6.330.1  Recruitment, Selection, and Placement

6.330.1.1  (12-31-2009)
Overview

  1. This IRM provides policies for the IRS Career Transition Assistance Plan (CTAP); IRS Priority Placement Program (IRSPPP); Reassignment Preference Program (RPP); Reemployment Priority List (RPL); and Interagency Career Transition Assistance Plan (ICTAP).

6.330.1.1.1  (12-31-2009)
Overall Responsibilities

  1. Human Capital Office (HCO), Employment, Talent and Security Division (ETS), Policy and Programs Office:

    1. Develops policy and implementation guidance, and coordinates with Treasury, as necessary, on the placement programs detailed herein;

    2. Coordinates any Servicewide initiatives with the Human Capital Advisory Council (HCAC) or the Human Capital Board (HCB) and other parts of the IRS; and

    3. Approves all exceptions to the programs that are not otherwise governed by statute or regulation.

  2. IRS Servicewide Special Priority Programs Coordinator (SSPPC)– Employment Operations

    1. Serves as the primary point of contact for the HCO, ETS, Employment Offices (EOs) and receives and distributes special priority placement programs reports;

    2. Serves as liaison between employees, Human Resource Specialists from other Treasury Bureaus, and IRS to transmit and receive applications; and

    3. Receives and posts vacancy announcement information from other Treasury Bureaus;

    4. Updates the National Special Priority Placement Report and CTAP Listing and posts on the Special Placement Program Report Center on the HCO website; and

    5. Coordinates with the HCO, ETS, Policy and Programs Officer to obtain clarification on program information as needed.

  3. HCO, ETS, EO with Responsibilities for Processing Non-competitive Actions

    1. Coordinates with the HCO, ETS, EO, with responsibilities for processing non-competitive actions, to ensure non-competitive reassignments and/or change to lower grade actions have cleared the special priority programs prior to processing the action.

6.330.1.2  (12-31-2009)
Career Transition Assistance Plan (CTAP)

  1. Career Transition Assistance Plan (CTAP) guidance:

    1. 5 CFR Part 330, Subpart F

    2. Treasury HRIS Chapter 330 Transmittal No. TN-97-03 dated October 1, 1997

6.330.1.2.1  (12-31-2009)
Purpose

  1. It is the intent of the IRS to actively assist and empower its surplus and displaced bureau employees to find other employment, either within the Federal Government or in the private sector. The IRS CTAP establishes the policies and procedures required to ensure that all surplus and displaced employees are provided placement assistance as required by 5 CFR 330 Subpart F.

  2. Where appropriate, the IRS develops career transition policy in accordance with the Department of Treasury’s policy.

  3. CTAP must be used in conjunction with any current negotiated agreement on a case-by-case basis when bargaining unit employees are involved. (5 CFR § 330.601(d)).

  4. This plan applies to and provides for uniform and consistent treatment of all surplus and displaced IRS employees. The plan also provides policy for career transition assistance and special selection priority. The IRS will determine discretionary CTAP items at the time of realignment, reorganization or Reduction-in-Force (RIF). Due to the size of our bureau and diversity of our occupations, the IRS will apply the discretionary items for each RIF and will document those items in our RIF plan.

  5. A copy of the career transition policy will be forwarded to the Department of Treasury, Office of Human Capital Strategy Management, where it will be maintained for use in a career transition clearinghouse.

6.330.1.2.2  (12-31-2009)
Coverage

  1. Current career or career-conditional employees in tenure groups 1 or 2; grade levels GS-15 or equivalent and below; affected by downsizing or restructuring and; who have been identified as surplus or displaced are eligible for career transition services.

  2. At the discretion of the IRS, services may also be extended to:

    1. Employees serving on Schedule A or B excepted appointments without time limit, at grade levels GS-15 or equivalent and below and Senior Executive Service employees who have been identified as surplus; or

    2. Employees whose departure would create a local placement opportunity for a surplus employee can also be provided career transition services at the discretion of the IRS.

6.330.1.2.3  (12-31-2009)
Definitions

  1. For the purpose of this plan, the definitions in 5 CFR Part 330, Subpart F apply.

  2. For definitions of commuting areas refer to the Human Capital Office website at http://hco.web.irs.gov/worktran/workrestruct/transmgmtprog/rif.html .

6.330.1.2.4  (12-31-2009)
Treasury Components

  1. The Department of the Treasury (Treasury) components consist of the Alcohol and Tobacco Tax and Trade Bureau; the Bureau of Engraving and Printing; the Bureau of Public Debt; the Office of the Comptroller of the Currency; the Departmental Offices; the Financial Management Service; the Internal Revenue Service; the Legal Division; the Office of Inspector General; the Office of Thrift Supervision; the U.S. Mint; the Office of Chief Counsel; Treasury Inspector General for Tax Administration; Financial Crimes Enforcement Network, and any newly established bureaus.

6.330.1.2.5  (12-31-2009)
Career Transition Assistance

  1. The CTAP provides the necessary human resource tools to help employees obtain a permanent position either within or outside the Federal government. This includes career transition services and/or special selection priority.

  2. In accordance with the regulatory criteria contained in 5 CFR Part 330, Subpart F, the IRS will provide:

    1. Career transition services to all surplus and displaced bureau employees in the competitive service, including employees in the excepted service and the Senior Executive Service); and

    2. Special selection priority to well-qualified surplus and/or displaced bureau employees in the competitive service.

  3. Special selection priority for excepted service employees serving on an appointment without time limit, at grade levels GS-15 or equivalent and below, will be in accordance with 5 CFR § 330.604(c)(2) and 5 CFR § 330.604(i)(2) and (3) which provides selection priority if:

    1. Excepted service employees given non-competitive appointment eligibility and selection priority by statute for positions in the competitive service; and

    2. At the discretion of the IRS, Schedule A or B excepted service employees, if the position to which appointed has the same appointing authority, i.e., Schedule A or B, as the position from which being separated.

6.330.1.2.5.1  (12-31-2009)
Career Transition Assistance Eligibility

  1. Career transition services will be available to employees who have received any of the following:

    1. A Certificate of Expected Separation (CES);

    2. A notice of proposed removal for declining a directed reassignment or transfer of function outside the local commuting area;

    3. Other certification that identifies the employee as being in a surplus position from which he/she may be or is being separated; or

    4. A notice of RIF separation.

6.330.1.2.5.2  (12-31-2009)
Career Transition Services

  1. The IRS may provide the following career transition services to eligible employees:

    1. Training for eligible employees, managers, NTEU representatives, supervisors, on the use of these services;

    2. Briefings in the form of an orientation session for all displaced or surplus employees (sessions will include information on the use of career transition services and the eligibility requirements for IRS CTAP selection priority);

    3. Accessible services to eligible employees, including those in field offices and remote sites and those with disabilities; and

    4. Resource information on other forms of Federal, state, and local assistance to support career transition for eligible employees with disabilities.

