This has been rescinded and incorporated into DOE Order 331.C admin change 3: regarding the discretionary approvals of Quality Step Increases (QSIs) and Quality Increases (QIs) when an employee received a Within Grade Increase (WGI) during the annual performance cycle.
DOE received a new hiring flexibility under the Consolidated Appropriations Act of 2014 that allows us to appoint up to 120 exceptionally well qualified (EWQ) individuals to scientific, engineering, or other critical technical positions without regard to chapter 33 of title 5, USC.
Policy Guidance Memorandum #36 provides overarching policy guidance and implementing procedures for the Senior Executive Service (SES) competitive recruitment process to ensure consistency, transparency and compliance with law and regulations throughout DOE, while allowing organizations the flexibility to tailor the SES competitive recruitment process to best meet their individual circumstances.
The purpose of this guidance is to establish the Department of Energy’s (DOE’s) Nepotism and Misuse of Position policy and procedures in order provide employees with sufficient information to ensure their understanding and compliance with the regulations.
Policy Guidance Memorandum #34B serves as an amendment to Policy Guidance Memorandum #34A regarding the use of the Direct Hire Authority for Contract Specialist positions.
The purpose of this guidance is to establish the Department of Energy’s (DOE’s) Delegated Examining policy and procedures in order to ensure an effective competitive examining program that supports mission accomplishments and is in accordance with merit system principles and applicable laws and regulations.
Establishes policy and procedures that ensure Schedule A appointments and appointments for disabled veterans are in support of mission accomplishments and are in accordance with merit system principles, applicable laws, and regulations.
As part of the Department’s ongoing effort to ensure the integrity of merit system principles (§5 USC 2301(b)) and to prevent the appearance of, or violation of any of the prohibited personnel practices (§5 USC 2302 (b)), this policy guidance establishes a uniform process for managing cases that result in illegal or erroneous appointments and requires priority placement and/or priority consideration for veterans’ preference eligibles and/or non-veterans’ preference applicants under both Delegated Examining and Merit Promotion selection cases.
This memorandum is to announce the establishment of Job Opportunity Announcement templates throughout the Deparment to improve Hiring Reform Initiatives.
This memorandum is to ensure compliance with DOE 0 331.lC, Employee Performance Management and Recognition Program, Section 4d {1)(d), and provide consistency throughout the Department in providing information to incoming employees on the applicability of the agency's performance management system.
This policy guidance memorandum is an update to Policy Guidance Memorandum #28 to clarify that this guidance does not pertain to positions recruited through Direct Hire Authority, but specifically to non-competitive reassignments and priority consideration into Supervisory positions at an employee's current grade level.
Congress enacted 5 U.S.C. § 2302(c) in response to reports of limited understanding in the federal workforce concerning employees’ right to be free from prohibited personnel practices, especially retaliation for whistleblowing. As a result, on February 2014, the Office of Special Counsel required agencies to complete a certification. As part of this process, we’re issuing this policy memorandum addressing federal managers’ obligations and responsibilities under Section 2302(c).
The following information is provided to assist in determinations of official worksites for remote workers. This guidance applies to Federal employees and employees hired under the Intergovernmental Personnel Act (IPA).
Policy Statement reiterating that the Human Resources Directors (HRDs) are accountable to the Chief Human Capital Officer (CHCO) on matters pertaining to Functional Accountability.
As a result of recent Human Capital Management Accountability Program audit findings, we have discovered that some Servicing Human Resources Offices (SHROs) are obtaining credit reports on applicants that have been certified for referral on selection certificates, and/or using this information to eliminate candidates from being certified for consideration, or preventing candidates from receiving a bona fide job offer based on their credit report.
Guidance for the provision of the Federal Workforce Flexibilities Act of 2004 which provided for crediting towards annual leave accruals military, previous military, previous Federal , and Non-Federal service ofr newly appointed or reappointed employees.
