This means that career and career-conditional employees are eligible for employment in the other merit systems with which the U. Office of Personnel Management has agreements under conditions similar to those described in the preceding section. A career or career-conditional employee who is not eligible for appointment under an interchange agreement may be eligible for appointment consideration under other appointment procedures of the other merit system. Also, Public Law February 10, amended the Portability Act to allow certain retirement benefits with a break in service of not more than 1 year.
To be covered by these provisions, an appointment may be based on the interchange agreement or any other valid appointing authority. The following lists some of the more common actions and where instructions can be found on giving credit for NAFI benefits and service.
These provisions apply to any agency subject to a particular law. For example, an agency subject to the reduction in force provisions of chapter 35 of title 5, United States Code, would apply the instructions below relating to service credit for reduction in force purposes.
Setting basic pay. See 5 CFR A NAFI employee moving to civil service employment under any other circumstance and with a break of at least 90 days since his or her last period of Federal or certain District of Columbia employment may be considered for a superior qualifications appointment. Creditable service for a within grade increase. Creditable service for time-in-grade purposes.
Eligibility for grade and pay retention. Eligibility for severance pay. Credit for leave accrued in NAFI leave system. See 5 U. Service credit for leave purposes. See the U. Service credit for reduction in force purposes. Retirement coverage. Public Law February 10, amended the Portability Act to allow certain retirement benefits with a break in service of not more than 1 year. Thrift Savings Plan Coverage. Agencies may noncompetitively appoint to career or career-conditional appointments current and former Foreign Service employees who meet the criteria under appointment conditions below.
To be eligible for a career or career-conditional appointment, a current or former Foreign Service employee must:. Nontemporary Foreign Service appointment means i an appointment without condition or limitation or, ii a limited appointment that made the employee eligible for an unlimited, career-type appointment without a break in service of a workday between the two appointments.
Substantially continuous service means creditable service without a single break of more than 30 calendar days; except for breaks or other employment specifically defined in 5 CFR A career appointment is given to a person who has completed 3 years of substantially continuous service immediately before separation from an unlimited, career-type Foreign Service appointment or who meets a requirement of 5 CFR Others appointed under this authority receive a career-conditional appointment.
Service that begins with a nontemporary Foreign Service appointment counts toward the 3-year service requirement for career tenure only if the person is appointed under this authority within 30 days after separation from the career-type appointment in the Foreign Service. Appointees are not subject to a probationary period but acquire civil service status on appointment. This subpart contains noncompetitive appointing authorities covering a variety of situations and individuals, such as Peace Corps volunteers, former overseas employees, and incumbents of positions brought into the competitive service.
This subpart contains authorities to noncompetitively convert certain current employees from nonpermanent to permanent employment, such as employees formerly appointed via competitive examining and appointments leading to noncompetitive conversion. Authority: 5 CFR Part This subpart covers appointments to competitive service positions above the GS level that are subject to SL and ST salary rates.
What follows is a partial list of appointing authorities authorized by statutes outside of title 5 U. For a description of these authorities, agencies should consult the cited statutes.
Using these authorities, an agency may appoint an eligible individual to any position for which the person meets the qualification standard and other requirements governing appointment to the competitive service, except the individual is not required to compete in a competitive examination. Nor is the individual required to compete with career and career-conditional employees under internal merit staffing procedures unless an agency's policies require the individual to do so.
The agency must verify applicant eligibility. The Presidential Memorandum - Improving the Federal Recruitment and Hiring Process issued on May 11, , requires agencies to use the category rating approach as authorized by section of title 5, United States Code to assess and select job applicants for positions filled through competitive examining.
Agencies would evaluate candidates and place them into two or more pre-determined quality categories. For additional guidance on using category rating, please refer to Chapter 5 of the Delegated Examining Operations Handbook. Agencies make selections from within the highest quality category regardless of the number of candidates i.
