DE
Open to all US citizens & nationals including American Samoans & Swains Islanders.
Allowed under MP, but under DE cannot restrict the geographic area of consideration (post to local commuting area only). Residency (non-merit factor) per Hicklin v Orbeck 46 USLW 4473 6/22/78 DEOH 4-B-2 5 CFR 300.103(c)
Interdisciplinary can only involve professional or scientific and never administrative, techinical or clerical. DEOH K-1
Only one cert with the series qualified for noted. 6-17 Req items on cert 151. SF39. Audit prior to EOD to ensure 1. documentation on delinations & removals in order 2. selections comply with vet preference & category rating procedures.
Passovers of CPS, medical, fraud are granted by OPM SF62 5 USC 3318 c2
2-2 DEOH 22 Temporary up to One Year, extend total 2 years unless the appointment is made in increments of 1 year or less and totals less than 6 months (1040 hours) in a service year.
2-5 DEOH 25 Term more than One year but not more than 4 years
4-19 TP 5-Point Preference based on service:
Appendix K-1 DEOH
Retirement
Gov Executive https://lnkd.in/gaF7XeHD
Consumers Checkbook https://lnkd.in/gZFCYWPb
Fed Wise https://lnkd.in/gVyv9Nwm
Fed Smith https://www.fedsmith.com/
Haws Federal Advisors
Resumes
Resume Analyzer Service SkillSyncer, Jobscan.co, ChatGPT, Copy.Ai
Attend resume webinars offered by OPM, VetJobs.Org, USDA Forest Service
Resume seminars Career Information Sessions | U.S. Department of the Treasury
How to get a Federal Job
If you are fortunate enough to get multiple job offers, you can see how the agency ranks in employee satisfaction at https://bestplacestowork.org and https://ourpublicservice.org based on OPM FEVS scores
Classification
Occupational Handbook - United States Office of Personnel Management - provides agencies with a starting point to classify positions.
Jobs are classified based on the level of difficulty, responsibility, and required qualifications. https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/
GS-1 Enrollment in a high school diploma or General Education Diploma (GED) program.
GS-2 Completion of high school or GED diploma.
GS-3 Completion of 1 full academic year of post-high school study. Internships, student jobs, lower administrative work.
GS-4 Completion of 2 full academic years of post-high school study or an associate's degree. Internships, student jobs, lower administrative work.
GS-5 Completion of 4 academic years of post-high school leading to a bachelor's degree or equivalent degree. GS-5 is typically an entry-level trainee/administrative positions, developmental level, characterized by work on a limited range of assignments under close supervision.
GS-7 Completion of 1 full academic year of graduate level education; or Eligibility under the Superior Academic Achievement Provision and completion of a bachelor's degree. The GS-7 level is typically a junior level employee or advanced entry-level trainee. Work is less limited in scope than the GS-5, and is done more independently, but is still subject to close review and specific guidelines.
GS-9 Completion of 2 academic years of graduate level education, or a master's degree or equivalent graduate degree. The GS-9 is generally no longer a trainee level; the scope of work is narrower, and the level of supervision is closer than for a full journeyman, but the employee has considerable latitude in planning and carrying out work.
GS-11 For research positions, completion of all requirements for a master's or equivalent graduate degree. For non-research positions, completion of all requirements for a PhD or equivalent degree. Supervisory oversight generally consists of review of completed project to assure compliance with organization policies or regulations.
Work at the GS-12 level is typically full journey level for these administrative and managerial positions. Work at this level involves a wide range of assignments or a few highly complex assignments, and requires planning and organizing, setting priorities, and working without clear or specific guidelines. Work is typically reviewed only to assess impact on overall organizational objectives.
Work at the GS-13 level typically involves performing broad and comprehensive management studies that often cross functional and/or organizational lines. The work requires analysis of interrelated issues of effectiveness, efficiency and productivity of substantive mission-related programs, which are often complicated by conflicting program goals deriving from changes in legislative or changes in demands for program services. Work is typically reviewed only to assess impact on overall organizational objectives.