  2. The above services could extend to other employees whose departure would create a local placement opportunity for a surplus employee at the discretion of the IRS.

6.330.1.2.5.3  (12-31-2009)
Special Selection Priority

  1. Unless excepted by 5 CFR § 330.606 or IRM 6.330.1.2.6, when filling a vacancy, an eligible employee must be afforded the special selection priorities and procedures identified below, unless doing so would cause another employee to be separated by RIF.

  2. A vacancy is defined as a competitive service position which is filled for a total of 121 days or more, including all extensions, which the agency is filling, regardless of whether the agency issues a specific vacancy announcement.

  3. Management must select an eligible employee before any other candidate from within or outside the Department of Treasury.

  4. Other eligible Treasury employees may receive selection priority if no eligible IRS employees apply.

  5. IRS employees are also prohibited from procuring temporary services under 5 CFR part 300, subpart E, in lieu of appointing a surplus or displaced employee as required.

  6. For special selection priority for excepted service positions see IRM 6.330.1.2.5(3).

6.330.1.2.6  (12-31-2009)
CTAP Exceptions

  1. CTAP exceptions can be found in 5 CFR § 330.606.

  2. The Office of Personnel Management (OPM) authorized a CTAP waiver for 180-day noncompetitive time limited promotions for positions in the GS-300 and GS-500 occupational groups and GS-962 series in campuses during the peak tax filing season October through March.

  3. While specific exceptions are listed in 5 CFR § 330.606, there are no exceptions that accommodate budget concerns. CTAP eligibles must be considered, even when staffing limitations preclude increasing the number of employees. Similarly, when the number of employees is not changing but the grade level of the work changed, competitive promotions must include consideration of CTAP eligibles.
    For example, an office has six GS-12 Revenue Agents and six GS-13 Revenue Agents. Because of workload demands, the office now needs eight GS-13 Revenue Agents and four GS-12 Revenue Agents. In this situation, the office would not be able to promote incumbents to the GS-13 because the two GS-13 positions are considered vacancies for purposes of CTAP.

  4. The same exceptions to CTAP for placing an employee into a position also applies to other special priority programs (IRSPPP, PC, RPP, and Hardship Reassignment).

  5. The Personnel Action Request (PAR) must be annotated by the HCO, ETS, EO to indicate the action is an exception to CTAP and reference the exception number as provided in 5 CFR § 330.606.

6.330.1.2.7  (12-31-2009)
Employee Eligibility Requirements

  1. An eligible employee is a surplus or displaced employee, still on the Treasury rolls, as defined in 5 CFR § 330.604 (c) and (i) who meets the following conditions:

    1. Has a current performance rating of record of at least fully successful or equivalent;

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

    3. Occupies a position in the same local commuting area as the vacancy;

    4. Files an application for a vacancy within the time period established by the IRS and provides proof of eligibility as required under 5 CFR § 330.608 (a)(2); and

    5. Is determined by the IRS to be well-qualified for the specific vacancy.

  2. Eligibility for special selection priority begins immediately upon receipt of:

    1. RIF separation notice;

    2. CES;

    3. Notice of proposed removal for declining a directed reassignment or transfer of function outside of the local commuting; or

    4. Other official IRS certification identifying the employee as surplus, whichever is earliest.

  3. Expiration of eligibility for special selection priority expires upon the earliest of the following:

    1. The RIF separation date, retirement, or the date of separation from the IRS (including adverse action procedures for declining a directed reassignment or transfer of function to another local commuting area;

    2. Cancellation of the RIF separation notice, CES, notice of proposed removal for declining a directed reassignment or transfer of function outside of the local commuting area, or other official IRS certification identifying the employee as surplus;

    3. Receipt of a career, career-conditional, or excepted appointment without time limit in the IRS or any other Federal agency at any grade level. The Service has determined this to mean upon selection and acceptance of a CTAP or other job offer. This is consistent with Treasury guidance which restated that CTAP is a selection priority and is not dependent on the effective date of the action; or

    4. At the discretion of the IRS, when an eligible employee declines a career, career-conditional, or excepted appointment without time limit, for which the employee has applied and been rated well qualified.

  4. Placement in temporary positions (announced as temporary may be extended or temporary may become permanent) will not terminate the employee’s CTAP eligibility. CTAP eligibles considering accepting a temporary promotion should be counseled to ensure they understand the impact on their RIF separation date and that unless a temporary promotion is made permanent, their RIF separation date will not change and they will be separated at their permanent grade.

6.330.1.2.8  (12-31-2009)
CTAP Selection Order

  1. The following lists the CTAP selection order for each category of employees when filling all vacancies within the IRS. This list only applies when CTAP eligibles exist. Exceptions to this order are described in 5 CFR § 330.606.

    1. IRS displaced employees within the local commuting area;

    2. IRS surplus employees within the local commuting area;

    3. IRSPPP within the local commuting area;

    4. PC within the local commuting area;

    5. Competitive/non-competitive movement of IRS employees within the local commuting area (exception identified in 5 CFR § 330.606(d)(24));

    6. Treasury displaced employees within the local commuting area;

    7. Treasury surplus employees within the local commuting area;

    8. IRS displaced employees outside the local commuting area;

    9. IRS surplus employees outside the local commuting area;

    10. Hardship reassignment;

    11. Competitive/non-competitive movement of IRS employees outside the local commuting area.

  2. At the discretion of the IRS, CTAP selection order may be grouped by work schedule. If more than two categories are grouped by work schedule, all work schedules existing in the competitive area must be addressed in selection order. Rationale for work schedule selection order determinations must be documented in writing.

  3. See IRM 6.335.1, Promotion and Internal Placement, for order of consideration after CTAP selection order is cleared.

6.330.1.2.9  (12-31-2009)
Treasury CTAP

  1. In accordance with the Treasury CTAP, below are three rules that must be applied when following the order described in the paragraph IRM 6.330.1.2.8(1)("a" through "k" ). They are:

    1. Candidates from lower employee categories cannot be selected if there are eligible candidates in a higher employee category;

    2. The Department of Treasury employees who are neither displaced nor surplus may be considered and selected ahead of employees in RPL or ICTAP; and

    3. Applicants from other Federal agencies who are neither displaced nor surplus or applicants from outside the government may be considered and selected after determining that there are no eligible employees in categories " a" thru "i," RPL, and ICTAP.

