees. Evaluate work performance of subordinates and makes recommendations for outstanding performance recognition and/or disciplinary action. Give advice, counsel or instruction to employees on work and administrative matters. Interview candidates for positions within the organization/unit and recommend appointment, promotion or reassignment to such positions. Hear and resolve complaints from employees, refer group grievances and/or more serious unresolved complaints as appropriate. Effect minor disciplinary measures, such as warnings and reprimands, recommend other actions in more serious cases. Identify developmental and training needs of employees, providing or arranging for needed development and training. Initiate ways to improve production, work processes and/or to increase the quality of the work directed. Requirements Conditions of employment. Telework Eligible Positions : Telework eligible positions do not guarantee telework. Employees must meet and sustain IRS telework eligibility requirements (e.g., reporting at least twice a pay period to your assigned Post of Duty (POD) ) and supervisor's approval to participate in the IRS Telework Program. Employees must also be within a 200-mile radius of their official assigned post-of-duty (POD) while in a telework status. As a reminder - If you are selected for a position, you are responsible for reporting to your designated POD (location) on the negotiated start date or as directed by management . Subject to a 1-year probationary period (unless already completed). Subject to a 1-year supervisory or managerial probationary period (unless already completed). Obtain and use a Government-issued charge card for business-related travel. Qualifications Federal experience is not required. The experience may have been gained in the public sector, private sector or Volunteer Service . One year of experience refers to full-time work; part-timework is considered on a prorated basis. To ensure full credit for your work experience, please indicate dates of employment by month/year, and indicate number of hours worked per week, on your resume. You must meet the following requirements by the closing date of this announcement: SPECIALIZED EXPERIENCE: You must have one (1) year of specialized experience at a level of difficulty and responsibility equivalent to the next lower level within the payband or GS grade in the normal line of progression GS-11 in the Federal service that demonstrates the required managerial skills and technical competence required to perform the job. To be qualifying for this position your experience must include: Experience that demonstrated management/leadership experience such as applying management techniques, methods, theories, principles, or labor relations concepts for the accomplishment of all program objectives with combined technical and administrative oversight. This experience may have been gained through work experience as a project/program manager, team lead or project/program lead, technical advisor, or senior specialist/analyst that included managing resources, providing support to managers, mentoring team members, providing day to day guidance training and/or oversight of peers or others. Experience applying regulations, other official guidance and principles, including the latest procedures and techniques sufficient to oversee the planning, development and implementation of the technical aspects of programs specific to the position being filled. Experience applying communicative techniques to effectively and diplomatically interact with internal and external customers. In addition to the qualifications listed above, specialized experience must include: Experience advocating for clients to effect resolution of tax controversy matters; knowledge of tax matters demonstrated by career experience in accounting, financial or legal management positions or serves in a management position that includes tax administrative responsibilities; knowledge of operating policies, procedures, and processes of a large organization. Experience participating in councils, task forces, or other area or national initiatives that cross organizational boundaries. Experience which demonstrates an understanding and ability to discuss different tax issues, policies, practices and laws in a variety of situations and different geographic areas, including advocating for a tax position that may be considered contrary to the traditional tax interpretation; demonstrates sensitivity to social, economic, and Congressional Administration and/or public perception of an organization. AND TIME AFTER COMPETITIVE APPOINTMENT: By the closing date (or if this is an open continuous announcement, by the cut-off date) specified in this job announcement, current civilian employees must have completed at least 90 days of federal civilian service since their latest non-temporary appointment from a competitive referral certificate, known as time after competitive appointment . For this requirement, a competitive appointment is one where you applied to and were appointed from an announcement open to "All US Citizens." Go to Understanding the IRS Paybands for GS/IR conversion. For more information on qualifications please refer to OPM's Qualifications Standards . A copy of your transcripts or equivalent documentation is required for positions with an education requirement, or if you are qualifying based on education or a combination of education and experience. An official transcript will be required if you are selected. If the position has specific education requirements and you currently hold, or have previously held, a position in the same job series with the IRS, there is no need to submit a transcript or equivalent at this time. Applicants are encouraged, but are not required, to submit an SF-50 documenting experience in a specific series. A college or university degree generally must be from an accredited (or pre-accredited) college or university recognized by the U.S. Department of Education. For a list of schools which meet these criteria, please refer to Department of Education Accreditation page . FOREIGN EDUCATION: Education completed in foreign colleges or universities may be used to meet the requirements. You must show proof the education credentials have been deemed to be at least equivalent to that gained in conventional U.S. education program. It is your responsibility to provide such evidence when applying. Click here for Foreign Education Credentialing instructions. Additional information We may select from this announcement or any other source to fill one or more vacancies. Additional jobs may be filled. The salary range indicated in this announcement reflects the minimum locality pay up to maximum locality pay for all duty locations listed. The range will be adjusted for selected duty location. General Schedule locality pay tables may be found under Salaries & Wages . This is a non-bargaining unit position. Tour of Duty: M-F, Day Shift - Start and stop times between 6:00 a.m. and 6:00 p.m. Alternative work schedule, staggered work hours or telework may be available. In the event that a building is closed due to rent management, new hires may be placed in a local commuting location. Relocation expenses - No This position is Temporary NTE/MBE, may be extended up to 5 years Only. Review our benefits How You Will Be Evaluated You will be evaluated for this job based on how well you meet the qualifications above. Exceptional Accomplishment LSR Core Qualifications Organizational Knowledge Tax Administration As a new or existing federal employee, you and your family may have access to a range of benefits. Your benefits depend on the type of position you have - whether you're a permanent, part-time, temporary or an intermittent employee. You may be eligible for the following benefits, however, check with your agency to make sure you're eligible under their policies. The following documents are required and must be provided with your application. All application materials, including transcripts, must be in English. Resume - Your resume MUST contain dates of employment (i.e., month/year to month/year or present). To ensure you receive full credit for relevant experience, include the hours worked per week. We recommend that your