Work at the GS-14 level is typically involves highly complex and challenging activities under the minimal direction of a manager or executive. Assignments typically involve expert knowledge to develop new and innovative approaches to problems or issues that often cross organizational boundaries and impact the accomplishment of Agency strategic objectives. Guidance is in the form of broad policies and work is typically reviewed only at completion for success in achieving planned results.
Selective placement factors apply to the delegated examining hiring process, but not merit promotion.
The Handbook of Occupational Groups and Families is divided into two parts:
PART I White Collar Occupational Series Defines occupations and lists the series names and codes used in classifying white collar jobs in the Federal Government. Previous editions of this document referred to these occupations as “General Schedule System Occupations.”
PART II Trade, Craft, or Labor Occupational Series Defines occupations and lists the occupation names and codes used in classifying trade, craft or labor jobs in the Federal Government. Previous editions of this document referred to these occupations as “Federal Wage System Occupations.”
https://www.opm.gov/policy-data-oversight/classification-qualifications/classifying-general-schedule-positions/positionclassificationintro.pdf - Introduction to Position Classification Standards
The Introduction to the Position Classification Standards provides background information and guidance regarding the classification standards for General Schedule work.
It describes the fundamental policies which Federal managers, supervisors, and personnel specialists need to understand in using classification standards to determine the series, titles, and grades of positions.
https://www.opm.gov/policy-data-oversight/classification-qualifications/classifying-general-schedule-positions/classifierhandbook.pdf - The Classifiers' Handbook
The material is provided to give background information, general concepts, and technical guidance that will aid those who classify positions in selecting, interpreting, and applying Office of Personnel Management (OPM) classification standards.
OF-8 are available for agency use, buy agencies may use their own forms. Although the form may differ a bit in appearance, the necessary information still be on the form.
https://www.opm.gov/policy-data-oversight/classification-qualifications/appeal-decisions/digest/digests-of-significant-classification-decisions-and-opinions/ - Digest of Significant Classification Decisions and Opinions This resource summarizes the Federal position classification appeals process.?The decisions posted on these pages provide useful occupational information, classification analysis, factor level accreditation patterns, and interpretations of the governing criteria. As a classification or job grading standard or guide is updated, classification appeal decisions issued using the old standard or guide may be deleted.
https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/ - Qualifications Standards This link contains the group coverage qualification standards, associated individual occupational requirements (IOR), and individual qualification standards covering white collar occupations in the Federal competitive service. These standards describe the minimum qualification requirements (for example, educational, medical, age, experience, etc.) for each occupational series.
GS is a classification system covered by chapter 51 of title 5. It includes a range of difficulty levels and responsibility for covered positions from grades 1-15.
Job Family is a broad grouping of trades, craft, and labor occupations related in one or more ways such as similarity of functions performed, transfer-ability of knowledge and skills from one occupation to another, or similarity of materials or equipment worked on.
Job Family Standard covers a group of related white collar occupations or series.
Occupational group of associated or related occupations.
(Accounting and Budget Group, General Administrative, Clerical and Office Services Group)
Series is a subdivision or an occupational group or job family consisting of position similar as to specialized line of work and qualification requirements. Designated by a title and number. (Accounting Series 0510; Secretary Series 0318)
Trade, Craft and Labor Occupations that require experience and knowledge in a particular trade, craft or labor as a primary duty regardless of organizational location or nature of activity.
White Collar Occupation with primary duties requiring knowledge or experience of an administrative, clerical, scientific, artistic or technical nature. These occupations are not related to traded, craft, or manual labor work.
Position Description is a statement of major duties, responsibilities, and supervisory relationships of a position. This is the work to be performed by the position. The PD documents the major duties.
Position Classification Standards encourage uniformity and equity in the classification of positions by providing reference across organizations, locations, and agencies. They usually include a description of work performed official titles, and criteria for determining grades.
