6.330.1  Recruitment, Selection, and Placement (Cont. 1)

6.330.1.4 
Reassignment Preference Program (RPP)

6.330.1.4.2 
Coverage

6.330.1.4.2.2  (12-31-2009)
Bargaining Status of Position

  1. The RPP is designed to facilitate voluntary placement into permanent bargaining unit and non-bargaining unit positions at or below the employee’s current grade. This policy covers all positions Servicewide. As with CTAP, selections under the RPP will be made without regard to bargaining unit status. Bargaining unit employees can be selected for non-bargaining unit positions and non-bargaining unit employees can be selected for bargaining unit positions.

6.330.1.4.2.3  (12-31-2009)
Temporary Position

  1. The RPP does not apply to positions announced as temporary " not to exceed" or temporary"may be made permanent." Prior approval is required from the BOD Head or Deputy Head, or other senior executive to whom this responsibility has been delegated from the BOD Head, to announce any permanent position as temporary "not to exceed" or temporary "may be made permanent" to ensure the availability of as many placement opportunities as possible.

6.330.1.4.3  (12-31-2009)
Vacancy Process

  1. A vacancy is defined as any bargaining unit or non-bargaining unit position that is being filled regardless of whether a vacancy announcement is issued unless one of the exceptions identified in 5 CFR § 330.606(d) applies. That is, the same exceptions applicable to filling vacancies under 5 CFR Part 330, Subpart F will be applicable to the RPP. Vacancies not exempt from RPP will be announced as long as there are directly impacted employees at or below the grade/band of the position to be filled.

  2. The RPP requires an employee to apply for announced vacancies at the same or lower grade/band and work schedule (e.g. permanent to permanent; seasonal to seasonal) as their current position, both within and outside the commuting area. The same or lower grade/band position is defined as a position having no greater promotion potential than that currently held by the employee on a permanent basis.

  3. RPP applicants must meet all qualification requirements for the announced vacancy and must have a fully successful or higher overall rating on their last annual performance appraisal. RPP consideration is based on the employee’s status as of the closing date of the vacancy announcement. See IRM 6.330.1.4.4.

  4. Vacancy announcements must indicate whether moving expenses will be authorized. Moving expenses will only be paid when indicated in the vacancy announcement.

  5. Remaining vacancies can be filled through other competitive/non-competitive sources if there are no available RPP candidates for the announced position

6.330.1.4.3.1  (12-31-2009)
Selection/Non-selection

  1. All RPP candidates who apply for an announced vacancy will be considered.

  2. If the selection certificate contains RPP candidate(s) who meet all the requirements, a selection of an RPP candidate is required, absent just cause.

  3. Management may select the RPP candidate with the earliest IRS EOD or competitively rank the RPP candidates before making a selection.

  4. Written approval by a BOD Commissioner or designee is required to:

    1. Non-select an RPP candidate; or

    2. Cancel an announced vacancy if there are RPP candidates available.

6.330.1.4.3.2  (12-31-2009)
RPP Selectee

  1. RPP candidates who are selected for a permanent position at the same or lower grade:

    1. Will have five (5) work days from the date of selection to accept or decline the offer within the commuting area;

    2. Will have seven (7) work days from the date of selection to accept or decline the offer outside the commuting area;

    3. Will have the reassignment/change to lower grade action effected, if within the commuting area, no later than the beginning of the next pay period following the selection or outside the commuting area no later than 60 days after selection; and

    4. May decline up to two offers from outside the commuting area that would require a move and decline one offer from within the commuting area. Any declination after that will result in loss of the RPP eligibility.

  2. RPP employees who voluntarily apply and are selected for a change to lower grade no lower than three grades or intervals than their current position will be offered optional grade retention or optional pay retention, provided regulatory criteria are met. The same or lower grade/band position is defined as a position having no greater promotion potential than the employee’s permanent position of record.

  3. RPP employees who voluntarily relocate to a different commuting area to accept a position with the IRS may be eligible to receive a voluntary relocation incentive.

6.330.1.4.4  (12-31-2009)
RPP Rescission

  1. Employees issued an RPP rescission notice after the closing date of a vacancy announcement for which they applied will retain reassignment preference for the life of the announcement. RPP consideration will terminate for a specific vacancy announcement when a rescission notice is issued before the closing date.

  2. Once any notice conferring CTAP selection priority is issued to any employee covered in the same initiative, all RPP Notices for the specific initiative will be rescinded. See Exhibit 6.330.1-18 Rescission of Reassignment Preference Memorandum.

6.330.1.4.5  (12-31-2009)
RPP Program Responsibilities

  1. This section describes the roles and responsibilities of the BOD, directly impacted employees and employment operations.

6.330.1.4.5.1  (12-31-2009)
Business Operating Division (BOD)

  1. The BOD will issue a Reassignment Preference Eligibility Notice ( See Exhibit 6.330.1-17.) to all identified directly impacted employees. The notice will outline their RPP eligibility, if selected for a lower graded position. In addition, the BOD is responsible for the following:

    1. Working with servicing HCO, ETS, EO to identify and track their directly impacted employees in order to confirm RPP entitlements.

    2. Rescinding RPP Notices when initiatives or positions are no longer directly impacted.

    3. Approving non-selection of an RPP candidate or cancellation of an announced vacancy when RPP candidates are available. See IRM 6.330.4.3.1.

    4. Providing approval documentation to support the non-selection or cancellation to the appropriate servicing HCO, ETS, EO.

6.330.1.4.5.2  (12-31-2009)
RPP Employee

  1. The directly impacted employee must apply for an announced vacancy. In order to receive consideration under this process, a copy of the RPP Notice must be attached to the employee’s application.

6.330.1.4.5.3  (12-31-2009)
Operating Procedures

  1. Applications will be accepted from all employees. Special priority programs must be cleared in accordance with NA, Article 13, Subsection 2D and IRM 6.335.1, Promotion and Internal Placement.

  2. Applications will be accepted from all employees. Special priority programs must be cleared in accordance with NA, Article 13, Subsection 2D and IRM 6.335.1, Promotion and Internal Placement.

    1. If the selecting official decides not to select the RPP candidate with the earliest IRS EOD, management will then rank RPP candidates using ranking procedures in accordance with the National Agreement, Article 13 or IRM 6.335.

    2. Once ranked, all RPP candidates will be referred in score order to the selecting official in accordance with the National Agreement, Article 13 or IRM 6.335. Tied scores will be broken by IRS EOD.

  3. The servicing HCO, ETS, EO is responsible for tracking non-selections and cancellations of announced vacancies and for providing reports of these activities, if requested.

6.330.1.5  (12-31-2009)
Reemployment Priority List (RPL)

  1. Reemployment Priority List (RPL) guidance::

    1. 5 CFR Part 330, Subpart B

    2. Chapter 330 TN-97-03, Treasury Career Transition Assistance Plan, dated October 1, 1997

    3. The OPM Restructuring Handbook under Career Transition Resources available at: http://www.opm.gov/rif/handbook/rih.asp

    4. OPM’s Delegated Examining Operations Handbook available at: http://www.opm.gov/deu/index.asp

    5. Treasury RPL website available at: http://hres.treas.gov/pages/about-rpl.cfm

6.330.1.5.1  (12-31-2009)
Purpose and Coverage

  1. The RPL is a positive placement program and agencies must give RPL registrants priority consideration over certain outside job applicants. HR Specialists recruiting externally must clear the RPL prior to making job offers to individuals outside the Department of Treasury.