resume not exceed 5 pages. If including Federal service experience, you MUST provide the pay plan, series, and grade, i.e., GS-0301-09. If the pay plan, series, and grade are not provided, it may result in an ineligible determination. Your resume must NOT include photographs, classified or government sensitive information, social security number (SSN), encrypted/digitally signed documents, or other inappropriate material or content. If your resume contains prohibited information as listed above, your application will be determined ineligible, and you will not receive consideration for this position. ( Cover letters are optional.) Please view Resume Tips. It is also recommended that your resume not include personal information such as age, gender, religion, race, disability, etc. Online Application - Questionnaire Education - See Education Section above Registration/License (if applicable) - active, current registration/license Current and Former Federal Employees - It is recommended that yousubmit a copy of your most recent SF-50 (Notification of Personnel Action) or equivalent personnel action form which shows your current grade and competitive service status (Position Occupied/Block 34 should reflect "1" and Tenure/Block 24 should reflect "1" or "2"). Performance Appraisal/Awards (if applicable) - You are strongly encouraged to submit a copy of your most recent, signed, completed annual performance appraisal which includes the final rating and copies of any incentive/performance awards you received. If a revalidated appraisal is used for merit promotion, the supervisor must prepare a narrative for each critical job element that does not have a narrative describing the performance in the appraisal period covered by the rating. Note: If you are a manager or management official, your most recent annual performance appraisal must be used for the overall rating identified. IRS Reassignment Preference Program (RPP) (if applicable) - You MUST meet the requirements in your RPP notice. Submit a copy of your RPP Notice along with a copy of your most recent annual performance appraisal.Your performance appraisal must have a fully successful or higher overall rating. Career Transition Assistance Plan (CTAP) (if applicable) - You MUST submit the required documentation as outlined at: Career Transition Assistance Plan (CTAP). If you are an IRS CTAP eligible, you can apply for jobs within and outside the commuting area. If you are a Treasury CTAP eligible can apply for jobs within the commuting area. To begin the application process, click the "Apply Online" button. You will be re-directed to USASTAFFING to complete your application process; answer the online questions and submit all required documents. (To submit supporting documents, import documents from USAJOBS to the appropriate document types. If the document you need was not imported from USAJOBS, you may upload it directly into this application. To protect your privacy, we suggest you first remove your SSN). To complete , you must click the "Submit Application" button prior to 11:59 PM (ET) on 06/18/2024. Agency contact information Treasury believes in a working environment that supports inclusion; please view our reasonable accommodation policies and procedures at https://www.jobs.irs.gov/midcareer/reasonable-accommodation.html . We will provide reasonable accommodation to applicants with disabilities on a case-by-case basis; please contact us if you require this for any part of the application and hiring process. Once your application package and online questionnaire is received you will receive an acknowledgement email. You are responsible for checking status updates and notifications in USAJOBS. Hard copy notifications will not be sent to you. You may check the status of your application for this position at any time by logging onto the USAJOBS "My Account" tab and clicking on "Application Status." For a more detailed update of your application status, you may click on "more information." Please notify us if your contact information changes after the closing date of the announcement. If your email mailbox is full or blocked (SPAM) you may not receive important communication that could affect your consideration for this position. As a current employee, you know the great benefits we offer. Should you have any questions about benefits, please contact the Employee Resource Center (ERC) at 1-866-743-5748 option #1 for ERC. The Federal hiring process is set up to be fair and transparent. Please read the following guidance. Criminal history inquiries Equal Employment Opportunity (EEO) Policy Financial suitability New employee probationary period Privacy Act Reasonable accommodation policy Selective Service Signature and false statements Social security number request Required Documents How to apply, fair & transparent. This job originated on www.usajobs.gov . For the full announcement and to apply, visit www.usajobs.gov/job/794287700 . Only resumes submitted according to the instructions on the job announcement listed at www.usajobs.gov will be considered. Learn more about Internal Revenue Service WHY IS THE IRS A GREAT PLACE TO WORK? As an IRS employee, you will feel proud knowing you helped make America stronger while working at one of the world's biggest financial institutions. You will be part of an organization that collects over $2 trillion in revenue and processes over 200 million tax returns annually. We are proud of how we apply the tax law with integrity and fairness to all. The IRS hires talented and dedicated individuals from many backgrounds, including accounting, business, finance, law enforcement and information technology. You will be challenged & supported on a daily basis. Whether you are just starting out or looking for a new opportunity, consider an IRS career. The U.S. Department of the Treasury has a distinguished history dating back to the founding of our nation. As the steward of U.S. economic and financial systems, Treasury is a major and influential leader in today's global economy. We have over 100,000 employees across the country and around the world. Come Join the Department of the Treasury and Invest in Tomorrow. Your session is about to expire! Your USAJOBS session will expire due to inactivity in eight minutes. Any unsaved data will be lost if you allow the session to expire. Click the button below to continue your session. An official website of the United States government Here's how you know Official websites use .gov A .gov website belongs to an official government organization in the United States. Secure .gov websites use HTTPS A lock ( Lock A locked padlock ) or https:// means you’ve safely connected to the .gov website. Share sensitive information only on official, secure websites. A–Z Index Operating Status Resources For New / Prospective Employees Federal Employees HR Professionals Summary of Reassignment This summary of reassignment covers the following topics: Learning About Reassignment Definition of Reassignment The Agency's Right to Reassign Reassignment Without Regard to RIF Retention Standing Separation After Declining Geographic Reassignment Qualifications and Reassignment Relocation Expense Allowances Additional Information from the Agency Additional Information from OPM 1. Learning About Reassignment The reassignment regulations give an agency extensive flexibility in reassigning an employee to a different position. This summary covers the procedures in the reassignment regulations. With this summary, employees, managers, union representatives, and others will have an overview of both the agency's and employees' rights in a reassignment situation. The appropriate human resource office (HRO) in the agency can provide additional information on specific questions relating to reassignment policies, options, and entitlements. 