Processing Procedures

The following procedures will be followed when filling positions under the Federal Career Intern Program:

Managers and supervisors will submit position descriptions for both the entry and target positions (and bridge position if applicable) to the Servicing Personnel Office (SPO) along with an FPPS recruitment action.
Upon receipt of the above FPPS recruitment action and position descriptions, the SPO will classify the positions. The SPO will work with the manager to develop OARS questions (and drop down boxes) designed to measure applicants' potential and ability to succeed; issue the Federal Career Intern Program vacancy announcement; work with the manager to determine the cut-off scores for referrals, if needed; and handle all steps of the recruitment.
Advertisement/Application Process. Participants in this program will be recruited and selected in accordance with the regulations established in Title 5, Code of Federal Regulations, Part 302, Employment in the Excepted Service and 370 DM 302 excepted as modified below. Veterans preference applies to the selection of Career Interns. Selections are to be made in accordance with merit principles.
1. Receipt of Applications.
  - Applications may be received from attendees at special targeted recruitment events e.g., job fairs, college recruitment activities, and similar events. Potential applicants will be informed of the recruitment event, the jobs under recruitment and the appointment requirements. A written record of the job advertisement process will be maintained for each such event. All applications submitted during the event for positions covered by the event will be accepted.
  - Applications may be accepted in response to a job vacancy announcement advertised through OARS (On line Automated Recruitment System). The Servicing Personnel Office will work with the manager to develop OARS questions designed to measure applicants' potential and ability to succeed; issue the Federal Career Intern Program vacancy announcement; work with the manager to determine the cut-off scores for referrals, if needed; and handle all steps of the recruitment.
  - An Applicant Supply File (ASF) may be established and maintained for positions filled on a regular and recurring basis and for hard-to-fill positions requiring lengthy or continuous recruitment. ASF procedures must be documented in writing and fully communicated to prospective applicants. All applications submitted in accordance with the ASF procedures will be accepted.

Note: Registrants on the Priority Reemployment List and a Reemployment List must be considered in accordance with Personnel Bulletin 02-7 (302), Departmental Policy on Reemployment Lists in the Excepted Service, prior to considering candidates from a Regular Employment List.

The Training Plan will be filed on the left side of the Official Personnel Folder. In addition, the SPO will file Federal Career Intern Program training evaluations for each trainee. All quarterly and annual evaluations will be maintained in this folder.
Upon successful completion of the training program, the supervisor will submit the final evaluation to the SPO along with certification that the trainee has successful completed the training program and is ready to be placed in the target position. The SPO will then process the action to place the trainee into the target position. The following remark is to be included on the SF-50: E37 "Satisfactorily completed training prescribed under training agreement. Meets basic qualifications for other positions in this series.
A USGS employee who held a career or career-conditional appointment in USGS immediately before entering the FCIP is selected for the program, and he/she fails to complete the program for reasons unrelated to misconduct or suitability, the employee will be placed in a position equivalent in grade, tenure and pay to the position held before selection into the Program.

If the employee is selected for the program from another Bureau or agency, USGS may exercise their delegated authority and provide placement for an employee eligible for reinstatement in the competitive service, who successfully completes the program but cannot be placed for reasons unrelated to misconduct or suitability, and does not have a placement entitlement as stated in the above paragraph. Otherwise, an intern who is not converted must be terminated.