\(600\) 70.14 [Career Transition Assistance Plan (CTAP)]{.underline}

70.14.1 [Purpose]{.underline}. The Treasury Inspector General for Tax
Administration (TIGTA) will actively assist its surplus and displaced
employees to find other employment, either within the Federal Government
or in the private sector. The purpose of the Career Transition
Assistance Plan (CTAP) is to establish the policies and procedures
needed to help maximize employment opportunities for surplus and
displaced TIGTA employees.

70.14.2 [Scope]{.underline}. This plan applies to all surplus and
displaced TIGTA employees and covers policies to provide career
transition assistance; policies and procedures for special selection
priority; and the operation of the Reemployment Priority List.

70.14.3 [Authorities]{.underline}.

5 CFR 330

Treasury Personnel Policy Manual 330

70.14.4 [Definitions]{.underline}.

Agency - an Executive Department, a Government corporation, and an
independent establishment as cited in 5 U.S.C. 105. For the purposes of
this plan, the term "agency" includes all components of an organization.

Component - the first major subdivision of an agency that is separately
organized and clearly distinguished from other components in work
function and operation. For the purpose of this plan, TIGTA is
considered a "component" of the Department of the Treasury (Department).

Displaced employee means:

-   A current career or career conditional competitive service employee
    in tenure group I or II, at grade levels GS-15 or equivalent and
    below, who has received a specific reduction-in-force (RIF)
    separation notice or notice of proposed removal for declining a
    directed reassignment or transfer of function outside of the local
    commuting area; or

-   A current Executive Branch agency employee in the excepted service,
    serving on an appointment without time limit, at grade levels GS-15
    or equivalent or below, who has been given noncompetitive
    appointment eligibility and selection priority by statute for
    positions in the competitive service, and who is in receipt of a
    notice of proposed removal for declining a transfer of function or
    directed reassignment outside of the local commuting area.

Eligible employee - a surplus or displaced employee who meets the
conditions set forth in 5 CFR 330.605(a).

Local commuting area - the geographic area that usually constitutes one
area for employment purposes as determined by the agency. It includes
any population center (or two or more neighboring ones) and the
surrounding localities in which people live and can reasonably be
expected to travel back and forth daily to their usual employment.

Reorganization - the planned elimination or redistribution of work
functions within an agency, normally, announced in writing.

Special selection priority - surplus and/or displaced employees eligible
under this must be selected over any other candidate for vacancies in
the local commuting area for which they apply and are found
well-qualified.

Suitability - a determination based on an individual's character or
conduct that may impact the efficiency of the service by jeopardizing an
agency's accomplishment of its duties or responsibilities, or by
interfering with or preventing effective service in the competitive,
excepted or SES position applied for or employed in, and determinations
that there is a statutory or regulatory bar to employment.

Surplus employee means:

-   A current agency employee serving under an appointment in the
    competitive service, in tenure group I or II, at grade levels GS-15
    or equivalent and below, who has received a Certification of
    Expected Separation or other certification issued by the agency
    indicating that the position is surplus, for example, a notice of
    position abolishment, or a notice stating that the employee is
    eligible for discontinued service retirement; or

-   A current Executive Branch agency employee serving on an excepted
    service appointment without time limit, at grade levels GS-15 or
    equivalent and below, who has been issued a Certificate of Expected
    Separation or other official agency certification indicating that
    his or her position is surplus, for example, a notice of position
    abolishment or a notice stating that the employee is eligible for
    discontinued service retirement, and who has been conferred
    noncompetitive appointment eligibility and special selection
    priority by statute for positions in the competitive service; and

-   A current TIGTA employee serving on a Schedule A or B excepted
    appointment without time limit, at grade levels GS-15 or equivalent
    and below, and who is in receipt of a Certificate of Expected
    Separation or other official agency certification indicating that
    his or her job is surplus, for example, a notice of position
    abolishment, or an official notice stating that the employee is
    eligible for discontinued service retirement; or an employee who has
    received a RIF notice of separation, or a notice of proposed removal
    for declining a transfer of function or directed reassignment
    outside of the local commuting area. Such employee may exercise
    selection priority for permanent Excepted Service positions within
    the agency's local commuting area, provided the position to which
    appointed has the same appointing authority, i.e., Schedule A or B,
    as the position from which being separated.

Vacancy - a competitive service position 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.

Well-qualified employee - an eligible employee who possesses the
knowledge, skills, and abilities that clearly exceed the minimum
qualification requirements for the position. A well-qualified employee
must satisfy the following criteria:

-   Meets the basic qualification standard and eligibility requirements
    for the position, including any medical qualifications, suitability,
    and minimum educational and experience requirements;

-   Meets on average an overall rating of at least the second level in a
    three level crediting plan;

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

-   Meets any special qualifying condition(s) that the Office of
    Personnel Management (OPM) has approved for the position; and

-   Is able to satisfactorily perform the duties of the position upon
    entry.