2. Definition of Reassignment The regulations published in section 335.102 of title 5, Code of Federal Regulations (5 CFR 335.102) cover reassignment of competitive service employees, while the regulations published in section 302.102(a) (5 CFR 302.102(a)) cover reassignment of excepted service employees. Section 5 C.F.R. 210.102(b)(12) of the regulations defines reassignment as: ". . . a change of an employee, while serving continuously within the same agency, from one position to another without promotion or demotion." Back to Top 3. The Agency's Right to Reassign An agency may reassign an employee when: The agency has a legitimate organizational reason for the reassignment; and The vacant position is at the same grade, or rate of pay (i.e., if the movement is between pay systems such as from a General Schedule position to a Federal Wage System position), as the employee's present position. The agency's right to direct reassignment includes the right to reassign an employee from a special rate position to a non-special rate position at the same grade, or to a position with less promotion potential than the present position. (Reassignment to a position with more promotion potential than the present position requires competition under the agency's merit staffing plan.) The position to which the agency reassigns an employee may be located in the same or a different geographic area (e.g., reassignment from Houston to Washington, DC). 4. Reassignment Without Regard to RIF Retention Standing An agency may reassign an employee without regard to the employee's reduction in force retention standing, including an employee's veterans' preference status. A reassignment to a vacant position at the same grade is not a reduction in force action even if the agency abolishes the employee's former position At its option, an agency may adopt a policy to select employees for reassignment on the basis of considerations such as retention standing, total service with the agency, length of time in a position or in the organization, etc. Again at its option, an agency may canvass its employees to determine whether an individual employee would prefer reassignment to a specific location, a new organization, and/or to a position with different duties and responsibilities. 5. Separation After Declining Geographic Reassignment The agency must use the 5 CFR part 752 adverse action regulations when separating an employee who declines a directed reassignment to a position in a different geographic area. An employee who is removed by adverse action for declining geographic relocation is potentially eligible for most of the benefits that are available to a displaced employee separated by reduction in force (e.g., intra- and interagency hiring priority, severance pay, discontinued service retirement, etc.). An employee who declines reassignment to a position in the same geographic area as the present position (e.g., from an Atlanta position to a different Atlanta position) is not eligible for any career transition assistance or other benefits. 6. Qualifications and Reassignment The agency's basic right to reassign an employee is based, in part, on the agency's determination that the employee is qualified for the position to which the employee will be reassigned. An agency may also reassign an employee to a position if the agency modifies or waives qualifications for the vacant position, consistent with OPM's requirements for these actions. 7. Relocation Expense Allowances An employee is generally eligible for relocation expense allowances for a directed reassignment that requires relocation to a different geographic area The General Services Administration (GSA) publishes its Federal Travel Regulation (FTR) in 41 CFR subpart F. The complete FTR and other relocation-related information are available on GSA's website at  www.gsa.gov . 8. Additional Information from the Agency The agency's human resources office (HRO) can provide both employees and managers with additional information on OPM's reassignment regulations. The HRO can also provide information on potential benefits, such as eligibility for: Career transition assistance Separation incentives (if available) Rehiring selection priority Severance pay Unemployment compensation Relocation allowances. 9. Additional Information from OPM OPM provides additional restructuring information on the OPM website at  www.opm.gov . An official website of the United States government Here’s how you know Official websites use .gov A .gov website belongs to an official government organization in the United States. Secure .gov websites use HTTPS A lock ( Lock A locked padlock ) or https:// means you’ve safely connected to the .gov website. Share sensitive information only on official, secure websites. Fact Sheets Fact Sheet: Presidential Proclamation to Suspend and Limit Entry and Joint DHS-DOJ Interim Final Rule to Restrict Asylum During High Encounters at the Southern Border Today, the Biden-Harris Administration took decisive new action to strengthen border security, announcing a series of measures that restrict asylum eligibility, and significantly increase the consequences for those who enter without authorization across the southern border. These extraordinary steps, which will be in effect during times when high levels of encounters exceed our ability to deliver timely consequences, will make noncitizens who enter across the southern border ineligible for asylum with certain exceptions, raise the standard that is used to screen for certain protection claims, and speed up our ability to quickly remove those who do not qualify for protection. These actions follow a series of steps that the Administration has taken over the past three years as it prepared for the end of the Title 42 public health Order, and since it was lifted last year, including surging personnel, infrastructure, and technology to the border, issuing the Circumvention of Lawful Pathways Rule, and referring record numbers of noncitizens into expedited removal. Over the past year, we have removed or returned more than three quarters of a million people, more than in any fiscal year since 2010. Despite these efforts, our outdated and broken immigration and asylum system, coupled with a lack of sufficient funding, make it impossible to quickly impose consequences on all noncitizens who cross irregularly and without a legal basis to remain in the United States. The Administration has repeatedly called on Congress to provide the resources and legal authorities needed to secure our border. The measures announced today will better enable the Department to quickly remove individuals without a legal basis to remain in the United States, strengthening enforcement and change the calculus for those considering crossing our border irregularly. However, they are no substitute for Congressional action. We continue to call on Congress to provide the new tools and resources we have asked for to support the men and women on the frontlines. President Biden issued a Presidential Proclamation to temporarily suspend the entry of noncitizens across the southern border. The Secretary of Homeland Security and the Attorney General also jointly issued an interim final rule that, consistent with the Proclamation, generally restricts asylum eligibility for those who irregularly enter across the southern border – including the Southwest land and the southern coastal borders. The rule also limits fear screenings to those who manifest a fear or express a desire to file for protection and heightens the screening standard for statutory withholding and claims under the Convention Against Torture. Taken together, these measures will significantly increase the speed and scope of consequences for those who cross our borders irregularly or who attempt to present themselves at Ports of Entry without authorization, allowing the Departments to more quickly remove individuals who do not establish a legal basis to remain in the United States. The restriction on asylum eligibility will be discontinued when encounters fall below certain levels but will come back into effect if encounters rise again. The rule makes three key changes to current processing under Title 8 immigration authorities during periods of high border encounters: First, noncitizens who cross the southern border unlawfully or without authorization will generally be ineligible for asylum, absent exceptionally compelling circumstances and unless they are excepted by the Proclamation. Second, noncitizens who cross the southern border and are processed for expedited removal while the limitation is in effect will only be referred for a credible fear screening with an Asylum Officer if they manifest or express a fear of return to their country or country of removal, a fear of persecution or torture, or an intention to apply for asylum.   