| Posting Period |
Opp. Type | Title | Pos | Reg | Duty Locations |
Grade | Series | Virtual? | BUS |
|---|
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APPLICANT NOTICE
The notice you are reponding to is to determine interest in upcoming vacancies; it is NOT AN OFFICIAL VACANCY ANNOUNCEMENT. If you are interested in applying for this position, please visit www.USAJOBS.gov to submit your application, once the official vacancy announcement is posted.
Thank you for your interest in this position.
Select any special hiring authorities that apply to you. To be sure you fall under any of those listed below, please review information on special hiring authorities.
Detail
A detail is the temporary assignment of an employee to a different position or set of duties for a specified period with the employee returning to his/her original position at the end of the detail. There is no formal position change. Officially the employee continues to hold the position from which detailed and keeps the same status and pay. Employees do not need to meet qualification standards in order to be detailed. However, employees must meet positive education requirements and special licensure requirements in order to be detailed into a position with these requirements.
Details are intended for meeting temporary needs of the agency's work, program or mission requirements when necessary services cannot be provided by other means. Details can be used in situations such as temporary shortage of military or civilian personnel or emergency work situations.
An employee who continues to carry out the duties of the position to which permanently assigned and also performs some of the duties of another position for a limited time generally is not considered to be on detail. Details to higher level positions should be made competitively when the duration of the detail and the nature of the assignment are such that the employee can be expected to perform the majority of the grade-controlling duties.
Details should not be used to qualify or prepare employees for promotion or to reassign them to positions with promotion potential.
Term Appointment
Term appointments are appointments made for more than one year but not more than four years to positions where the need for an employee's services is not permanent. The circumstances under which these nonpermanent appointments are appropriate include (but are not limited to) project work, extraordinary workload, uncertainty of future funding, scheduled contracting out or abolishment of a function, or the need to maintain permanent positions for placement of potential surplus employees.
Term appointments may be made in any increments as long as the appointment is for more than one year and no more than four years. If, for example, the initial term appointment is made for 13 months, the appointment may be extended up to the 4-year limit in as many increments as the agency chooses. The vacancy announcement for a term appointment for less than 4 years should state that the activity has the option of extending the appointment up to the 4-year limit.
Temporary Appointment
A temporary limited appointment is a nonpermanent, nonstatus appointment to a position for a specified period of time not to exceed one calendar year. Temporary appointments are intended to meet legitimate nonpermanent staffing needs. Examples of appropriate use of temporary appointments include:
(1) Filling a position to address a temporary workload peak or to complete a project;
(2) Meeting a staffing need that is scheduled to be terminated within the one year timeframe for reasons such as abolishment, reorganization, or contracting out of the function, anticipated reduction in funding;
(3) Filling positions temporarily because the positions are expected to be needed for placement of permanent employees who would otherwise be displaced.
It is not appropriate to use a temporary appointment as an unofficial probationary period (unless specifically authorized as in the case of severely disabled or mentally restored employees) or as a means of avoiding the cost of paying employee benefits.
Time Limitations
A temporary appointment may be made for a specified period not to exceed one year. The appointment may be extended one additional year for a maximum of 24 months of total service. An appointment to a successor position a position that replaces and absorbs the position to which an individual was originally appointed is considered an extension, not a new appointment, in calculating the 24 month limitation. An appointment to a position involving the same basic duties in the same major subdivision of the activity and the same commuting area as the original appointment also is considered an extension rather than a new appointment.
Temporary Promotion
A temporary promotion is the temporary assignment of an employee to a higher graded position for a specified period of time, with the employee returning to his/her permanent position upon the expiration of the temporary action. In order for an employee to be temporarily promoted, he/she must meet the same qualification requirements that are necessary for a permanent promotion. The temporarily promoted employee receives the higher graded salary for the period assigned and gains quality experience and time-in-grade at the higher grade level.
Temporary promotions are intended for meeting temporary needs of the agency's work program when necessary services cannot be provided by other means. Temporary promotions can be used to:
- fill temporary positions
- accomplish project work
- fill positions temporarily pending reorganization or downsizing
- or meet other temporary needs
The initial 120 days of a temporary promotion may be made noncompetitively, which means the selected employee does not have to compete with other employees for the temporary assignment. All time spent on noncompetitive temporary promotions and details to higher graded positions during the preceding 12 months counts toward the 120-day total. If the temporary promotion is extended beyond 120 days, competition is required.