70.14.5 [Policy]{.underline}. To assist employees to take charge of
their own careers and find other employment, either within the Federal
Government or in the private sector, TIGTA will:

-   Provide career transition assistance to all surplus and displaced
    TIGTA employees, including those in the excepted service and the
    SES;

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-   Provide special selection priority to well-qualified surplus and/or
    displaced Treasury employees; and

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-   Provide consideration as required to employees on the Reemployment
    Priority List (RPL) established by the Department under subpart B of
    5 CFR 330 and furnish information to eligible TIGTA employees
    regarding enrolling for the RPL.

70.14.6 [Responsibilities]{.underline}.

In carrying out its responsibilities under the CTAP regulations, TIGTA
will:

-   Develop a specific orientation for surplus and displaced TIGTA
    employees on the use of career transition services and the
    eligibility requirements for selection priority, including vacancy
    application procedures, under CTAP and Interagency Career Transition
    Assistance Program (ICTAP). In addition, eligible employees will be
    given information, in writing, about the special selection priority
    available to them under CTAP, including guidance on how to apply for
    vacancies and what documentation is required as proof of
    eligibility.

-   Advise, in writing, surplus and displaced employees who apply for
    specific vacancies within their local commuting area of the results
    of their application, and whether or not they were found
    well-qualified. If they are not found well-qualified, such notice
    must include information on the results of an independent, second
    review conducted by the Bureau of the Public Debt/Administrative
    Resource Center (BPD/ARC). If an applicant is found well-qualified
    and another well-qualified surplus or displaced candidate is
    selected, the applicant will be so advised.

-   Take steps to ensure that TIGTA vacancies in the commuting area are
    publicized and contain information on what is required to be
    determined well-qualified.

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-   Tailor career transition assistance (e.g., skills assessment, resume
    preparation, counseling and job search assistance, and interviewing
    techniques training) and services available to eligible employees.

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-   As permitted by the work, permit excused absences for eligible
    employees using the career transition services and facilities made
    available by TIGTA.

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-   Make available, prior to and for six months following separation (or
    until the employee secures a Federal position of equivalent tenure
    and at the same grade or higher, whichever occurs first), TIGTA
    facilities, resources, and out placement assistance which support
    individual employee empowerment and initiative in finding civil
    service and public sector employment.

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-   Identify and administer appropriate training and retraining
    opportunities for eligible employees and managers that will support
    employment retention within TIGTA and the Department or bolster
    opportunities for other positions.

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-   Accommodate those who are physically challenged or in need of other
    special-type services, equipment, facilities, etc., including
    coordination with the Employee Assistance Program and provide
    specific resource information and forms about public and private
    programs, facilities and services. Coordinate with employee
    assistance programs to provide needed services.

[Eligible Employees]{.underline}

Eligible employees are responsible for taking the initiative in using
the career transition tools and resources made available to them under
this plan to find other employment either within the Federal Government
or in the private sector.

70.14.7 [Specific Requirements]{.underline}. Unless excepted by Appendix
I, 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 reduction in
force.

Special selection priority must be provided to an employee who meets all
of the following conditions:

-   Is a surplus or displaced employee (still on Treasury's rolls) as
    defined in 5 CFR 330.604 c and i;

-   Has a current performance rating of record of at least fully
    successful or

equivalent (e.g., Pass);

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

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

-   Files an application for a specific vacancy within the time frame
    established in the announcement by TIGTA and provides proof of
    eligibility as required under 5 CFR 330.608(a)(2); and

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

Eligibility for special selection priority begins on the date a bureau
issues a RIF separation notice, Certification of Expected Separation,
notice of proposed separation for declining a directed reassignment or
transfer of function outside of the local commuting area, or other
official bureau certification.

Eligibility for special selection priority expires on the earliest of:

-   the RIF separation date, the date of the employee's resignation from
    the bureau, or the date of separation under adverse action
    procedures for declining a directed reassignment or transfer of
    function to another local commuting area or similar relocation to
    another local commuting area; or

-   cancellation of the RIF separation notice, Certificate of Expected
    Separation, notice of proposed removal for declining a directed
    reassignment or transfer of function outside of the commuting area,
    or other official bureau certification identifying the employee as
    surplus;

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-   when an eligible employee receives a career, career-conditional, or
    excepted appointment without time limit in any Federal agency at any
    grade level; or

-   when an eligible employee declines a career, career-conditional, or
    excepted appointment without time limit in any Federal agency for
    which the employee has applied and been rated well-qualified.

Within TIGTA and if not excepted by Appendix I, the order of special
selection priority is as follows:

a.  Displaced TIGTA employees within the local commuting area;

b.  Surplus TIGTA employees within the local commuting area;

c.  Placement of a TIGTA employee pursuant to the settlement of a formal
    complaint, grievance, appeal, or other litigation;

d.  Displaced Department of the Treasury employees within the local
    commuting area;

e.  Surplus Department of the Treasury employees within the local
    commuting area;

f.  Employees on the Department of the Treasury's RPL; and

g.  Displaced employees of other Federal agencies (as identified by 5
    CFR Part 330, Subpart G, Interagency Career Transition Assistance
    Plan).

