- To make sure important items in your employment history are documented consistently. This ensures your rights and benefits as a Federal employee are protected over time, no matter where in Government you work.
- To collect information on human resources activities Governmentwide. The Office of Personnel Management, Office of Management and Budget, Congress and others use this information to manage the Federal workforce.
No. Your new agency should contact your current agency to let them know when you'll be moving to your new civil service job. Once your current agency has proof you've been hired, the Human Resources Office should process a Termination Appointment In (new agency). This way you should avoid unintentional breaks in service.
No. There isn't any official Discontinued Service Retirement action. These actions are processed as separations. The circumstances of the separation are what make you eligible for Discontinued Service Retirement. For more information on Discontinued Service Retirement, refer to Chapter 44 of the CSRS and FERS Handbook [118KB].
In general, the following kinds of work count toward the 3 years you need to earn 6 hours of annual leave per pay period and the 15 years you need to earn 8 hours.
There are often special conditions that determine whether particular work counts so remember this list only covers the broad categories. Contact your Human Resources Office if you have a question about your service. Chapter 6 of The Guide to Processing Personnel Actions [145KB] has more detailed guidance on creditable service for leave accrual.
Not necessarily. For many employees, they are the same but the laws covering each area are slightly different. You can read about each area on our web site. There is material on leave [145KB], reduction-in-force and retirement. If you have questions about your specific situation, contact your Human Resources Office.
Yes. Section 6303 of title 5 United States Code restricts the amount of leave accrual credit military retirees receive for their active duty service. Retirees get credit only for service during a war or in a campaign or expedition for which a campaign badge has been authorized. Under this law, wars have to have been declared by Congress so the last war was World War II. The only exemptions are for those whose retirement was based on disability caused by armed conflict and those who become eligible for retirement while they're civilian employees.
There are several possible reasons.
Your Official Personnel Folder contains records the Government needs to make accurate employment decisions throughout your Federal career.
Check Chapter 3 of The Guide to Personnel Recordkeeping [588KB] for more detailed information on what goes into the Official Personnel Folder.
Agencies keep documents in a number of employment-related files besides the Official Personnel Folder. There are:
These files are generally retained in the agency that created them. The National Archives and Records Administration publishes records schedules that describe various files and how long agencies are to keep them. Refer to General Records Schedule 1 for information on personnel files. To review the Schedule, go to http://ardor.nara.gov/grs/grs01.html
If you're currently a Federal employee, contact your Human Resources Office.
If you're no longer working for the Government, write to:
National Personnel Records Center
Civilian Personnel Records
111 Winnebago Street
St. Louis, MO 63118-4126
For more information on contacting the National Personnel Records Center, go to http://www.nara.gov/regional/cpr.html .
You. Anyone you designate. Government officials who need to see the records to do their jobs. There are a limited number of special situations where others can see information from your personnel records. These situations are described in routine uses under the Privacy Act System of Records Notice covering the Official Personnel Folder.
For more information on the Privacy Act and the Office of Personnel Management's records systems under the Act, visit Privacy Act Information.
If you disagree with the action that was taken rather than the way it was documented, then it's not a case where the records are wrong. In these cases, you have to file a grievance or appeal within the required time limits. If the records don't document what actually happened, then the records are wrong. If you're still employed, you should contact your Human Resources Office. If you're no longer employed, write to:
Assistant Director for Workforce Information
U.S. Office of Personnel Management
1900 E Street, NW
Washington, DC 20415-6000
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