From USAJOBS Help
CTAP is designed to improve your chances of finding a new job in your agency through selection priority. Each agency has a specific Career Transition Assistance Plan containing more detailed information about the agency's transition policies. Your human resources office should be able to explain the specifics for your agency. To get selection priority for vacancies in an agency, an employee must:
- Be "surplus" or "displaced" (see below for more information on surplus and displaced employees);
- Have a current performance rating of at least "fully successful" (Level III) or equivalent;
- Occupy a position in the same local commuting area of the vacancy;
- Apply for a specific vacancy at or below your current grade level with no greater promotion potential than your current position;
- Meet the application deadline in the announcement; and
- Be found "well qualified" for the job.
Note for Department of Defense (DoD) Employees: CTAP special selection priority does not apply to DoD employees. DoD uses the Priority Placement Program (PPP) to help place its surplus employees. You can get more information on PPP from the DoD Civilian Assistance in Re-Employment (CARE) Office at (703) 696-1799 or from their web site at http://www.cpms.osd.mil/care/care.htm. DoD also provides career transition services to its employees to the extent possible. In addition to PPP, displaced DoD employees can register for their local Reemployment Priority List (RPL), and request selection priority for jobs in non-DoD agencies using the ICTAP.
What is a "surplus" employee?
You are "surplus" if you:
- Are in the competitive service (see below for exception);
- Are in tenure group I (career) or tenure group II (career conditional); and
- Have an official notice from your agency saying that your position is no longer needed. This notice could be:
- a "Certificate of Expected Separation" (CES);
- an agency certification that you are in a surplus organization or occupation;
- a notice that your position is being abolished; or
- a letter saying you are eligible for discontinued service retirement.
Agencies can extend the definition of a "surplus" employee to include employees in the excepted service if they are on Schedule A or B appointments without time limit and have received an appropriate notice (see above). Selection priority for these employees is limited to other permanent Schedule A or B positions in the same agency and local commuting area.
What is a "displaced" employee?
You are "displaced" if you:
- Are in the competitive service (see below for exception);
- Are in tenure group I (career) or tenure group II (career conditional); and
- Have an official notice from your agency saying you will be separated by reduction in force. This notice could be:
- a specific reduction in force separation notice; or
- a notice of proposed removal because you declined a directed reassignment or transfer of function out of the local commuting area.
Agencies can extend the definition of a "displaced" employee to include employees in the excepted service if they are on Schedule A or B appointments without time limit and have received an appropriate notice (see above). Selection priority for these employees is limited to other permanent Schedule A or B positions in the same agency and local commuting area.