However, preference eligibles receive absolute preference within each category. If a preference eligible is in the category, an agency may not select a non-preference eligible unless the agency requests to pass over the preference eligible in accordance with 5 U. If there are fewer than three candidates in the highest quality category, agencies may combine the highest category with the next lower category and make selections from the merged category. The newly merged category would then constitute the highest quality category.
Preference eligibles must be listed ahead of non-preference eligibles in the newly merged category. Once again, as long as a preference eligible remains in the merged category, an agency may not select a non-preference eligible unless the agency receives approval to pass over the preference eligible in accordance with 5 U.
Office of Personnel Management. Close Menu. Policy, Data, Oversight Hiring Information. Direct-Hire Authorities Authorities: 5 U. Section and 5 CFR Part , Subpart B Using OPM-approved governmentwide or agency specific direct-hire authorities, agencies may appoint candidates to positions without regard to the requirements in title 5 U. Back to Top Noncompetitive Conversion Several Governmentwide appointing authorities, listed below, permit or require agencies to noncompetitively convert employees to career or career-conditional appointments from excepted service or temporary appointments.
Veterans Recruitment Appointment Authorities: 38 U. OPM has agreements with: Tennessee Valley Authority Covers employees in salary policy positions trades and labor positions are not covered. Veterans Health Administration of the Department of Veterans Affairs Covers employees who occupy medical or medical-related positions and were appointed under 38 U. Appointment Conditions An agency may noncompetitively appoint an employee covered by an interchange agreement to a career or career-conditional appointment subject to the conditions listed below.
Qualifying for appointment in other merit systems To be eligible for career or career-conditional appointment, a person must: Be currently serving under an appointment without time limit in the other merit system or have been involuntarily separated from such appointment without personal cause within the preceding year; AND Be currently serving in or have been involuntarily separated from a position covered by an interchange agreement some agreements do not cover all positions of the other merit system ; AND Have served continuously for at least 1 year in the other merit system prior to appointment under the interchange agreement A person who previously met this requirement, separated, and later returned to an appointment without time limit, is considered as having met this requirement, regardless of length of service under the current appointment.
Selection Eligible persons may be considered for appointment to positions in the same manner that other individuals are considered for noncompetitive appointment. Type of appointment Persons appointed to competitive positions under the interchange agreements will receive career or career-conditional appointments, depending on whether they meet the 3-year service requirement for career tenure or are exempt from it under 5 CFR Probation and status Persons appointed under these agreements are not subject to probation under 5 CFR Part , Subpart H , but acquire civil service status on appointment.
Appointment in other merit systems Interchange agreements provide for two-way movement. Type of appointment A career appointment is given to a person who has completed 3 years of substantially continuous service immediately before separation from an unlimited, career-type Foreign Service appointment or who meets a requirement of 5 CFR Probation and status Appointees are not subject to a probationary period but acquire civil service status on appointment.
Office of Personnel Management Career or Career-Conditional Appointment Under Special Authorities Authority: 5 CFR Part , Subpart F This subpart contains noncompetitive appointing authorities covering a variety of situations and individuals, such as Peace Corps volunteers, former overseas employees, and incumbents of positions brought into the competitive service.
Conversion to Career or Career-Conditional Employment From Other Types of Employment Authority: 5 CFR Part , Subpart G This subpart contains authorities to noncompetitively convert certain current employees from nonpermanent to permanent employment, such as employees formerly appointed via competitive examining and appointments leading to noncompetitive conversion.
Courts Employees Authorities: 28 U. Frequently Asked Questions: What is the purpose of category rating? View more. The purpose of category rating is to increase the number of qualified applicants an agency has to choose from for selection while preserving veterans' preference rights. The category rating approach gives agencies the flexibility to assess and select from among applicants in the highest quality category without regard to the "rule of three.
Are agencies required to use category rating for all competitive examinations or can they continue to use the traditional "rule of three? The Presidential Memorandum directs agencies to use the category rating approach in place of the "rule of three" approach.
