BONNEVILLE POWER ADMINISTRATION

**HUMAN RESOURCES**

**Portland, Oregon**

**PERSONNEL LETTER NO. 330-1 DATE:** September 28, 1998

**SUBJECT**

Career Transition Assistance Plan

# TABLE OF CONTENTS PAGE

## Purpose of Issuance 2

## Policy 2

### Section A. General Information on the Career Transition Assistance Plan (CTAP) 2-4

Section B. Special Selection Priority (SSP) Component 4-10

Section C. Interagency Career Transition Assistance Program (ICTAP)
10-13

Section D. Reemployment Priority List (RPL) Component 13-19

Section E. Priority Consideration for Employees Entitled to Grade and/or
Pay 19-20

Retention

Section F. Priority Consideration for Missed Consideration Under Merit
20-21

Promotion

Section G. Career Transition Training and Support Services under CTAP
21-23

Section H. Reporting Requirements 23

Table 1. Eligibility for SSP/CTAP, RPL and ICTAP 24-25

Table 2. Loss of Eligibility under SSP/CTAP, RPL, and ICTAP 26-27

Table 3. Exceptions to CTAP, RPL, and ICTAP Procedures 28-29

**I. PURPOSE OF ISSUANCE**

On September 12, 1995, the President issued a memorandum requiring all
Executive Branch agencies to develop Career Transition Assistance Plans
(CTAP) to help their employees who have been, or are likely to be,
separated by reduction in force (RIF) find other employment. The
President's memorandum also directed the Office of Personnel Management
(OPM) to establish an Interagency CTAP (ITCAP) that would extend special
selection priority to other Executive Branch agency displaced employees
who apply for a vacant position and are found to be well-qualified.
These plans will remain in effect at least until September 30, 1999.

# II. POLICY

The following question and answer presentation defines BPA policy on
career transition assistance for surplus and displaced BPA employees.
The policy, which has been prepared for a general audience of managers,
employees, and former employees, as well as Personnel Services,
supplements the following references:

• 5 CFR, Part 330, Subpart F, Career Transition Assistance for Surplus
and Displaced Federal Employees;

• 5 CFR, Part 330, Subpart G, Interagency Career Transition Assistance
Plan for Displaced Employees;

• 5 CFR, Part 330, Subpart B, Reemployment Priority List; and

• 5 CFR, Part 536, Subpart C, Placement and Classification Plans.

The tables at the end of this document summarize the eligibility and
qualifications requirements and exceptions to each of the placement
components in the CTAP and are provided for "quick reference."

**[SECTION A]{.underline}. GENERAL INFORMATION ON THE CAREER TRANSITION
ASSISTANCE PLAN (CTAP)**

1\. What is the BPA CTAP?

The BPA CTAP is a program that provides assistance to individuals who
have been or are likely to be separated by reduction in force (RIF) in
finding other employment. The CTAP has four components:

a\. Special Selection Priority (SSP): Policies and procedures, as noted
in Section B.1, for selecting well-qualified surplus or displaced
employees who apply for vacancies in the local commuting area (LCA) over
other candidates;

b\. Interagency Career Transition Assistance Plan (ICTAP): Policies and
procedures, as noted in Section C.1, for giving priority consideration
on external hires to well-qualified displaced applicants from other
Federal agencies.

c\. Reemployment Priority List (RPL): Policies and procedures, as noted
in Section D.1, for placement of qualified eligible employees or former
employees in the LCA; and

d\. Career Transition Training and Support Services: Policies and
procedures to provide services such as skills assessment, resume
preparation, counseling, and job search.

2\. Does the CTAP guarantee jobs for former BPA employees who have been
displaced by RIF?

No, there is no guarantee. In fact, OPM recommends an emphasis on
"individual employee empowerment" suggesting that the "key to successful
career transition is individual initiative." BPA is committed to
providing outplacement assistance to its surplus, displaced, and
separated employees through the provisions of the CTAP; however, these
are not entitlement programs. Employees [must take the initiative to use
available support services]{.underline}, apply to vacancies to receive
special selection priority, and register for reemployment priority
consideration.

3\. What is a "local commuting area" (LCA)?

Any population center and the surrounding localities in which people can
be reasonably expected to travel back and forth from their homes to
their usual employment site. BPA's LCAs are listed in Personnel Letter
351-1, Appendix A, Competitive and Commuting Areas, and are provided to
all BPA employees at the beginning of each calendar year.