6.330.1.2.10  (12-31-2009)
Vacancy Announcements

  1. All competitive internal vacancies that last 121 days or more must be posted on the Career Opportunities Listing (COL) or other automated system unless:

    1. The vacancy is an exception to CTAP per 5 CFR § 330.606 or;

    2. The vacancy is covered by the OPM authorized CTAP waiver for 180 day non-competitive time limited promotions for positions in the GS-300 and GS-500 occupational groups and GS-962 series in campuses during the peak tax filing season October through March.

    3. There are no current CTAP eligibles listed on the Treasury Activity Report in the specific commuting area of the vacancy. If there are CTAP eligibles listed within the specific commuting area of the vacancy, the vacancy must be posted.

  2. Per 5 CFR § 330.607, vacancy announcements must contain information on how CTAP eligible employees can apply, what proof of eligibility is required, and the agency’s definition of well-qualified. Due to limited space on individual COL announcements, this information may be found on the instruction page of the COL. The automated system for internal vacancies will contain this information on each announcement.

  3. Appropriately developed selective placement factors can be used on CTAP vacancy announcements. However, this should only be done when selective placement factors have been used in the past for a similar vacancy or where it may be fully supported and documented through a job analysis.

  4. See Exhibit 6.330.1-3 for Comparison Chart on Clearing Special Priority Programs.

6.330.1.2.10.1  (12-31-2009)
Vacancies Announced as "Temporary May Be Made Permanent "

  1. Treasury has determined that 5 CFR Part 330, Subpart F does not require clearing CTAP before making a temporary "may be made permanent " position permanent if the following conditions are met:

    1. The initial vacancy announcement clearly stated that the position was temporary and may be made permanent without further competition;

    2. CTAP was cleared on the initial temporary "may be made permanent " promotion;

    3. The action, when processed, removes the temporary provision of the initial promotion; and

    4. The other special priority programs (i.e., IRSPPP, PC, RPP and Hardship) are cleared, as appropriate, before the temporary promotion is made permanent. However, with the exception of RPP, these programs do not require a vacancy announcement to be posted.

6.330.1.2.11  (12-31-2009)
Application

  1. To receive special selection priority for a vacancy within the IRS (within or outside the local commuting area), an eligible employee must:

    1. Apply for the specific vacancy within the prescribed time period;

    2. Attach proof of eligibility as defined in the plan; and

    3. Be determined well-qualified.

  2. CTAP eligible employees must submit the required forms to include:

    1. Automated application;

    2. Copy of current performance appraisal;

    3. Copy of employee’s letter establishing his or her CTAP eligibility (e.g., Certificate of Expected Separation (CES) Letter, RIF Separation Notice, Management Directed Reassignment Letter outside the commuting area as a result of a position abolishment); and

    4. Other forms may be requested as needed and specified in the vacancy announcement.

  3. CTAP eligible employees may also apply for special selection priority for vacancies in other Treasury Bureaus. However, special selection priority is limited to those vacancies in the same local commuting area as the position the employee currently occupies. For example, an IRS CTAP eligible applying for TIGTA or Treasury Office of Chief Counsel vacancies within the local commuting area will be considered as Treasury applicants (in either step " f " or "g" of the CTAP selection order as appropriate).

  4. The Treasury Bureau Job Announcement Listing is posted on the COL under the Quick Link tab and provides information to IRS CTAP eligibles. Information concerning how to access this listing through an automated system will be publicized when it is available.

6.330.1.2.12  (12-31-2009)
Well-Qualified

  1. Well-qualified is defined as an eligible employee who possesses the knowledge, skills, and other characteristics (KSAOs), which clearly exceed the minimum qualification requirements for the position.

  2. An eligible employee must meet the basic qualification standards and eligibility requirements for the position, including any medical qualifications, suitability and minimum educational and experience requirements.

    1. For positions that require accounting or bilingual skills, follow current practices used for competitive job announcements. If applicants are allowed to take an assessment, CTAP applicants should also be afforded the same opportunity.

    2. Selective placement factors are part of the minimum (basic) qualifications.

    3. CTAP eligibles are not required to take the Telephone Assessment Program (TAP). The TAP Letter of Understanding requires that the TAP be administered only to competitive applicants who make best qualified for internal vacancy announcements.

  3. The employee must meet one of the following well qualified requirements:

    1. Meets all selective factors where applicable. Meets appropriate quality ranking factor levels determined by the agency. In the absence of selective and quality factors, selecting officials will document job-related reason(s) the eligible employee is or is not considered to be well-qualified; or

    2. Is rated by the agency to be above minimally qualified in accordance with the agency’s specific rating and ranking process. Generally, this means that the individual may or may not meet the agency’s test for highly qualified, but would in fact, exceed the minimum qualifications for the position. This is the requirement that will be used for IRS vacancies.

  4. The employee must also meet the following conditions for referral to a selecting official:

    1. Is physically qualified, with reasonable accommodation where appropriate, to perform the essential duties of the position;

    2. Meets any special qualifying conditions(s) that OPM has approved for the position; and

    3. Is able to satisfactorily perform the duties of the position upon entry. The eligible employee must be able to successfully perform his/her duties with normal orientation only. This can usually be met within 90 days of entry into the position.

  5. The service is required to notify eligible employees in writing of the results of their application and whether or not they were found well-qualified.

6.330.1.2.12.1  (12-31-2009)
Well-Qualified Determinations

  1. For well-qualified determinations, the following rating and ranking criteria for internal non-bargaining unit positions applies:

    1. The simplified ranking method will be used by the HCO, ETS, EO, ranking panel or official as described in IRM 6.335.1, Promotion and Internal Placement, Exhibit 6.335.1-8, Instructions for Simplified Rating and Ranking Process. If ranking was conducted by an HR Specialist, the subject matter expert (SME) must review the ratings and indicate concurrence. If the SME does not concur with the ratings, remarks must be provided.

    2. A standard ranking sheet should list each KSAO or competency and the determination if the candidate meets the KSAO or competency by indicating " yes" or "no" . A "yes" should be indicated if the candidate meets the rating of 3 on a 5-point scale or 2 on a 4-point scale.

    3. An applicant must obtain a rating of 3 or more on a 5-point scale or 2 or more on a 4-point scale for each KSAO and/or competency to meet the well-qualified definition and be referred for selection.

    4. A score of 80 is required to meet the well-qualified definition for applicants rated and ranked in an automated system.

  2. For Management Selection Program positions to meet the well-qualified definition, all applicants must obtain a "Ready Now" rating on all four core responsibilities plus a rating of at least 3 (fully acceptable) on each technical competency. The HCO, ETS, EO or rating panel/official may rate/rank.

  3. For applicants referred by OPM or the Delegated Examining Unit (DEU) using the "rule of three," a transmuted score of 80 without veterans' preference is required to meet the well-qualified definition. For applicants referred by OPM or DEU using category rating, a score in Category B (where Category A is superior and Category C is qualified) is required to meet the well-qualified definition.