Functional Guides used to determine the grade of broad categories of Federal white collar work classified under General Schedule classification system.
Factor Evaluation System FES - knowledge, complexity, scope/effect, work environment, non-supervisory common type of PD format includes factor level descriptions and corresponding point values for each.
Primary Standard - framework for FES, classification standards and guide.
Position Classification Authority to determine and certify the proper pay plan, title, series and grad of General Schedule or equivalent positions and Federal Wage System positions.
OF-8 is a PD coversheet used to document approve of position descriptions classification.
Grade controlling is assigned duties that control the qualification of the job and make up primary reason for establishing the position.
Delegated classification authority is an individual with the authority to determine and certify the proper pay plan, title, series and grade of General Schedule and Federal Wage system positions.
Classification Action (Position Action) The decision classifying a position to a pay plan, occupational series, grade, and title in accordance with approved position classification standards.
Personnel Action taken to place an employee in a position or remove an employee from a position by appointment, promotion, reassignment, demotion or separation.
Classification Appeal is a written request by an employee or by agency (under 5 USC 5103 or 5112) asking OPM to review the classification of a position.
Classification Certificate is a final decision issued by OPM on the classification of a position. The certificate is mandatory and binding on all administrative, certifying, payroll, disbursing and accounting officials of the government.
Deciding Official is the person who are delegated authority by OPM to make final decision on classification appeals.
Desk Audit is a procedure where the duties and position of a federal employee are evaluated to determine whether or not the employee's position should be upgraded in terms of grade, pay level, title or classification series.
Only an HR specialist who has delegated classification authority may certify the classification of a position by signing the Classification/Job Grading Certification section on position description cover page.
Job Analysis
OPM Job Analysis is a systematic examination of the tasks performed in a job and the?knowledge, skills, and abilities (KSAs) or competencies required to perform them. ?Agencies must conduct job analyses to supplement OPM qualification standards 5 CFR 300.103
https://www.cdcr.ca.gov/careers/general-information-for-job-seekers/analysis/analysis-information-2/
Title 5 CFR Qualifications
? 5 CFR 300, Employment (General)
? 5 CFR 307, Veterans Recruitment Appointments
? 5 CFR 332, Recruitment and Selection through Competitive Examination
? 5 CFR 335, Promotion and Internal Placement
? 5 CFR 337, Examining System
? 5 CFR 338, Qualification Requirements (General)
? 5 CFR 339, Medical Qualification Determinations
? 5 CFR 353, Restoration To Duty From Uniformed Service or
Compensable Injury
? 5 CFR 930, Programs for Specific Positions and Examinations
Qualifications
Part time below 35 hours is prorated. 25 hrs/week / 40 hrs = .625 x 12 months = 7 & 1/2 months of full time experience. GPA Calculator
Undergraduate: 1 year = 30 semester hours = 45 quarter hours
Graduate: 1 year = 18 semester hours = 27 quarter hours
Business or Tech = 1 year = 36 weeks of study = 20+ hrs/week
Quarter hours x 2/3 = semester hours
Group & Series standards are used when designing min quals
GS3&4: determine total qualifiying experience as % of experience required for each grade level. then determine Creditable Education (CE) as % of required for the grade level and add both percentages which must equal at least 100%
GS4: (GEmos/12)=GE% + (Ed/60) = CE% > 100%
GS5: only education beyond the 2nd year (excess of first 60 semester hours) is creditable towards meeting SE req. One year 30 semester hours beyond the 2nd year is equl 6 mos SE.
GS5: (SEmos/12)=SE% + (Ed-60 =CE/60) = CE% > 100%
Education must include courses direclty related to position, prorate the number of related course hours required as proportion of the total education used.