Third, the U.S. will continue to adhere to its international obligations and commitments by screening individuals who manifest a fear as noted above and do not qualify for an exception to the Rule for withholding of removal and Convention Against Torture protections at a reasonable probability of persecution or torture standard – a new, substantially higher standard than is currently applied under the Circumvention of Lawful Pathways rule.   Like the Proclamation, the rule provides for an end to these enhanced measures following a sustained reduction in southern border encounters. Specifically, these measures are in effect until 14 calendar days after there has been a 7-consecutive-calendar-day average of less than 1,500 encounters between the ports of entry. The measures would again go into effect, or continue, as appropriate, when there has been a 7-consecutive-calendar-day average of 2,500 encounters or more. During periods of high encounters, the Proclamation will apply across the southern border. Lawful permanent residents, unaccompanied children, victims of a severe form of trafficking, and other noncitizens with a valid visa or other lawful permission to enter the United States are excepted from the Proclamation. In addition, the suspension and limitation on entry and rule will not apply to noncitizens who use a Secretary-approved process—such as the CBP One mobile app—to enter the United States at a port of entry in a safe and orderly manner or pursue another lawful pathway. Noncitizens who cross the southern border and who are not excepted from the Proclamation will be ineligible for asylum unless exceptionally compelling circumstances exist, including if the noncitizen demonstrates that they or a member of their family with whom they are traveling: faced an acute medical emergency; faced an imminent and extreme threat to life or safety, such as an imminent threat of rape, kidnapping, torture, or murder; or satisfied the definition of “victim of a severe form of trafficking in persons” currently provided in 8 CFR 214.11. Consequences Noncitizens who are subject to the rule’s limitation on asylum eligibility and who manifest or express a fear of return to their country or country of removal, express a fear of persecution or torture or an intention to apply for asylum, but do not establish a reasonable probability of persecution or torture in the country of removal will be promptly removed. Those ordered removed will be subject to at least a five-year bar to reentry and potential criminal prosecution. The Proclamation and rule will significantly enhance the security of our border by increasing the Departments’ ability to impose swift consequences for individuals who cross the southern border irregularly and do not establish a legal basis to remain in the United States.  Together, the Proclamation and rule make critical changes to how the Departments operate during times when encounters are at historically high levels—levels that, in the absence of these changes, undermine the government’s ability to process individuals through the expedited removal process. These changes will enable the Departments to quickly return those without a lawful basis to stay in the United States and thereby free up the asylum system for those with legitimate claims. These extraordinary measures are a stop gap. Even with these measures in place, the Departments continue to lack the authorities and resources needed to adequately support the men and women on the frontlines. The Administration again calls on Congress to take up and pass the bipartisan reforms proposed in the Senate, which provide the new authorities, personnel, and resources that are needed to address the historic global migration that is impacting countries throughout the world, including our own. Until Congress does its part, we will continue to take any actions needed under current law and within existing resources to secure the border. Border Security Immigration Biden-Harris Administration Department of Homeland Security (DHS) Department of Justice (DOJ) An official website of the United States government Here’s how you know Official websites use .gov A .gov website belongs to an official government organization in the United States. Secure .gov websites use HTTPS A lock ( Lock Locked padlock icon ) or https:// means you’ve safely connected to the .gov website. Share sensitive information only on official, secure websites. International travel documents for children See what documents a child needs to travel to or from the U.S. alone or with a parent or relative. Children traveling to the U.S. All children, including infants, must have their own travel documents such as a passport or document from a Trusted Traveler Program to enter the U.S. If you travel or are going to travel with a child, consider taking the following documents: If the child is traveling with only one of their custodial parents, they must have a letter of consent, preferably in English and notarized, from the other parent or signed by both parents. The letter should say "I acknowledge that my son/daughter is traveling outside the country with [the name of the adult] with my permission." If one parent has sole custody of the child, a copy of the custody document can take the place of the other parent's letter. Parents who frequently cross the border by land with a minor must always carry a letter of permission from the other parent. U.S. citizen children traveling abroad Ports of entry in many countries have security measures to prevent international child abduction . If you are traveling alone with your child, you may be required to present documentation proving you are the parent or legal guardian. You may also need a letter of permission from the other parent for your child to travel.  If your child travels alone, depending on the country, they may be required to present a notarized letter from both parents or their legal guardian. If a minor is traveling abroad and is not accompanied by both parents or a legal guardian, contact the embassy or consulate of the country you will be visiting and ask about entry and exit requirements for that country. LAST UPDATED: December 6, 2023 Have a question? Ask a real person any government-related question for free. They will get you the answer or let you know where to find it. Judge rules that federal agency can't enforce abortion rule in Louisiana and Mississippi A federal judge on Monday granted the U.S. Conference of Catholic Bishops, as well as employers in two Southern states, temporary relief from complying with a federal rule that would have required them to provide workers with time off and other accommo... NEW YORK -- A federal judge on Monday granted the U.S. Conference of Catholic Bishops, as well as employers in two Southern states, temporary relief from complying with a federal rule that would have required them to provide workers with time off and other workplace accommodations for abortions. Judge David Joseph granted the preliminary injunction in two consolidated lawsuits, one brought by the attorneys general of Louisiana and Mississippi, and the other brought by the U.S. Conference of Catholic Bishops, Catholic University and two Catholic dioceses. The lawsuits challenge rules issued in April by the Equal Employment Opportunity Commission , which stated that abortions are among pregnancy-related conditions covered by the Pregnant Workers Fairness Act, which passed in December 2022 and took effect last year. The EEOC rules take effect Tuesday. Joseph, who was appointed to the bench by former President Donald Trump, enjoined the EEOC from enforcing the abortion provision of its rules against the Catholic plaintiffs and employers located in Louisiana and Mississippi for the duration of the lawsuit. His ruling came just days a federal judge in Arkansas dismissed a similar lawsuit filed by 17 states led by Arkansas and Tennessee. Eastern District of Arkansas U.S. District Judge D.P. Marshall, Jr., who was appointed to the bench by former President Barack Obama, ruled that the states lacked standing to bring the lawsuit. “The District Court applied a common sense interpretation