The maximum time period for a temporary promotion is 5 years, unless the Office of Personnel Management (OPM) authorizes the agency to make and/or extend it for a longer period. A temporary promotion that was originally made under competitive procedures can be extended up to 5 years without further competition.
A temporary promotion may be made permanent without further competition provided the temporary promotion was originally made under competitive procedures and the fact that it might lead to a permanent promotion was made known to all potential candidates.
The local union contract should be reviewed prior to effecting temporary promotion actions of employees covered by the bargaining unit.
Temporary Promotion
A temporary promotion is the temporary assignment of an employee to a higher graded position for a specified period of time, with the employee returning to his/her permanent position upon the expiration of the temporary action. In order for an employee to be temporarily promoted, he/she must meet the same qualification requirements that are necessary for a permanent promotion. The temporarily promoted employee receives the higher graded salary for the period assigned and gains quality experience and time-in-grade at the higher grade level.
Temporary promotions are intended for meeting temporary needs of the agency's work program when necessary services cannot be provided by other means. Temporary promotions can be used to:
- fill temporary positions
- accomplish project work
- fill positions temporarily pending reorganization or downsizing
- or meet other temporary needs
The initial 120 days of a temporary promotion may be made noncompetitively, which means the selected employee does not have to compete with other employees for the temporary assignment. All time spent on noncompetitive temporary promotions and details to higher graded positions during the preceding 12 months counts toward the 120-day total. If the temporary promotion is extended beyond 120 days, competition is required.
The maximum time period for a temporary promotion is 5 years, unless the Office of Personnel Management (OPM) authorizes the agency to make and/or extend it for a longer period. A temporary promotion that was originally made under competitive procedures can be extended up to 5 years without further competition.
A temporary promotion may be made permanent without further competition provided the temporary promotion was originally made under competitive procedures and the fact that it might lead to a permanent promotion was made known to all potential candidates.
The local union contract should be reviewed prior to effecting temporary promotion actions of employees covered by the bargaining unit.
Permanent Appointment
A position that is not a temporary or time-limited appointment.
Pathways
The Federal Government values the contributions made by students and recent graduates of all ages and backgrounds. We have been placed at a competitive disadvantage, though, compared to other sectors in recruiting and hiring students and recent graduates. To address these difficulties, President Obama signed Executive Order 13562 (external link) , entitled "Recruiting and Hiring Students and Recent Graduates," on December 27, 2010.
This Executive order established two new programs and modified another. They are the Internship Program for current students; the Recent Graduates Program for people who have recently graduated from qualifying educational institutions or programs (2 years from the date the graduate completed an academic course of study); and the reinvigorated Presidential Management Fellows (PMF) Program for people who obtained an advanced degree (e.g., graduate or professional degree) within the preceding two years. These programs, collectively the Pathways Programs, are streamlined developmental programs tailored to promote employment opportunities for students and recent graduates in the Federal workforce.
Pathways
The Federal Government values the contributions made by students and recent graduates of all ages and backgrounds. We have been placed at a competitive disadvantage, though, compared to other sectors in recruiting and hiring students and recent graduates. To address these difficulties, President Obama signed Executive Order 13562 (external link) , entitled "Recruiting and Hiring Students and Recent Graduates," on December 27, 2010.
This Executive order established two new programs and modified another. They are the Internship Program for current students; the Recent Graduates Program for people who have recently graduated from qualifying educational institutions or programs (2 years from the date the graduate completed an academic course of study); and the reinvigorated Presidential Management Fellows (PMF) Program for people who obtained an advanced degree (e.g., graduate or professional degree) within the preceding two years. These programs, collectively the Pathways Programs, are streamlined developmental programs tailored to promote employment opportunities for students and recent graduates in the Federal workforce.
Telework
Telework is an alternative work arrangement that permits eligible employees to perform officially assigned duties at an alternative worksite. An alternative worksite is a place away from the traditional worksite (the traditional worksite being where the employee would work absent a telework arrangement) that has been approved for the performance of officially assigned duties. It may be the employees home or other pre-approved worksite.
Work suitable for telework depends on job content rather than job title, type of appointment, or work schedule. Some positions e.g., entry level, trainee, and probationary status employees are not suitable for long-term telework arrangements. Other positions ineligible for telework may include employees who handle secure materials or special equipment, or employees assigned to national security or intelligence positions. Positions that require daily access to classified information, or require the employee to have daily face-to-face contact with the supervisor, colleagues, clients, or the general public are generally not eligible for telework.