4\. What is the order of selection when filling vacancies for
competitive service positions?

a\. Internal personnel actions that are not covered by SSP/CTAP (see
Section B.6).

b\. Well-qualified (as defined in Section B.9) SSP candidates for any
vacancy within the LCA. A [well-qualified]{.underline} SSP-eligible must
be selected unless that selection would cause another employee to be
separated by RIF. Surplus and displaced employees may be selected
without regard to tenure/subgroup order.

c\. At agency option, internal actions not subject to the RPL (for
example, any competitive/non-competitive action on a permanent BPA
employee).

d\. Qualified RPL candidates in the LCA.

e\. At agency discretion, any former displaced well-qualified BPA
employee, including a well-qualified RPL candidate from outside the LCA
who applies.

f\. Well-qualified displaced applicants from other Federal agencies
(ICTAP) in the LCA.

g\. Well-qualified applicants who are eligible for priority
consideration under Sections F and G of this Personnel Letter.

h\. Other applicants from outside, including transfers from other
Federal agencies, external hires, etc.

5\. What is the definition of a Certification of Expected Separation
(CES) or other certifications?

A CES, as defined in 5 CFR 351.807, is an agency notification to a
competing employee who the agency believes, with reasonable certainty,
will be separated under RIF procedures. The certification must be signed
by an appropriate agency official. A certification may be issued up to 6
months prior to the effective date of a RIF.

**[SECTION B]{.underline}. SPECIAL SELECTION PRIORITY (SSP) COMPONENT**

1\. What is the SSP component?

A provision of the CTAP that requires BPA to give SSP to well-qualified
eligible surplus and displaced employees who apply for vacancies within
the LCA and within the prescribed time frames indicated on the vacancy
announcement.

2\. What is a "vacancy" for purposes of SSP?

A competitive service position lasting 121 days or more, including
extensions, which the agency is filling, regardless of whether BPA
issues a specific vacancy announcement. See Question 14 of this Section.

3\. What is a "surplus" employee for purposes of SSP?

A current BPA employee serving under a career, career-conditional or
excepted service appointment in the competitive service who has received
a CES or other certification which identifies the employee as being in a
surplus organization or occupation; **or** an employee whose position is
being abolished and who is eligible for discontinued service retirement.
Excepted service employees, while covered by this program, are afforded
SSP eligibility separate from competitive service employees.

4\. What is a "displaced" employee for purposes of SSP?

A current BPA employee serving under a career or career-conditional
appointment in the competitive service who has received a specific RIF
separation notice, but has not yet been separated.

5\. When must the SSP component be applied?

Except as set forth in 5 CFR 330.606, when filling a vacancy, the
selecting official must select a well-qualified eligible applicant under
the SSP component of CTAP before selecting any other candidate from
within or outside BPA, unless doing so would cause another employee to
be separated by RIF (this must be documented). SSP must be applied when
the position lasts 121 days or more (including extensions) and is filled
by an action not identified in 5 CFR 330.606(b).

6\. What staffing options and classification actions are not subject to
SSP regulations?

The following actions are not subject to SSP regulations:

a\. Actions taken under 5 CFR, Part 335, including reassignments,
changes to lower grade, or promotions, when no SSP-eligible employees
apply;

b\. 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;

c\. Position changes resulting from disciplinary actions;

d\. Temporary appointments of under 121 days (including all extensions);

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

f\. Conversion of an employee of the same agency who is serving on an
excepted appointment which confers eligibility for non-competitive
conversion into the competitive service, e.g., conversion of a veterans'
readjustment appointee to a career-conditional appointment under 5 CFR
315.705;

g\. An action taken under 5 CFR, Part 351;

h\. Non-competitive 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;

i\. Assignments made under the Intergovernmental Personnel Act (IPA) as
provided in 5 CFR, Part 334;

j\. The filling of a position through an excepted appointment;

k\. Details;

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

m\. Non-competitive movement of surplus or displaced employees within
the agency, and within the same LCA;

n\. Movement of excepted service employees within an agency;

o\. 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;

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

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

r\. Recall of seasonal or intermittent employees from nonpay status;

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

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

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

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

w\. The retention of an employee for whom OPM has approved a rule 5.1
variation;

x\. At the agency's discretion, the selection of an employee from within
a component of an agency within the LCA, after all eligible surplus and
displaced applicants of that component who are eligible under CTAP
within the LCA have been accorded selection priority;

y\. 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;

z\. 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 announcements;

aa. Non-competitive movement of displaced employees between agencies as
a result of reorganization, transfer of function, or mass transfer; and

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

7\. What are the eligibility requirements for an employee to be
considered under the SSP component?