  2. The RPL is used in filling Treasury Bureau’s external job vacancies.

  3. The Reemployment Priority List (RPL) establishes the policies necessary to maximize employment opportunities for current and former competitive service Treasury employees scheduled to be or separated by a RIF or fully recovered from a compensable injury after more than one year.

6.330.1.5.2  (12-31-2009)
Program Responsibilities

  1. Program oversight is the responsibility of the Treasury Human Capital Strategic Management Office.

  2. The IRS HCO, ETS, Policy and Programs Office is responsible for issuing policy and monitoring the effectiveness of the program.

6.330.1.5.3  (12-31-2009)
Eligibility Requirements

  1. To be eligible for the RPL as a result of RIF, individuals must meet all of the following conditions:

    1. Serving (or served) under an appointment in the competitive service in tenure group I or II;

    2. Have an annual performance rating above "unacceptable" as the last annual performance rating of record for RIF purposes;

    3. Have a specific RIF separation or Certificate of Expected Separation (CES) letter;

    4. Have not declined a transfer of function

    5. Be qualified for the position; and

    6. Have not declined an offer of a position with the same type of work schedule and with a representative rate at least as high as that of the position from which the employee was or will be separated.

  2. Individuals eligible for the RPL due to compensable injury must be former competitive service tenure group I or II employees who separate (or accept a lower graded position in lieu of a separation) because of a compensable injury or disability, and who have fully recovered more than one year after compensation began.

6.330.1.5.4  (12-31-2009)
Duration of Eligibility

  1. Tenure Group I employees retain eligibility for 2 years from the date the employee is entered on the RPL.

  2. Tenure Group II employees retain eligibility for 1 year from the date the employee is entered on the RPL.

6.330.1.5.5  (12-31-2009)
Termination of Eligibility

  1. An individual may be removed from the RPL before the period of eligibility expires when the individual:

    1. Requests removal;

    2. Receives a Career, Career-Conditional, or Excepted appointment without time limit in any agency; or

    3. Declines an offer or fails to respond to an inquiry of availability about a specific position that is the same as or equivalent to the position from which separated.

6.330.1.5.6  (12-31-2009)
Application Procedures

  1. Individuals eligible for the RPL must complete and submit Form 13591, Treasury Reemployment List Employee Application, to the IRS Servicewide Special Priority Programs Coordinator and must notify the Program Coordinator of any significant changes in the information provided on the form. Other required paperwork includes a copy of the notice documenting eligibility. Employees are also encouraged to submit other work history information (i.e., resume, Form 9686, etc.).

  2. Individuals receiving a RIF separation notice or CES letter will receive the RPL application form and submission instructions in their notice.

  3. Impacted employees may apply as soon as a CES or specific RIF separation notice is issued. The application must be submitted by the employee directly to the IRS Servicewide Special Priority Programs Coordinator, within 30 calendar days after the RIF separation date.

  4. An individual who is eligible for the RPL due to a compensable injury must request reemployment consideration within 30 days after the date compensation ceased; except that when an appeal for continuation of compensation is filed, the 30 calendar days begins after the resolution is reached.

  5. An individual who fails to submit a timely application (within 30 calendar days of the RIF separation date) is not entitled to be placed on the RPL.

  6. An eligible individual may be entered on the RPL only for the commuting area in which they separated and may not apply for the RPL in any other location except as provided in 5 CFR § 330.206(a)(4).

  7. Upon receipt of RPL application forms, the IRS Servicewide Special Priority Programs Coordinator will review application for date received, determine that all qualification requirements are met, and will add the names to Treasury’s RPL database, etc.

  8. Eligible individuals will receive notification that they have been registered for their current series and grade and will be provided the opportunity to request registration for additional series and grades. If the individual requests additional series and grades, the series and grades will be added to the database if the employee’s servicing HCO, ETS, EO determines that the employee meets the qualifications.

6.330.1.5.7  (12-31-2009)
Qualification Requirements

  1. An individual eligible for the RPL is qualified for a position if he or she:

    1. Meets OPM qualification standards and requirements for the position, including any minimum qualification requirements and any selective placement factors;

    2. Is physically qualified, with reasonable accommodation where appropriate, to perform the duties of the job; and

    3. Meets any other applicable requirements for appointment to the competitive service.

  2. Individuals must meet the OPM minimum qualification requirements, but do not have to be well-qualified (as defined under the CTAP/ICTAP regulations).

  3. Exceptions to the qualification requirements can be made under the conditions outlined in 5 CFR § 330.208.4(b). The CEBs (or equivalent) approves the exception under this provision.

6.330.1.5.8  (12-31-2009)
Referral Guidance and Procedures

  1. Individuals eligible for the RPL are given consideration as follows

    1. In the commuting area for which the applicant is qualified and available;

    2. For positions that are at no higher grade (or equivalent) and have no greater promotion potential than the position from which the individual was or will be separated; and

    3. For positions that have the same type work schedule from which the individual was or will be separated.

  2. The RPL list must be cleared at the grade level at which a position is filled (regardless of the full performance level). Similarly, if a position is advertised at multiple grade levels, the RPL must be cleared only at the grade level at which the position is ultimately filled.

  3. The series of the position being filled must be on the RPL for an individual before there is a match.

6.330.1.5.9  (12-31-2009)
Employment Restrictions

  1. Individuals eligible for the RPL must be considered for non-permanent, as well as permanent positions, when they have indicated interest in those positions on their RPL applications (5 CFR § 330.205(a)).

  2. When a qualified individual is available on the RPL, a commitment cannot be made to fill a competitive service permanent or temporary appointment unless it meets the exceptions in 5 CFR § 330.205(b).

6.330.1.5.10  (12-31-2009)
Selection Guidance and Procedures

  1. Treasury has determined that selections are made in retention standing order according to 5 CFR § 330.207 (b) as follows:

    1. Place qualified individuals in group and subgroup order in accordance with 5 CFR Part 351 (RIF regulations);

    2. In making a selection, an agency may not pass over an individual in group I to select from group II;

    3. Within a group, an agency may not pass over an individual in a higher subgroup (i.e., IIA) to select from a lower subgroup (i.e., IIB); and

    4. Within a subgroup, an agency may select an individual without regard to order of retention standing.

  2. If several individuals eligible for the RPL have the same retention standing order (even if there is just one vacancy), they must all be referred for consideration.

  3. After the RPL has been cleared and a final employment commitment is made to an individual, the later registration of another eligible individual on the RPL does not prevent the fulfillment of the original commitment, regardless of when the individual enters on duty.