GS3: Determine total experience as percentage of 6 months required for GS3, then determine education as a percentage of 1 year of education that meets requirements for GS3. Add both percentages which must equal to at least 100%
GS4: Determine total experience as percentage of 1 year required for GS4, then determine education as a percentage of 2 years of education that meets requirements for GS4. Add both percentages which must equal to at least 100%
GS5: Only education in excess of the first 60 semester hours leading to a bachelor's degree is Creditable Education (CE). 2 full academic years, or 60 semester hours, beyond the 2nd year is equivalent to 1 year of SE. Determine total experience as percentage of the year of SE required for GS5, then determine education as a percentage of the education that meets requirements for GS5. Add both percentages which must equal to at least 100%
GS5: (SEmos/12)=SE% + (Ed-60 = CE/60) = CE% > 100%
GS6 above: (SEmos/12)=SE% > 100%
GS5-7: Determine total experience as percentage of experience required for GS5 or 7, then determine education as a percentage the Creditable Education (CE) that meets requirements for GS5 or 7. Add both percentages which must equal to at least 100%
GS5: (GEmos/36)=X% + (Ed/120) = CE% > 100%
GS9-11: Determine total experience as percentage of experience required for GS9 or 11, then determine Creditable Education (CE) portion only graduate education in excess of the amount required for the next lower grade as a percentage the education that meets requirements for GS9 or 11. Add both percentages which must equal to at least 100%
GS9: (SEmos/12)=SE% + (Ed-18 = CE/18) = CE% > 100%
GS11: (SEmos/12)=SE% + (Ed-36 = CE/18) = CE% > 100%
GS7: Determine total experience as percentage of experience required for GS7, then determine education as a percentage the Creditable Education (CE) that meets requirements for GS7. Add both percentages which must equal to Sat least 100%
(SEmos/12)=SE% + (Ed/18) = CE% > 100%
GS9-11: Determine total experience as percentage of experience required for GS9 or 11, then determine education portion only graduate education in excess of the amount required for the next lower grade as a percentage the education that meets requirements for GS9 or 11. Add both percentages which must equal to at least 100%
Veterans Preference
Use https://webapps.dol.gov/elaws/vets/vetpref/choice.htm to determine your veterans' preference eligibility
The legal basis for veterans’ preference is the Veterans’ Preference Act of 1944, as amended. The Act is now codified in 5 U.S.C. 2108 and other sections of title 5, United States Code
Retired member of the armed forces are not included in the definition of preference eligible unless you are a disabled veteran OR you retired below the rank of major or its equivalent. Retired officers do not receive veteran's preference.
Veterans' Preference can be used when applying to permanent and temporary positions in both the competitive and excepted service (of the executive branch).
There are three types of veterans' preferences:
CP - 10 to 29% disabled Compensable Preference
CPS - 30% disabled
XP - less than 10% disabled or awarded purple heart
10-point preference based on a compensable service connected disability of 30% or more (CPS)
10-point preference based on widow/widower or parent of a deceased veteran, or spouse or parent of a disabled veteran (XP)
10-point preference based on a compensable service connected disability of at least 10% but less than 30% (CP)
10-point preference for non-compensable disability or Purple Heart (XP)
5-point preference based on active duty in the U.S. Armed Forces (TP)
0-point Sole Survivorship Preference (SSP)
NV - Non-Vet
When an agency uses a category rating system, preference eligibiles who have a compensable service-connected disability of 10 percent or more (CPS, CP) are placed at the top of the highest category on the referral list (except for scientific or professional positions at the GS-9 level or higher). XP and TP preference eligibles are placed above non-preference eligibles within their assigned category.
DAPIP | Homepage (ed.gov) - Check if a school is accredited.
Note also that service in Japan from 4/28/52 to 7/27/54 is creditable as Korean service, if the record indicates that said service was in support of Korea.?Korean Service Medal must have been authorized for that period. Service in Japan prior to 4/28/52 is verified as Army of Occupation (Japan).