To meet eligibility requirements for SSP, an employee:

a\. Must meet the definition of surplus or displaced as described in 5
CFR 604(b) and (f);

b\. Must have a current performance rating-of-record of at least
satisfactory (or equivalent);

c\. Must occupy a position in the same LCA of the vacancy;

d\. Position applied for must be at or below his/her current grade level
and with no greater promotion potential than his/her current position;

e\. Must apply within the specified time frames; **and**

f\. Must be determined to be well-qualified for the vacancy.

8\. How does an individual receive priority consideration under the SSP
component?

The surplus or displaced employee must meet the eligibility requirements
described in the answer to Question 7 above. The employee must apply
within the specified time frames and submit proof of eligibility
(his/her RIF separation notice, CES, or other certification from an
authorized BPA official identifying the employee as being in a surplus
occupation or organization). The eligibility determination is subject to
verification prior to a final offer.

9\. What is meant by "well-qualified" for a vacancy under the SSP
component of CTAP?

An eligible CTAP applicant is determined to be well-qualified if he/she
meets the following:

a\. OPM minimum qualification standards for the position;

b\. All selective placement factors, where applicable;

c\. Special qualifying conditions that OPM has approved for the
position;

d\. Is physically qualified with reasonable accommodation, where
appropriate, to satisfactorily perform the duties of the position upon
entry;

f\. Is able to satisfactorily perform the duties of the position upon
entry; and

g\. Demonstrates experience, knowledge, skills, and abilities which
clearly exceed OPM minimum qualification requirements, including being
evaluated at the "3" or equivalent rating level on all quality ranking
factors by the Human Resources specialist (HRS) with centralized
responsibility for making such determinations.

10\. If an SSP-eligible employee applies for a vacancy outside the LCA
from which he/she will be separated through RIF or in which he/she is
determined to be surplus, does he/she receive special selection
priority?

No. Why not? Because it is outside of the LCA.

11\. Must an eligible well-qualified surplus or displaced employee who
applies under the SSP component for a vacancy within his/her LCA and
within the specified time frames be selected by BPA?

Yes, unless the action being taken to fill the position vacancy is one
identified in 5 CFR 330.606(a) or (b).

12\. In what order do SSP applicants receive consideration?

Any eligible well-qualified surplus or displaced applicant may be
selected for a vacancy without regard to tenure/subgroup.

13\. Can an SSP applicant appeal a qualification determination?

Applicants may request a review of the qualification determination. This
review will be conducted by the Servicing Personnel Office (SPO). The
SPO will ensure that all qualification decisions on CTAP eligible
employees are documented and that a second review of qualification
decisions will be conducted whenever a CTAP applicant is not determined
to be well-qualified.

14\. Must all vacancies be advertised?

Yes, unless the action being taken is an exception as cited in the
answer to Question 6 above, or a determination has been made by the SPO
(through contact with other agencies in the LCA of the vacancy or
through the Department of Energy's (DOE's) report to agencies described
in Section F) that no SSP candidates are available.

15\. What is the minimum area of consideration and how long must the
vacancy announcement remain open?

As identified in Personnel Letter 335-1, the minimum area of
consideration is BPA-wide; vacancy announcements must be open a minimum
of 10 workdays.

16\. How will employees know if an advertised position is subject to
CTAP guidelines?

BPA vacancy announcements subject to CTAP provisions must contain the
following statement: "Bonneville Power Administration (BPA) Career
Transition Assistance Plan (CTAP) procedures apply in filling this
vacancy."

17\. When does an employee's eligibility for SSP expire?

An employee's eligibility for SSP expires at the earliest of:

a\. The RIF separation date;

b\. The cancellation of the RIF separation notice or CES; or

c\. When the surplus/displaced employee receives a career,
career-conditional, or excepted appointment without time limit in any
Executive Branch agency. (Refer to Table 2: Loss of Eligibility under
SSP/CTAP, RPL, or ICTAP.)

18\. What is the role and responsibility of Personnel Services (PS)?

PS must inform eligible employees of the SSP component of CTAP/ICTAP at
the time it issues specific RIF separation notices, CES, or other
official notifications. PS must be available to answer questions on the
SSP and assure that the program is being implemented appropriately. PS
must also meet the reporting requirements defined in Section F below.
Additionally, PS is responsible for ensuring that vacancy announcements
specifically describe the definition of well-qualified experience and to
notify CTAP/ICTAP eligibles of the results of their application for
specific vacancies. PS is responsible for providing each CTAP/ICTAP
eligible employee with counseling to ensure that they fully understand
their entitlement under these programs.