of the plain words of the Pregnant Workers Fairness Act,” said Louisiana Attorney General Liz Murrill said in an emailed statement The Louisiana ruling was a partial victory for the attorneys general of Louisiana and Mississippi, who had asked for a much broader emergency injunction that would have stopped the entirety of the EEOC rules from taking effect nationwide. That request had alarmed some civil rights and women’s advocacy groups, who warned that the EEOC rules are critical to the successful implementation of the law. In an amicus brief, the American Civil Liberties Union and the National Women's Law Center, along with more than 20 labor and women’s advocacy groups, cited dozens of cases of pregnant workers who employers have continued to resist granting them accommodations, and said the EEOC rules provided clarity for resolving disputes. “The court has left some pregnant workers who need abortion-related accommodations to fend for themselves,” said Gaylynn Burroughs, vice president of Workplace Justice and Education at the NWLC. Rachel Shanklin, National Women’s Entrepreneurship Director for Small Business Majority, said even the limited ruling on Monday would have big impact by making it "more difficult -- at least temporarily -- for women in the workplace to access abortion care." "Our research consistently finds that women entrepreneurs said the ability to choose if and when to start a family played a significant role in their ability to advance their careers and launch their small businesses,” Shanklin said in a statement. Dina Bakst, co-founder and president of the legal advocacy group A Better Balance, which spearheaded a decade-law campaign for the law, condemned the ruling in Louisiana, saying it “disregarded decades of legal precedent” interpreting pregnancy-related medical conditions to include abortion. However, she stressed that it was “important for pregnant and postpartum workers to understand that this ruling does not mean their rights under the PWFA have been taken away,” given the limited scope of the injunction. The Pregnant Workers Fairness Act passed with widespread bipartisan support in December 2022 after a decade-long campaign by women's right advocates, who hailed it as a victory for low-wage workers who have routinely been denied accommodations for everything from time off for medical appointments to the ability to sit or stand on the job. But many Republican lawmakers, including Louisiana Sen. Bill Cassidy, who co-sponsored the bill, were furious when the EEOC stated that the law covered abortions. Both Republican commissioners on the five-member EEOC voted against the rules. In its regulations, the EEOC said its inclusion of abortion is consistent with its own decades-long interpretation of pregnancy-related anti-discrimination law, along with numerous court rulings backing that interpretation. The regulations also specified that the rules do not require any employer to provide health care coverage for abortions and the most likely accommodation request would be for time off to undergo the procedure or recover from any complications. The EEOC has said that any situations where an accommodation requests potentially conflicts with state laws would be examined on a “case-by-case” basis. In their lawsuit, the attorneys general said the “EEOC is forcing States like Louisiana and Mississippi to go against State law and effectively facilitate an abortion.” Mississippi bans most abortions after 15 weeks of pregnancy. Louisiana has a near-total ban on abortion , with exemptions when there is a substantial risk of death or impairment to the patient in continuing the pregnancy and in cases where the fetus has a fatal abnormality. In its lawsuit, the U.S. Conference of Catholic Bishops said it had publicly backed the Pregnant Workers Fairness Act because lawmakers had stressed its uncontroversial nature, with some expressly stating that it would not require leave for elective abortions. Laura Wolk Slavis, a lawyer representing the Catholic groups, said “the EEOC hijacked a bipartisan protection for expecting mothers and their babies, imposing a national abortion-accommodation mandate." She said the ruling was a “crucial step” in restoring the law "to its purpose." The Associated Press’ women in the workforce and state government coverage receives financial support from Pivotal Ventures. AP is solely responsible for all content. Find AP’s standards for working with philanthropies, a list of supporters and funded coverage areas at AP.org . Trending Reader Picks NATO says a record of more than 20 allies are expected to hit alliance's target for defense spending this year Jun 17, 11:19 AM Biden will announce deportation protection and work permits for spouses of US citizens Jun 17, 3:21 PM Harris meets with former Israeli hostage who described being sexually assaulted in Gaza Jun 17, 6:44 PM Secret Service agent robbed at gunpoint during Biden's Los Angeles trip, police say Jun 17, 8:14 PM Los Angeles will pay $300,000 to settle a lawsuit against journalist over undercover police photos Jun 17, 6:54 PM ABC News Live 24/7 coverage of breaking news and live events Environment Science & Technology Business & Industry Health & Public Welfare Topics (CFR Indexing Terms) Public Inspection Presidential Documents Document Search Advanced Document Search Public Inspection Search Reader Aids Home Office of the Federal Register Announcements Using FederalRegister.Gov Understanding the Federal Register Recent Site Updates Federal Register & CFR Statistics Videos & Tutorials Developer Resources Government Policy and OFR Procedures Congressional Review My Clipboard My Comments My Subscriptions Sign In / Sign Up Site Feedback Search the Federal Register The Federal Register The daily journal of the united states government. Legal Status This site displays a prototype of a “Web 2.0” version of the daily Federal Register. It is not an official legal edition of the Federal Register, and does not replace the official print version or the official electronic version on GPO’s govinfo.gov. The documents posted on this site are XML renditions of published Federal Register documents. Each document posted on the site includes a link to the corresponding official PDF file on govinfo.gov. This prototype edition of the daily Federal Register on FederalRegister.gov will remain an unofficial informational resource until the Administrative Committee of the Federal Register (ACFR) issues a regulation granting it official legal status. For complete information about, and access to, our official publications and services, go to About the Federal Register on NARA's archives.gov. The OFR/GPO partnership is committed to presenting accurate and reliable regulatory information on FederalRegister.gov with the objective of establishing the XML-based Federal Register as an ACFR-sanctioned publication in the future. While every effort has been made to ensure that the material on FederalRegister.gov is accurately displayed, consistent with the official SGML-based PDF version on govinfo.gov, those relying on it for legal research should verify their results against an official edition of the Federal Register. Until the ACFR grants it official status, the XML rendition of the daily Federal Register on FederalRegister.gov does not provide legal notice to the public or judicial notice to the courts. Safety Zones; Fourth of July Events for the Los Angles Long Beach Captain of the Port Zone. A Rule by the Coast Guard on 06/18/2024 Document Details Information about this document as published in the Federal Register . Enhanced Content Relevant information about this document from Regulations.gov provides additional context. This information is not part of the official Federal Register document. Published Document This document has been published in the Federal Register . Use the PDF linked in the document sidebar for the official electronic format. Enhanced Content - Table of Contents This table of contents is a navigational tool, processed from the headings within the legal text of Federal Register documents. This repetition of headings to form internal navigation links has no substantive legal effect. FOR FURTHER INFORMATION CONTACT: Supplementary information:, i. table of abbreviations, ii. background information and regulatory history, iii. legal authority and need for rule, iv. discussion of the rule, v. regulatory analyses, a. regulatory planning and review, b. impact on small entities, c. collection of information, d. federalism and indian tribal governments, e. unfunded mandates reform act, f. environment, g. protest activities, list of subjects in 33 cfr part 165, part 165—regulated navigation areas and limited access areas, enhanced content - submit public comment. This feature is not available for this document. Enhanced Content - Read Public Comments Enhanced content - sharing. Email this document to a friend Enhanced Content - Document Print View Print this document Enhanced Content - Document Tools These tools are designed to help you understand the official document better and aid in comparing the online edition to the print edition. 