This letter announces the issuance of a new Federal Personnel Manual (FPM) .. (See FPM supplement , subchapter 24, for information on when an. In § , paragraph (b)(3) is amended by removing “FPM Supplement 31” and by adding “the Guide to Personnel Recordkeeping” in. It should be used as a guide and a supplement to, but not a (1) FPM Supplement –33, The Guide to Processing Personnel Actions.

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L Fdfl N neManual System a, ii: Coverage under the Act also affects the Government contribution to the health benefits premiums of a part-time employee participating in the Federal Employee Health Benefits Program as described in section Although they share the duties of a full-time position, job sharers are considered to be individual part-time employees for pur- poses of appointment, tour of duty, pay, classification, leave, holidays, benefits, position change, service credit, recordkeeping, reduction in force, adverse actions, grievances and personnel ceilings.

For this purpose, “workhours scheduled” does not include scheduled overtime hours. Consistent with the career-conditional or career appointment, a seasonal employee receives the full range of benefits provided to at- tract and retain a stable work force, including life and health insurance and up to 6 months credit for retirement while in a nonpay status.

These instructions update Tenure Group 2: This means that movement from a supllement to a nonseasonal position is not subject to competition unless required by the procedures in chapter governing promotion and internal placement.

Privacy Policy Terms and Conditions. Note that this is 22 days in the aggregate — not each time an employee is placed in a nonpay status. Part-time employment before April 8, Time in a nonpay status under the General Schedule is credited on the basis of 2 workweeks for steps 2 through 4, 4 workweeks for steps 5 through 7, and 6 workweeks for steps 8 through Exclude shifts within the agency or department that are between any spuplement that ii”Bdl’ew the agency or department level.

If an agency must reduce the number of weeks a seasonal employee works below the minimum specified in the employment agreement, i. An employee with concurrent part-time appoint- ments is entitled to life insurance on the supplemwnt of the sum of the annual salaries for the positions.

Line 5 minus line: Agencies should use these edits to assure the accuracy and supplemebt of the data provided. This letter announces the issuance of a new Federal Personnel Manual FPM chapter on other than full-time career employment. The use of on-call employment does not require the prior approval of the Office of Personnel Management and is not limited to specific agen- suppplement, locations, occupations or grade levels.

  FAA 8900.1 PDF

See FPM chapter You already recently rated this item. An agency is required to establish ongoing programs to encourage part-time employ- ment within the agency and to establish designated contact points within each major sub-organization where employees can obtain information on part-time employment opportunities.

The guide to processing personnel actions.

The fp, provided for a part-time and full-time employee is the same but the cost to a part- time employee covered by the Act is greater since a covered employee re- ceives a prorated Government contribution to health insurance premiums according to the number of hours in the tour of duty during the pay period.

Job sharers each have a separate position description which may or may gpm be identical. Devine Director pice 30 Full-time with Permanent Appointments These employees” subject to employment ceilings ‘Included in line 29 who are Sfuletrae wIth pe anentt appointments as defined in Itne 5. However, formatting rules can vary widely between applications and fields of interest or study.

The agreement must be attached to the employee’s copy of the SF 50, Notification of Personnel Action, and a reference to the agreement should be included in the SF 50 remarks.

In the event of a reduction in force RIFseasonal employees will be placed in a separate competitive level from year-round employees and will have assignment rights only to other seasonal positions.

Federal personnel manual system

Time in nonpay status is creditable as follows: The list of nature of action codes for each line is to be used only as a guide reporting Federal employees. An agency must issue an SF to change the mixed tour employee from one work schedule to another.

Two workweeks in nonpay status means 80 cumulative workhours scheduled for a full-time employee or the cumula- tive number of workhours scheduled for 2 workweeks for a part-time employee. Attachment to FPM Letter 4 Under certain conditions, however, an agency is authorized to permit an employee to exceed the hour limitation as provided for in 5 CFR Since a seasonal employee is subject to periodic layoff and re- call as a condition of employment, it is supplwment that a candidate under- stand and agree to these conditions prior to actually entering on duty.

An appointment may be made from any appropriate source, including transfer, reinstatement, reemployment priority list, or a competitive register estab- lished by 0PM or the agency under delegated examining authority.

The material on seasonal and intermittent employment is entirely new and marks the first time we have issued general instructions governing such employment. An intermittent employee is not eligible for life insurance coverage except when the intermittent employment follows, without a break in service in excess of 3 days, employment in a covered position and the employee is expected to return supplenent a covered position.


Federal personnel manual system

Gross basic pay is computed by multiplying the employee’s hourly rate of pay by the number of hours worked during the pay period. For example, one job sharer could work 24 hours each week and the other A part-time employee receives a full year of service credit for each calendar year worked regardless of tour of duty for the purpose of computing service for retention, retirement, career ten- ure, completion of probationary period, within-grade increases, leave accrual rate, and supplemrnt n-grade restrictions on advancement.

Job sharers may also work alternate weeks so long as each job sharer works no more than 32 hours a week and has at least one hour of work Attachment to FPM Letter 9 regularly scheduled in each of the two weeks of the bi-weekly pay period.

The tour of duty for a part-time employee on an alternative work schedule see FPM chapter may be set on the basis of from 32 to 64 hours per pay period. See subchapter 4 for information on crediting service for an intermittent seasonal employee. While in nonpay status, an on-call employee may accept other em- ployment, Federal or non-Federal.

Change to full-time work schedule. In evaluating the appropriateness of seasonal versus other kinds of employment, an agency should consider such factors as the relative difficulty of obtaining skilled personnel on a recurring basis, the costs in time and resources of recruiting and training new employees, dpm cost to the Government of unearned creditable service and any continuing benefits, and the availability of other work to which a seasonal employee could be assigned in lieu of layoff.

To assure appropriate application and understanding of on-cal 1 employment an agency using this form of employment should develop internal guidelines for release and recall to duty, movement to year-round employ- ment, preemployment briefing format, and standardized employment agree- ments.

Hours in pay status include straight-time and overtime hours up to a total of the agency’s basic working hours in a pay period normally 80 supplrment. The term “WAE,” sometimes used to designate intermittent employment, is obsolete and should not be used. All applicable rights reserved by the source institution and holding location.