6.330.1.5.11  (12-31-2009)
Notifications to RPL Registrants

  1. When a match is identified with a position and an individual who is eligible for the RPL, the following activities take place:

    1. The HCO, ETS, EO will obtain the individual’s RPL form and any application or other information submitted from the Treasury bureau point of contact;

    2. The HCO, ETS, EO will confirm that the individual is qualified for the position;

    3. If the individual is not qualified, the Treasury bureau contact should be notified and the vacancy announcement package documented accordingly; and

    4. If the individual is qualified, he/she should be contacted, in writing, to schedule an interview or to inquire if they are available for the position. The written correspondence to the individual must clearly state that failure to respond will result in removal from the RPL. The letter should be sent by certified mail and all postal receipts maintained in the vacancy announcement folder. The individual should be given up to 10 calendar days to respond. A sample letter is found in Exhibit 6.330.1-19.

6.330.1.5.12  (12-31-2009)
Appeals

  1. An individual has the right to appeal to the Merit Systems Protection Board when they believe that their reemployment priority rights have been violated. Detailed instructions and information concerning the appeal process are available at http://www.mspb.gov/howtoappeal.html .

6.330.1.6  (12-31-2009)
Interagency Career Transition Assistance Plan (ICTAP)

  1. Interagency Career Transition Assistance Plan (ICTAP) guidance:

    1. 5 CFR Part 330, Subpart G

    2. The OPM’s website at: http://www.usajobs.opm.gov/E132.asp

    3. OPM's Delegated Examining Operations Handbook (DEOH) available online at: http://www.opm.gov/deu/

6.330.1.6.1  (12-31-2009)
Purpose and Coverage

  1. ICTAP is an interagency career transition assistance program for displaced Federal employees who are seeking employment in other Federal agencies.

  2. ICTAP only applies when IRS is recruiting and selecting outside the Service. The program does not prevent IRS from making selections within the workforce.

  3. Employees of the Office of Chief Counsel are excluded from coverage by the provisions of ICTAP, and will not receive referral for IRS positions. Similarly, IRS employees will not receive priority consideration for Counsel positions.

6.330.1.6.2  (12-31-2009)
Program Responsibilities

  1. The HCO, ETS, Policy and Programs Office is responsible for the overall administration of the program; serves as Treasury liaison; issues policy updates; and responds to complex technical questions regarding the administration of the program received from EOs and/or BODs' embedded HR offices.

  2. The HCO, ETS, EO is responsible for identifying a program coordinator who will assist with the administration of ICTAP.

6.330.1.6.3  (12-31-2009)
Eligibility Requirements

  1. An individual eligible for ICTAP is a displaced employee who meets the following conditions:

    1. Has a current (or last) annual performance rating of at least fully successful or equivalent, except for individuals eligible due to compensable injury and disability retirement;

    2. Applies for a vacancy at or below the grade level from which the employee may be or is being separated, that does not have greater promotion potential than the position from which the employee may be or is being separated;

    3. Applies for a specific vacancy within the established timeframe and provides proof of eligibility that entitles the individual to special placement priority;

    4. Is determined to be well-qualified for the specific vacancy; and

    5. Occupies or was displaced from a position in the same local commuting area as the vacancy.

6.330.1.6.4  (12-31-2009)
Eligibility Begins

  1. Eligibility for ICTAP special selection priority begins on the date:

    1. Certification is made that an employee eligible under 5 CFR § 330.703(b)(3) (individual whose compensation has been terminated and whose former agency is unable to place them) cannot be placed;

    2. RIF separation notices are issued;

    3. Formal notice of proposed removal is issued for declining a reassignment or transfer of function outside of the commuting area; and

    4. An employee under 5 CFR § 330.703(b)(6) has retired under 5 USC § 8337(h) or 5 USC § 8456.

  2. ICTAP eligibility expires at various times depending upon the action that entitled the individual to receive special selection priority. Refer to 5 CFR § 330.704 (c) (1) through (7) for expiration time periods.

6.330.1.6.5  (12-31-2009)
Well-Qualified and Referral Guidance

  1. Refer to section IRM 6.330.1.2.12, Well-Qualified, of this IRM, as the same requirements apply to both CTAP and ICTAP.

    1. OPM or IRS Delegated Examining Unit (DEU) referrals under the " rule of three" must have a transmuted score of 80 (without verterans' preference) to meet the well-qualified definition.

    2. OPM or IRS DEU referrals under category rating must be in Category B (where Category A is superior and Category C is qualified) or higher to meet the well-qualified definition.

6.330.1.6.6  (12-31-2009)
Order of Selection

  1. Individuals on the Reemployment Priority List (RPL) have selection priority over ICTAP applicants.

6.330.1.6.7  (12-31-2009)
Exceptions

  1. There are a variety of actions not subject to the ICTAP process. These exceptions can be found in 5 CFR § 330.705.

6.330.1.6.8  (12-31-2009)
Reporting Vacancies to the Office of Personnel Management (OPM)

  1. The Service provides a quarterly report of all competitive service vacancies to OPM when accepting applications from outside the agency (including applications for temporary positions lasting 121 or more days), except when they elect to fill a position by the transfer or reassignment of an ICTAP eligible from another agency.

Exhibit 6.330.1-1  (12-31-2009)
CTAP Well-Qualified Determination Process

Non-Bargaining Unit Positions

The simplified ranking method is used for NBU positions. A " Yes" rating indicates that a candidate meets the rating of 3 on a 5-point scale or the rating of 2 on a 4-point scale on every knowledge, skill or ability and/or competency Only candidates that meet every KSA or competency identified for the vacancy are considered well qualified and referred for selection. Rating and ranking may be accomplished in the employment office or by a ranking panel or official.

The following example is for a NBU secretary position.

KSAs (or Competency) Applicant #1 Applicant #2
Ability to read and interpret material. Yes Yes
Ability to collect and compile information. Yes Yes
Ability to write non technical correspondence. Yes Yes
Ability to organize work. Yes Yes
Ability to operate office automation equipment and software. Yes No
Well qualified? Yes No

Note:

It is not appropriate to assign scores, compute a total, and then do an average.

Management Selection Program (MSP) Positions

To meet the well-qualified definition, applicants for MSP positions must obtain a "Ready Now" rating in all four-core responsibilities on the Form 13236, Evaluation of Managerial Potential (EMP) plus a rating of at least 3 (fully acceptable) on each technical competency. Rating and ranking may be accomplished in the employment office or by a ranking panel or official.

Ranking Items Applicant #1 Applicant #2 Applicant #3
EMP Form 13236 No EMP form submitted – applicant at same target level of vacancy and fully successful on current evaluation. Considered "ready now" in all 4 core areas. Received "ready now " in all 4 core areas. Received "ready now " in 3 out of 4 core areas.
Technical Competency #1 3 4 4
Technical Competency #2 4 2 4
Well-Qualified? Yes – received " ready now" in all 4 core areas on Form 13236. Received a 3 or higher on each technical competency. No – does not have a 3 or higher on each technical competency. It is not appropriate to average. No – did not receive "ready now" in all 4 core areas.