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Only official editions of the Federal Register provide legal notice of publication to the public and judicial notice to the courts under 44 U.S.C. 1503 & 1507 . Learn more here . Coast Guard, DHS. Temporary final rule. The Coast Guard is establishing temporary safety zones around five separate 4th of July firework display platforms. The safety zones will encompass the navigable waters within a 1000-foot radius of the pyrotechnic platforms located offshore in the following locations: Bel Air Bay, Pacific Palisades, CA; Newport Beach, CA; Carnival Cruise Terminal dock, Long Beach, CA; Three Arch Bay, South Laguna, CA, and Two Harbors, Catalina Island, CA. The safety zones are needed to protect personnel, vessels, and the marine environment from potential hazards created by the firework show. Entry of vessels or persons into these zones is prohibited unless specifically authorized by the Captain of the Port, Sector Los Angeles—Long Beach. This rule is effective from July 3, 2024, through July 6, 2024, from 08:00 p.m. to 11:00 p.m. during the listed dates and specified locations. To view documents mentioned in this preamble as being available in the docket, go to https://www.regulations.gov , type USCG-2024-0496 in the search box and click “Search.” Next, in the Document Type column, select “Supporting & Related Material.” If you have questions about this rule, call or email LCDR Kevin Kinsella, U.S. Coast Guard Sector Los Angeles—Long Beach; telephone (310) 521-3861, email [email protected] . CFR Code of Federal Regulations DHS Department of Homeland Security FR Federal Register NPRM Notice of proposed rulemaking § Section U.S.C. United States Code The Coast Guard is issuing this temporary rule under authority in 5 U.S.C. 553(b)(B) . This statutory provision authorizes an agency to issue a rule without prior notice and opportunity to comment when the agency for good cause finds that those procedures are “impracticable, unnecessary, or contrary to the public interest.” The Coast Guard finds that good cause exists for not publishing a notice of proposed rulemaking (NPRM) with respect to this rule because it would be impracticable to publish a NPRM within the required time frame to ensure publish safety. Under 5 U.S.C. 553(d)(3) , the Coast Guard finds that good cause exists for making this rule effective less than 30 days after publication in the Federal Register . Delaying the effective date of this rule would be impracticable because immediate action is needed to ensure navigational safety amidst the potential safety hazards associated with the event. The Coast Guard is issuing this rule under authority in 46 U.S.C. 70034 . The Captain of the Port Sector Los Angeles-Long Beach (COTP) has determined that potential hazards associated with the fireworks shows occurring from July 3, 2024 through July 6, 2024 will be a safety concern for anyone within a 1000-foot radius of the pyrotechnics platforms. This rule is needed to protect personnel, vessels, and the marine environment in the navigable waters before, during and after the scheduled firework events within the designated safety zones. This rule establishes a safety zone from 8 p.m. until 11 p.m. on July 3, 2024 through July 6, 2024. The safety zones will cover all navigable waters within 1000 feet of the pyrotechnics platforms located in the follow areas on the indicated dates: Bel Air Bay on July 3, 2024 located in position 34°02′08.3″ N/118°32′44.5″ W; Newport Beach on July 4, 2024, located in position 33°35′28.4″ N/117°53′17.8″ W; Long Beach Carnival Cruise Terminal Dock, located in position 33°45′06.8″ N 118°11′13.7″ W; Three Arch Bay on July 5, 2024 located in position 33°29′08.7″/117°44′21.2″ W; and Two Harbors on July 6, 2024, located in position 33°26′45.4″ N/118°29′37.1″ W. The duration of the zones is intended to protect personnel, vessels, and the marine environment in these navigable waters before, during, and after the scheduled events. No vessel or person will be permitted to enter the safety zone without obtaining permission from the COTP or a designated representative. We developed this rule after considering numerous statutes and Executive orders related to rulemaking. Below we summarize our analyses based on a number of these statutes and Executive orders, and we discuss First Amendment rights of protestors. Executive Orders 12866 and 13563 direct agencies to assess the costs and benefits of available regulatory alternatives and, if regulation is necessary, to select regulatory approaches that maximize net benefits. This rule has not been designated a “significant regulatory action,” under section 3(f) of Executive Order 12866 , as amended by Executive Order 14094 (Modernizing Regulatory Review). Accordingly, this rule has not been reviewed by the Office of Management and Budget (OMB). This regulatory action determination is based on the size, location, duration, and time-of-day of the safety zone. The Coast Guard will be issuing Broadcast Start Printed Page 51441 Notice to Mariners via VHF-FM marine channel 16 about the zones, and the rule would allow vessels to seek permission to enter the zone. The Regulatory Flexibility Act of 1980, 5 U.S.C. 601-612 , as amended, requires Federal agencies to consider the potential impact of regulations on small entities during rulemaking. The term “small entities” comprises small businesses, not-for-profit organizations that are independently owned and operated and are not dominant in their fields, and governmental jurisdictions with populations of less than 50,000. The Coast Guard certifies under 5 U.S.C. 605(b) that this rule will not have a significant economic impact on a substantial number of small entities. While some owners or operators of vessels intending to transit the safety zone may be small entities, for the reasons stated in section V.A above, this rule will not have a significant economic impact on any vessel owner or operator. Under section 213(a) of the Small Business Regulatory Enforcement Fairness Act of 1996 ( Pub. L. 104-121 ), we want to assist small entities in understanding this rule. If the rule would affect your small business, organization, or governmental jurisdiction and you have questions concerning its provisions or options for compliance, please call or email the person listed in the FOR FURTHER INFORMATION CONTACT section. Small businesses may send comments on the actions of Federal employees who enforce, or otherwise determine compliance with, Federal regulations to the Small Business and Agriculture Regulatory Enforcement Ombudsman and the Regional Small Business Regulatory Fairness Boards. The Ombudsman evaluates these actions annually and rates each agency's responsiveness to small business. If you wish to comment on actions by employees of the Coast Guard, call 1-888-REG-FAIR (1-888-734-3247). The Coast Guard will not retaliate against small entities that question or complain about this rule or any policy or action of the Coast Guard. This rule will not call for a new collection of information under the Paperwork Reduction Act of 1995 ( 44 U.S.C. 3501-3520 ). A rule has implications for federalism under Executive Order 13132 , Federalism, if it has a substantial direct effect on the States, on the relationship between the National Government and the States, or on the distribution of power and responsibilities