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Order
Subject
FHWA Personnel Management Manual; Part 1: Personnel Systems & Procedures, Chapter 3: Assignment and Utilization of Employees, Section 2: Reassignments
Classification Code Date
M3000.1C October¬†22,¬†2003  

  1. What is the purpose of this section?
  2. What references were used when writing this section?
  3. What is the FHWA policy on reassignments?
  4. What are the major definitions?
  5. What are the objectives of reassignments?
  6. When are reassignments used?
  7. Are there any restrictions on using reassignments?
  8. What is the process for management-initiated reassignments?
  9. Which employees are eligible for competitive reassignment opportunities?
  10. How do employees apply for reassignment opportunities?
  11. What is the process for requesting a reassignment based on reasonable accommodation?
  1. What is the purpose of this section? This section establishes the policy and procedures governing the reassignments of personnel within the Federal Highway Administration (FHWA).

  2. What references were used when writing this section?

    1. Title 5, United States Code (USC) Section 7106 (a)(2) and 5724

    2. 5 Code of Federal Regulations (CFR), Part 335.102

    3. Department of Transportation (DOT) Order 1011.1

  3. What is the FHWA policy on reassignments? The FHWA policy is that managers are authorized to use reassignments to achieve organizational missions and goals. Managers should exercise sound judgment when using reassignment and there should be no unreasonable or capricious use of this authority. Any reassignment without the consent of employees should be made only in the best interests of the FHWA and the Federal service.

  4. What are the major definitions?

    1. Reassignment. An official change in an employee position assignment without a change in grade or pay under the general schedule. Excluded from this definition are changes in assignment to positions with known promotion potential or by planned management action.

    2. Reasonable accommodation. Any change in the work environment or in the typical working of an office that results in equal employment opportunity for an individual with a disability, such as reassignment to a vacant position for which the employee is qualified and can perform the assigned duties.

  5. What are the objectives of reassignments? The objectives are to:

    1. fulfill FHWA staffing needs in meeting program and workload requirements;

    2. broaden the experience and qualifications of an employee, or develop a pool of trained and experienced staff;

    3. increase employee satisfaction; and

    4. fulfill commitments made to employees under merit promotion procedures and reasonable accommodation procedures.

  6. When are reassignments used? A reassignment action should involve active consultation between the employee and management officials to ensure that proper consideration is given to the career needs and desires of the employee, as well as to the mission requirements of the FHWA. Some examples include:

    1. as part of career development programs (reassignment of trainees under formal training programs will be prescribed in the individual training programs);

    2. to accomplish mission workload requirements;

    3. to provide employees opportunities to relocate to different geographic areas or to different positions allowing them to better use their talents and skills. Voluntary reassignments will be made under Merit Promotion procedures; and

    4. as an approved action under reasonable accommodation procedures.

  7. Are there any restrictions on using reassignments? The reassignment of an employee, for permanent duty, which is outside the employee's commuting area should occur only after the employee is given reasonable advance notice. Emergency circumstances must be taken into account in determining whether the period of advance notice is reasonable.

  8. What is the process for management-initiated reassignments? Management officials may, within their delegated authority, initiate employee reassignment actions. This provision applies to the movement of employees within an organization as well as from one organization to another. Management officials should use the following procedures in initiating actions to reassign employees:

    1. Reassignments within an organization

      • (1) When a management official chooses to reassign an employee to another position in the same organization, the employee must be advised by personal discussion or in writing. Normally, this notice should be given at least two weeks in advance of the reassignment when no geographic relocation is involved, and at least six weeks in advance when there is a geographic relocation. The time period may be adjusted in individual situations to fit the circumstances of the employee and/or the office involved after consultation with the employee.

      • (2) The proposed reassignment will be coordinated with the servicing human resources office through the submission of a SF 52, Request for Personnel Action, prior to notifying the employee of the proposed reassignment.

    2. Reassignments between organizations

      • (1) A management official may request reassignment of an employee from one organization to another either by direct contact with the appropriate official in the employee's organization, or by contacting the servicing human resources office for the conduct of negotiations with the employee's organization. Direct contact with the employee, without consent of the employee's organization, should not be made by the management official.

      • (2) When contact is made with the employee's organization, the official receiving the request may, if there is no management objection, approach the employee directly to seek the employee's reaction to the proposed reassignment, or refer the request to his/her servicing human resources office for appropriate action.

      • (3) After the employee's organization has contacted the employee, the human resources office(s) concerned will jointly and expeditiously resolve all matters pertaining to the reassignment. If there are sound management reasons for objecting to the proposed reassignment, the two organization heads concerned (or their designated representatives) will resolve the matter in the best interests of FHWA and the employee.

  9. Which employees are eligible for competitive reassignment opportunities? The following employees are eligible for competitive reassignment opportunities:

    1. those in positions at the same grade level as listed in the announcements;

    2. those interested in accepting a position at a lower grade than their current position; and

    3. those in a retained grade status at or above the grade level listed in the announcement.

  10. How do employees apply for reassignment opportunities? Employees may apply for reassignment opportunities by responding to Merit Promotion Program Announcements for which they qualify.

  11. What is the process for requesting a reassignment based on reasonable accommodation? Employees must follow the DOT's Procedures for Processing Reasonable Accommodation Requests by Employees and Applicants with Disabilities that are provided in DOT Order 1011.1.

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