What does an agency need to have in place before implementing category rating? An agency is required to have a category rating policy in place that describes how applicants will be evaluated and placed in two or more quality categories. How are quality categories defined? Quality categories are defined through job analysis. The categories should be written to reflect the requirements to perform the job successfully and to distinguish differences in the quality of candidates' job-related competencies or knowledge, skills, and abilities KSAs.
The highest quality category definition should not be written in broad terms solely to increase the number of eligible candidates who may be considered for selection. Instead, the highest quality category definition should be written to identify the best qualified individuals for the position. Example: Agency uses two quality categories: Highly Qualified and Qualified. In filling a Human Resources Specialist, GS, policy position, the agency might define the Highly Qualified category as experience in a senior level HR position writing regulations or agency policy or providing guidance to an agency on staffing, downsizing, realignment, classification, or compensation.
The Qualified category might include senior level HR operations experience in staffing, downsizing, realignments, classification, or compensation. May agencies use category rating to fill any job that uses an assessment s that generates a numerical score? When establishing a category definition with numerical scores, agencies must be consistent with the technical standards in the Uniform Guidelines on Employee Selection Procedures see 29 CFR Part with respect to the development of any applicant assessment procedure and comply with the laws, regulations, and policies of merit selection see 5 U.
How are candidates selected under category rating? When does veterans' preference apply? How are preference eligibles given preference in selection under category rating? Preference eligibles who meet the qualification requirements are assessed and placed in the appropriate quality categories. Preference eligibles receive veterans' preference by being listed ahead of non-preference eligibles within the same quality category in which they are placed.
No preference points, i. An agency may not select a non-preference eligible if there is a preference eligible in the same category unless the agency receives approval to pass over the preference eligible in accordance with 5 U.
How do preference eligibles who have a compensable service-connected disability receive preference in selection? Preference eligibles who meet the qualification requirements for the position and who have a compensable service-connected disability of at least 10 percent must be listed in the highest quality category except in the case of scientific or professional positions at the GS-9 level or higher. As noted above, an agency may not select a non-preference eligible over a preference eligible in the same category unless the agency receives approval to pass over the preference eligible in accordance with 5 U.
Are the procedures used to pass over a preference eligible under category rating the same as those used in traditional numeric rating, ranking, and selection? The procedures used to pass over a preference eligible under category rating are the same as those used in the traditional "rule of three" process.
In the traditional and category rating processes, an agency may not select a non-preference eligible over a higher ranked preference eligible or a preference eligible within the same category, respectively, unless the agency receives approval to pass over the preference eligible in accordance with 5 U. May an agency apply the "three consideration" rule under category rating? The "three consideration" rule that is prescribed in 5 CFR Does the hiring manager have to interview all the candidates within the category?
OPM does not require the hiring manager to interview everyone within a category. Federal regulations, interchange agreements with the Office of Personnel Management OPM , and other authorities offer certain individuals the ability to apply to Federal Government announcements and to be appointed non-competitively to a position. Your eligibility does not entitle you to a job within the Federal Government. You must still meet qualification standards, go through the selection process and meet any additional requirements, such as a background investigation.
If applying to an announcement directly, the announcement must be accepting applications from outside of the Department of Health and Human Services. You must submit all required documents by the closing date of the announcement with your application package. Let us know if you can't find the information you need, have a suggestion for improving this page, or found an error.
If your question requires an immediate response, please use the Contact Us form. Operating Status loading Home About Learn about our organization, goals, and who to contact in HR. Find out about insurance programs, pay types, leave options, and retirement planning.
Discover resources to have a balanced career at NIH. Resources for training to develop your leadership and professional skills. Access your personnel information and process HR actions through these systems. Information for managers to support staff including engagement, recognition, and performance. You may be eligible if you are A current excepted service employee of a federal agency Nuclear Regulatory Commission, Nonappropriated Fund employees of the Department of Defense, etc.
Courts employee. Required Documentation To verify your eligibility, you must submit A copy of your Notification of Personnel Action, Standard Form 50 SF or equivalent employment record reflecting your status.
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