among the various levels of government. We have analyzed this rule under that Order and have determined that it is consistent with the fundamental federalism principles and preemption requirements described in Executive Order 13132 . Also, this rule does not have tribal implications under Executive Order 13175 , Consultation and Coordination with Indian Tribal Governments, because it does not have a substantial direct effect on one or more Indian tribes, on the relationship between the Federal Government and Indian tribes, or on the distribution of power and responsibilities between the Federal Government and Indian tribes. The Unfunded Mandates Reform Act of 1995 ( 2 U.S.C. 1531-1538 ) requires Federal agencies to assess the effects of their discretionary regulatory actions. In particular, the Act addresses actions that may result in the expenditure by a State, local, or tribal government, in the aggregate, or by the private sector of $100,000,000 (adjusted for inflation) or more in any one year. Though this rule will not result in such an expenditure, we do discuss the effects of this rule elsewhere in this preamble. We have analyzed this rule under Department of Homeland Security Directive 023-01, Rev. 1, associated implementing instructions, and Environmental Planning COMDTINST 5090.1 (series), which guide the Coast Guard in complying with the National Environmental Policy Act of 1969 ( 42 U.S.C. 4321-4370f ), and have determined that this action is one of a category of actions that do not individually or cumulatively have a significant effect on the human environment. This rule involves five safety zone lasting only 3 hours each that will prohibit entry within 1000 feet of the pyrotechnics platform used for the firework events. It is categorically excluded from further review under paragraph L60(a) of Appendix A, Table 1 of DHS Instruction Manual 023-01-001-01, Rev. 1. For instructions on locating the docket, see the ADDRESSES section of this preamble. The Coast Guard respects the First Amendment rights of protesters. Protesters are asked to call or email the person listed in the FOR FURTHER INFORMATION CONTACT section to coordinate protest activities so that your message can be received without jeopardizing the safety or security of people, places, or vessels. Marine safety Navigation (water) Reporting and recordkeeping requirements Security measures For the reasons discussed in the preamble, the Coast Guard amends 33 CFR part 165 as follows: 1. The authority citation for part 165 continues to read as follows: Authority: 46 U.S.C. 70034 , 70051 , 70124 ; 33 CFR 1.05-1 , 6.04-1 , 6.04-6 , and 160.5 ; Department of Homeland Security Delegation No. 00170.1, Revision No. 01.3. 2. Add § 165.T11-0496 to read as follows: (a) Location. The following areas are a safety zone: All waters from surface to bottom, within a 1000-foot radius of the designated firework display platforms located in the following locations. Bel Air Bay on July 3, 2024 located in approximate position 34°02′08.3″ N/118°32′44.5″ W; Newport Beach on July 4, 2024, located in approximate position 33°35′28.4″ N/117°53′17.8″ W; Long Beach Carnival Cruise Terminal Dock on July 4, 2024, in approximate position 33°45′06.8″ N 118°11′13.7″ W; Three Arch Bay on July 5, 2024 located in approximate position 33°29′08.7″ /117°44′21.2″ W; and Two Harbors on July 6, 2024, located in approximate position 33°26′45.4″ N/118°29′37.1″ W. These coordinates are based on the North American Datum of 1983. (b) Definitions. As used in this section, designated representative means a Coast Guard Patrol Commander, including a Coast Guard coxswain, petty officer, or other officer operating a Coast Guard vessel and a Federal, State, and local officer designated by or assisting the Captain of the Port Sector Los Angeles-Long Beach (COTP) in the enforcement of the safety zone. (c) Regulations. (1) Under the general safety zone regulations in subpart C of this part, you may not enter the safety zone described in paragraph (a) of this section unless authorized by the COTP or the COTP's designated representative. (2) To seek permission to enter, contact the PATCOM, the COTP's Start Printed Page 51442 representative, by VHF-FM Channel 13 (156.65 MHz) or 16 (156.8 MHz). Those in the safety zone must comply with all lawful orders or directions given to them by the COTP or the COTP's designated representative. (d) Enforcement period. This section will be enforced during the following dates and times: July 3, 2024, Pacific Palisades in Bel Air Bay, CA from 8:00 p.m. to 11:00 p.m.; July 4, 2024, Newport Beach, CA from 8:00 p.m. to 11:00 p.m.; July 4, 2024, Long Beach Carnival Cruise Terminal from 8:00 p.m. to 11:00 p.m.; July 5, 2024, South Laguna in Three Arch Bay, CA from 8:00 p.m. to 11:00 p.m.; And July 6, 2024, Catalina Island in Two Harbors, CA from 8:00 p.m. to 11:00 p.m. Dated: June 12, 2024. S.L. Crecy, Captain, U.S. Coast Guard, Captain of the Port Los Angeles—Long Beach. [ FR Doc. 2024-13341 Filed 6-17-24; 8:45 am] BILLING CODE 9110-04-P Executive Orders Reader Aids Information. About This Site Accessibility No Fear Act Continuity Information 331 IMAGES 3-TO-1 The Three Branches of Government Classroom & Homework Assignments assignments.rtf Reminders on the Timeliness for the Issuance of Temporary Government FREE 10+ Assignment Agreement Forms in MS Word AP Government Reading Assignments Government Program Termination in the USA COMMENTS Intergovernment Personnel Act The Intergovernmental Personnel Act section provides information to Federal agencies for the temporary assignment of personnel between the Federal Government and state and local governments, colleges and universities, Indian tribal governments, federally funded research and development centers, and other eligible organizations. 370.300.8 A temporary reassignment is an assignment to another classified position, at the same grade and step or, if applicable, rate above the maximum step of the grade currently held, for a specified period. At the end of the temporary reassignment, the employee returns to the position from which temporarily reassigned or to a position of comparable ... Details & Transfers Federal agencies are required by regulation to set pay for returning employees according to the system the agency has in place. In the case of a transfer employee's reemployment from an international organization, payment of salary begins upon reemployment and only the basic pay is set according to 5 U.S.C. §3582 and §3583. 300-3: Intergovernmental Personnel Act Assignments The Intergovernmental Personnel Act (IPA) allows for the temporary assignment via a detail or temporary appointment of personnel between the federal government and state and local governments, colleges and universities, Indian tribal governments, federally funded research and development centers, and other eligible organizations defined in 5 U ... PDF PERSONNEL MOBILITY PROGRAM provides for the temporary assignment of personnel between federal agencies, state, local, and Indian tribal governments, institutions of higher education, and other eligible organizations.2 Assignments are intended to benefit both the federal agency and the other eligible organization. 5 CFR Part 334 Electronic Code of Federal Regulations (e-CFR) Title 5—Administrative Personnel; CHAPTER I—OFFICE OF PERSONNEL MANAGEMENT; SUBCHAPTER B—CIVIL SERVICE REGULATIONS; PART 334—TEMPORARY ASSIGNMENTS UNDER THE INTERGOVERNMENTAL PERSONNEL ACT (IPA) An Introduction to Intergovernmental Personnel Act Assignments An Intergovernmental Personnel Act (IPA) assignment is a temporary transfer of skilled personnel between the Federal Government and State or local governments, institutions of higher education, Native American tribal governments, and eligible non-Federal "other organizations," including Federally Funded Research and Development Centers. Rotational Opportunities Training and Development The Intergovernmental Personnel Act Mobility Program provides for the temporary assignment of personnel between the Federal Government and state and local governments, colleges and universities, Indian tribal governments, federally funded research and development centers, and other eligible organizations. This may apply to the optional short ... PDF PERSONNEL BULLETIN NO: 21-05 SUBJECT: Intergovernmental Personnel Act temporary assignment of personnel, without loss of employee rights and benefits, between the Federal Government and State or local governments, institutions of higher education, Indian tribal governments, and other eligible organizations. 