  4. See Exhibit 6.330.1-1 for more information on the CTAP well qualified determination process.

6.330.1.2.13  (12-31-2009)
Second Review

  1. A second level review must be conducted when eligible candidates do not meet the ranking criteria for internal bargaining unit positions and are rated "no." A second review is also required when the selecting official determines the employee is not well-qualified.

    1. Prior to selecting an applicant from another employee category, the documentation must be approved by an independent second reviewer.

    2. A second level review cannot be conducted by anyone involved in the original rating process.

    3. The selecting official will refer the request to his or her servicing Chief Employment Section.

    4. The servicing Chief Employment Section will review the application to determine if the employee is well qualified based on the original review.

    5. If a second review is required, the servicing Chief Employment Branch (CEB) will ensure that an independent second review is conducted by a subject matter expert (SME).

    6. As part of the second review process, the servicing HCO, ETS, EO should confirm whether or not the competitive level code of the applicant is the same as the vacancy. If the competitive level code of the applicant is the same as the vacancy as indicated on the position description, consult an SME to review the employee’s application. If the applicant is still found not to be well-qualified, the decision will be shared with the HCO, Workforce Restructuring and Operations Branch (WROB) RIF Team.

    7. The employee must be advised in writing of the second review results per 5 CFR § 330.609.

    8. If an employee is found well-qualified, and another well-qualified surplus or displaced candidate is selected, the employee must be notified in writing.

    9. Documentation of notification regarding the employee’s qualification eligibility and/or the results of a second review must be maintained in the vacancy announcement folder.

6.330.1.2.14  (12-31-2009)
Selection

  1. When a vacancy is announced and an eligible CTAP applicant applies and meets the requirements for referral, follow the CTAP Selection Order in IRM 6.330.1.2.8.

  2. For non-bargaining unit positions, all applicants will be referred without regard to their bargaining unit status or RIF Service Computation Date (SCD). Applicants will be referred in alphabetical order and the selecting official can select any of the applicants.

  3. If there are no CTAP applicants for a vacancy announcement or a CTAP applicant is not eligible or well-qualified, proceed in filling the positions in accordance with IRM 6.335.1, Promotion and Internal Placement or National Agreement, Article 13 procedures, as appropriate.

6.330.1.2.15  (12-31-2009)
CTAP Documentation

  1. When there are no IRS CTAP eligibles within the local commuting area, HCO, ETS, EOs are not required to post a CTAP announcement.

  2. For vacancies in the commuting area without any CTAP eligibles, the following documentation requirements must be followed:

    1. Each vacancy announcement package and personnel action request (PAR) must be documented to indicate that there are no CTAP eligibles in the commuting area as of the closing date of the announcement.

    2. For non-competitive reassignments or change to lower grade actions, the PAR must be documented to indicate there are no CTAP eligibles in the commuting area as of the effective date of the action.

  3. If a determination is made that there are CTAP eligibles within the commuting area, the following documentation requirements must be followed.

    1. The announcement package must be documented to indicate a required Notice was sent to notify Treasury CTAP eligibles.

    2. A copy of any notice sent to another Treasury Bureau must be filed with the vacancy announcement package.

6.330.1.2.16  (12-31-2009)
CTAP Activity Notice

  1. The CTAP Activity Notice is a format developed by Treasury to notify the IRS and other Treasury bureaus of present and future activity within the Department. The Notice lists CTAP activity in reverse chronological order.

  2. Treasury CTAP eligibles must be notified of vacancies in designated commuting areas as reflected on the Treasury CTAP Activity Notice.

    1. If there are Treasury CTAP eligibles, a copy of the vacancy announcement must be sent to the bureau point of contact for the appropriate commuting area on the Department of the Treasury CTAP Activity Notice. The IRS SSPPC serves as a liaison between employees and Human Resource Specialists from other Treasury bureaus; transmits and receives applications; and receives and posts vacancy announcements from other Treasury bureaus on the COL.

    2. The IRS SSPPC issues to the HCO, ETS, EOs on a weekly basis a Vacancy Notice for CTAP Eligibles. The HCO, ETS, EOs must document on the notice whether CTAP applicants were received, considered, and selected. HCO, ETS, EOs should retain a copy of this notice in their vacancy announcement packages. See Exhibit 6.330.1-2., Sample Vacancy Notice for CTAP Eligibles.

    3. The IRS SSPPC must retain in the case file all e-mail delivery receipts, fax confirmation receipts or other appropriate records to document that vacancy announcement information has been transmitted to the appropriate bureau contacts for future submission to Treasury upon request.

    4. Bureau points of contact should ensure that back-up systems are in place (e.g., when on leave, training, etc.) to inform CTAP eligibles of job opportunities in other bureaus.

6.330.1.3  (12-31-2009)
IRS Priority Placement Program (IRSPPP)

  1. IRS Priority Placement Program (IRSPPP) guidance:

    1. 5 CFR Part 536

    2. 5 CFR § 536.401

    3. IRM 6.536.1, Grade and Pay Retention

6.330.1.3.1  (12-31-2009)
Purpose

  1. The IRS Priority Placement Program (IRSPPP) was established in response to the requirements for grade and pay retention contained in the Civil Service Reform Act of 1978. Its purpose is to provide a formal process for mandatory priority placement consideration for employees who suffer the loss of grade/band or pay and who are entitled to the protection of retained grade/band or retained pay. IRS policy requires that every effort be made to avoid the demotion of an employee when it is without cause and not at the employee’s request. The primary purpose of the program is to place an employee in a position at his or her former grade/band or pay.

  2. In accordance with 5 CFR § 536.401, an employee granted optional or mandatory grade/band retention or pay retention must be in a planned program which provides priority placement referral for consideration of placement. The IRSPPP is the Service’s automatic referral program for employees who have been placed on grade/band or pay retention as a result of RIF or other transition efforts.

6.330.1.3.2  (12-31-2009)
Coverage

  1. All IRS career and career-conditional employees, regardless of work schedule, who have suffered a loss of grade or pay and meet eligibility requirements for grade/band or pay retention, are covered by and will automatically be enrolled in the IRSPPP (unless "specifically excluded" ).

  2. Employees covered by the program will receive priority placement referral for other positions at the same (or an intervening) grade/band or pay as the one from which demoted; be offered training in alternative occupational fields; and/or be provided with opportunities for developmental assignments.