Exhibit 6.330.1-2  (12-31-2009)
Sample Vacancy Notice for CTAP Eligibles

VACANCY NOTICE FOR CTAP ELIGIBLES

    Date: ___________
Bureau Contact(s) to whom addressed:
  Name and/or title

___________________________
 
  E-mail address or facsimile number

____________________________
____________________________
The attached Career Opportunities Listing (or other notice) advises of one or more job opportunities in which the CTAP eligibles for which you are the contact may be interested. Please share this information with those CTAP eligibles.
Career Opportunities Listing issue date: _________________
Announcement Number: _____________________________
Other: ___________________________________________
Applicants must apply by the closing date(s) indicated in the attached announcement.
Applications or questions should be directed to:
  Name of issuing specialist: __________________
E-mail address: ________________________
Phone Number: ________________________
By no later than: ________________________

Exhibit 6.330.1-3  (12-31-2009)
Comparison Chart on Clearing Special Priority Programs

Special
Priority
Programs
Clearing Special Priority Programs Clearing Special Priority Programs when Temporary may become Permanent Position made Permanent Clearing Special Priority Programs for Remain in POD Vacancy
Career Transition Assistance Plan All vacancies over 120 days must be announced internally to clear CTAP eligibles
• Not required if meets CTAP exception identified in 5 CFR § 330.606
• Not required if vacancy is covered by OPM authorized CTAP waiver for 180 day non-competitive time limited promotions to positions in the 300 and 500 occupational groups and GS-962 series in IRS campuses during peak tax filing season October through March of each year.
CTAP does not need to be cleared if the following requirements are met:
• Ann. stated position was temporary and may become permanent action
• CTAP was cleared on initial temporary may be made permanent action
• Action when processed removes temporary provision of initial action
Follow steps for Clearing CTAP
• CTAP eligibles are selected only for positions in their current POD
IRS Priority Placement Program Clear Special Placement Programs Report:
• Prior to announcing vacancy; absent higher priority referrals
• Prior to issuance of BQ certificate to selecting official
Clear Special Placement Programs Report:
• Prior to making a temporary may become permanent position permanent
Clear Special Placement Programs Report:
• Clear nationwide for all POD’s--
□ Prior to announcing the vacancy; absent higher priority referrals
□ Prior to issuance of BQ certificate to selecting official
• Refer only for current POD
• If making a temporary may become permanent position permanent, clear only for the POD of employee being made permanent since the POD is identified and it is no longer a remain in POD situation
Priority Consideration Clear Special Placement Programs Report:
• Prior to announcing a vacancy; absent higher priority referrals
Bonafide consideration made prior to issuance of a BQ certificate to selecting official

Note:

Bonafide consideration as defined in case law means that PC eligibles can not be compared with other candidates and must be referred alone before other candidates.

Clear Special Placement Programs Report:
• Prior to making a temporary may become permanent position permanent
Clear Special Placement Programs Report:

• Clear nationwide for all PODs
• Prior to announcing vacancy; absent higher priority referrals
• Prior to issuance of BQ certificate to selecting official
• Refer only if the PC eligible has a current POD the same as the POD for which he or she received PC
• If making a temporary may become permanent position permanent, clear only for the POD of employee being made permanent since the POD is identified and it is no longer a remain in POD situation
Reassignment Preference Program Permanent vacancies must be announced internally to clear RPP
• Does not apply to positions announced as temporary not to exceed or temporary may be made permanent
• Not required if meets CTAP exception identified in 5 CFR § 330.606
Clear Special Placement Programs Report:
• Prior to making a temporary may become permanent position permanent
Clear Special Placement Programs Report:
• Hardship eligibles are not referred for remain in POD vacancies since the hardship program is a relocation program and a selection would not result in a relocation for them
• In rare cases if a hardship eligible is found for the same POD as the employee’s current POD, the request should be closely scrutinized since the hardship program is a relocation program
• If making a temporary may become permanent position permanent, clear only for the POD of employee being made permanent since the POD is identified and it is no longer a remain in POD situation
Hardship Clear Special Placement Programs Report:
• Prior to announcing the vacancy; absent higher priority referral
• Prior to issuance of BQ certificate to selecting official
Clear Special Placement Programs Report :
• Prior to making a temporary may become permanent position permanent
Clear Special Placement Programs Report:
• Hardship eligibles are not referred for remain in POD vacancies since the hardship program is a relocation program and a selection would not result in a relocation for them
• In rare cases if a hardship eligible is found for the same POD as the employee’s current POD, the request should be closely scrutinized since the hardship program is a relocation program
• If making a temporary may become permanent position permanent, clear only for the POD of employee being made permanent since the POD is identified and it is no longer a remain in POD situation

Exhibit 6.330.1-4  (12-31-2009)
Checklist for Establishing and Maintaining IRSPPP Folder

Name: ____________________________
SSN: __________________
Grade Retention Terminates : _________________________
Date/Initials Action Required
REGISTRATION, COUNSELING AND QUALIFICATION DETERMINATIONS - COPY OF ALL DOCUMENTS FILED IN EMPLOYEE'S IRSPPP FOLDER
  Initial counseling session conducted by IRSPPP Coordinator with impacted employee.
  Notification letter and Form 6264 provided to employee regarding program eligibility and registration procedures by the IRSPPP Coordinator. (Exhibits 6.330.1-5 to 6.330.1-9, as appropriate)
  Copy of PAR/SF-52 Action placing employee on grade or pay retention.
  TIMIS/HR Connect screen prints.
  Employee added to IRSPPP database for the position from which originally demoted.
  Completed IRSPPP Registration Form (Form 6264) is returned to IRSPPP Coordinator from employee.
  Qualification analysis completed by HR Specialist/IRSPPP Coordinator and Form 6264 updated.
  Second level review conducted for qualification determinations of employees in a 1-graded position qualifying for a 2-graded interval position; or
  Second level review conducted for qualification determinations for ALL employees covered under the IRS Payband System.
  Qualification analysis provided to employee.
  IRSPPP Database updated to include all positions employee qualifies for as a result of qualification analysis.
IRSPPP REFERRALS - Referrals must also be documented in Part 3 of Form 6264
  Employee’s paperwork provided to HR specialist for referral. Ensure that paperwork is current and up-to-date. Fax cover sheet or clearance form is included in the employee’s file.
Contact Name & Phone Number: __________
Employment Office: ___________________
Fax Number: ________________________
Follow-up: _____________________
  If selected, employee is notified by letter (Exhibit 6.330.1-13). Copy of certificate and letter filed in folder.
  If non-selected, employee is notified by letter (Exhibit 6.330.1-14); Justification, copy of certificate and letter filed in folder.
  Employee’s paperwork provided to HR specialist for referral. Ensure that paperwork is current and up-to-date. Fax cover sheet or clearance form is included in the employee’s file.
contact Name & Phone Number: _____________
Employment Office: _______________________
Fax Number: _____________
Follow-Up: _______________
  If selected, employee is notified by letter (Exhibit 6.330.1-13). Copy of certificate and letter filed in folder.
  If non-selected, employee is notified by letter (Exhibit 6.330.1-14); Justification, copy of certificate and letter filed in folder.
TERMINATION OF ENROLLMENT IN IRSPPP - completed by IRSPPP Coordinator
  Notified employee by letter (Exhibit 6.330.1-10) of termination of 2 year period. Copy of PAR and letter filed in folder.
  Notified employee by letter (Exhibit 6.330.1-15 or 6.330.1-16) when IRSPPP eligibility ceases. Copy filed in folder.
  Employee's record is archived in the IRSPPP database.

