Your agency personnel specialist should be available to help you determine which positions you are qualified for and how to complete the RPL application. You can only be considered for positions that are at or below the grade level of the position from which you are being or may be separated, and with no higher promotion potential.
You may list any position for which you are interested, but you will not receive priority for selection unless you are qualified for the job. Before you register for lower-graded jobs, you might want to check with your agency on their pay-setting policies. Agencies must give RPL registrants priority consideration when filling competitive service vacancies from outside the agency, regardless of whether the agency plans to make a temporary, term, or permanent appointment.
This means that if you indicate interest on your RPL application for a nonpermanent job, the agency must consider you for nonpermanent positions.
Under ICTAP, displaced employees have the opportunity to apply for positions in the local commuting area and exercise special selection priority for these positions. This means that an employee who has a RIF notice of separation, for example, can apply for a competitive service vacancy announced by another agency in the local commuting area, and if found well-qualified, must be selected for the position over an applicant from outside the agency.
This program continues to provide agency placement assistance to Defense workers affected by downsizing. You are not eligible for selection priority for vacancies in other agencies if you are an employee who is:.
If you retired or resigned with a buyout, you are not entitled to placement assistance because employees volunteer to leave the federal service with an incentive payment. Placement assistance is for employees who are involuntarily separated.
You are eligible for special selection priority in other agencies upon the date whichever is earliest :. Your eligibility for special selection priority for vacancies in other agencies through ICTAP expires on the earliest of:. The posting will contain all qualification requirements, selective factors, and knowledge, skills, and abilities that candidates must possess to be considered well-qualified. If you are an ICTAP eligible candidate, you may exercise your special selection priority by applying directly for a vacancy that is in the local commuting area from which you are being or may be separated and attaching proof of eligibility for example, your RIF separation notice or notice of proposed separation for declining a directed reassignment or transfer of function to another commuting area.
If you have already been separated, a copy of your SF, Notification of Personnel Action, documenting your separation from federal service, can serve as adequate documentation. The agency will review your application material against the qualification requirements, selective factors, and knowledge, skills, and abilities required for the position and determine if you are well-qualified for that particular job.
When filling a position, the agency must first select its own employees who are eligible for special selection priority under its Career Transition Assistance Plan CTAP. At any time during the recruitment process, the agency may choose not to fill the vacancy, or to select any of its own employees, after giving selection priority to its own employees under CTAP. In addition, if there is more than one well-qualified ICTAP candidate, then the agency may choose among them.
As an eligible candidate, you may apply for and exercise selection priority for vacancies that are in the local commuting area in any executive branch agency at or below the grade level with no higher promotion potential than the position from which you were or are being separated and those which the agency plans to fill from outside its own workforce. Agencies must select a well-qualified ICTAP eligible candidate before selecting any other candidate from outside the agency when effecting the following actions: competitive appointments for example from competitive examining and delegated examining ; noncompetitive appointments; movement between agencies for example, transfers ; reinstatements except for former agency displaced employees ; and time-limited appointments of days or more to the competitive service.
Career transition services are available to surplus or displaced employees. Employee use of these services can continue up to separation, but an agency may provide policies for use of the services after separation. Some examples of career transition services include: skills assessment, resume and cover letter preparation, networking and interviewing techniques, counseling, job search assistance, and more specific retraining if necessary.
Actual programs vary by agency. The Defense Department has various authorities to help affected employees including also see Base Closings for special policies for employees affected by base closings or realignments :.
Priority Placement Program—The Priority Placement Program PPP is an automated program that enables eligible displaced employees to receive mandatory placement rights for DoD jobs within their selected geographic area of availability. Assuming you meet the basic eligibility requirements, you may register when you receive a specific written notice of separation or demotion.
The commander or activity head may also obtain approval for up to one additional year of early registration, which is normally granted only for closing installations.
To be eligible for placement in a specific vacancy, you must be well qualified for that position. There are three priority levels within the PPP, and each priority reflects the severity of the specific displacement action. The highest priority Priority 1 is for employees being separated by RIF without a job offer. Other employees are registered with lower priorities.
Your priority will also determine the order in which offers are made if more than one PPP registrant is referred. If you decline relocation outside your commuting area, you can only register for areas that are closer than the area you declined. If you elect to take advantage of this option, your installation is required to carry you in an annual leave status beyond the scheduled separation date. The USAJobs site, www.
In addition, there are touch-screen kiosks in some federal office buildings listing current worldwide job vacancies and providing other services. Separately, cross-government sites for cybersecurity jobs and for intelligence community jobs are at www. Also, many individual agencies post vacancies on their own sites, especially for excepted service positions, and some accept applications through their sites.