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A campaign medal holder or Gulf War veteran who originally enlisted after September 7, 1980, (or began active duty on or after October 14, 1982, and has not previously completed 24 months of continuous active duty) must have served continuously for 24 months or the full period called or ordered to active duty. The 24-month service requirement does not apply to 10-point preference eligibles separated for disability incurred or aggravated in the line of duty, or to veterans separated for hardship or other reasons under 10 U.S.C. 1171 or 1173.
A word about Gulf War Preference
The Defense Authorization Act of Fiscal Year 1998 (Public Law 105-85) of November 18, 1997, contains a provision (section 1102 of Title XI) which accords Veterans' preference to everyone who served on active duty during the period beginning August 2, 1990, and ending January 2, 1992, provided, of course, the veteran is otherwise eligible.
This means that anyone who served on active duty during the Gulf War, regardless of where or for how long, is entitled to preference if otherwise eligible (i.e., have been separated under honorable conditions and served continuously for a minimum of 24 months or the full period for which called or ordered to active duty). This applies not only to candidates seeking employment, but to Federal employees who may be affected by reduction in force, as well.
Retired from Uniformed Service
Credit for uniformed service is substantially limited for retired members. In enacting the Dual Compensation Act in 1964, Congress adopted a compromise between the view that retired members should receive preference and full credit for their service and the view that there should be no advantage for retired members.
For leave accrual, retirees receive credit only for:
For retirement:
An employee must waive military retired pay to receive any credit for military service unless the retired pay is awarded based on a service-connected disability incurred in combat with an enemy of the United States or caused by an instrumentality of war and incurred in the line of duty during a period of war as defined by 38 U.S.C. 301, or awarded under 10 U.S.C. chapter 1223 (previously chapter 67).
Question: Why does OPM consider the Korean “War,” Vietnam “War,” and Persian Gulf “War” non-wartime campaigns??They are considered campaigns because?all were fought without an official declaration of war by Congress.
Question: What is the difference between a military campaign and a military expedition???A campaign is a connected series of military operations?launched to accomplish a long-term strategic objective within a specific area, and a?military expedition is a single military operation?launched to accomplish a given objective in a foreign country.
RULE #1: DO NOT verify campaigns before April 28, 1952.?Service between December 7, 1941 and April 28, 1952, is always creditable as WWII participation, and is verified from the retiree’s separation document.?Write in “See separation papers” in Remarks, section 7, and provide a copy of the separation document(s).
RULE #2:?It is the responsibility of the retiree to furnish OPM a complete list of campaigns for which the retiree is requesting credit.?If the form does not list specific campaign(s) or dates,?return the form?and indicate that this information?must be provided to this Center.?Your responsibility is to verify those campaigns shown on the SF 813.?You may, however, verify additional campaigns?if discovered while verifying a campaign claimed. DO NOT attempt to verify all campaigns for a retiree’s entire career?unless?the campaigns are claimed on the OPM Form 813.
Example 1) The retiree served with a unit from 9/1/66 - 4/1/68, and unit received the Vietnam Service Medal for the period of 7/16/66 - 3/25/68.?You would record the campaign participation dates as 9/1/66 - 3/25/68 on the SF 813.?You could?not?credit the retiree with campaign participation before 9/1/66 because?he was not attached to the unit until 9/1/66.?You could not credit the retiree with campaign participation after 3/25/68 because?the unit was not in Vietnam after 3/25/68.
Example 2) The retiree served with a unit from 12/4/89 - 2/3/91, and the unit received the Southwest Asia Service Medal for the period of 1/1/91 - 3/24/91.?You would record the campaign participation dates as 1/1/91 - 2/3/91.?You could not credit the retiree with campaign participation before 1/1/91 because?the unit was not in Southwest Asia until 1/1/91.?You could not credit the retiree with campaign participation after 2/3/91 because?he was not attached to the unit after 2/3/91.
