Voluntary Employee Referral Program
Human Resource Management Manual, CDC Chapter 335-1,
Transmittal Notice 97-1, 1//22/97
CIO CONTACT: Office of Program Support, Human Resources Management Office, Policy and Executive Management Staff
MATERIAL SUPERSEDED: Chapter 335-1, Voluntary Employee Referral Program, dated 8/31/95
I. PURPOSE
This chapter establishes policy, procedures, and assigns responsibility for the formation and implementation of the CDC(1)Voluntary Employee Referral Program (VERP).
II. INTRODUCTION
VERP is established to help managers and employees respond to the challenges of today's evolving work environment. VERP is an automated system designed to provide noncompetitive referral of candidates who wish to be considered for specific vacancies.
VERP is designed to aid employees in reaching their personal career goals. The program empowers employees to make choices and decisions that can have a real impact on their career. VERP helps employees attain specific positions within organizations and locations that best meet their personal career goals.
VERP automatically provides selecting officials with noncompetitive referral lists of pre-qualified CDC employees who have requested consideration for voluntary reassignment. After priority consideration programs(2) are cleared, VERP candidates may be selected. VERP consideration is provided before competitive staffing processes are used to locate additional candidates.
III. REFERENCES
A. 5 CFR 335.102: Agency authority to promote, demote, or reassign.
B. CDC/ATSDR Merit Promotion Plan: Actions Excepted from competitive promotion procedures.
C. CDC/ATSDR Pilot Staffing Program: Concept of lateral reassignment process.
IV. REQUIREMENTS
A. Eligibility: Any career/career-conditional CDC employee or Commissioned Corps Officer may participate in VERP.
B. Registration Process: Employees may register to participate in the program by submitting the attached registration form and an application to the Human Resources Management Office (HRMO), Recruitment Branch, VERP Coordinator, Mailstop K-05. The application should demonstrate possession of the knowledge, skills, and abilities necessary to perform the duties of the desired position(s).
C. Open Registration: Employees may register for VERP, update their registration, or cancel program participation at any time. Employees should update their application and registration material regularly to reflect their most recent accomplishments.
D. Occupational Coverage: VERP permits employees to be placed in a great number of positions throughout CDC/ATSDR. However, the positions listed in Part II of the attached registration form may occur with less frequency due to the agency's streamlining efforts in support of the National Performance Review goals.
1. Employees may be placed through VERP at any grade level as long as:
a. Placement may be considered a reassignment(3)or change to lower grade,
b. Grade of the position is no greater than their current assignment (or prior permanent assignment), and
c. No additional promotion potential is realized (i.e., no known promotion potential beyond the current or previous permanent assignment). Promotion or reassignment to a position with greater promotion potential must be sought through CDC's Merit Promotion Program.
2. Commissioned Corps Officers may be placed through VERP in positions at grade levels equal to, lower than, or higher than their present military rank - civil service equivalency. Careful consideration should be used in applying for positions with a lower grade equivalency because the billet is at a lower grade.
The military rank - civil service equivalency is as follows:
| Miltary Rank | Civil Service Grade |
| O-2 | GS-07 |
| O-3 | GS-09/11 |
| O-4 | GS-12 |
| O-5 | GS-13 |
| O-6 | GS-14/15 |
| O-7 | SES |
| O-8 | SES |
F. Filling Vacancies Via VERP: VERP referral lists are provided to selecting officials after priority consideration programs have been cleared and prior to the initiation of competitive staffing procedures. VERP candidates may be selected at any time after their names have been referred to the selecting official.
G. Referral Outside The Local Commuting Area: Employees may volunteer for referral throughout CDC. However, employees should be aware that relocation expenses may be a legitimate consideration that might limit their opportunities for selection.
H. Qualifications Requirements: Employees must meet all qualifications requirements for the position(s) for which they wish to be considered.
1. References to CDC also apply to ATSDR.
2. Priority consideration programs include: CDC's Priority Placement Program (PPP), the Interagency Career Transition Assistance Program (ICTAP), the Career Transition Assistance Program (CTAP), and the DHHS Reemployment Priority List (RPL).
3. The determination regarding whether or not movement between a wage grade position and a general schedule position is a reassignment is based on the "representative rate" of the respective positions. Representative rate is determined by the 4th step in the general schedule and the 2nd step in the wage system. Representative rate does not include locality pay. If the representative rate of the new position is less than or equal to the original position, the action is a reassignment; however, if the rate is any greater, the action is considered a promotion and would not be permitted under VERP.