Exhibit 6.330.1-5  (12-31-2009)
Letter for Optional Grade/Band Retention

Employee
Street Address
City, State, ZIP Code
Dear Employee:
Recently, you accepted a position at a lower grade/band and you were afforded optional grade/band retention. In compliance with Federal regulations, the Internal Revenue Service Priority Placement Program (IRSPPP) was established to provide counseling and placement assistance leading to priority placement referral consideration for employees who have been demoted without cause.
As your participation in this program is mandatory in order for you to continue receiving optional grade/band retention simultaneously with the effective date of your personnel action, you have been automatically enrolled in the IRSPPP at the grade/band and series from which you were downgraded. You will remain in the IRSPPP for a period of two (2) years during the optional grade/band retention period. Upon completion of the optional grade/band retention period, your participation in the IRSPPP will be terminated. You will be referred for the positions for which you qualify by:
• Completing Part 1 of Form 6264, IRSPPP Employee Registration (copy enclosed); and
• Submitting a current application, or Form 13290, Management Selection Program Vacancy Application, as appropriate.
Completed forms are to be returned to your IRSPPP Coordinator within 10 workdays from the date of this letter.
As an IRSPPP participant, you will receive priority placement referral for vacancies within the established area of consideration (commuting area) for which you are qualified and which are at the same or an intervening grade/band or rate of pay as the position held prior to demotion. However, if you accept a lower-graded position that has non-competitive promotion potential back to your retained grade, you will not be referred for positions.
Your entitlement to optional grade/band retention and enrollment in the IRSPPP will terminate if any of the following occurs:
• A break in service of 1 workday or more;
• Demotion for cause;
• Demotion at your request;
• Declination of a reasonable offer to a position with a grade/band equal to or higher than your retained grade/band;
• Placement at or above your retained grade/band;
• A written notice from you advising that you wish to terminate the benefits of grade/band retention;
• A written notice from you advising that you do not wish to be enrolled in the IRSPPP.
 
Should you have any questions, please contact your immediate supervisor or your IRSPPP Coordinator, ( insert IRSPPP Coordinator’s name and telephone number).
  Sincerely,
  _________________
Chief, Employment Branch
Enclosure  

Exhibit 6.330.1-6  (12-31-2009)
Letter for Mandatory Grade/Band Retention as a Result of Reduction-in-Force (RIF)

Employee
Street Address
City, State, ZIP Code
 
Dear Employee:  
 
Recently, you accepted a position at a lower grade/band as a result of a reduction-in-force (RIF) which entitled you to mandatory grade/band retention based on Federal regulations provided under 5 CFR § 536.201, Mandatory Grade Retention. In compliance with these Federal regulations, the Internal Revenue Service Priority Placement Program (IRSPPP) was established to provide counseling and placement assistance leading to priority placement referral consideration for employees who have been demoted without cause.
Simultaneously with the effective date of your personnel action, you have been automatically enrolled in the IRSPPP at the grade/band and series from which you were downgraded. You will remain in the IRSPPP for a period of two (2) years during the mandatory grade/band retention period. Upon completion of the mandatory grade/band retention period, if your salary cannot be met at your current grade/band and step, you will be placed on pay retention and will remain enrolled in the IRSPPP until your salary is met. You will be referred for the positions for which you qualify by:
• Completing Part 1 of Form 6264, IRSPPP Employee Registration (copy enclosed); and
• Submitting a current application, or Form 13290, Management Selection Program Vacancy Application, as appropriate.
Completed forms are to be returned to your IRSPPP Coordinator within 10 workdays from the date of this letter.
As an IRSPPP participant, you will receive priority placement referral for vacancies within the established area of consideration (commuting area) for which you are qualified and which are at the same or an intervening grade/band or rate of pay as the position you held prior to demotion. However, if you accept a lower-graded position that has non-competitive promotion potential back to your retained grade, you will not be referred for positions.
Your entitlement to mandatory grade/band retention and enrollment in the IRSPPP will terminate if any of the following occurs:
• A break in service of 1 workday or more;
• Demotion for cause;
• Demotion at your request;
• Declination of a reasonable offer to a position with a grade/band equal to or higher than your retained grade/band;
• Placement at or above your retained grade/band;
• A written notice from you advising that you wish to terminate the benefits of grade/band retention.
 
Should you have any questions, please contact your immediate supervisor or your IRSPPP Coordinator, ( insert IRSPPP Coordinator’s name and telephone number).
  Sincerely,
  _________________
Chief, Employment Branch
Enclosure  

Exhibit 6.330.1-7  (12-31-2009)
Letter for Mandatory Grade/Band Retention as a Result of Reclassification

Employee
Street Address
City, State, ZIP Code
 
Dear Employee:  
 
Recently, you accepted a position at a lower grade/band as a result of reclassification, which entitled you to mandatory grade/band retention based on Federal regulations provided under 5 CFR § 536.201, Mandatory Grade Retention. In compliance with these Federal regulations, the Internal Revenue Service Priority Placement Program (IRSPPP) was established to provide counseling and placement assistance leading to priority placement referral consideration for employees who have been demoted without cause.
Simultaneously with the effective date of your personnel action, you have been automatically enrolled in the IRSPPP at the grade/band and series from which you were downgraded. You will remain in the IRSPPP for a period of two (2) years during the mandatory grade/band retention period. Upon completion of the mandatory grade/band retention period, if your salary cannot be met, you will be placed on pay retention and will remain enrolled in the IRSPPP until your salary is met. You will be referred for the positions for which you qualify by:
• Completing Part 1 of Form 6264, IRSPPP Employee Registration (copy enclosed); and
• Submitting a current application, or Form 13290, Management Selection Program Vacancy Application, as appropriate.
Completed forms are to be returned to your IRSPPP Coordinator within 10 workdays from the date of this letter.
As an IRSPPP participant, you will receive priority placement referral for vacancies within the established area of consideration (commuting area) for which you are qualified and which are at the same or an intervening grade/band or rate of pay as the position you held prior to demotion. However, if you accept a lower-graded position that has non-competitive promotion potential back to your retained grade, you will not be referred for positions.
Your entitlement to mandatory grade/band retention and enrollment in the IRSPPP will terminate if any of the following occurs:
• A break in service of 1 workday or more;
• Demotion for cause;
• Demotion at your request ;
• Declination of a reasonable offer to a position with a grade/band equal to or higher than your retained grade/band;
• Placement at or above your retained grade/band;
• A written notice from you advising that you wish to terminate the benefits of grade/band retention.
 