  3. The IRSPPP provides coverage to:

    1. An employee who is placed in a lower grade/band and entitled to mandatory grade/band retention due to "involuntary" circumstances (e.g., RIF, reclassification, etc.), will remain enrolled in the IRSPPP beyond the 2-year period of mandatory grade/band retention if, at the completion of the 2-year period of grade retention, the employee’s payable rate of basic pay cannot be satisfied on the existing pay scale. Upon termination of mandatory grade/band retention, the employee will be placed on mandatory pay retention (see 5 CFR § 526.301(1)) and enrollment and participation in the IRSPPP will continue until the employee’s payable rate of basic pay has been met. Once the employee’s payable rate of basic pay has been met, participation in the IRSPPP will be terminated. See IRM 6.330.1.3.5(5).

    2. An employee who is placed in a lower grade/band and afforded optional pay retention as a result of "voluntary" circumstances (i.e., reorganization, realignment, competitive sourcing initiative) approved by the Human Capital Board under pre-RIF mitigation strategies is enrolled in IRSPPP during the 2-year period of optional grade/band retention only.

  4. Employees demoted from positions covered under the IRS Payband System determined eligible for any placement assistance program must be considered for IR payband positions in the former payband, as appropriate.

  5. Employees assigned to the Office of Chief Counsel are excluded from coverage by the provisions of IRSPPP and will not be referred for IRS positions. In addition, IRS employees will not receive priority placement referrals for Counsel positions.

  6. See IRM 6.330.1.3.8 for IRSPPP coverage for IR Payband employees.

6.330.1.3.2.1  (12-31-2009)
Automatic Enrollment

  1. Any employee who is placed on grade/band or pay retention in accordance with 5 CFR § 536.401, is automatically enrolled into the IRSPPP (at the same grade/band and series from which the employee was demoted) simultaneously as of the effective date of his or her personnel action.

6.330.1.3.2.2  (12-31-2009)
Termination of IRSPPP Participation

  1. An employee entitled to mandatory grade/band or mandatory pay retention will have his or her enrollment in the IRSPPP terminated when any of the following occurs:

    1. Demotion for cause;

    2. Demotion at employee's request;

    3. The employee moves to a position with a grade/band, equal to or higher than the retained grade/band or pay previously held;

    4. The employee declines a reasonable offer to a position with a grade/band equal to or higher than the retained grade/band previously held;

    5. The employee provides a written notice to the servicing HCO, ETS, EO requesting termination of the benefits of grade/band retention; or

    6. The employee provides a written notice to the servicing HCO, ETS, EO requesting termination of the benefits of pay retention.

  2. An employee entitled to optional grade/band retention will have his or her enrollment in the IRSPPP terminated when any of the following occurs:

    1. Demotion for cause;

    2. Demotion at employee's request;

    3. The employee moves to a position with a grade/band, equal to or higher than the retained grade/band or pay previously held;

    4. The employee declines a reasonable offer to a position with a grade/band equal to or higher than the retained grade/band previously held;

    5. The employee provides a written notice to the servicing HCO, ETS, EO requesting termination of the benefits of grade/band retention; or

    6. The employee provides a written notice to the servicing HCO, ETS, EO requesting termination of his or her enrollment in IRSPPP; this will result in the forfeiture of any entitlement to optional grade/band retention.

  3. In cases other than described in (2) above, a written notice from the employee to the servicing HCO, ETS, EO IRSPPP Coordinator requesting termination of enrollment in the IRSPPP may affect eligibility for grade/band or pay retention. See IRM 6.536.1, Grade and Pay Retention.

  4. OPM and the Comptroller General have determined that an employee who chooses to terminate his or her entitlement to grade/band or pay retention forfeits any entitlement to grade/band or pay retention previously held.

6.330.1.3.3  (12-31-2009)
Oversight Responsibilities

  1. Program oversight and overall administration of the IRSPPP Program is the responsibility of the HCO, ETS, Policy and Programs Office.

6.330.1.3.3.1  (12-31-2009)
Employment Office IRSPPP Coordinator – Roles and Responsibilities

  1. Each HCO, ETS, EO has an IRSPPP Coordinator with responsibilities to both management and affected employees. The HCO, ETS, EO IRSPPP Coordinator plays a major role in ensuring that employees are appropriately placed or removed from IRSPPP.

  2. The HCO, ETS, EO IRSPPP Coordinator must notify employees about the automatic program enrollment and the requirement to submit the following forms within ten (10) workdays from the date the paperwork is received by the employee:

    1. Form 6264, IRSPPP Employee Registration. Employees must complete Part 1 of this form. This form will be used by the HCO, ETS, EO IRSPPP Coordinator to document the positions for which the registrant qualifies; the counseling conducted; and all actions taken with regard to referral/removal from the program;

    2. An appropriate application can be used by managerial and non-managerial employees; or Form 13290, Management Selection Program Vacancy Application, which is used by managerial employees; or any other approved IRS application documents; and

    3. A copy of his or her current performance appraisal.

  3. Additional tasks performed by the HCO, ETS, EO IRSPPP Coordinators include:

    1. Providing the employee with the appropriate Grade/Band Retention Letter (Mandatory or Optional). See IRM 6.536.1, Grade and Pay Retention;

    2. Establishing and maintaining an IRSPPP Folder for employees who are placed on grade/band or pay retention as a result of a personnel action completed by an HR Specialist. (See Exhibit 6.330.1-4 "Checklist for Establishing and Maintaining IRSPPP Folder" );

    3. Conducting a complete qualification evaluation of each employee;

    4. Counseling employees concerning employment opportunities, available training and developmental assignments, and/or advising on other counseling services available;

    5. Maintaining a current list of employees registered in the program and positions for which these employees should be referred for priority placement;

    6. Ensuring employees are timely enrolled in IRSPPP; At a minimum, employees must be registered for the position, series, and grade/band from which they were demoted within one pay period. This can be accomplished by notifying the employee at the same time the PAR action is processed and immediately enrolling them into the IRSPPP for the position from which demoted;

    7. Confirming that registrants identified on the Special Priority Programs Report are correct and that all data and information is current. Information on employees placed into the IRSPPP can be viewed by those who have authorized access;

    8. Ensuring that the employee is notified regarding the outcome of any IRSPPP referrals;

    9. Maintaining statistics for program reporting and accountability; and

    10. Ensuring that updates pertaining to the IRSPPP are timely submitted for inclusion in the updated Special Priority Programs Report which is posted on Special Priority Programs Report Center on the HCO website by the IRS SSPPC.

  4. The HCO, ETS, EO counseling process is an information-sharing process. The employee should be advised of positions for which he/she is currently eligible, as well as positions for which he or she may be eligible after training.

  5. The HCO, ETS, EO IRSPPP Coordinator will enroll employees for all positions for which they are qualified within the commuting area. The primary objective of the IRSPPP is to place an employee in a position at his or her former grade/band or pay.

  6. The HCO, ETS, EO IRSPPP Coordinator will ensure that all non-selections are well documented by Business Operating Divisions (BODs).