Placement assistance programs require that the employee seeking help be pro-active; the system does not operate automatically. For example, the programs usually require an up-to-date and accurate employment application or resume. When preparing the application or resume, you should completely describe your knowledge, skills, and abilities, and make several copies so you can quickly register for placement programs or apply for available vacancies.
In addition to listing your current and past work assignments, include all information that describes your qualifications licenses or certifications, education, specialized training, etc. You may be asked to sign a release authorizing your supporting human resources office to provide your application or resume to your state employment security agency and potential public and private sector employers. Prior to registering in placement assistance programs, carefully consider the lowest grade level you are willing to accept.
If you are available for placement at lower grades, opportunities for continuing your federal career will be proportionately greater. Note: If you enter a position at a lower grade without a break in service and are otherwise eligible under the applicable regulations, you may be eligible for retained grade or retained pay rules.
When registering for placement consideration outside your commuting area, you should gather as much information as possible on climate, cost-of-living including state and local taxes , housing costs, schools, and other living conditions. You should consult with family members before indicating availability for other geographical areas, since relocation will require an adjustment on their part as well. Before accepting a job offer in another geographic area, you should always determine whether relocation expenses will be paid, and by whom.
If you indicate availability for positions outside of your current commuting area, you should be ready to relocate on short notice. It is important to keep your human resources office advised concerning your whereabouts so you can be reached quickly when job opportunities are available. Exclusions This Instruction is not applicable to Schedule C political excepted service employees, or employees on time limited appointments.
When the provisions of this Instruction differ from the requirements contained in applicable collective bargaining agreement s , the agreement takes precedence for bargaining unit employees. A current career or career-conditional Tenure Group I or II competitive service HHS employee, at GS or below or equivalent , who has received either a reduction in force RIF separation notice and has not declined an offer under RIF for a position with the same type of work schedule and representative rate at least as high as the position from which the employee will be separated, or a notice of proposed removal for declining a directed geographic relocation outside the local commuting area e.
A current or former career or career-conditional Tenure Group I or II competitive service employee, at GS or below or equivalent , who has received either a RIF separation notice and did not decline an offer under RIF procedures for a position with the same type of work schedule and representative rate at least as high as the position from which the employee will be separated, or a notice of proposed removal for declining a directed geographic relocation outside the local commuting area e.
Well Qualified. Provide resources to assist employees eligible for career transition services, in accordance with this Instruction and in consultation with their servicing OHRO.
Ensure employees are advised of organizational actions that will adversely impact them as early as possible, and support authorizing excused absence, to the extent practicable, so employee s can use available resources to find continuing employment. Provide career transition services to eligible employees in accordance with this Instruction, including providing reasonable accommodation to employees with disabilities, as appropriate.
The request for a decision may be submitted by the gaining or losing OHRO, but the request must contain a written assessment of the issues, any relevant documentation, and a recommendation. For removal actions for declining a directed geographic relocation, OHRO should consult their servicing labor and employee relations specialist and provide written selection priority information at the earliest opportunity prior to removal, so the employee s can use available career transition services to find continuing employment.
See Sections and of this Instruction ; Information on ICTAP, including information on eligibility for selection priority for competitive service positions at other federal agencies, eligibility period, and how to find and apply to vacancies See Section of this Instruction ; Available excused absence for career transition-related activities; Availability of equipment, facilities, materials, and resources, including for those with disabilities, in field offices, remote locations, etc.
Access to facilities and career transition assistance for former employees, for at least 90 days after the date of separation. CTAP Candidate. An HHS employee is given selection priority when they: Meet the definition of 'surplus' or 'displaced' employee, as defined in Section ; Have a current performance rating of record of at least fully successful or equivalent; Apply for a vacancy at or below the employee's current grade level, and without greater promotion potential than the position from which the employee occupies or may be separated; Occupy a position in the same commuting area; Submit an application for a specific vacancy within the job opportunity announcement JOA open period, and provide proof of eligibility i.
OHROs may provide CTAP selection priority to eligible employees from another commuting area, after fulfilling its requirement to provide CTAP selection priority to candidates in the local commuting area. Applicant Notification and Second-Level Review : All CTAP candidates who apply for a specific vacancy must be sent a written notice of the final status of their application, including whether the candidate was determined to be ' Well Qualified ;' whether another CTAP candidate was hired; whether the vacancy was filled under one of the exceptions listed in Appendix A ; or whether the recruitment was cancelled.
Additionally, if the candidate was determined to not be well qualified, the OHRO must conduct a second- level review by another HR Specialist; document the job-related reasons for the determination; and notify such CTAP candidates with the results of the independent, second-level review. CTAP obligations must be cleared at initial announcement.