Should you have any questions, please contact your immediate supervisor or your IRSPPP Coordinator, ( insert IRSPPP Coordinator’s name and telephone number).
  Sincerely,
  _________________
Chief, Employment Branch
Enclosure  

Exhibit 6.330.1-8  (12-31-2009)
Letter for Mandatory Pay Retention as a Result of Reduction-in-Force

Employee
Street Address
City, State, ZIP Code
 
Dear Employee:  
Recently, you accepted a position at a lower grade/band as a result of reduction-in-force, which entitled you to mandatory pay retention based on Federal regulations provided under 5 CFR § 536.301, Mandatory Pay Retention. In compliance with these Federal regulations, the Internal Revenue Service Priority Placement Program (IRSPPP) was established to provide counseling and placement assistance leading to priority placement referral consideration for employees who have been demoted without cause.
Simultaneously with the effective date of your personnel action, you have been automatically enrolled in the IRSPPP at the grade/band and series from which you were downgraded. You will remain enrolled in the IRSPPP during the period of mandatory pay retention until your salary can be met. You will be referred for the positions for which you qualify by:
• Completing Part 1 of Form 6264, IRSPPP Employee Registration (copy enclosed); and
• Submitting a current application, or Form 13290, Management Selection Program Vacancy Application, as appropriate.
Completed forms are to be returned to your IRSPPP Coordinator within 10 workdays from the date of this letter.
As an IRSPPP participant, you will receive priority placement referral for vacancies within the established area of consideration (commuting area) for which you are qualified and which are at the same or an intervening grade/band or rate of pay as the position held prior to demotion. However, if you accept a lower-graded position that has non-competitive promotion potential back to your retained grade, you will not be referred for positions.
Your entitlement to mandatory pay retention and enrollment in the IRSPPP will terminate if any of the following occurs:
• A break in service of 1 workday or more;
• Demotion for cause;
• Demotion at your request;
• Declination of a reasonable offer to a position with a rate of basic pay equal to or higher than your retained rate;
• Placement at or above your retained pay;
• A written notice from you advising that you wish to terminate the benefits of pay retention.
 
Should you have any questions, please contact your immediate supervisor or your IRSPPP Coordinator, ( insert IRSPPP Coordinator’s name and telephone number).
  Sincerely,
  _________________
Chief, Employment Branch
Enclosure  

Exhibit 6.330.1-9  (12-31-2009)
Letter for Mandatory Pay Retention as a Result of Reclassification

Employee
Street Address
City, State, ZIP Code
 
Dear Employee:  
Recently, you accepted a position at a lower grade/band as a result of reclassification, which entitled you to mandatory pay retention based on Federal regulations provided under 5 CFR § 536.301, Mandatory Pay Retention. In compliance with these Federal regulations, the Internal Revenue Service Priority Placement Program (IRSPPP) was established to provide counseling and placement assistance leading to priority placement referral consideration for employees who have been demoted without cause.
Simultaneously with the effective date of your personnel action, you have been automatically enrolled in the IRSPPP at the grade/band and series from which you were downgraded. You will remain enrolled in the IRSPPP during the period of mandatory pay retention until your salary can be met. You will be referred for the positions for which you qualify by:
• Completing Part 1 of Form 6264, IRSPPP Employee Registration (copy enclosed); and
• Submitting a current application, or Form 13290, Management Selection Program Vacancy Application, as appropriate.
Completed forms are to be returned to your IRSPPP Coordinator within 10 workdays from the date of this letter.
As an IRSPPP participant, you will receive priority placement referral for vacancies within the established area of consideration (commuting area) for which you are qualified and which are at the same or an intervening grade/band or rate of pay as the position held prior to demotion. However, if you accept a lower-graded position that has non-competitive promotion potential back to your retained grade, you will not be referred for positions.
Your entitlement to mandatory pay retention and enrollment in the IRSPPP will terminate if any of the following occurs:
• A break in service of 1 workday or more;
• Demotion for cause;
• Demotion at your request ;
• Declination of a reasonable offer to a position with a rate of basic pay equal to or higher than your retained rate;
• Placement at or above your retained pay;
• A written notice from you advising that you wish to terminate the benefits of pay retention;
 
Should you have any questions, please contact your immediate supervisor or your IRSPPP Coordinator, ( insert IRSPPP Coordinator’s name and telephone number).
  Sincerely,
  _________________
Chief, Employment Branch
Enclosure  

Exhibit 6.330.1-10  (12-31-2009)
Employee Notice: Termination of Optional Grade/Band Retention Due to Ending of Two-Year Grade/Band Retention Period

Date: ________
Employee
Street Address
City, State, ZIP Code
Dear Employee:
Subject: Termination of Optional Grade/Band Retention and Removal from IRS Priority Placement Program (IRSPPP)
 
In correspondence previously sent to you on (date of IRSPPP memo), you were advised of your enrollment in the IRSPPP for a period of two (2) years. On (date), your two (2) year optional grade/band retention period ended and your participation in the IRSPPP was terminated.
You will soon be receiving a copy of the SF-50, Notification of Personnel Action, which reflects this termination of grade/band retention.
If you have any questions regarding this information, you may contact (Human Resources Specialist) at (phone number).
  Sincerely,
  _________________
Chief, Employment Branch

Exhibit 6.330.1-11  (12-31-2009)
Employee Notice: Termination of Mandatory Grade/Band Retention Letter Due to Expiration of Two-Year Grade/Band Retention Period

Date: ________
Employee
Street Address
City, State, ZIP Code
Dear Employee:
Subject: Termination of Mandatory Grade/Band Retention
 
In correspondence previously sent to you on (date of IRSPPP memo), you were advised of your enrollment in the IRSPPP. On (date), your two (2) year mandatory grade/band retention period ended.
However, upon completion of the mandatory grade/band retention period, if your salary exceeds step 10 of your new grade, you will be placed on mandatory pay retention and will remain enrolled in the IRSPPP until your salary can be met.
Your entitlement to mandatory pay retention and enrollment in the IRSPPP will terminate if any of the following occurs and your salary will be placed at step 10 of your new grade:
• A break in service of 1 workday or more;
• Demotion for cause;
• Demotion at your request;
• Declination of a reasonable offer to a position with a rate of basic pay equal to or higher than your retained rate;
• Placement at or above your retained pay;
• A written notice from you advising that you wish to terminate the benefits of pay retention
You will soon be receiving a copy of the SF-50, Notification of Personnel Action, which reflects this termination of mandatory grade/band retention.
If you have any questions regarding this information, you may contact (Human Resources Specialist) at (phone number).
 
  Sincerely,
  _________________
Chief, Employment Branch

Exhibit 6.330.1-12  (12-31-2009)
IRSPPP Certificate Selection Instructions for Selecting Official

IRSPPP Certificate Selection Instructions for Selecting Official
 
The applicants on the attached certificate are enrolled in the IRS Priority Placement Program (IRSPPP) and therefore entitled to priority selection placement for the referenced position. If the position is bargaining unit (BU), selection consideration is based on IRS EOD order (most senior employee) in accordance with our negotiated agreement. If the position is non-bargaining unit (NBU), selection should be based on the employee’s ability to perform the duties of the position based on job-related selection criteria.
The selecting official may non-select an IRSPPP candidate only when, based on a careful evaluation of the candidate in relation to the job-related criteria, a determination is made that the employee would be unable to satisfactorily perform the duties of the position after a reasonable period of orientation. The servicing Employment Office Branch Chief must approve non-selection.
If the employee declines an offer in writing, he/she may be removed from the IRSPPP and any grade/pay retention entitlements would be terminated.
When Selecting a Candidate
• Provide selectee with signed and dated selection memorandum (Exhibit 6.330.1-13) and a copy of the position description.
• Selectee must complete the memorandum and return to the selecting official within 5 workdays.
If Employee Accepts Position
• Document the selection by signing and dating the selection on the IRSPPP certificate.
• Return the IRSPPP certificate and attachments to the Servicing Employment Office .
If Employee Declines Position
• Consider any other IRSPPP candidates listed on the IRSPPP certificate.
• If another candidate is selected, repeat process used for first selection.
When Non-Selecting a Candidate
• Prepare a written explanation of the specific reason for non-selection that clearly articulates why the candidate(s) would be unable to perform the duties of the position after a reasonable orientation period, normally ___ days.
• Document, sign, and date the IRSPPP certificate.
• Attach the non-selection memorandum to the IRSPPP certificate and submit to the servicing Employment Office for concurrence.
 
