U.S. Department of Transportation
Federal Highway Administration
1200 New Jersey Avenue, SE
Washington, DC 20590
202-366-4000
This Directive was canceled April 15, 2004.
Order | ||
---|---|---|
Subject | ||
Personnel Management Manual: Chapter 3: Assignment and Utilization of Employees, Section 6: Reduction in Force | ||
Classification Code | Date | |
M3000.1B | May 4, 1998 |
Par.
(1) Subgroup AD - employees entitled to veterans preference who have a compensable service connected disability of 30 percent or more.
(2) Subgroup A - employees entitled to veterans preference for RIF purposes, other than employees in Subgroup AD.
(3) Subgroup B - employees not entitled to veterans preference during RIF.
(1) Competitive Service Tenure Groups
(a) Tenure Group I - career employees who are not serving under initial probationary periods.
(b) Tenure Group II - career-conditional employees and career employees serving initial probationary periods.
(c) Tenure Group III - indefinite employees, employees serving under temporary appointments pending establishment of registers, employees serving under status quo or term appointments, and employees under any other non-status non- temporary appointments.
(2) Excepted Service Tenure Groups
(a) Tenure Group I - permanent employees whose appointments do not contain a restriction or condition such as definite or indefinite, a specific time limitation, or a trial period.
(b) Tenure Group II - employees serving a trial period; and whose tenure is equivalent to a career-conditional appointment in the competitive service.
(c) Tenure Group III - employees whose tenure is indefinite; whose appointment has a specific time limitation of more than 1 year; or who complete 1 year of current continuous service under a temporary appointment limited to 1 year.
(1) Eligibility. To be eligible for special selection priority under the CTAP, an employee must be a surplus or displaced employee (one who is issued a Certification of Surplus Status (CSS), a Certification of Expected Separation (CES), or a specific RIF separation notice), and must be at grade level GS-15 or equivalent or below in the competitive service. The employee must also (1) apply for a position in the same local commuting area as the position from which the employee is being separated that is at or below the grade level of the employee's current position with no greater promotion potential; (2) have a current performance rating of record of at least fully successful or equivalent; (3) file an application for a specific vacancy within the time frames established for the position; (4) submit proof of eligibility; and (5) be determined well-qualified for the position.
(2) Career Transition Services. Surplus and displaced employees will also receive career transition services, such as career counseling, networking, job information and financial planning, as well as retraining to close skills gaps. Surplus employees, i.e., those in receipt of a CSS or CES, must be provided an orientation on career transition assistance within 10 working days of receipt of certification. Displaced employees, i.e., those in receipt of a RIF separation notice, must receive orientation within 2 working days of receipt of the notice. Surplus employees will receive 16 hours of official time per pay period to pursue career transition services, and displaced employees will receive 32 hours of official time per pay period to pursue career transition services.
(3) Eligibility Dates. CTAP eligibility begins the date FHWA issues the employee a CSS, CES, or RIF separation notice, and ends on the date the employee is separated by RIF, the date the CSS, CES, or RIF separation notice is canceled, or the effective date the employee receives a permanent career, career- conditional, or excepted appointment.
(1) Eligibility. To be eligible for special selection priority, an employee must be a displaced employee who has or had a career or career-conditional appointment in the competitive service at grade level GS-15 or equivalent or below. The employee must also (1) apply for a position in the same local commuting area as the position from which the employee has been (or is being) separated that is at or below the grade level of the employee's last (or current) position with no greater promotion potential; (2) have a last (or current) performance rating of record of at least fully successful or equivalent; (3) file an application for a specific vacancy within the time-frames established for the position; (4) submit proof of eligibility; and (5) be determined well- qualified for the position.
(2) Eligibility Dates. ICTAP eligibility within DOT for DOT employees begins the date the employee is separated by RIF. ICTAP eligibility for DOT employees begins in other Federal agencies when the employee is issued a RIF separation notice or notice of proposed removal for declining a directed reassignment or transfer of function outside the local commuting area. ICTAP eligibility ends (1) one year after separation or other covered action affording ICTAP eligibility; (2) the effective date the employee receives a permanent career, career- conditional, or excepted appointment; (3) the date the employee resigns or retires on non-discontinued service retirement before the effective date of the RIF; or (4) the date the employee declines an official job offer (eligibility ends only in the agency in which the official job offer was declined).