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Under Rule 6. OPM has agreements with:. Covers employees in salary policy positions trades and labor positions are not covered. Covers employees who occupy medical or medical-related positions and were appointed under 38 U.
Also see the paragraph on the portability of benefits for nonappropriated fund employees. An agency may noncompetitively appoint an employee covered by an interchange agreement to a career or career-conditional appointment subject to the conditions listed below. Each interchange agreement specifies these conditions. The conditions do not appear in the Code of Federal Regulations. Individuals who do not meet the requirements for appointment under the interchange agreement may apply for a position under competitive examining or other appointment procedures, provided the individual satisfies all applicable eligibility requirements.
Be currently serving under an appointment without time limit in the other merit system or have been involuntarily separated from such appointment without personal cause within the preceding year; AND.
Be currently serving in or have been involuntarily separated from a position covered by an interchange agreement some agreements do not cover all positions of the other merit system ; AND. Have served continuously for at least 1 year in the other merit system prior to appointment under the interchange agreement. A person who previously met this requirement, separated, and later returned to an appointment without time limit, is considered as having met this requirement, regardless of length of service under the current appointment.
See paragraph on type of appointment received when appointed to a competitive service position. Eligible employees under appointment without time limit in the Department of Defense Nonappropriated Fund Instrumentalities NAFI system may include flexible employees, who work the equivalent of a part-time, intermittent, or on-call schedule. To determine their creditable service, apply the rules in 5 CFR A person must be appointed to the competitive service without a break in service of 1 workday, except that a person may be appointed within 1 year after being involuntarily separated from the other merit system.
The qualification standards including internal placement provisions, subject to 5 CFR Part and requirements, appointing documents, and determinations for these appointees are the same as for transfer of employees within the competitive service. Eligible persons may be considered for appointment to positions in the same manner that other individuals are considered for noncompetitive appointment.
The appointments are not subject to the merit promotion provisions of 5 CFR Part unless required by agency policy. Persons appointed to competitive positions under the interchange agreements will receive career or career-conditional appointments, depending on whether they meet the 3-year service requirement for career tenure or are exempt from it under 5 CFR Service that begins with a person's current permanent appointment in the other merit system counts toward the 3-year service requirement for career tenure.
Interchange agreements do not authorize temporary or term appointments. Persons appointed under these agreements are not subject to probation under 5 CFR Part , Subpart H , but acquire civil service status on appointment. Appointees are subject to the supervisory or managerial probationary period in 5 CFR Part , Subpart I , but appropriate service in the other merit system may be considered in determining the applicability of the probationary period and creditable service toward completion of probation.
Interchange agreements provide for two-way movement. This means that career and career-conditional employees are eligible for employment in the other merit systems with which the U. Office of Personnel Management has agreements under conditions similar to those described in the preceding section. A career or career-conditional employee who is not eligible for appointment under an interchange agreement may be eligible for appointment consideration under other appointment procedures of the other merit system.
Also, Public Law February 10, amended the Portability Act to allow certain retirement benefits with a break in service of not more than 1 year. To be covered by these provisions, an appointment may be based on the interchange agreement or any other valid appointing authority.
The following lists some of the more common actions and where instructions can be found on giving credit for NAFI benefits and service. These provisions apply to any agency subject to a particular law. For example, an agency subject to the reduction in force provisions of chapter 35 of title 5, United States Code, would apply the instructions below relating to service credit for reduction in force purposes.
Setting basic pay. See 5 CFR A NAFI employee moving to civil service employment under any other circumstance and with a break of at least 90 days since his or her last period of Federal or certain District of Columbia employment may be considered for a superior qualifications appointment.
Creditable service for a within grade increase. Creditable service for time-in-grade purposes. Eligibility for grade and pay retention. Eligibility for severance pay.
Credit for leave accrued in NAFI leave system. See 5 U. Service credit for leave purposes. See the U. Service credit for reduction in force purposes. Retirement coverage. Public Law February 10, amended the Portability Act to allow certain retirement benefits with a break in service of not more than 1 year. Thrift Savings Plan Coverage.
Agencies may noncompetitively appoint to career or career-conditional appointments current and former Foreign Service employees who meet the criteria under appointment conditions below. To be eligible for a career or career-conditional appointment, a current or former Foreign Service employee must:. Nontemporary Foreign Service appointment means i an appointment without condition or limitation or, ii a limited appointment that made the employee eligible for an unlimited, career-type appointment without a break in service of a workday between the two appointments.
Substantially continuous service means creditable service without a single break of more than 30 calendar days; except for breaks or other employment specifically defined in 5 CFR A career appointment is given to a person who has completed 3 years of substantially continuous service immediately before separation from an unlimited, career-type Foreign Service appointment or who meets a requirement of 5 CFR Others appointed under this authority receive a career-conditional appointment.
Service that begins with a nontemporary Foreign Service appointment counts toward the 3-year service requirement for career tenure only if the person is appointed under this authority within 30 days after separation from the career-type appointment in the Foreign Service. Appointees are not subject to a probationary period but acquire civil service status on appointment.
This subpart contains noncompetitive appointing authorities covering a variety of situations and individuals, such as Peace Corps volunteers, former overseas employees, and incumbents of positions brought into the competitive service. This subpart contains authorities to noncompetitively convert certain current employees from nonpermanent to permanent employment, such as employees formerly appointed via competitive examining and appointments leading to noncompetitive conversion.
Authority: 5 CFR Part This subpart covers appointments to competitive service positions above the GS level that are subject to SL and ST salary rates.
What follows is a partial list of appointing authorities authorized by statutes outside of title 5 U. For a description of these authorities, agencies should consult the cited statutes. Using these authorities, an agency may appoint an eligible individual to any position for which the person meets the qualification standard and other requirements governing appointment to the competitive service, except the individual is not required to compete in a competitive examination.
Nor is the individual required to compete with career and career-conditional employees under internal merit staffing procedures unless an agency's policies require the individual to do so. The agency must verify applicant eligibility. The Presidential Memorandum - Improving the Federal Recruitment and Hiring Process issued on May 11, , requires agencies to use the category rating approach as authorized by section of title 5, United States Code to assess and select job applicants for positions filled through competitive examining.
Agencies would evaluate candidates and place them into two or more pre-determined quality categories. For additional guidance on using category rating, please refer to Chapter 5 of the Delegated Examining Operations Handbook. Agencies make selections from within the highest quality category regardless of the number of candidates i. The hiring agency maintains the discretion to determine whether an employee is ready for placement in the permanent career workforce.
The agency is not required to convert an individual on the 5 CFR Your error has been logged and the appropriate people notified. You may close this message and try your command again, perhaps after refreshing the page.
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