Example 3) The retiree served aboard a ship from 5/12/65 - 12/1/66 and ship received the AE for service in the Dominican Republic for the following dates:
Here the retiree was aboard ship?for all dates; therefore, you would credit him with campaign participation for all dates.
Veteran's preference does not apply to:
Preference does not apply to positions in the
Military retirees at the rank of major, lieutenant commander, or higher are not eligible for preference in appointment unless they are disabled veterans. (This does not apply to Reservists who will not begin drawing military retired pay until age 60.)
O-10 GeneralAdmiraln/aX
O-09 Lieutenant GeneralVice Admiraln/aX
O-08 Major GeneralRear AdmiralAsst. Surgeon GeneralX
O-07 Brigadier GeneralRear Admiral (lower half) or CommodoreAsst. Surgeon GeneralX
O-06 ColonelCaptainDirect GradeX
O-05 Lieutenant ColonelCommanderSenior GradeX
O-04 MajorLieutenant CommanderFull GradeX
For non-disabled users, active duty for training by National Guard or Reserve soldiers does not qualify as "active duty" for preference.
For disabled veterans, active duty includes training service in the Reserves or National Guard, per the Merit Systems Protection Board decision in Hesse v. Department of the Army, 104 M.S.P.R.647(2007).
For purposes of this chapter and 5 U.S.C. 2108, "war" means only those armed conflicts declared by Congress as war and includes World War II, which covers the period from December 7, 1941, to April 28, 1952.
When applying for Federal jobs, eligible veterans should claim preference on their application or resume. Applicants claiming 10-point preference must complete Standard Form (SF) 15, Application for 10-Point Veteran Preference, and submit the requested documentation.
The following preference categories and points are based on 5 U.S.C. 2108 and 3309 as modified by a length of service requirement in 38 U.S.C. 5303A(d). (The letters following each category, e.g., "TP," are a shorthand reference used by OPM in competitive examinations.) ##
Honorable discharge or Discharge under honorable conditions (general)
Active duty in Uniformed service includes:
Active duty is full time duty in the Uniformed Services.
Reserves includes active duty for training but not weekly or monthly assemblies or drills.
National Guard service or training under the Governer of State or for a State under tile 32 is not creditable. National Guard service of US under title 10 by President or Secretary of Defense is creditable.
Noncompetitive Appointing Authorities
Competitive Service
Military Spouses - This authority enables a hiring manager to non-competitively appoint a military spouse of:
30% disabled veteran - This authority enables a hiring manager to appoint an eligible candidate to any position for which he or she is qualified, without competition. Unlike the VRA, there is no grade-level limitation. Initial appointments are time-limited, but must last more than 60 days; however, you can noncompetitively convert the individual to a permanent status at any time during the time-limited appointment. 5 CFR 315.707
Peace corps or AmeriCorp VISTA volunteer - Non-competitive eligibility lasts for one year after completing Peace Corps or AmeriCorps service.
Disabled Veterans Enrolled in a VA Training Program - Certificate of Training allows any agency to appoint the veteran noncompetitively under a status quo appointment which may be converted to career or career-conditional at any time.
Excepted Appointing Authorities
Veterans Employment Opportunities Act of 1998 (VEOA) - Agencies must consider VEOA eligibles who have competed under agency merit promotion announcements when they are recruiting from outside their workforce. The authority does not apply when an agency is filling excepted service positions.
To be eligible for a VEOA appointment, your latest discharge must be issued under honorable conditions (this means an honorable or general discharge), AND you must be either:
Preference eligible under VEOA includes those family members entitled to derived preference.
Types of Federal Service
The Federal Government consists of three types of service appointments:
1. Competitive service
Positions with agencies that follow the U.S. Office of Personnel Management's hiring rules and pay scales.
Title 5 USC 3304 (b) “An individual may be appointed in the competitive service only if he has passed an examination or is specifically excepted from examination under section 3302 of this title.”