See Section , Advertising Vacant Positions. A federal employee is given selection priority when they: Meet the definition of 'displaced' employee, , as defined in Section ; Have a current performance rating of record of at least fully successful or equivalent; Apply for a vacancy at or below the employee's current grade level, and without greater promotion potential than the position from which the employee occupied or may be separated; Occupy a position in the same commuting area; Submit an application for a specific vacancy within the JOA open period, and provide proof of eligibility i.
Future selection priority for positions previously obtained via ICTAP is not given if the federal employee was terminated or removed from that position for performance or conduct based actions under 5 CFR Parts and On the date the ICTAP candidate: Receives a notice rescinding, canceling, or modifying the notice which gave the employee ICTAP eligibility so the employee no longer meets the displaced definition ; Separates for any reason before the RIF or removal effective date; Is appointed to a career, career conditional, or excepted service appointment without time limitation in any executive agency at any grade or pay level; Declines an offer of a permanent appointment at any grade or pay level; or Fails to reply within seven 7 business days to an offer or official availability inquiry for a permanent appointment at any grade or pay level.
OPM may extend the above eligibility periods due to administrative or procedural errors. Applicant Notification and Second-Level Review : All ICTAP candidates who apply for a specific vacancy must be sent a written notice of the final status of their application, including whether the candidate was determined to be ' Well Qualified ;' whether another ICTAP candidate was hired; whether the vacancy was filled under one of the exceptions listed in Appendix B ; or whether the recruitment was cancelled.
Additionally, if the candidate was determined to not be well qualified, the OHRO must conduct a second- level review by another HR Specialist and document the job-related reasons for the determination; and notify such ICTAP candidates with the results of the independent, second-level review.
ICTAP obligations must be cleared at initial announcement. OR For RPL eligibility under 5 CFR Part , concerning restoration to duty from compensable injury: A former HHS competitive service employee fully recovered from a compensable injury described under 5 CFR Part more than 1 year after compensation began; Serving in or separated from an appointment in the competitive service in Tenure Group I or II; Either accepted a position at a lower grade or pay level in lieu of separation or was separated because of a compensable injury or disability; and Received notification from the Department of Labor that injury compensation benefits have ended or will end.
Employees may register for positions in another commuting area, upon request, if there is an existing RPL for requested area. Requests to register for positions HHS-wide are not permitted. Registration Form. OHROs may develop a form for employees to use, request employees to include the position information on their resumes, or require the information be submitted in some other format. These instructions must be provided to employees during the orientation session described in Section of this Instruction, or when the OHRO issues a RIF separation notice or Certification of Expected Separation under RIF; the employee accepts a lower grade or pay level; or is separated from the agency because of a compensable work-related injury.
Application Guidance. OHROs must be available to provide RPL eligibles guidance on how to register and help identify the positions for which they are eligible and qualified. Registration continues if the registrant retires on or after the RIF separation effective date. This reason for removal does not apply to registrants eligible due to a compensable injury; Requests their servicing OHRO to remove their name from the RPL; Is placed in a position without time limit at any grade or pay level within HHS; or Is placed in a position via a career, career-conditional, or excepted appointment without time limit at any grade or pay level in any federal agency.
Registrants are removed from the RPL at lower registered grades or pay levels than the last grade or pay level held, if the offered position is below the last grade or pay level held and the registrant: Declines or fails to reply to an offer of a career, career-conditional, or excepted appointment without time limit for a position meeting acceptable conditions identified by registrant; or Declines or fails to reply to a scheduled interview.
See D. These registrants remain on the RPL for positions with a representative rate higher than the offered position up to the grade and pay level last held until their eligibility expires or otherwise terminates. Declination of a time-limited appointment does not affect RPL eligibility. OPM may extend the registration period based on a request from either HHS or the RPL eligible when a RPL eligible does not receive a full 2 years of placement priority due to administrative or procedural error.
Extension requests must describe the error. If the position is available at multiple grade levels, RPL applies at the grade or pay level in which the position is filled. PRL Eligible. Employees must submit information to their servicing OHRO within the registration timeframe specifying the positions and conditions they will accept, including occupation s , series, grades, work schedule full-time, part-time, seasonal, or intermittent , and minimum hours of work per week, as applicable.
PRL eligibles may register for positions in another commuting area, upon request, if there is an existing PRL for requested area. Requests to register for positions HHS- wide are not permitted. These instructions must be provided to employees during the orientation session described in Section of this Instruction, or when the OHRO issues a separation notice or Certification of Expected Separation under RIF; the employee accepts a lower grade or pay level; or is separated from the agency because of a compensable work-related injury.
OHROs must be available to provide PRL eligibles guidance on how to register and help identify the positions for which they are eligible and qualified. When an individual is removed from the PRL because of a failure to reply to a specific permanent job offer or an inquiry of availability for a specific permanent vacancy, evidence is required showing the offer, inquiry, or scheduled interview was made in writing and clearly stated that failure to reply would result in removal from the PRL.
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