There are four rules to use in following the order of special selection
priority identified above:

1.  You cannot select an individual from categories (b) through (g)
    above if there is an eligible individual in a higher category,
    with (a) being the highest category;

2.  TIGTA employees who are neither displaced nor surplus and who are
    currently employed in the local commuting area of the vacant
    position may be considered and selected ahead of employees in
    categories (d) through (g);

3.  Treasury Department employees who are neither displaced nor surplus
    may be considered and selected ahead of employees in categories (f)
    or (g) above; and

4.  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) through (g) above.

In the event that an otherwise eligible employee is not determined to be
well-qualified, BPD/ARC will document an independent second review. The
applicant must be advised in writing of the results of the second
review.

Vacancy announcements play an integral part in CTAP. All vacancy
announcements open to candidates from outside of a TIGTA local commuting
area will be placed on the USAJobs website.

All eligible surplus and displaced employees will have access to the
vacancy announcements. The vacancy announcements will include
information on how eligible employees can apply, what proof of
eligibility is required, and the definition of "well-qualified."

Eligible employees are responsible for finding and exercising their
selection priority by applying for specific vacancies in their commuting
area for which they are interested.

70.14.8 [Reemployment Priority List]{.underline}. The Treasury
Department and TIGTA will comply with the regulations contained in
Subpart B of 5 CFR 330 for establishing and maintaining an RPL for each
commuting area in which eligible employees are separated due to RIF or
compensable injury. Eligible employees will be contacted by a human
resources specialist and provided instructions on how to apply for this
program when appropriate. The Department will maintain the RPL for
Treasury-wide use, in accordance with prescribed time limits. Selection
from the RPL will be made based upon retention standing order. TIGTA
will notify the Department of all placements from the RPL.

# Appendix I

The following are not covered under this section:

-   Actions taken under 5 CFR part 335, including reassignments, changes
    to lower grade, or promotions, when no employees eligible under this
    subpart apply;

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-   Reemployment of a former agency employee exercising regulatory or
    statutory reemployment rights, including the reemployment of injured
    workers who have either been restored to earning capacity by the
    Office of Workers' Compensation Programs (OWCP), or who have
    received a notice that their compensation benefits will cease
    because of recovery from the disabling injury or illness;

-   Position changes resulting from disciplinary actions;

-   Temporary appointments of under 121 days (including all extensions);

-   Exchange of positions between or among agency employees, when the
    actions involve no increase in grade or promotion potential, i.e.,
    job swaps;

-   Conversions of an employee of the same agency who is serving on an
    excepted

appointment which confers eligibility for noncompetitive conversion into
the competitive service, e.g., conversion of a veterans' readjustment
appointee to a career conditional appointment under 5 CFR 315.705;

-   An action taken under 5 CFR 351;

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-   Noncompetitive placement of an employee into a different position as
    a result of a formal reorganization, when the former position ceases
    to exist, and no actual vacancy results;

-   Assignments made under the Intergovernmental Personnel Act (IPA);

-   The filling of a position through an excepted appointment;

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-   Details;

-   Time-limited promotions of under 121 days, including all extensions;

-   Noncompetitive movement of surplus or displaced employees within the
    agency, and within the same local commuting area;

-   Movement of excepted service employees within an agency;

-   A placement under 5 U.S.C. 8337 or 8451 to allow continued
    employment of an employee who has become unable to provide useful
    and efficient service in his or her current position because of a
    medical condition;

-   A placement that is a "reasonable offer" as defined in 5 U.S.C.
    8336(d) and 8414(b);

-   Career ladder promotions or position changes resulting from
    reclassification actions, e.g., accretion of duties, or application
    of new position classification standards;

-   Recall of seasonal or intermittent employees from nonpay status;

-   The internal placement of an injured or disabled worker whose agency
    has identified a position for which he or she can be reasonably
    accommodated;

-   An action taken by the agency head or his designee pursuant to the
    settlement of a formal complaint, grievance, appeal, or other
    litigation;

-   An action taken to return an employee to his or her original or
    similar position during a supervisory probationary period;

-   The retention of individuals whose positions are brought into the
    competitive service under 5 CFR 316.701 or 316.702 of this chapter
    and subsequent conversion, when applicable, under 5 CFR 315.701;

-   The selection of an employee from within TIGTA within the local
    commuting area, after all eligible surplus and displaced applicants
    of TIGTA who are eligible under CTAP within the local commuting area
    have been accorded selection priority;

-   The reemployment of a former agency employee who retired under a
    formal trial retirement and reemployment program, and who seeks
    reemployment with that agency under the program's provisions, and
    within the program's applicable time limits;

-   Extensions of temporary or term actions, up to the full period
    allowed, provided that the original action upon which the extension
    is based, was made on or before February 29, 1996; or for actions
    initially made after February 29, 1996, the original vacancy
    announcement must have specified that the position was open to CTAP
    candidates and that if they were found well-qualified, would be
    afforded selection priority. The original announcement must have
    stated that an extension was possible without further announcement;

-   Noncompetitive movement of displaced employees between agencies as a
    result of reorganization, transfer of function, or mass transfer;
    and

-   The placement of a member of the Senior Executive Service under 5
    U.S.C. 3594.