1B. Delegated Examining Operations Handbook
Eligibility under DEU - open to the public with veterans' preference requires US Citizenship?title 5 Code of Federal Regulations (CFR), § 7.4; 5 CFR, Part 338.101; and title 8 of the United States Code (U.S.C.), § 1408
Open to the public - eligibilities: US Citizen, Vet Preference, Age based on some jobs, Age for certain law enforcement positions, firefighters, air traffic controllers, and other positions (see 5 U.S.C. § 3307)
Open to the public = DE/DEU = open competition = competitive examining
Direct Hire Authority (open to the public, vet preference does not apply, for hard to fill positions STEM, Medical, Cybersecurity, Contract Specialists)
Direct hire hired with Direct Hire Authority, (30% disabled veteran hired for Engineering position)
1C. Merit Promotion Federal employees - Competitive service
Merit Promotion = Government-wide= In-Service = Status
5 CFR 335 Eligibility varies per agency, Status feds, area of consideration (Who May Apply) - government-wide, agency, subagency, or local commuting area, 30%/VRA/VEOA, Interchange Agreement, veterans' preference does not apply
Priority Placement Programs (PPPs) for displaced employees applies to both 1B & 1C Hiring paths, DOD PPP
a. Reemployment Priority List (RPL)
b. Career Transition Assistance Plan (CTAP)
c. Interagency Career Transition Assistance Plan (ICTAP)
2. Excepted service
Positions with agencies that have their own hiring rules, pay scales and evaluation criteria. Cannot apply to merit promotion positions unless your agency has an Interchange Agreement. But you can apply to jobs that are open to the public and federal employees—excepted service.
Nationwide Excepted Service open to public with limted Vet Preference
Government wide with area of consideration to only Agency, sub-agency, local commuting area.
Excepted Service Appointing
Agency Specific Excepted Service
Department of Defense (DOD)– titles 10 and 32 ? Department of Veterans Affairs (VA) – title 38 (for medical positions) ? Intelligence Community – title 50 ? Federal Emergency Management Agency (FEMA) – title 42 ? Department of Agriculture (USDA) – titles 16 and 17 ? Department of the Interior (DOI) – title 16
3. Senior Executive Service
Managerial, supervisory and policy positions classified above General Schedule (GS) grade 15 or equivalent positions in most Executive Branch agencies.
Cannot apply to merit promotion jobs, but you can apply to jobs that are open to the public or other jobs in the Senior Executive Service
Guide to Processing Personnel Actions
Chapters 1, 3, 4, 6, 7, and 33 of the Guide contain general instructions for processing personnel actions, including how to:
Chapters 2, 5, 8, 12, and 25 are reserved for future use.
Chapters 9 through 32
Chapters 9 through 32 consist of instructions for specific types of personnel actions. Each of these chapters includes:
Chapter 34 is the Topic Index for the Guide. Its purpose is to help you identify where information related to particular topics can be found.
Chapter 35 is the Glossary of Terms Used in Processing Personnel Actions. As the title indicates, this chapter defines various terms found throughout the Guide.
Identifying Changes to the Guide
When revised pages for the Guide are issued, any material that is new or that has been updated is indicated by the presence of a right-hand arrow (>) at the beginning of the new or updated material and a left-hand arrow (<) at the end of the material.
If material has been deleted from the Guide, the deletion is indicated by the presence of three consecutive stars (***) in place of the deleted material.
For examples of both of these kinds of revisions, refer to the highlighted area of the graphic, which shows a section of a page from Chapter 7 of the Guide. The arrows (> <) at the beginning and end of the material in bullet “a.” indicate that it is new or updated, while the three stars (***) in bullet “b.” show that material has been deleted.
Be aware that these designations are not usually used when an entire chapter is re-issued.
ACCESSION—A personnel action that results in the addition of an employee to the rolls (staff) of an agency. = APPOINTMENT—Any personnel action that brings an individual onto the rolls (staff) of an agency. (See ACCESSION.) = New Hire
The Official Personnel Folder, Standard Form 66 (SF-66) is a file containing records and documents related to civilian employment under Title 5, U.S.C.