Any questions regarding the IRS Priority Placement Program may be directed to the IRS Priority Placement Program Coordinator, _______________________at ________________.

Exhibit 6.330.1-13  (12-31-2009)
IRS Priority Placement Program (IRSPPP) Employee Selection Memorandum

(To be prepared by Selecting Official and issued to selectee with a copy provided to servicing Employment Office along with selection certificate)
 
Date:
MEMORANDUM FOR: Name of Selectee
FROM: Name and Title of Selecting Official
SUBJECT: Selection of IRS Priority Placement Program (IRSPPP) Referral
Vacancy Announcement Number ________________
 
I have selected you for the position of:
Title/Series/Grade:
Full Working Level:
Post of Duty:
Tour of Duty:
Work Schedule:
Business Operating Division, Section:
The position referenced above is considered a reasonable offer as outlined in the IRSPPP and 5 CFR § 536.104. Declination of a reasonable offer will terminate your entitlement to grade/band or pay retention as well as remove you from IRSPPP.

Note:

Insert the appropriate paragraph below:

As a non-bargaining unit employee, termination of benefits due to a declination of a reasonable offer entitles you to submit a written appeal to the Office of Personnel Management no later than 20 days from the date you receive this notice as provided in 5 CFR 536.402. The appeal must state the reasons why you believe that the offer of the above-referenced position was not a reasonable offer.
-or-
As a bargaining unit employee, termination of benefits due to a declination of a reasonable offer entitles you to file a grievance in accordance with the negotiated agreement between NTEU and IRS.
Please indicate below whether you accept or decline this position. You must return this form within five (5) workdays from the date of this notice. Please contact me at xxx-xxx-xxxx if you have any questions.
 
  __________________
Selecting Official
   
Attachment: PD #___________
   
( ) I accept the above position.
( ) I decline the above position and understand that this action may terminate my entitlement to grade/band or pay retention as well as remove me from the IRSPPP.
 
 
___________________
Employee Signature
____________________
Date

Exhibit 6.330.1-14  (12-31-2009)
IRS Priority Placement Program (IRSPPP) Employee Non-Selection Memorandum

Date:
MEMORANDUM FOR:
THRU: Employment Branch
FROM: Selecting Official and Title
Business Unit
SUBJECT: Non-Selection of IRS Priority Placement Program (IRSPPP) Referral
Vacancy Announcement Number ________________
 
Recently, you were referred for consideration for the position of:
Title/Series/Grade:
Full Working Level:
Post of Duty:
Tour of Duty:
Work Schedule:
Business Operating Division, Section:
You were considered for this position, but you were not selected because:
( ) Another IRSPPP referral was selected.
( ) After careful consideration, I have determined that you would be unable to satisfactorily perform the duties of this position within a reasonable period of orientation. Specific reasons:




 
_______________________
Selecting Official
____________
Date
Concur:

_______________________
Chief, Employment Branch
____________
Date

Exhibit 6.330.1-15  (12-31-2009)
Employee Notice: Termination of Grade/Band or Pay Retention Memo Due to Priority Placement Program (IRSPPP) Selection

Date:
MEMORANDUM FOR: (Employee)
FROM: Employment Branch Chief
(Operations Area XXX)
SUBJECT: Termination of Grade/Band or Pay Retention and Removal from IRS Priority Placement Program (IRSPPP)
 
On (date), your name was referred on an IRSPPP Certificate for the position of ( title, series, grade, location). You were subsequently selected for this position and you accepted this position with an effective date of (date).
In correspondence previously sent to you on (date of IRSPPP memo, date of selection memo), you were advised of the conditions under which you would lose grade/band or pay retention benefits and consideration under the IRSPPP. One of these conditions included the acceptable of a reasonable offer of a position at, or above, your retained grade/band or pay. Due to your acceptance of this position, and subsequent re-promotion to your retained grade/band or pay level effective as indicated above, you are no longer eligible to participate in the IRSPPP and all entitlements to grade/band or pay retention are terminated.
If you have any questions regarding this information, you may contact (Human Resources Specialist) at (phone number).
 
 
  Chief, Employment Branch  

Exhibit 6.330.1-16  (12-31-2009)
Employee Notice: Termination of Grade/Band or Pay Retention Memo Due to IRS Priority Placement Program (IRSPPP) Declination of a Reasonable Offer

Date:
MEMORANDUM FOR: (Employee)
FROM: Employment Branch Chief
(Operations Area XXX)
SUBJECT: Termination of Grade/Band or Pay Retention and Removal from IRS Priority Placement Program (IRSPPP) Due to Declination of a Reasonable Offer
 
On (date), you were selected for and offered the position of (title, series, grade, location). On (date of declination), you subsequently declined this position.
In correspondence previously sent to you on (date of IRSPPP memo, date of selection memo), you were advised of the conditions under which you would lose grade/band or pay retention benefits and consideration under the IRSPPP. One of these conditions included the declination of a reasonable offer of a position at, or above, your retained grade/band or pay in your commuting area. The position referenced above was considered to be a reasonable offer under the criteria outlined in the IRSPPP and 5 CFR § 536.104. Due to your declination of this offer of a position, effective (date), you are no longer eligible to participate in the IRSPPP and all entitlements to grade/band or pay retention are terminated.

Note:

Insert the appropriate paragraph below:

As a non-bargaining unit employee, termination of benefits due to a declination of a reasonable offer entitles you to submit a written appeal to the Office of Personnel Management no later than 20 calendar days from the date you receive this notice as provided in 5 CFR 536.402. The appeal must state the reasons why you believe that the offer of the above-referenced position was not a reasonable offer.
- or -
As a bargaining unit employee, termination of benefits due to a declination of a reasonable offer entitles you to file a grievance in accordance with the negotiated agreement between NTEU and IRS.
If you have any questions regarding this information, you may contact (Human Resources Specialist) at (phone number).