    1. Management (i.e., the selecting official) is required to prepare written justification to support the non-selection of IRSPPP candidates and submit the justification to their servicing Employment Office.

    2. This documentation must clearly state the reason(s) for non-selection that led to a determination that the candidate could not satisfactorily perform the required duties of the position after a reasonable period of orientation.

    3. BODs may annotate non-selections on the referral certificate or on a separate document.

6.330.1.3.4  (12-31-2009)
Area of Consideration

  1. The area of consideration for referral of employees enrolled in the program is across all BODs within the commuting area as defined in the IRS Commuting Area Document, at: http://hco.web.irs.gov/worktran/workrestruct/transmgmtprog/rif.html .

  2. This includes all BODs located within the commuting area regardless of the location of the servicing HCO, ETS, EO. Both campus and non-campus positions are included within the commuting area.

  3. Offers may be made to positions outside the commuting area; however, declination of such offers are not considered a reasonable offer and cannot be used as a basis for terminating grade/band or pay retention or enrollment in the IRSPPP.

6.330.1.3.5  (12-31-2009)
Eligible Employees

  1. Any employee, unless specifically excluded, who has been demoted and who meets the conditions for eligibility for grade/band or mandatory pay retention, is eligible for participation in the IRSPPP.

  2. An employee is enrolled in the IRSPPP on the same PAR effective date that places the employee at the lower grade/band. The servicing HCO, ETS, EO provides official notice that the employee meets the eligibility requirements for grade/band or pay retention and enrollment in IRSPPP. (Exhibits 6.330.1-5, 6.330.1-6, 6.330.1-7, 6.330.1-8, and 6.330.1-9 provide examples of Letters to Employees Regarding IRSPPP Enrollment.)

  3. Participation in the IRSPPP will continue for as long as an employee meets eligibility requirements for grade/band or mandatory pay retention.

  4. Since the IRSPPP is designed to ensure that employees who are eligible for grade/band or pay retention receive ample placement opportunity during the grade/band retention period, every effort should be made to find placement within the two-year grade/band retention period or mandatory pay retention period.

  5. Employees who are granted mandatory grade/band or mandatory pay retention as a result of "involuntary" circumstances (e.g., RIF, reclassification to a lower grade, declination of a transfer outside the commuting area) are automatically enrolled in the IRSPPP for the 2 year period of grade/band retention. If at the termination of grade/band retention, the employee’s salary can be met on the current pay scale, enrollment in IRSPPP is terminated. However, if the salary cannot be met at the time grade/band retention expires, the employee will remain in the IRSPPP on pay retention until the salary can be met. If the employee does not meet the regulatory requirements for mandatory grade retention (e.g., employee does not have 52 consecutive weeks at the higher grade/band prior to accepting a lower grade), but meets the requirements for mandatory pay retention, the employee will remain in the IRSPPP for the period of mandatory pay retention until the employee's salary can be met at his or her current grade.

  6. Employees afforded optional grade retention as of a result of "voluntary" circumstances (e.g., reorganization, realignment or competitive sourcing initiative which was approved by the Human Capital Board (HCB) under pre-RIF mitigating strategies) are enrolled for the period of grade/band retention for only the 2 year period of optional grade/band retention.

  7. Employees afforded optional pay retention are not eligible for enrollment in the IRSPPP.

  8. The IRSPPP Coordinator will provide written notification to the employee at the time the period of grade/band retention is terminated. Exhibits 6.330.1-10 and 6.330.1-11 provide examples of Employee Notices of Termination of Grade/band Retention.

6.330.1.3.6  (12-31-2009)
Ineligible Employees

  1. Employees not eligible for IRSPPP participation are those:

    1. Afforded optional pay retention;

    2. Placed on optional pay retention as a result of mitigation strategies;

    3. Placed on pay retention due to placement at a lower grade/band in a formal employee development program (e.g., Upward Mobility, Apprenticeship, Career Intern Program, etc.);

    4. Afforded pay retention as a result of selection for a lower grade position with promotion potential back to the former or a higher grade under an IRS formal training plan;

    5. Placed on pay retention as a result of reduction or termination of a special salary rate or placement in a lower wage area or under a different (lower) wage schedule; or

    6. Determined ineligible for participation in the IRSPPP when granted pay retention as a result of management action that furthers the mission of the Service. Documentation for an ineligible determination under this provision must demonstrate that the "specific Service objective" toward which the pay retention action contributes could not otherwise be achieved.

  2. Program eligibility is terminated when the employee transfers to another agency, resigns, or receives a reasonable offer of a position which meets all requirements of a "reasonable offer" or any other reason for which grade/band retention or pay retention is terminated.

    1. Acceptance of a position at an intervening grade will not terminate an employee’s eligibility to continue in IRSPPP, unless the position is one with an established career ladder and a full performance level equal to or higher than the grade/band of the position from which the employee was demoted.

  3. An employee who elects to waive entitlement to grade/band or mandatory pay retention also waives entitlement for registration in and placement under the IRSPPP.

6.330.1.3.7  (12-31-2009)
Determining Appropriate Vacancies for Priority Placement Referral

  1. To meet the criteria for a "reasonable offer," an offer must be for a permanent position for which the employee meets established qualification requirements, and the position must be offered after formal determination and notification of entitlement to grade/band or pay retention. (5 CFR § 536.104)

  2. Employees enrolled in the IRSPPP will receive placement opportunities under this program as follows:

    1. Employees in the IRSPPP will receive priority placement referral for career ladder vacancies (within the area of consideration) for which they are qualified and which have a full performance level to the same or an intervening grade/band or pay as that from which the employee was demoted. Placement within the career ladder may be at the entry level or any grade/band level within the career ladder for which the employee is eligible, but should always be at the highest grade/band level for which an employee is qualified.

  3. Management-initiated lateral reassignments (directed reassignments due to abolishment of an employee’s position) whereby the reassignment (movement from one position to another within or outside the commuting area with no further promotion potential) of non-registrants may be processed without regard to the provisions of the IRSPPP.

6.330.1.3.8  (12-31-2009)
IR Payband Employees and IRSPPP

  1. Employees in positions covered under the IRS Payband System in the IRSPPP will retain the applicable grade/band of the system that covers the position to which the employee is reduced. The employee will be treated, for the 2 year retention period, as though the retained grade/band is the employee’s band/grade and placement referrals will be made in accordance with 5 CFR § 536.105.

  2. For employees in positions covered under the IRS Payband System, eligibility for grade/band retention will be determined using the criteria for grade and pay retention as provided for in 5 USC Chapter 53, Subchapter VI and 5 CFR Part 536, as modified by the OPM Criteria for IRS Broadbanding Systems.

6.330.1.3.8.1  (12-31-2009)
Referral of IR Payband Employees due to RIF

  1. An employee in a position covered under the IRS Payband System placed into another position in his/her same payband during RIF competition is not entitled to IRSPPP assistance.