Enterprise Human Resources Integration (EHRI), a centralized automated information system that provides statistics on Executive Branch employment to the Congress, OPM, and other agencies. Actions in the 900 series are not reported to EHRI.
DO NOT just copy something from a previous Standard Form 50, Notification of Personnel Action. If there was a mistake on the previous action and you copy it, your mistake may affect the employee’s pay or benefits.
The second and third digits of a nature of action code indicate the particular kind of action (e.g., nature of action code 702 for a promotion, or nature of action code 317 for a resignation). Nature of action (NOA) codes 000-899 may be used only as authorized by OPM.
Legal Authority Codes
For statistical and data processing purposes, each legal authority is identified by a unique alphabetical or numerical code. Whenever a table in Chapters 9 through 32 indicates that you should use a particular legal authority, you must also use the corresponding legal authority code. Legal authority codes beginning with a letter or with the numbers “1” through “5” are reserved for use by OPM to identify authorities on actions that are reported to EHRI. An agency may create its own legal authority codes using the numbers “6” through “9” as the first character
When more than one legal authority and code is required, you must enter the information on the SF-52 and SF-50 in the order in which it’s listed in the Guide.
No personnel action can be made effective prior to the date on which the appointing officer approved the action. That approval is documented by the appointing officer’s pen and ink signature, or by an approved electronic authentication in block 50 of the SG-50 or Part C-2 of the SF-52.
Separations are actions that remove employees from the rolls of their agencies, such as:
Any personnel action that has a nature of action code beginning with a "3" is a separation.
Unless otherwise indicated on the Notification of Personnel Action, separations, personnel actions to terminate grade and pay retention, and Opt Out Phased Employment/Retirement actions are effective at the end of the day (midnight). All other personnel actions are effective at the beginning of the day (12:01 a.m.).
The remarks used to document personnel actions are standardized, and agencies may not change or alter a remark listed in this Guide without the prior approval of OPM. Agencies may supplement the remarks to explain actions. The circumstances under which agencies may not supplement remarks are as follows:
OPM-developed standard codes for recording other information on personnel action forms are published in The Guide to Data Standards.
A list form of notice may be used only when:
Examples of personal information that may be found on a list form of notice include:
Active Duty
Active duty is full time duty in the U.S. Armed Forces. In the Reserves, this would include active duty for training, but not weekly or monthly assemblies or drills.
National Guard duty must be active duty in the service of the U.S. under Title 10 U.S.C. or under a call by the President or Secretary of Defense. National Guard service or training under the call of the governor of a state or performed for a state under Title 32 U.S.C. is not creditable.
Uniformed Service
The uniformed services consist of the:
Exemptions from the Restrictions
Military retirees may receive credit for all active military service only if one of the following three conditions is met:
Creditable Service
For military retirees who do not qualify for one of the exemptions from the restrictions, credit for active duty uniformed service is limited to service in the armed forces during a war, or in a campaign or expedition for which a campaign badge has been authorized:
Employees Appointed on or after October 17, 2006, While on Terminal Leave Pending Retirement from the Uniformed Service
Under Public Law 109-364, Section 1101, dated October 16, 2006, except under the limited conditions specified in Title 5 U.S.C. § 6303(a)(A)-(C) or (e), the uniformed service of an employee appointed on or after October 17, 2006 while on terminal leave pending retirement from the uniformed service is not creditable for purposes of determining the SCD-Leave.
Employees Appointed Prior to October 17, 2006, While on Terminal Leave Pending Retirement from the Uniformed Service
Under the U.S. Department of Justice, Office of Legal Counsel Opinion dated October 16, 2007, the uniformed service of an employee appointed prior to October 17, 2006 while on terminal leave pending retirement from the uniformed service is creditable in determining the SCD-Leave at the time of appointment.
Non-competitive actions: