6.213.1 Employment in the Excepted Service


  1. This section provides guidance and requirements for excepted service positions in the IRS.

  2. It has been a long standing policy of the Department of the Treasury (Treasury) and the IRS that the requirements for employment in the excepted service are normally the same as the Office of Personnel Management (OPM) requirements for employment in the competitive service; written tests required for competitive appointments are waived for appointments in the excepted service. Within both the competitive and excepted service, the requirements for positions under the General Schedule are also applicable to positions under other pay plans, with the exception of positions under the Federal Wage System.

  3. Positions in the excepted service are governed by the following:

    • 5 USC § 213

    • 5 USC § 3101

    • 5 USC § 3320

    • 5 CFR Part 213

    • 5 CFR Part 302

    • 5 CFR Part 752

    • 5 CFR § 351.502

    • OPM's Qualification Standard Handbook

Positions in the Excepted Service

  1. 5 USC § 2103 defines excepted service as"...those civil service positions which are not in the competitive service or the Senior Executive Service." An excepted position is one that has been removed from the competitive service and, therefore, may be filled without regard to the Office of Personnel Management (OPM) competitive examining procedures.

  2. OPM retains the authority to determine whether the duties and requirements of any particular position justify exception from the competitive service. OPM will authorize the position to be filled by excepted appointment under Schedule A, B, or C. Unless otherwise specified in a particular appointing authority, IRS may make Schedule A, B, or C appointments on either a permanent or non-permanent basis, with any appropriate work schedule (i.e., full-time, part-time, seasonal, on-call, or intermittent).

  3. There are two ways positions are excepted from competitive service.

    1. OPM; and

    2. Appointment of incumbent.

Trial Period for Excepted Service Appointments

  1. Applicants selected under an excepted appointment will be required to serve a 1-year trial period. The trial period provides managers with the opportunity to measure the abilities and fitness of employees for continued employment in the Service.

  2. Time spent on the excepted appointment counts toward the probationary period and/or career tenure upon conversion to a career or career-conditional appointment in the competitive service.

  3. Upon non-competitive conversion of a Student Career Experience Program (SCEP) employee to the competitive service, a 1-year probationary period is required as described under 5 CFR § 315.801(e). SCEP is a special appointing authority that does not provide an exemption from probation upon conversion. However, SCEP service will be used towards completion of the probationary period if it is determined that all three criteria under 5 CFR 315.802(b) are met upon conversion. See IRM 6.315.1.1.2, Career and Career-Conditional Employment.


  1. The servicing Human Capital Office (HCO), Employment, Talent and Security Division (ETS), Employment Office (EO) is responsible for ensuring that the vacancy announcement contains trial period information specific to the position and type of appointment.

    1. Applicants selected under a Term or Excepted appointment will be required to serve a 1-year trial period; and

    2. Applicants appointed under the Veterans' Recruitment Appointment (VRA) will be required to serve a 2-year trial period.


  1. Attorney positions are filled under the Schedule A authority (5 CFR 213.3102(d)) and can only be filled by "Excepted Appointment."

  2. OPM does not publish qualification standards for attorney positions; agencies are allowed to set their own qualification requirements. For attorney qualifications, see IRM 6.338.1, Qualification Requirements.

  3. Attorneys are required to sign the Notification and Acknowledgement Statements confirming that they are employed under excepted service and that by accepting the excepted appointment they are leaving the competitive service. (Exhibit 6.213.1-1).

American Recovery and Reinvestment Act of 2009 (ARRA)

  1. The ARRA was signed into law on February 17, 2009. It is an effort to jump start the economy, create or save millions of jobs and includes measures to modernize our nation's infrastructure, enhance energy independence, expand educational opportunities, preserve and improve affordable health care, provide tax relief, and protect those in greatest need. OPM will use ARRA funds to support government-wide agency efforts to develop and maintain a Federal workforce and leadership structure drawn from the diversity of this Nation.

  2. OPM authorized Federal agencies the use of Schedule A hiring authority to support the ARRA. This excepted service authority under 5 CFR § 213.3102(i)(3) may be used by the Service to fill, on a temporary basis, positions needed to carry out provisions of the ARRA. Appointments under this authority are limited to individuals who will be directly associated with ARRA efforts.

  3. ARRA supplements employment under the Schedule A hiring authority. Schedule A will be used in accordance with OPM regulations on the excepted service in 5 CFR Part 302 and the following provisions:

    1. Public notice requirements do not apply; there is no need to post these jobs on the OPM USAJOBS website;

    2. Targeted recruitment is appropriate;

    3. EEO provisions must be followed;

    4. Selectees must meet the qualification requirements of the position; and

    5. Selectees must either be U.S. citizens or otherwise meet the provisions of the appropriations act and immigration law.

  4. Guidelines for using this Schedule A authority are:

    1. Appointments for initial employment may not exceed one year. Appointments may be made for shorter periods of time, depending on the anticipated need for an applicant's services;

    2. Appointments may be made to any appropriate work schedule (full-time, part-time, or intermittent);

    3. Appointments are limited to individuals who will be directly associated with ARRA efforts;

    4. Appointments may be extended in increments of up to one year;

    5. Appointments made under this authority may not extend beyond September 30, 2012;

    6. There is no limit on the number of appointments that may be made with this authority, so long as the criteria of the authority are met; and

    7. When documenting the SF-50, "Notification of Personnel Action," the first authority is"W9R/Sch.A, 5 CFR § 213.3102(i)(3)" and the final authority is "ZEA/Pub. L. No. 111-5."

  5. Ranking, Referral, and Selection of Candidates.

    1. Veterans’ preference applies in making excepted service appointments.

    2. If there are no qualified preference eligible candidates, all qualified candidates may be referred, and the hiring manager may select any of them.

    3. If there are any qualified preference eligible candidates, the provisions of 5 CFR Part 302 apply.

    4. Any of the procedures permitted by 5 CFR Part 302 may be used (unranked referral, ranked referral with ratings, or category rating). The method used, and the reasons for using that method, must be documented.

Employment of Persons with Disabilities

  1. This program is governed by the following:

    • The Civil Service Reform Act (CSRA) of 1978

    • The Americans with Disabilities Act (ADA) of 1990

    • 5 CFR § 213.3102(u)

    • 5 CFR § 315.709

    • 29 USC § 791

    • Rehabilitation Act of 1973

    • Pub. L. No. 93-112, § 501, as amended

    • Pub. L. No. 95-602, § Section 505, as amended

    • Executive Order (EO) 13078, dated March 13, 1998, Increasing Representation of Adults with Disabilities

    • EO 13163, dated July 26, 2000, increasing the Opportunity for Individuals with Disabilities to Be Employed in the Federal Government

    • EO 13164, dated July 26, 2000, Requiring Federal Agencies to Establish Procedures to Facilitate the Provision of Reasonable Accommodation.

  2. The first formal policy statement on the employment of person with disabilities came in a letter from President Eisenhower to the heads of agencies in May 1957. Since 1957, additional policy statements and executive orders have been issued and public laws passed to encourage and promote employment of persons with disabilities. Section 501 of the Rehabilitation Act of 1973 prohibits discrimination on the basis of disability in Federal employment and requires the Federal government to engage in affirmative action for people with disabilities.

  3. On July 26, 2000, Executive Order 13163 was issued to increase employment opportunities for individuals with disabilities at all levels and occupations in the Federal Government. The voluntary Standard Form 256, Self-Identification of Handicap, available on OPM's website at: http://www.opm.gov/forms/html/sf.asp is currently the only method for tracking individuals with disabilities. Treasury has created a template cover notice to be attached to the SF-256. This Treasury cover notice and SF-256 must be filed in the entrance-on-duty (EOD) packages for new hires. See Exhibit 6.213.1-2.

    1. The completion of the SF-256 by the applicant is voluntary and HCO, ETS, EOs should encourage the applicant to complete the form for data collection purposes.

  4. Completion of SF-256 is mandatory when appointments are made under:

    • 5 CFR § 213.3102(u), Schedule A

    • 5 CFR § 213.3202, Schedule B

    The Management Directive (MD) 715 provides policy guidance and standards for establishing and maintaining effective affirmative programs of equal employment opportunity under Section 717 of Title VII (PART A) and effective affirmative action programs under Section 501 of the Rehabilitation Act (PART B).

Reasonable Accommodation for Applicants

  1. Equal Employment Office and Diversity (EEOD) has responsibility for assisting HCO, ETS, EOs with reasonable accommodation requests to allow applicants and employees with disabilities to efficiently apply for and perform the duties of their positions.

  2. The legal framework which supports and encourages the employment, retention, and advancement of people with disabilities is discussed in the OPM publication, People with Disabilities in the Federal Government: An Employment Guide at: http://www.opm.gov/disability.

Roles and Responsibilities

  1. The EEOC was given authority over the program in the Federal Government by Reorganization Plan No. 1 of 1978.

  2. The role of the OPM is to promote the hiring, placement, and advancement of disabled individuals and rehabilitated offenders throughout the Federal sector. Additionally, OPM furnishes direction, guidance, and technical support to agency heads, directors of human resources, and personnel officers in their selective placement program activities. OPM maintains a website devoted to disability issues: www.opm.gov/disability . This website contains two publications that may assist personnel offices in the development of their implementation plans: Accessing Opportunity: the Plan for Employment of People with Disabilities in the Federal Government and its companion piece, People with Disabilities in the Federal Government; an Employment Guide.

  3. The IRS HCO has responsibility for hiring programs associated with the Disability Program. The Director, ETS will be responsible for initiating and coordinating the IRS Affirmative Action Plan for the employment of persons with disabilities with the HCO, ETS, EO, EEOD, and Treasury.

  4. A Special Placement Coordinator (SPC) is located in each HCO, ETS, EO. SPCs are advocates for Schedule A hiring and are likely the first contact for the hiring managers when filling positions under the Schedule A appointing authority. SPC duties are collateral. The names of all SPCs and their contact information are posted on the HCO website at: http://hco.web.irs.gov/pdf/localcoorhiredisppl.pdf . The SPC will:

    1. Maintain an active inventory of resumes from applicants with disabilities by consulting with his/her local resources (e.g., local colleges and universities, local Vocational Rehabilitation Service providers, the Employer Assistance & Recruiting Network (EARN), the Department of Labor, Lighthouse for the Blind, etc.);

    2. Actively participate in local outreach services with the disability community to encourage applicants to apply for IRS vacancies;

    3. Work with management throughout the hiring process when recruiting under the Schedule A authority;

    4. Monitor the program regarding policy and conversion requirements;

    5. Correspond with Schedule A applicants;

    6. Maintain an awareness of all vacancy announcements for the timely referral of applicants;

    7. Perform qualification determinations;

    8. Certify/Refer Schedule A applicants to selecting officials;

    9. Coordinate fingerprinting, tax check, and accession with candidate and selecting official;

    10. Monitor program and case files to identify employees who tentatively meet conversion requirements and work with management when a determination is made that an employee should be converted to a competitive appointment;

    11. Secure preliminary documentation (proof of disability and certification of readiness);

    12. Work with the appropriate manager and/or Reasonable Accommodations/Accessibility Coordinator(s) to make sure the necessary accommodations are provided for any part of the interviewing/hiring process.

  5. Managers will:

    1. Consult with their servicing SPC regarding opportunities to use the Schedule A authority to fill their vacancies whenever possible. They will provide information about the position such as the position description, grade level, and the competencies.

    2. Review resumes, conduct interviews, and make selections. If there is no job match with any of the Schedule A applicants, the competitive process may be used to fill the vacancy;

    3. Contact his/her Embedded HR Office or servicing HCO, ETS, EO to extend the offer of employment. Once the candidate accepts the tentative job offer, a final start date is not established until pre-employment process has been completed. This may require coordination with the SPC and the servicing HCO, ETS, EO.

    4. Work with the Reasonable Accommodation Coordinator or SPC to assist with accommodation needs.

    5. Ensure that the accommodation needs are in place on the employee’s first day.


  1. An applicant with a disability may be appointed noncompetitively to a permanent or a temporary position, under the Schedule A appointing authority (An open announcement is not required). The Schedule A is a special appointing authority for persons with disabilities. Proof of an applicant’s disability is required prior to making an appointment under this authority.

  2. To be eligible for these noncompetitive, Schedule A appointments, applicants must meet the definition for being disabled (See 5 CFR § 213.3102 (u)), and provide the following:

    1. Proof of disability;

    2. Certification of job readiness; and

    3. Completion of SF-256.

  3. Proof of disability and certification of job readiness may be accepted from the following:

    1. A licensed medical professional e.g., a physician or other medical professional certified by a state, the District of Columbia or a U.S. territory to practice medicine;

    2. A licensed vocational rehabilitation specialist (i.e., State or Private);

    3. Any Federal agency, state agency or agency of the District of Columbia or a U. S. territory that issues or provides disability benefits.

  4. In lieu of the certification of job readiness, management may make a temporary appointment based upon proof of disability as specified above. Management may utilize this temporary appointment to observe the applicant on the job to determine whether the applicant is capable of performing the duties of the position. When this option is used, the hiring manager may convert the applicant to a permanent appointment when it has been determined that the individual is able to perform the duties of the position (5 CFR § 213.3102).

Promotion and Reassignment

  1. Applicants who are selected for positions under Schedule A must meet the qualification requirements for the position and be able to perform the essential duties of the position with or without reasonable accommodations.

  2. Disabled employees may be promoted and reassigned to positions for which they are qualified. There are no special procedures as in the initial appointment procedure, for promotions and reassignments of disabled employees.

  3. Promotions and reassignments can be made to positions for which the disabled employee qualifies. While the disabled employee is on the Schedule A appointment, these movements may be made without competition. There is one exception to this explained in (6) below.

  4. Disabled employees should make their qualifications and desires for particular positions known to their servicing employment office and their managers, in order to be considered for such internal promotions and reassignments.

  5. The promotion and reassignments for Schedule A disabled employee is considered an alternate method of filling a vacancy.

  6. However, if a Schedule A disabled employee applies for an announced vacancy, the employee must compete under the applicable procedures with all other employees who have applied for the vacancy. Their applications are not to be removed from the promotion file and given separate consideration.

  7. Schedule A disabled employees are to be ranked without consideration of their disability. Reasonable accommodation must be considered when the disabled employee is on the "Best Qualified List."

Conversion to Competitive Status

  1. After two years of successful performance in a permanent position, an employee serving in the excepted service under Schedule A, 5 CFR § 213.3102(u), may be non-competitively converted to a career or career-conditional appointment upon the recommendation of his/her supervisor.

  2. While conversion to a competitive appointment is not mandatory, the supervisor should provide in writing, through the appropriate SPC, substantive justification for not recommending conversion of an employee who has demonstrated successful job performance (See 5 CFR § 315.709).

  3. Time spent on a temporary appointment may be credited towards the two year requirement.

  4. Upon notification from the SPC, the business operating division (BOD) is responsible for initiating the Personnel Action Request (PAR) to convert or terminate the employee. The effective date of the action must be current; conversion actions are not to be processed with retroactive effective dates.

Case Files/Medical Documentation

  1. All disability and medical documentation must be maintained in a separate confidential folder in the HCO, ETS, EO. This material is not to be included or placed in the individual's Official Personnel Folder or medical folder. The case file is considered confidential by virtue of the medical records and other sensitive information and must be stored in a locked cabinet. Since these records are collected solely for the purpose of the Schedule A, 5 CFR § 213.3102(u) appointments, the records are not to be used for any other purpose and should be maintained for two years after conversion.

    1. The hiring manager should not be involved in requesting the certification of disability documentation, nor should the manager have access to it, as medical documentation must be kept strictly confidential.

  2. Case files are to be established and maintained by the SPC for each applicant who is considered for a Schedule A (u) appointment. At a minimum, the case file must contain the following information:

    1. The position description with the position title and grade for the appointment;

    2. A resume for the applicant;

    3. Proof of disability;

    4. Certification of job readiness; and

    5. Information concerning temporary appointment (if employee was placed on one).

Reporting Requirements

  1. The BOD's accomplishments under the Disability Program are reported in the Service’s Disabled Veterans Affirmative Action Program (DVAAP) annual report, which is prepared by the HCO, ETS, Centralized Recruiting Office (CRO) and forwarded to EEOD. Successes, deficiencies, participation rate, advancement, and retention of individuals with targeted disabilities become part of EEOD's MD 715 Annual Report.

Presidential Management Fellows (PMF) Program

  1. This Program is governed by the following:

    • Executive Order 12645

    • Executive Order 13318

    • 5 CFR Part 362

    • 5 CFR § 213.3102(ii)

    • 5 CFR § 315.708

    • 5 CFR § 531.203(c)

    • Presidential Management Fellows Program Guide for Agencies, dated 06/20/2005, available online at: https://www.pmf.opm.gov .

  2. The PMF Program is designed to attract, develop, and retain outstanding graduate students from a wide range of academic disciplines and career paths who are interested in and committed to excellence in leadership and management of public service.

  3. The OPM, PMF Office is responsible for the overall management of the program, including nationwide recruitment. Only OPM determines the number of Fellows to be selected each year based on input from the Chief Human Capital Officer (CHCO); recruits graduate students with diverse backgrounds from qualifying colleges and universities; develops and conducts the applicant assessment and selection to determine a pool of finalists; manages the Projected Positions System (PPS); and conducts an annual Fellows job fair.

  4. OPM provides the IRS, PMF Coordinator with a list of finalists, valid for twelve months, from which managers/supervisors may select prospective Fellows.

  5. Those selected as Presidential Management Fellows receive an initial two-year excepted service appointment, and after successfully completing the program and obtaining certification by the IRS Executive Resources Board (ERB), must be noncompetitively converted to a permanent appointment in the competitive service (5 CFR § 213.3102(ii)).

  6. Fellows who resign during their appointment do not have reinstatement eligibility for competitive service positions and cannot be reinstated into the Fellows Program without OPM’s approval.


  1. The Fellows may be appointed at the GS-9, GS-11, or GS-12, in the excepted service under the Schedule A authority, in accordance with 5 CFR § 213.3101. This position is in the excepted service, and may not exceed two years, unless OPM grants an extension for up to one additional year.

  2. OPM assesses the applicants for general eligibility and initial appointment at the GS-9 grade level only. Veterans’ preference is adjudicated by OPM and annotated on the resumes of the finalists. 5 CFR Part 302 must be considered when a veteran expresses an interest in a PMF position. "Expresses an interest" means a veteran contacts OPM in person, by phone or provides a resume requesting consideration for a Fellows appointment. If the veteran is not selected, the servicing HCO, ETS, EO will partner with management to prepare a written justification documenting the reason(s) the veteran was not selected.

  3. To make an initial appointment above the GS-9 grade level, the servicing HCO, ETS, EO must determine if the Fellow finalist meets the required qualifications for the position at a higher grade level.

  4. A Fellow who held a career or career-conditional appointment in an Federal agency immediately before entering the PMF program, and who withdraws from the program for reasons that are not related to misconduct, poor performance, or suitability may be placed in a career or career-conditional position at the IRS’ discretion. The IRS determination in this regard is not subject to appeal.

  5. Selectees who have held a position in the competitive service must be informed in advance and sign a written statement confirming that they understand the outcome of voluntarily leaving the competitive service to accept an excepted service appointment.

Formal Development of Fellows

  1. PMF managers must complete a Career Learning Plan (CLP) within thirty days after the Fellow enters on duty, and include the following:

    1. The CLP must identify the Fellow’s target position/area and the developmental activities (on-the-job training and training courses) which will ensure their success at the journeyman level; and

    2. The CLP must indicate the competencies required for each grade level as well as provide a benchmark identifying work experience required for advancement to the next grade level.

  2. The Fellow’s manager must provide/assign an official mentor within thirty days (i.e., senior staff member, manager, or executive) of the Fellow entering on duty.

  3. The Fellow’s manager must provide a minimum of eighty hours per year of formal classroom training. The OPM-sponsored Fellows training, counts toward the annual eighty-hour requirement.

  4. BODs must provide the Fellow at least one developmental assignment of four to six months with full-time management or technical responsibilities consistent with the Fellow’s CLP.

  5. The Fellow, in conjunction with the assigned manager, will complete a CLP that must cover the entire two-year program. Fellows are covered under the IRS Performance Management System for the position in which they are hired.

  6. The Fellow must complete the program within the time limits prescribed in 5 CFR § 362.203, including any extensions approved by the IRS Human Capital Officer (HCO) and/or OPM.

Extension of Appointment

  1. The initial appointment is for two years; however, under rare and unusual circumstances the IRS HCO may approve an extension of 120 days or less to cover additional training or work experience to meet program requirements

  2. Only OPM is authorized to extend requests of 121 days or up to one additional year beyond the authorized two years for additional training and developmental activities.

  3. In either case, the manager must submit a written request to the IRS Fellows Coordinator 90 days prior to the expiration date of the initial appointment. The IRS Fellows Coordinator will forward the request to appropriate official for approval

Promotion Requirements

  1. Fellows are not required to meet the one year time-in-grade restrictions for promotion to the next grade level; however, Fellows will not be eligible for promotion until the minimum appraisal period of sixty days has been met.

  2. Promotions will follow the line of progression up to the full working level of the position in which they were hired, and as identified in OPM’s Qualification Standards.

  3. In addition, promotions may not be recommended by the supervisor until the Fellow has met the following criteria:

    1. All specialized experience/education requirements for the next grade level and/or series as described in OPM Qualification Standards;

    2. All requirements for promotion as identified in his/her CLP. The CLP must indicate the competencies required for each level as well as provide a benchmark identifying the successful acquisition of the needed competencies; and

    3. If the Fellows are under an accelerated promotion plan, the above requirements do not apply. However, the CLP and formal development program must meet the requirements for accelerated promotions as stated in 5 CFR § 410.307(2). All CLPs under the accelerated promotion program must be reviewed and approved in advance by the IRS HCO.

  4. Promotions can be made up to the GS-13 level, although Fellows may be appointed to positions with career ladders beyond the GS-13 level. Promotions above the GS-13 can occur only on or after the date of conversion to the permanent position following successful completion of the Fellows Program.

Withdrawal/Termination from the Fellows Program

  1. Fellows may withdraw from the Program at any time by resigning from his/her appointment. Such withdrawal will be treated as a resignation from the Federal Service. Any obligations established upon admission and appointment (for example, as a result of accepting a recruitment incentive) would apply. Each BOD is responsible for notifying the IRS, PMF Coordinator in writing when a Fellow resigns, and the IRS Fellow’s Coordinator will notify the PMF Program Office, in writing (via a letter or email), when a Fellow has resigned or withdrawn.

  2. A Fellow who resigns at any time prior to completion of the Program does not have reinstatement eligibility for competitive service positions based on his/her PMF appointment. However, according to 5 CFR § 362.207(a)(2), a Fellow who held a career or career-conditional appointment in an agency immediately before entering the Program, and who withdraws from the Program for reasons that are not related to misconduct, poor performance, or suitability may, at the IRS’ discretion, be placed in a career or career-conditional position as appropriate, in the IRS. The IRS determination in this regard, is not subject appeal.

  3. If a proposed termination is initiated by the manager, the basis of the termination is not related to misconduct, poor performance, or suitability. The manager must notify the Fellows Coordinator in writing at least thirty calendar days before the scheduled end of the appointment.

Executive Resource Board Certification

  1. The Executive Resource Board (ERB) certification process was designed to protect the prestige and competitive nature of this Presidential program while reinforcing the IRS commitment to succession planning. The ERB will certify the Fellows:

    • Met all of the requirements for the Program as outlined in 5 CFR Part 362;

    • Demonstrated successful performance according to the individual performance plan; and

    • Achieved the developmental expectations set forth in the CLP.

  2. The ERB must certify whether the Fellows have successfully completed the Program as outlined in 5 CFR § 362.204. Decisions to convert Fellows to permanent appointments are based on satisfactory completion of the Program and ERB certification.

  3. The ERB/IRS Fellows Coordinator must inform the OPM Fellows Program Office when an individual will not be converted in accordance with 5 CFR § 362.208(b). In this case, the ERB must notify the Fellows no later than thirty calendar days prior to the expiration of the Fellows appointment of its decision.

Conversion to Competitive Status

  1. Once certification has been approved by the ERB, Fellows must be noncompetitively converted to a career or career conditional appointment.

  2. Conversions must be effective on or before the expiration of the Fellows appointment, including extensions. No permanent appointments are allowed prior to full completion of the two year fellowship.

Roles and Responsibilities

  1. The IRS Fellows Program Manager in HCO, ETS, Policy and Programs Office:

    1. Oversees the overall administration and development of the PMF Program in the IRS;

    2. Serves as the liaison between the OPM Program Office, Treasury, and the HCO, ETS, EO with lead responsibility for the Fellows Program; and

    3. Reports the accomplishments and effectiveness of the Program to OPM through the Department of the Treasury.

  2. The IRS Fellows Coordinator from the designated HCO, ETS, EO:

    1. Ensures all hiring divisions within the IRS are aware of the commitments involved in hiring Fellows including Full-Time Equivalent (FTE) status, OPM reimbursement, starting grade and pay, CLP, training and developmental requirements, promotions and conversions;

    2. Works with division managers, hiring officials and supervisors to identify Fellows positions and post Fellows jobs on the Projected Positions System (PPS);

    3. Recruits Fellows to the IRS by requesting access to the finalist online resumes for agency personnel, scheduling interviews with finalists, and participating in the annual Fellows Finalists’ Job Fair;

    4. Completes the online Agency Information Worksheet and any other necessary forms upon acceptance of appointment ;

    5. Notifies the Fellows Program Manager immediately of any Fellows' change in status including appointment, movement between agencies (reappointments), ERB Certification, resignation, termination, readmission, conversion or appointment to permanent positions and inform OPM Fellows Program Office when an individual will not be converted in accordance with 5 CFR § 362.208.(b);

    6. Gathers all required documentation for the Fellow's conversion and forwards the documents to the ERB for certification 30 days prior to the effective date of the Fellow's conversion; and

    7. Facilitates reimbursement of the Fellows fee to OPM upon acceptance of appointment of a Fellow, etc.

  3. Managers/supervisors are responsible and accountable for the training and development of Fellows. Managers play a critical role in the PMF Program and most directly impact the overall experience for their Fellows by providing them with the developmental opportunities, and meaningful work. Specifically, the manager/supervisor:

    1. Notifies Fellows Coordinator immediately with Fellows' tentative start date, upon selection;

    2. Work with the Fellows Coordinator to enter positions into the Fellows PPS, between January and March of each year;

    3. Recruits finalists for Fellows positions by reviewing finalist résumés on the Fellows website, participating in the annual PMF Finalists’ Job Fair, and interviewing finalists;

    4. Assigns Fellows hires to specific positions with defined duties and career ladders;

    5. Establishes entrance on duty (EOD) dates;

    6. Develops a CLP that addresses the target position, developmental requirements and recommended activities;

    7. Provides at least eighty hours of formal classroom training during each year of the Fellowship;

    8. Provides Fellows with at least one developmental assignment of four to six months;

    9. Establishes a performance plan and annual evaluation for each Fellow with performance elements and standards for the competencies expected and for duties assigned; and

    10. Notifies the IRS Fellows Coordinator within 60 days if the Fellow will not complete all training by the end of the 2-year appointment.

  4. Servicing HCO, ETS, EOs assist the hiring official and/or coordinators with the processing of personnel actions including; Fellow’s initial appointment, reappointment, promotion, conversion, separations, etc.

  5. Presidential Management Fellows are responsible for the ownership of their individual learning, career development and advancement, and have the following responsibilities:

    1. Participate in all sponsored events and actively seek learning opportunities;

    2. Assume responsibility for CLP, career development and advancement along with management;

    3. Successfully perform the duties and responsibilities of the position to which assigned;

    4. Complete a 4 to 6 month developmental assignment with full-time responsibilities consistent with the CLP; and

    5. Complete 80 hours of formal classroom training during each year of the Fellowship.

Student Educational Employment Program

  1. The Student Educational Employment Programs provides Federal employment opportunities to students who are a U.S. citizen, at least 16 years old and, enrolled or accepted for enrollment as degree seeking students taking at least a half-time academic, technical, or vocational course load in an accredited high school, technical, vocational, 2 or 4 year college or university, graduate or professional school.

  2. The Student Educational Employment Program established December 16, 1994, is a streamlined program which replaces the old Federal Student Employment Program by consolidating four programs:

    • Cooperative Education Program;

    • Federal Junior Fellowship Program;

    • Stay-In-School Program; and

    • Harry S. Truman Scholarship Program.

  3. This streamlined program is comprised of two components: the Student Temporary Employment Program (STEP), and the Student Career Experience Program (SCEP). Students may be evaluated by the Group Coverage Qualification Standard for Schedule B Student Trainee Positions or by the OPM qualifications requirements for the targeted position. Any OPM test requirements are waived.

  4. Program Requirements:

    1. Must be at least 16 years old;

    2. U.S. citizen;

    3. Enrolled or accepted for enrollment in school; and

    4. Taking at least half-time academic or vocational and course load in an accredited high school, technical or vocational school; or

    5. Attending a two-year or four-year college or university, graduate or professional school.

Student Temporary Employment Program (STEP)

  1. The Student Temporary Employment Program allows an agency to appoint students on a temporary basis to jobs that may or may not be related to the student's academic field. The intent is to provide maximum flexibility and opportunity to agencies and students that will meet varying needs on a short-term basis.

  2. Students are appointed to a position in the excepted service, not-to-exceed (NTE) 1 year, and are not eligible for non-competitive conversion to the competitive service. Appointments under this authority may be extended in 1-year increments as long as the individuals meet the definition of a student.

  3. In order to extend this authority, each student must maintain a 2.0 grade point average on a 4.0 scale and have an overall performance rating of at least fully successful. (Students under this appointing authority are excepted from the limitations under 5 CFR § 213.104, Special provisions for temporary, intermittent, or seasonal appointments in Schedule A, B, or C).

  4. Appointing authority: Schedule B 213.3202(a), Student Temporary Employment Program (STEP).

  5. This program is year-round and appointments may be made any time during the year, including summer. Students may work on schedules appropriate to their position (i.e., full-time, part-time, intermittent or seasonal). There are no limitations on the number of hours a student can work per week or per year. The student's work schedule should not interfere with the student's academic schedule.

Student Career Experience Program (SCEP)

  1. The Student Career Experience Program (SCEP) provides work experience, which is directly related to the student's academic program and career goals. Management should provide formal periods of work and study while attending school. Students in the SCEP may be noncompetitively converted to term, career or career-conditional appointments following completion of their academic and work experience requirements. Students hired under this component must work under an agreement made between their school (college, university, high school vocational/ technical/ professional school), the IRS and the Student which provides a schedule of attendance at an accredited school, combined with periods of career-related work in the IRS. (A sample agreement is shown in Exhibit 6.213.1-2). The student must maintain a 2.0 grade point average on a 4.0 scale and have an overall performance rating of at least fully successful.

  2. Students are appointed under Schedule B 213.3202(b) and are subject to all the requirements and conditions governing term, career, or career-conditional employment, including investigation to establish an appointee’s qualifications and suitability.

  3. Students enrolled in this program may work full-time or part-time schedules at any time during the year. There are no limitations on the number of hours a student can work per week, but the student work schedule should not interfere with the student’s academic schedule.

Program/Appointment Requirements
  1. Students participating in the SCEP program must meet the requirements listed in IRM and the following:

    1. A U.S. citizen;

    2. Must be at least 16 years old;

    3. Enrolled or accepted for enrollment in a school

    4. Taking at least half-time academic or vocational and technical course load in an accredited high school, technical or vocational school;

    5. Attending a two year or four year college or university, graduate or professional school; and

    6. Must sign an agreement between the student, school and IRS

  2. Students who have met all the requirements of the program may be non-competitively converted to term, career, or career-conditional appointments at any time within 120 days and after satisfactory completion of all the requirements for his/her diploma, certificate, or degree. Conversions must be to an occupation related to the student's academic training and work-study experience.

Requirements for Non-Competitive Conversion
  1. Students are eligible for conversion when he/she has:

    1. Completed at least 640 hours of career-related work experience acquired through a Federal work-study program while otherwise enrolled as a full-time or part-time, degree-seeking student. Up to 320 hours acquired through a comparable non-Federal work-study program meeting the criteria set forth in 5 CFR § 213.3202 (b)(11)(ii) may be credited toward the 640-hour minimum for students pursuing a degree under the SCEP;

    2. Received a favorable recommendation regarding such an appointment by an official of the agency or agencies in which the job-related work experience was acquired;

    3. Met the qualification standards for the position to which he/she will be appointed; and

    4. Up to one -half (i.e., 320 hours) of the 640-hour minimum service requirement may be waived if a student enrolled in an accredited college or university completes 320 hours of career-related work experience under a SCEP appointment and has demonstrated high potential, as evidenced by outstanding academic achievement and exceptional job performance (definition of outstanding academic achievement and exceptional job performance can be found in 5 CFR § 213.3202(11)(C)(ii)(A)(B).

  1. Students whose positions are covered by the General Schedule will be classified as student trainees, to the X99 series of the appropriate occupational group. Students whose positions are covered by the Federal Wage System will be classified as student trainees to the X01 series of the appropriate occupational group.

Federal Career Intern Program (FCIP)

  1. The FCIP is a valuable IRS recruitment tool used to identify and supplement recruitment of high performing workforce of exceptional individuals with diverse professional experiences and academic training. This program prepares participating interns for IRS careers that support the IRS mission. The program design assists in recruiting the highest caliber of external candidates, aids in developing their professional abilities, and allows the Service to retain these exceptional individuals provided they meet all the requirements for a non-competitive conversion as outlined in this policy.

  2. Merit System Principles must be followed when filling positions under FCIP in accordance with 5 CFR Part 302, Employment in the Excepted Service, and veterans' preference must be applied in accordance with 5 CFR § 302.201. HCO, ETS, EOs must verify that qualified candidates entitled to consideration for reemployment in the excepted service receive appropriate consideration in accordance with 5 CFR § 302.304.


  1. Initial appointments are made to a position at the grade GS-5, 7, or 9 (and equivalent) or other trainee levels appropriate for the Program, unless otherwise approved by OPM. Positions covered are permanent, competitive service career ladder positions.

  2. Selectees will serve a two year internship under Schedule B authority, Excepted service appointment, tenure group II, in accordance with 5 CFR § 213.3202(o). The appointment may not exceed two years, except as described under "Extensions" below.

  3. Management must have a formal training program developed prior to announcing FCIP opportunities. All interns selected under this program must be placed on a Career Learning Plan (CLP) within 30 days following entry into the program.

  4. U.S. citizenship is required for participation in the FCIP.


  1. The FCIP may be used for any occupation that has a pre-established formal training and development program to allow an intern to acquire the competencies needed for conversion. The pre-established program includes structured activities, experiences and training that must be designed to prepare the intern for higher-graded duties in the occupation/career field. Activities may include, but are not limited to, formal classroom training, rotational or other job assignments, attendance at conferences and seminars, interagency assignments, or other activities approved by the Business Units.

  2. Management has the authority to recruit from a variety of sources such as job fairs, college visits, paid advertising, vacancy announcements, etc. Public notice is not required. FCIP applicants must meet all qualification requirements for the specific position, including any positive education requirement, selective factors, and any written tests that are part of the qualification requirements.

  3. Intern applicants appointed to positions not covered by the Luevano Consent Decree are referred under a numeric order method or an unranked order method prescribed by the Office of Personnel Management (OPM) for excepted service appointment in accordance with 5 CFR Part 302.

  4. Employees serving under career or career-conditional appointments in the competitive service are eligible to apply for FCIP through external recruitment procedures. HCO, ETS, EOs must inform the selected employee(s) in advance, and they must sign a written statement (see Exhibit 6.213.1-3) confirming that they understand the outcome of voluntarily leaving the competitive service to accept an excepted service appointment and the result of not completing the program or conversion at the end of the internship.

  5. Current, permanent Federal employees, and those employees from other Federal agencies, who are selected and converted to FCIP appointments without a break in service will continue their current retirement coverage, TSP participation and insurance coverage.

Evaluation of Candidates

  1. For each appointment, the HCO, ETS, EO must maintain documentation on the evaluation method used, the reason for using that method, the rating criteria used (if any), the results of the evaluation and selection/nonselection.

  2. Applicants should be rated using the rating schedules/questionnaires normally used for OPM/DEU certification. If there is currently no rating schedule/questionnaire for competitive examining, the HR Specialist and the requesting component should work together to develop one. At a minimum, the rating schedule developed for this purpose must include at least two KSAs, with at least two rating levels defined for each KSA. Numeric scores should be assigned on a scale of 100.

  3. When filling positions subject to the Luevano Consent Decree, only applicants who have successfully passed the appropriate Administrative Careers with America (ACWA) examination, an alternative assessment, or an IRS Department of Justice approved assessment will be considered.

Numerical Ratings
  1. Numerical scores are assigned on a scale of 70 to 100. Applicants scoring 70 or more will receive additional points for veterans' preference. Compensable-disabled preference eligibles (CPS/CP) are placed at the top of the Certificate of Eligibles, regardless of numerical rating, ahead of all other eligibles, except Interagency Career Transition Assistance Plan (ICTAP) and Priority Consideration eligibles. If there is more than one CPS or CP eligible, they are listed in score order. The remaining order for listing eligibles in numerical order on a certificate is XP, TP and then NV.

  2. Selections will be made from among the highest ranked candidates available for appointment. If a veteran with a compensable service-connected disability (CPS) of 30 per cent or more is passed over and a non-preference eligible is selected, the reason for the pass over must be documented and sent to OPM for adjudication by the IRS designated HCO official. IRS has the authority to adjudicate all other pass overs and objections.

  3. There is no requirement for Notices of Rating to be sent to applicants; Notices of Rating should be provided upon request.

Non- Numerical Ratings
  1. Numerical ratings are not required when all qualified applicants will be offered immediate appointment or if there is an excessive number of applicants. Applicants are not rated and are not assigned numeric scores.

  2. When numerical scores are not assigned, HCO, ETS, EOs may consider applicants in either of the following orders (5 CFR § 302.302[b]):

    1. By preference status (CPS/CP, XP, TP, nonpreference eligible); or

    2. By reemployment/regular list status.

Extensions and Special IRS Authorities

  1. OPM has granted IRS two special authorities under the FCIP for extending the internship period from the usual two years to up to three years.

    1. Appointing Customer Service Representatives at the GS-962-5/6/7/8 level. (This is the only one graded interval occupation authority given the IRS); and

    2. Appointing Internal Revenue Agent (IRA) and Special Agent (SA) up to three years instead of the normal two year appointment period. This authority is to be used in accordance with the business division’s training program (two or three years).

  2. HCO, ETS, Employment Operations Associate Directors are authorized to review and approve request for extensions beyond the two years and up to three years for those BODs using the two-year IRA training program without OPM approval. The request is to cover rare or unusual circumstances. Circumstances include when an employee is unable to fully complete program requirements within the two-year period through no fault of his/her own, such as:

    1. Unanticipated funds shortages which caused postponement of training activities;

    2. Personal or family emergencies requiring the use of extended leave; and

    3. The temporary unavailability of a key training course.

  3. Extension requests must be documented in writing, and forwarded to the HCO, ETS, Employment Operations Associate Director for approval at least 30 days prior to the date the internship is scheduled to terminate. Approved/disapproved extensions shall be filed with the employee’s CLP maintained by his/her manager

  4. BODs using the three year IRA training program, requiring extensions beyond the three years will need to go to OPM for approval through the Department of the Treasury and should follow the procedures under #5 below.

  5. For all other positions, only OPM is authorized to extend requests of 121 days or more to one additional year beyond the authorized two years for additional training and/or developmental activities. The BOD will document the reason additional time is needed to complete the internship. Requests are submitted to the HCO, ETS, Employment Operations Associate Director as early as possible, but no later than 90 days before the effective date of the proposed extension. HCO, ETS, Employment Operations Associate Director will review and submit justified requests through Treasury to OPM. Approved/disapproved extensions will be forwarded to the servicing HCO, ETS, EO to be forwarded to the appropriate manager for inclusion in the Employees Performance File (EPF) along with the employee’s CLP.

Performance Management System

  1. Interns are covered under the IRS Performance Management System for the position in which they are hired and are eligible for performance awards, as well as other monetary and honorary awards.

  2. Managers must provide interns with a copy of their performance plans within the first 30 days of their appointment. Managers must provide interns with on-going feedback concerning their performance and progress related to their training.

Program Completion and Conversion

  1. Conversion to Competitive status may be granted to career interns who successfully complete their internships and meet all qualification, suitability, and performance requirements. The noncompetitive conversions will be effective on the date the 2-year service requirement is met, or at the end of an IRS or OPM-approved extension.

  2. Service under the FCIP counts toward career tenure in the competitive service, if the career intern is converted to a career-conditional appointment under 5 CFR § 315.712.

Failure to Meet the Formal Development Plan Requirements

  1. An intern, who did not have competitive status at time of appointment and fails to complete the program for any reason, will be terminated from Federal Service. The manager should make every effort to notify the employee as soon as possible after making the decision to terminate. The termination of a Federal Career Intern appointment on or before the specified date is not an adverse action.

  2. An IRS career or career-conditional employee selected for the program and fails to complete the program for any reasons unrelated to misconduct, will be placed in a career or career-conditional position at the grade or pay no lower than the previous position held before accepting a position in the intern program (5 CFR § 213.3202(o) (6) (ii). There is no requirement that the new position be at the same promotion potential as the position the Intern left to join the program. It is the responsibility of the FCIP‘s current Business Unit to place the employee.

  3. When an employee fails to complete the FCIP program and was selected from another agency, neither the IRS nor the losing agency is obligated to place the employee.

    1. An employee must be informed in advance and sign a written statement advising of the consequences if the intern program is not completed or the employee is not converted at the end of the internship. Interns not converted to a career or career-conditional appointment will be terminated on or before the appointment expires.

    2. Employees will be notified in writing prior to such termination. The notification shall contain the effective date and justification for the termination. The FCIP termination of appointment is not an adverse action.

Records Retention

  1. All records, including recruitment actions should be kept for a period of two years and in a manner similar to those for merit promotion. That is, a temporary record sufficient to allow reconstruction of the action(s), including documentation on how candidates were rated and ranked, shall be kept two years or until after the program has been formally evaluated by OPM, whichever comes first.

  2. Records relating to positions covered by the Luevano Consent Decree must be kept indefinitely.

Reporting Requirements

  1. The BOD accomplishments are to be reported as part of the Service’s Federal Equal Opportunity Recruitment Program (FEORP) annual report. HCO, ETS, Talent, Acquisition and Evaluation (TAE) has responsibility for preparing the FEORP report.

Notification and Acknowledgement Statements

Attorney Positions are under Schedule A of the United States Office of Personnel Management’s regulations and can only be filled by "Excepted Appointment." In accordance with 5 CFR § 302.102, you are advised that: (a) this position of attorney is Excepted; (b) that it cannot be filled by Competitive appointment; and (c) that your acceptance of the Excepted appointment will result in your leaving the Competitive service. It will be necessary, therefore, for you to submit written evidence clearly indicating that you voluntarily relinquish your Competitive position. Attached is a statement that you may use for this purpose.
I have been advised in writing of the provision of 5 CFR § 302.102. In accordance therewith, I voluntarily relinquish the Competitive position I now hold and accept an excepted appointment as an attorney in the Internal Revenue Service.

Attachment to SF-256 - Self-Identification of Handicap


The Department of Treasury has established a goal to hire 12,000 qualified individuals with disabilities over the next five years, beginning October 1, 2000. This goal was established in support of an Executive Order signed by the President in July 2000 to promote an increase in employment opportunities for individuals with disabilities at all levels and occupations in the Federal government.

To assist our assessment in meeting this goal and in order to comply with Office of Personnel Management reporting requirements, we need to collect information on the number of individuals with disabilities we hire. Therefore, we are asking that you consider completing the attached form, Self-Identification of Handicap (Standard Form 256). Completion of this form on your part is voluntary; however, it would greatly assist us in ensuring that we meet our goal and have accurate data.

This information will be used only in the production of reports and not for any purposes that will identify individual data. Procedures are in place to ensure that information provided by each employee is kept secure and is known only to the limited number of individuals in the personnel records systems.

The Department continues to be committed to establishing programs that will facilitate the hiring, placement and advancement of individuals with disabilities. Your cooperation in helping us track our success by completing this form will be greatly appreciated.

Student Career Experience Program Agreement

Student Career Experience Program Agreement
Between the Internal Revenue Service
(Cite School’s Name and Cite Student’s Name)
This agreement forms the basis of understanding between the Internal Revenue Service (IRS), the School, and the Student applying for the IRS Student Career Experience Program, and should be modified to meet the requirements of the degree the student is pursuing (i.e., Vocational/Technical certificate, Associate degree, Baccalaureate degree, etc. ).
The objective of the IRS Student Career Experience Program (SCEP) is to identify promising students for a direct career path to IRS career opportunities. Students will be placed depending on academic discipline. The program is open to both undergraduate and graduate students. Selected students are expected to meet educational and work requirements throughout the program. Students participating in the program are also referred to as student "interns" by the IRS, although colleges and universities may have different types of formal intern programs that do not necessarily map to the IRS SCEP.
This program involves alternating periods of planned work experience with the IRS and related study with the (cite school’s name), where formal arrangements are made between the IRS and (cite school’s name), to ultimately support the IRS employment of students selected for the SCEP. These support activities include the scheduling and coordination of the student’s work experience and related academic study. Work responsibilities will be scheduled and structured so that they do not interfere with the student’s academic performance. For each student, a specific work/study schedule will be developed as an addendum to this agreement.
The duties of the students in SCEP positions will be to participate in a special training program consisting of planned on-the-job training with the IRS, while also pursuing the program of study associated with an academic major at (cite school’s name). That academic major must be directly related to the duties and responsibilities of the IRS SCEP position. While on the job, student trainees will work under the guidance of IRS management, and will assist IRS professionals in the performance of work related duties.
Students will be appointed under Schedule B, Excepted appointment, and throughout the program will be paid the currently established general schedule rate for the grade occupied. Employee benefits such as leave, retirement, health benefits, life insurance, etc., will be provided under the current established regulations.
Students may not be employed for holidays and vacation periods only; however, a student may work during these periods in addition to his/her regular scheduled tour of duty.
a. Identify a school official to serve as liaison with the IRS on matters relating to the SCEP program for individual students selected into the program;
b. Monitor academic progress, and upon IRS periodic request, verify that the student is maintaining "good standing" at (cite school’s name). This verification will be in accordance with school policy and the requirements of the Family Educational Rights and Privacy Act (FERPA). Students participating in the IRS SCEP are expected to maintain a Grade Point Average (GPA) at or above the 2.0 level throughout the program; and
c. If requested by IRS or the student, assist in coordinating the work and academic experience of the student to ensure that she/he is receiving the maximum benefit from participating in the program. When necessary, work with the student to bring about improvement.
a. Appoint an official to serve as liaison with the school on matters pertaining to students;
b. Ensure that each trainee receives specific on-the-job training assignments in the field of the formal curriculum designed for the best development of the student's knowledge and skills;
c. Maintain records on student work performance and other administrative matters;
d. Notify school if student is dropped because of unsatisfactory performance, interest, conduct, or failure to meet academic standards, or of any other change in student's status;
e. Inform student trainees of IRS' mission, policies and procedures, including the practice of assigning students, upon conversion to career-conditional appointments; and
f. Establishing work schedules consistent with the school’s academic calendar that enables the student to complete the program.
a. Entering the program with a minimum of a 2.0 GPA and maintaining a minimum of 2.0 cumulative GPA;
b. Meeting performance and conduct standards set forth by the school and the IRS;
c. Assuming personal and professional responsibilities for actions and activities;
d. Adhering to the IRS work schedule and the program’s policies and procedures;
e. Work effectively with peers and supervisors;
f. Notifying the school and the IRS of changes in status; and
g. Providing the IRS with an official transcript following each academic year.
a. A "student" is: an individual who has been accepted for enrollment , or who is enrolled, as a degree (diploma, certificate, etc.) seeking student in an accredited high school, technical or vocational school, 2-year or 4-year college or university, graduate or professional school. If the student is enrolled, the student must be taking a least a half-time academic/ vocational/or technical course load. The definition of half-time is the definition provided by the school in which the student is enrolled. An individual who needs to complete less than the equivalent of half an academic/vocational or technical course load in the class enrollment period immediately prior to graduating is still considered a student for purposes of this program.
b. A "period of study" is: a semester or quarter of attendance in a regular full- time college curriculum.
c. A "period of employment" is: one of the full-time work periods in an alternating "period of study." This could include the summer. Students may work full-time or part-time during the year. There are no limitations on the number of hours a student can work per week, but the student’s work schedule should not interfere with the student’s academic schedule.
d. A "break in program" is: a period of time when a program participant is neither attending classes nor working at the IRS. The IRS expects that students will at all times either be working at the IRS job, enrolled in classes, or both. However, we realize that emergencies can happen. Consequently, at the local office level with agreement of all parties involved, a participant can have a "break in program" of up to 5 months without being withdrawn from the program.
a. Basic Requirements:
The student must be in attendance at school (cite school’s name) and enrolled in a curriculum leading to a Bachelor’s degree. The degree of specialization must have been such that at the time of graduation the student will have successfully completed the equivalent of a Bachelor’s degree and any additional competency requirements. Participants in the program must be at least 16-years old (except when in conflict with local, state, or federal laws).
b. Appointment Requirements
GS-5 - 4 academic years above high school leading to a Bachelor’s degree or Bachelor’s degree.
GS-7 - Full year of Graduate level education.
GS-9 - Two Academic Years of progressively higher-level graduate education.
GS-11 - Ph.D. or equivalent doctoral degree, or 3 academic years of progressively higher-level graduate education.
GS-12 - Completion of all requirements for a doctoral or equivalent degree.
(2) Required education must lead to a Bachelor’s degree with specialization in or directly related to the field in which the student will receive training on the job. The degree of specialization in this field must satisfy upon graduation the specific educational requirements in the qualification standard for the corresponding two-grade interval position.
c. Promotion Requirements
Students may be promoted to higher-graded positions based on completion of required portions of the education and student trainee work experience.
Upon completion of all the requirements for a Bachelor’s degree in an appropriate field, student trainees may be promoted in the appropriate target series. The manager will recommend this promotion based on the satisfactory (fully successful) performance of the student trainee. When being promoted the GS-7 or higher grade level, the student trainee must meet all education and experience requirements.
a. (Cite school’s name) does not object to the placement of (cite student’s name) after consideration of the student's total qualifications including achievements, demonstrated leadership, motivation, personal characteristics, professional potential, and sincerity of interest in the target job.
b. Students appointed to IRS SCEP positions are subject to citizenship requirements.
c. Students selected for IRS SCEP will be without regard to race, color, religion, sex, age, or national origin.
d. Student trainees are required to satisfy both the academic and conduct standards of the school and the work performance and conduct standards of the IRS. The work performance of the trainee will be evaluated periodically by the IRS supervisor. Students who fail to maintain appropriate standards or who do not receive a satisfactory suitability determination will be dropped from employment.
a. The student will be evaluated at the end of each work session or annually (whichever one is appropriate).
b. The appropriate school official(s) will be provided with a letter notifying them of the student’s continuing satisfactory work performance.
A student trainee may be non-competitively converted to a position at the same grade level or higher upon fulfillment of the following requirements:
a. Successfully completing, within the preceding 120 days, all the requirements for the degree pursuant (i.e., Bachelor’s degree, Associate degree, etc.) with the requisite competency requirements as appropriate;
b. Successfully completing at least 320 of the 640 hours of work experience in a pay status as a student trainee. All hours of this experience must have been worked prior to the completion or concurrent with their completion of the course requirements of item (a) above;
c. Receive a recommendation for a noncompetitive appointment from management in the IRS office they have been working in; and
d. Be certified as having successfully completed the prescribed developmental activities.
a. The initial appointment for a student in the IRS SCEP will be an Excepted service appointment that will expire 120 calendar days after the student completes her/his degree requirements.
b. If the student is to be converted to a career conditional appointment, it must be within 120 days of completion of her/his degree requirements. She/he will be carried on IRS’ rolls for the entire period.
c. Students earn annual leave and sick leave and are paid for time off for federal holidays that occur during the periods when they are actually working.
d. Students will be paid in accordance with existing General Schedule pay rates and are eligible for health and life insurance benefits.
e. This agreement can be renegotiated whenever the provisions are determined to be unsatisfactory to either the IRS or the cooperating school, or when changes in the Office of Personnel Management guidelines make renegotiations necessary.
Employee's manager.
As a representative of the IRS, I approve the terms of this agreement and pledge the support of the IRS in fulfilling the Agreement.
_____________________ __________________
Signature Date
Name (Printed)
As a representative of ((cite name of school), I approve the terms of this agreement and pledge the support of the school in fulfilling the agreement.
_________________________ ___________
Signature (School Representative) Date
Name (Printed)
I approve of the terms of this Agreement and will fulfill my obligations under its terms.
__________________________ ___________
Student Signature Date
Name (Printed)

Sample Federal Career Intern Program (FCIP) Agreement

Sample Federal Career Intern Program (FCIP) Agreement
Entry Position (Title, Series, Grade): _______________________
Target Position (Title, Series, Grade): ______________________
Effective Date: _______________________________
Employing Office: _______________________________
I, _________________________ , certify the following below has been discussed with me by a Human Resource representative; and that I understand, the following conditions below apply to my employment in the Federal Career Intern Program position.
1. I understand that if I am hired as a Federal Career Intern, I will be appointed under an Excepted Service authority (Reduction-in-force purposes – excepted service, Tenure II for purposes of 5 CFR § 351.502)
2. Except as noted below, my employment, as an Intern confers no rights to further Federal employment in either the Competitive or Excepted service upon expiration of the Internship period. (See #3 below)
3. I may be granted Competitive service status without further competition, if I successfully complete the Internship; and meet all qualification, suitability, and performance requirements. The non-competitive conversion will be effective on the ending date of my internship (either after the 2-year or 3-year service requirement is met, or at the end of the extended period if applicable).
4. I understand my continuation in the Federal Career Intern Program is contingent on maintaining satisfactory work performance and conduct.
5. I understand that I will be terminated after given appropriate notice by manager if I fail to complete the program for any reason, unless I had competitive status at the time of my Excepted service appointment as a Federal Career Intern. (See #6 below)
6 I understand that if I fail to complete the Federal Career Intern Program for reasons unrelated to misconduct or suitability, the following below applies.


The Human Resource representative will check the appropriate paragraph box below that applies.

☆ I will be placed in a career or career-conditional position in the IRS at no lower grade or pay than the one I left to accept the position in the Federal Career Intern Program; if I held a career or career-conditional appointment in the Service immediately before entering the Federal Career Intern Program.
☆ I will be terminated from the Federal service no later than 2 years from the date I was appointed or if I’m serving a 3 year internship, 3 years from the date I was appointed into the Federal Career Intern Program; or at the end of the extended period, as applicable.
7. I understand that I am not eligible to apply for internal vacancy announcements unless I have prior Competitive service under a career or career conditional appointment and the internal vacancy announcement includes a statement that the area of consideration is open to "Non-status IRS employees with prior Competitive status."
__________________________ _______________
Employee's Name Employee Signature/Date
__________________________ _________________
Human Resource Representative Name Human Resource Representative Signature/Date