  2. IRSPPP assistance is afforded to an employee in a position covered by the IRS Payband System who:

    1. Bumps/retreats to a lower IR payband, is ineligible for band retention, and is afforded pay retention – Since the employee remains in the IRS Payband System, placement opportunities are restricted to IR payband positions in the payband from which demoted.

    2. Accepts a RIF offer to an IR payband vacancy in a lower payband (band retention) – Since the employee remains in the IRS Payband System, placement opportunities are restricted to IR payband positions in the payband from which demoted.

    3. Accepts a RIF offer to a lower GS grade vacancy (grade retention) – IR payband employees downgraded as a result of RIF will be referred for GS and payband positions, including intervening grades/bands, for which they qualify. For referral back to the former payband immediately preceding the RIF effective date, the employee must have accepted a change to lower grade that entitles the employee to grade/band or mandatory pay retention and eligibility for IRSPPP.

      • Example 1: An IR-01 employee accepts a RIF offer to a GS-14 position and converts out to a GS-14. The action is determined a reassignment which does not afford the employee grade retention and eligibility for referral under IRSPPP.

      • Example 2: An IR employee accepts a RIF offer to a GS-14 position and converts out to a GS-15. The action is determined a change to lower grade which entitles the employee to grade retention and eligibility for referral under the IRSPPP. The employee can be referred to an IR-01, IR-03, and GS-15 position.

      • Example 3: An IR-01 employee converts out to a GS-14 and accepts a RIF offer to a GS-13, GS-12, or GS-11 position. The action is determined a change to lower grade which entitles the employee to grade retention and eligibility for referral under IRSPPP. The employee can be referred to an IR-01, intervening payband and GS positions, but cannot be referred to a GS-15.

    4. Bump/retreats to an IR payband with a lower maximum rate of basic pay than the former payband (band retention) – the employee remains in the IRS Payband system, placement opportunities are restricted to IR payband positions in the former payband from which demoted (OPM Broadbanding Criteria, Section V.F.2(d)).

    5. Bump/retreats to a lower GS position than the employee’s equivalent GS grade (grade retention)- Can be referred for GS and payband positions, including intervening grades/bands, for which they qualify. For referral back to the former payband immediately preceding the RIF effective date, the employee must have accepted a change to lower grade that entitles the employee to grade or pay retention and eligibility for IRSPPP. See examples in c above.

6.330.1.3.8.2  (12-31-2009)
Referral of IR Payband Employees due to Reclassification

  1. Employees in positions covered under the IRS Payband System reduced to a lower IR payband or GS position, as a result of reclassification, will be referred through the IRSPPP only for vacancies within the commuting area for which they are qualified, and are restricted to IR payband positions in the payband from which demoted. The vacancies need not be in the same classification series as the employee’s former position.

6.330.1.3.8.3  (12-31-2009)
Referral of IR Payband Employees due to Pre-RIF Mitigating Strategies

  1. Employees in positions covered under the IRS Payband System who are reduced to a lower IR payband or GS position as a result of a Pre-RIF mitigating strategy approved by the HCB (e.g., reorganization, realignment or competitive sourcing initiative) will be referred in the same manner as IR Payband employees under RIF. See IRM 6.330.1.3.8.1.

6.330.1.3.9  (12-31-2009)
Referral of Candidates for Priority Placement

  1. Once the obligation has been met to select employees eligible under the CTAP, employee(s) eligible for placement under the IRSPPP will then be referred.

  2. If an appropriate vacancy is identified, eligible registrants who meet all the qualification requirements for the position to be filled will be referred to the selecting official on a noncompetitive register or certificate prior to taking any other action to fill the vacancy. The HCO, ETS, EO with the vacancy must check the Special Priority Programs Report shared website for IRSPPP candidates for the specific vacancy being filled.

  3. If IRSPPP candidates are identified, the HCO, ETS, EO will refer to their IRSPPP Coordinator for action.

  4. The HCO, ETS, EO with the vacancy refers any/all IRSPPP candidates to the selecting official on Form 4537, or equivalent along with:

    1. IRSPPP Certificate Selection Instructions ( See Exhibit 6.330.1-12); and

    2. Appropriate application form(s): Form 13290 (MSP Vacancy Application); or other approved application forms; current performance appraisal(s)

  5. NBU IRSPPP participants who are referred for managerial positions will not be required to address technical competencies. However, management (i.e., the selecting official) with the Business Division has the option of requesting that candidates address technical competencies.

    1. If management requests that technical competencies are to be addressed, all eligible candidates should be given the same of amount of time to submit them.

    2. IRSPPP eligibles who are unable to complete technical competencies within the identified timeframe, (for example: due to travel status or leave, etc.) should be granted additional time, as appropriate, to submit their technical competencies. However, if the timeframe is missed, the employee will still be referred for the position.

  6. For NBU vacancies, if there is more than one referral for the same vacancy, candidates will be listed alphabetically.

  7. A record of the referral and the result must be maintained by the servicing HCO, ETS, EO and documented on the IRSPPP Employee Registration Form (6264).

6.330.1.3.10  (12-31-2009)
Selection/Non-Selection of IRSPPP Candidate

  1. The selecting official must make a selection determination based upon information relating to an employee’s ability to perform duties of the position using job-related selection criteria.

  2. If more than one employee is referred on a certificate for priority placement, the selecting official may select any of those referred.

  3. Non-selection of a priority placement eligible is rare and should take place only when based upon careful evaluation of the candidate in relation to the criteria, and a determination is made that the employee would be unable to satisfactorily perform the duties of a particular position after a reasonable period of orientation.

  4. Selecting Official completes IRSPPP Selection Notice or IRSPPP Non-Selection Notice, as appropriate (See Exhibits 6.330.1-13 and 6.330.1-14).

  5. In the event an IRSPPP candidate is not selected, the IRSPPP Coordinator for the office with the vacancy must obtain concurrence from the CEB on the non-selection memorandum prepared by the selecting official before issuing to the IRSPPP candidate.

  6. Employees who have been selected and accept a position that meets all the criteria for a "reasonable offer" will no longer participate in the IRSPPP. A "Termination of Grade/Pay Retention Memo Due to IRSPPP Selection" will be issued by the IRSPPP Coordinator and provided to the employee. ( See Exhibit 6.330.1-15.).

  7. Non-acceptance of a "reasonable offer" will serve to remove an employee from the IRSPPP. The IRSPPP Coordinator will issue a "Termination of Grade/Pay Retention Memo Due to IRSPPP Declination of a Reasonable Offer" to the employee (Exhibit 6.330.1-16).