5 CFR 334 establishes the regulatory requirements to effectively manage IPA assignments. Personnel Mobility Program: Improved Guidance Could Help Federal The personnel mobility program can address skills gaps by providing temporary assignments for purposes that benefit both federal agencies and certain non-federal organizations. ... the distribution of benefits to both the federal government and the participant's home organization, and salary limits. The selected agencies also vetted mobility ... Looking at details for professional growth A detail is a temporary assignment from one position within the federal government to another, with the expectation that you will return to your official position upon completion. A detail can be a great way to develop and grow your skills while expanding your professional network. It can also be a way to learn more about a different area of ... Federal Register :: Temporary Assignments Under the Intergovernmental The purpose of this part is to implement title IV of the Intergovernmental Personnel Act (IPA) of 1970 and title VI of the Civil Service Reform Act. These statutes authorize the temporary assignment of employees Start Printed Page 54566 between the Federal Government and State, local, and Indian tribal governments, institutions of higher ... Internal hiring and internal TTS details Internal hiring is done for two types of hiring processes: reassignment (transferring from one part of TTS or GSA to another part of TTS) and details. A reassignment is a lateral transfer to a new TTS office at the same GS level. A detail is a temporary assignment to a different position or a different organization/business unit. PDF Intergovernmental Personnel Act Toolkit "The temporary assignment of personnel between the Federal Government and state and local governments, colleges and universities, Indian tribal governments, federally funded research and development centers, and other eligible organizations." The purpose of this toolkit is to provide internal guidance on how OES has utilized the IPA Temporary Employee Practices: How Long Does Temporary Last In addition, OPM regulations provide an exception to the 2-year maximum continuous employment time limits for work that is expected to last less than six months each year. This exception allows for multiple renewals of the temporary appointment authority, as long as the appointment is expected to last less than six months each year. Temporary and Term Employment and Appointments Number: 9316.1A HRM. Status: Active. Signature Date: 02/05/2024. Expiration Date: 02/28/2027. Full Directive PDF. 1. Purpose. This Order establishes the General Services Administration (GSA) policy governing the use of temporary and term appointments to meet employment needs of the agency that are not of a permanent nature. 2. Intergovernmental Personnel Act (IPA) Ethics FAQs The Intergovernmental Personnel Act (IPA) Mobility Program provides for the temporary assignment of personnel between the federal government and state and local governments, colleges and universities, Indian Tribal governments, federally funded research and development centers, and other eligible organizations. These FAQs provide ethics guidance for ACF IPAs with a detail assignment longer ... 6.334.1 Temporary Assignments under the Intergovernmental Personnel Act The IPA provides for the temporary assignment of personnel between the Federal government and state and local governments for work of mutual concern and benefit. Delegation Order No. 122 outlines the approving officials ( IRM 1.2.45, Delegation of Authority for Human Resource Management Actions). Explore the Unknown by Going on a Detail Assignment Federal employees have access to a great but underutilized tool for career growth: temporary detail assignments. A detail assignment has different names and slightly different rules in each federal agency, but the concept is ultimately the same: time away from their current position to pursue temporary work elsewhere. New OPM proposal would ensure feds detailed to temporary promotions are Federal HR leaders said in a filing last week that a rule capping increased pay for federal workers noncompetitively selected to perform duties of a higher-graded position at 120 days penalizes ... 5 CFR § 317.903 (a) Definition. In this section, detail means the temporary assignment of an SES member to another position (within or outside of the SES) or the temporary assignment of a non-SES member to an SES position, with the expectation that the employee will return to the official position of record upon expiration of the detail.For purposes of pay and benefits, the employee continues to encumber the ... Secondments and assignments An assignment is a temporary move of an employee within his/her department or agency to temporarily perform the functions of a position that already exists or to take on a special project. The assignee continues to be the incumbent of his/her substantive position in his/her home organization while performing the assigned duties in the host ... Examiner (Information Technology), CG-0570-13/14 Temporary Assignment Corporate Manager (CM) Applicants: CMs selected for a CG-level temporary assignment will be required to sign a Memorandum of Understanding documenting acceptance of a 10% temporary reduction to their base salary or pay-setting at the salary range maximum for the CG-level position, whichever one is lower, for the duration of the temporary ... USAJOBS TIME AFTER COMPETITIVE APPOINTMENT: By the closing date (or if this is an open continuous announcement, by the cut-off date) specified in this job announcement, current civilian employees must have completed at least 90 days of federal civilian service since their latest non-temporary appointment from a competitive referral certificate, known ... Summary of Reassignment Section 5 C.F.R. 210.102 (b) (12) of the regulations defines reassignment as: ". . . a change of an employee, while serving continuously within the same agency, from one position to another without promotion or demotion." 3. The Agency's Right to Reassign. Fact Sheet: Presidential Proclamation to Suspend and Limit Entry and Together, the Proclamation and rule make critical changes to how the Departments operate during times when encounters are at historically high levels—levels that, in the absence of these changes, undermine the government's ability to process individuals through the expedited removal process. Federal Register :: Agency Information Collection Activities The public may also search patent and trademark assignment information online through the USPTO website. Start Printed Page 51314. This information collection covers the recordation of patent and trademark assignments. In order to record an assignment, the respondent must submit an assignment document along with the appropriate cover sheet. International travel documents for children Children traveling to the U.S. All children, including infants, must have their own travel documents such as a passport or document from a Trusted Traveler Program to enter the U.S. If you travel or are going to travel with a child, consider taking the following documents: If the child is traveling with only one of their custodial parents, they ... Judge rules that federal agency can't enforce abortion rule in A federal judge on Monday, June 17, 2024, granted the U.S. Conference of Catholic Bishops, as well as employers in two Southern states, temporary relief from complying with a federal rule that ... Federal Register :: Safety Zones; Fourth of July Events for the Los If you are using public inspection listings for legal research, you should verify the contents of the documents against a final, official edition of the Federal Register. Only official editions of the Federal Register provide legal notice of publication to the public and judicial notice to the courts under 44 U.S.C. 1503 & 1507. essay homework paper phd project resume review study thesis