Exhibit 6.330.1-17  (12-31-2009)
Reassignment Preference Eligibility Notice

MEMORANDUM FOR: (Employee's Name)
FROM: (No lower than official with delegated authority to approve reassignments/CLG – recommend an executive having jurisdiction over the impacted employees)
SUBJECT: Reassignment Preference Eligibility Notification
 
The Service has established a Reassignment Preference process for granting selection priority to employees directly impacted by an approved realignment, reorganization, competitive sourcing initiative or in rare circumstances, those subject to a directed reassignment outside the commuting area. This Reassignment Preference process provides directly impacted employees with preferential consideration for IRS permanent vacancies which are at or below the grade/band of the directly impacted employee’s current permanent position of record in an effort to mitigate the adverse impact of the realignment, reorganization, directed reassignment outside the commuting area, or competitive sourcing initiative. Your position has been identified as directly impacted; therefore, you are authorized Reassignment Preference in order to maximize your placement opportunities.
This process allows you to apply for announced vacancies at the same or lower grade/band as your current position both within and outside the commuting area. The same or lower grade/band position is defined as a position having no greater promotion potential than what you currently hold on a permanent basis. As a Reassignment Preference candidate, you will be considered for announced vacancies, prior to non-Reassignment Preference applicants.
Vacancy announcements must indicate whether moving expenses will be authorized. Moving expenses will only be paid when indicated in the vacancy announcement.
To receive this preference, you must meet all of the following requirements:
- apply for announced permanent vacancies which are at the same or lower grade as your current permanent position of record within or outside your commuting area;
- meet all the qualification requirements for the announced vacancy;
- have a fully successful or higher overall rating on your last annual appraisal;
- attach a copy of the Reassignment Preference letter with each application; and
- accept or decline an offer within your commuting area at the same or lower grade/band within five workdays of the selection date; or
- accept or decline an offer outside your commuting area at the same or lower grade within seven workdays of the selection date.
If you voluntarily accept a change to lower grade/band no lower than three grades or intervals than your current position, you will be granted optional grade retention for a period of two years, providing you meet regulatory and policy criteria. Additional guidance on optional grade retention and the Priority Placement Program will be provided to you upon selection and before you accept a position at a lower grade/band level. If you do not meet regulatory criteria for optional grade retention, you will be granted optional pay retention.
The preference received under this authority will terminate upon the effective date when you:
- are determined not to be directly impacted by the realignment, reorganization, directed reassignment outside the commuting area, or competitive sourcing initiative;
- are placed into a permanent position at the same grade/band within or outside your commuting area;
- accept a permanent position at the same or a lower grade/band within or outside your commuting area;
- accept employment in a continuing position outside the competitive areas subject to RIF or competitive sourcing initiative; or
- decline up to two offers from outside the commuting area that would require a move or decline one offer from within the commuting area. Any declination after that will result in rescission of the Reassignment Preference letter.
In addition, once any letter conferring Career Transition Assistance Plan (CTAP) selection priority is issued to any employee covered under your same initiative, all RPP letters for the specific initiative will be rescinded whether or not you receive a CTAP, Certificate Expected Separation (CES), or Reduction in Force (RIF) separation notice.
Your RPP consideration is based on your status as of the closing date of the vacancy announcement. If you are issued a RPP rescission notice after the closing date of a vacancy announcement for which you applied you will retain reassignment preference for the life of the announcement. Your RPP consideration will terminate for a specific vacancy announcement when you are issued a rescission notice before the closing date.
Should you have questions regarding this matter, please contact (M._________) (Business Operating Division Representative/Manager) at (phone number). We sincerely value the contributions you have made to the IRS. We wish to retain your knowledge and expertise with the IRS, and strongly encourage you to exercise this opportunity for reassignment or voluntary change to lower grade and to continue these contributions with us in the future.
 
 
_________________________
Employee Signature
__________
Date

Exhibit 6.330.1-18  (12-31-2009)
Rescission of Reassignment Preference Memorandum

Date:
MEMORANDUM FOR: (Name of Impacted Employee)
FROM:
SUBJECT: Rescission of Reassignment Preference Memorandum
 
The purpose of this notice is to inform you that the Reassignment Preference Eligibility Notification Memorandum, which you received, dated ________, is officially rescinded for the reason(s) indicated below:
  _____ You did not respond to an offer within your commuting area at the same or lower grade/band within five workdays of the selection date.
  _____ You did not respond to an offer outside your commuting area at the same or lower grade/band within seven workdays of the selection date.
  _____ You declined more than two offers to positions at the same or lower grade/band from outside the commuting area that require a move and declined more than one offer to a position at the same or lower grade/band from within your commuting area.
  _____ Your position is no longer identified as directly impacted by the (name of realignment, reorganization or competitive sourcing initiative ).
  _____ You have been placed into a permanent position at the same grade/band as your impacted position, within or outside your commuting area.
  _____ You accepted a permanent position at the same or a lower grade/band within or outside your commuting area.
  _____ An official notice that gives special selection priority, such as Career Transition Assistance Plan (CTAP), Certificate of Expected Separation (CES), or Reduction in Force (RIF) separation notice has been issued for the (name of realignment, reorganization or competitive sourcing initiative ).
  _____ You do not have a fully successful or higher overall rating on your last annual appraisal.
  _____ You have accepted employment in a continuing position outside the competitive areas subject to RIF or competitive sourcing initiative.
Your Reassignment Preference Program (RPP) consideration is based on your status as of the closing date of the vacancy announcement. If you are issued a RPP rescission notice after the closing date of a vacancy announcement for which you applied, you will retain reassignment preference for the life of the announcement. Your RPP consideration will not be valid for any announcements closing after issuance of a rescission notice.
If you have any questions about this form you may contact ______________ on ___________.

Exhibit 6.330.1-19  (12-31-2009)
Sample Reemployment Priority List (RPL) Notification Letter

Date
RPL Individual's Name
Street Address
City, State, ZIP
Dear (Insert RPL Registrant's Name),
 
This letter is in reference to the Department of the Treasury Reemployment Priority List (RPL). We are contacting you regarding a vacancy at the Internal Revenue Service for (Insert vacancy information including commuting area).
Insert the appropriate paragraph(s):
 
Availability: Please contact me by (Insert Date 10 calendar days from the letter's date stamp) to discuss your availability for this position. (Insert any other information regarding when the position might start, as appropriate).
Interview: You are scheduled for a job interview for this position on (Insert Time, Date, Location) with (Insert Interviewer's Name and (Include any additional information – parking restrictions, security procedures to be followed, etc.). If the scheduled time is not convenient, please contact me immediately to reschedule the interview.
Job Offer: You are being offered this position with an effective date of (Insert Effective Date). (Include any other reporting instructions .) Please contact me by (Insert Date 10 calendar days from the letter's date stamp) to confirm your acceptance and availability for this position.
Please note that failure to respond concerning your availability, a scheduled interview, or a job offer by ( Insert Date 10 calendar days from the letter's date stamp) will result in your name being removed from the RPL. If your name is removed from the RPL, you will no longer receive consideration for vacancies through the RPL process.
Your immediate response to this letter is appreciated.
If you have any questions, you may phone (Insert HR contact name and telephone number ) of my staff Monday through Friday between the hours of (Insert office hours).
 
  Sincerely,
  ______________________
Chief, Employment Section

Human Capital Office
Employment, Talent and Security Division
 

Note:

Before using any of the above sample paragraphs, confirm that the position offered the individual meets the criteria for removal from the RPL. For individuals impacted by RIF, declination of non-permanent employment has no effect of RPL eligibility or continuation of RPL consideration per 5 CFR § 330.203 (e).


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