  8. An employee whose grade and pay retention benefits are terminated based on the grounds that the employee declined a reasonable offer can appeal the termination to the OPM. (See 5 CFR § 536.402 and IRM 6.330.1.3.10(7).)

6.330.1.3.11  (12-31-2009)
Offers to Positions at Intervening Grades/Rates of Pay

  1. Offers to intervening grades/rates of pay are appropriate, but are not considered a reasonable offer and the employee’s refusal of such offers will not terminate grade/band or pay retention or enrollment in IRSPPP. When an offer is accepted by an employee to a position at an intervening grade/band or pay with no further promotion potential higher than position from which demoted, the employee remains in the IRSPPP and continues to receive active consideration for positions.

  2. When an offer is accepted for a position at an intervening grade/pay with potential back to the former grade/pay, the employee remains in the IRSPPP in an inactive status. The employee enrollment form remains on file with the coordinator, but the employee will not receive further consideration for positions. The IRSPPP Coordinator will appropriately document the file and update the IRSPPP database to reflect the employee has been moved to an " inactive" status. When the position potential is reached, the employee will be removed from the program.

6.330.1.3.12  (12-31-2009)
Monitoring Program

  1. The HCO, ETS, Policy and Programs Office is responsible for:

    1. Reviewing employee registration, referral and placement data to ensure the requirements of the IRSPPP are met; and

    2. Monitoring EOs to ensure that administration of the placement program fulfills both the primary objectives and the requirements of the IRSPPP.

  2. The HCO, ETS, EO is responsible for:

    1. Notifying impacted employee(s) concerning their IRSPPP eligibility simultaneously with the processing of the position change/change to lower grade action(s);

    2. Determining qualifications;

    3. Immediately registering employee(s) in the IRSPPP;

    4. Ensuring that processes are in place to properly clear IRSPPP listing;

    5. Ensuring that proper documentation is maintained on all IRSPPP employees. (Refer to Exhibit 6.330.1-4 "Checklist for Establishing and Maintaining IRSPPP Folder" which includes the various types of documentation required by the IRSPPP); and

    6. Ensuring that competitive selections are checked against the various databases to facilitate removal of IRSPPP eligibles as appropriate.

6.330.1.3.13  (12-31-2009)
IRSPPP Missed Registration and Referral Process

  1. This section provides guidance, outlines servicing HCO, ETS, EO responsibilities, and defines a step-by-step process for resolving cases in which missed IRSPPP registration and referral have occurred.

  2. Process for Resolving Missed IRSPPP Registration.

    Step 1: Servicing HCO, ETS, EO immediately enrolls the employee in the IRSPPP.
    Step 2: Servicing HCO, ETS, EO conducts an audit to determine whether the employee has missed any placement opportunities.
    Step 3: If the employee did not miss any referrals, no further action is needed. If the employee missed a referral, follow the process below for Resolving Missed IRSPPP Referrals, Steps 2 – 6 below.

  3. Process for Resolving Missed IRSPPP Referrals.

    Step 1: Servicing HCO, ETS, EO conducts an audit to determine whether the employee has missed any placement opportunities.
    Step 2: Servicing HCO, ETS, EO submits a chronology of events concerning the missed IRSPPP referral or registration. Information should contain, but is not limited to: effective date of the employee’s position change/change to lower band; date employee was placed on grade/band retention; date missed registration or referral was identified and by whom; date employee was ultimately registered in the IRSPPP; explanation of the reason(s) for the missed registration or referral; listing of missed placement opportunities, if applicable; current status of employee; and description of actions taken to prevent future occurrences of missed IRSPPP referrals.
    Step 3: Servicing HCO, ETS, EO provides case summary (chronology of events) to the HCO, ETS, Policy and Programs Officer of missed IRSPPP Registration/Referral.
    Step 5: IRS Servicewide IRSPPP Program Coordinator reviews the case summary to identify various remedy options.
    Step 4: The IRSPPP Program Coordinator notifies the servicing HCO, ETS, EO of decision.
    Step 5: Servicing HCO, ETS, EO will notify affected employee of final outcome and initiate appropriate remedy.

6.330.1.4  (12-31-2009)
Reassignment Preference Program (RPP)

  1. Reassignment Preference Program (RPP) guidance:

    1. 5 CFR Part 335

    2. 5 CFR Part 536

    3. 5 CFR Part 351

    4. IRM 6.335.1, Promotion and Internal Placement

6.330.1.4.1  (12-31-2009)
Purpose

  1. The RPP is a Servicewide mitigation strategy for reassignment preference that grants selection priority (i.e., preferential consideration for IRS vacancies) to employees directly impacted by:

    1. An approved planned management action (e.g., RIF, reorganization, or realignment);

    2. Directed reassignment outside the commuting area; or

    3. A competitive sourcing initiative to all impacted bargaining and non-bargaining unit employees, including managers and management officials.

6.330.1.4.1.1  (12-31-2009)
Mitigation Strategy

  1. This mitigation strategy can be used in combination with other mitigation strategies in order to minimize the impact of RIF or other reorganization.

6.330.1.4.1.2  (12-31-2009)
IRS Human Capital Board Approval

  1. The IRS HCB must approve the use of RPP for specific RIF, realignment, reorganization, or competitive sourcing initiatives and, though rarely used, for directed reassignments outside the commuting area. The process will remain in effect until:

    1. Directly impacted employees are placed into a continuing position; or

    2. Upon the issuance of an official CTAP notice, CES letter, RIF separation notice or any notice that provides selection priority; or

    3. Due to mitigation strategies, there are no longer employees in the competitive area who are directly impacted and a management initiated action will no longer be necessary.

6.330.1.4.2  (12-31-2009)
Coverage

  1. Directly impacted employees are those employees:

    1. Whose positions are identified by the BOD as affected by an approved realignment, reorganization (i.e., the position is being abolished or subject to downgrade, or the position is in the same grade and series as the position being abolished or downgraded in the competitive area);

    2. Whose positions are included in a competitive sourcing initiative or;

    3. Who, in rare circumstances, will be subject to a directed reassignment outside the commuting area.

  2. Directly impacted employees of a competitive sourcing initiative are those whose positions are included in the competitive sourcing study.

  3. RPP does not include employees in the competitive area that may be impacted by the RIF process in the future.

6.330.1.4.2.1  (12-31-2009)
RPP Notice

  1. An RPP Notice will be issued to directly impacted employees to document eligibility and for use when applying for vacancy announcements.

  2. RPP Notices can be issued to directly impacted employees after HCB approval and notification to NTEU under National Agreement Article 15 or 19, if applicable. See Exhibit 6.330.1-17, Reassignment Preference Eligibility Notification.

  3. For Rescission of Reassignment Preference Memorandum, See Exhibit 6.330.1-18, Rescission of Reassignment Preference Memorandum.


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