19\. What is the employee's responsibility?

Employees must apply for vacancies within the specified time frames
listed in the vacancy announcement and provide proof of program
eligibility in order to receive special selection priority.

20\. If a displaced employee applies for a specific vacancy within the
LCA within specified time restrictions, furnishes proof of eligibility,
is determined to be well-qualified, and is referred to the selecting
official, but is separated prior to a selection being made, does he/she
retain SSP based on meeting all requirements prior to separation?

Yes. An SSP-eligible who meets the filing requirements (timeliness and
proof of eligibility), and is determined to be well-qualified as of the
date of certificate referral, shall be considered "a current employee"
for selection purposes even though he/she may be separated prior to a
selection being made.

**[SECTION C]{.underline}. PRIORITY CONSIDERATION OUTSIDE THE AGENCY --
THE INTERAGENCY CAREER TRANSITION PLAN (ICTAP)**

1\. What is a displaced employee under ICTAP?

A displaced employee is defined in 5 CFR 330.703(b):

a\. Current or former career or career-conditional competitive service
employee, in tenure group I or II, at grades GS-15 or equivalent and
below, who has received a specific separation notice, or a notice of
proposed removal for declining a directed reassignment or transfer of
function outside the LCA;

b\. Former career or career-conditional employees separated because of
compensable injury as provided under provisions of Subchapter I or
Chapter 81 of Title 5, U.S.C., whose compensation has been terminated
and whose former agency is unable to place as required by 5 CFR, Part
353;

c\. Former career or career-conditional competitive service employees,
in tenure group I or II, who retired with a disability under Sections
8337 or 8451 of Title 5, U.S.C., whose disability annuity has been or is
being terminated;

d\. Former career or career-conditional competitive service employee, in
tenure group I or II in receipt of RIF separation notice who retired on
the effective date of the RIF or under the discontinued service
retirement option;

e\. Former Military Reserve Technician or National Guard Technician who
is receiving special disability retirement from OPM under Section
8337(h) of Title 5, U.S.C., as described in Subpart H of this Part (5
CFR 330.703);

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

g\. A former Executive Branch agency employee in the excepted service,
who served on an appointment without time limit at grade levels GS-15 or
equivalent or below, who has been given non-competitive appointment
eligibility and selection priority by statute for positions in the
competitive service, and who has been separated through RIF or removed
for declining a transfer of function or directed reassignment outside of
the LCA.

2\. Who is eligible for SSP under ICTAP?

To be eligible for SSP under ICTAP, an individual must meet all of the
following:

a\. Is a displaced employee as defined above;

b\. Has a current (or last) performance rating-of-record of at least
fully successful or equivalent, except those identified in Section D,
Question 1.b, 1.c or 1.e;

c\. Applies for a vacancy at or below the grade level from which the
employee has been or is being separated that does not have greater
promotion potential than the position from which the employee has been
or is being separated;

d\. Occupies, or was displaced from a position in the same LCA of the
vacancy;

e\. Files an application for a specific vacancy within the time frames
established by the agency, and provides proof of eligibility required
under 5 CFR 330.708(a)(2); and

f\. Is determined by the agency to be well-qualified for the specific
position.

3\. What is meant by "well-qualified" for a vacancy under ICTAP?

An eligible ICTAP applicant is determined to be well-qualified using the
same definition included in Section B.9.

4\. How is an ICTAP-eligible employee considered for a vacancy?

An ICTAP applicant is eligible for placement only after SSP and RPL
procedures have been applied with no successful results, but before any
offer of employment may be made to any other candidate from outside DOE.
The eligibility determination is subject to verification prior to a
final offer.

5\. In what order do ICTAP applicants receive consideration?

Any eligible well-qualified ICTAP applicant within the LCA of the
vacancy may be selected for a vacancy, except as provided in 5 CFR
330.705.

6\. What staffing options and classification actions are not subject to
ICTAP SSP regulations?

a\. Selections from an agency's internal CTAP or RPL as described in
Sections B, C and D of this Personnel Letter;

b\. Appointments of 10-point veteran preference eligibles (CP, CPS, and
XP) if reached through an appropriate appointing authority;

c\. Reemployment of former agency employees who have regulatory or
statutory reemployment rights, including the reemployment of injured
workers who have either been restored to earning capacity by OWCP, or
who have received a notice that their compensation benefits will cease
because of recovery from the disabling injury or illness;

d\. Temporary appointments of under 121 days (including all extensions);

e\. Any action taken under 5 CFR, Part 351;

f\. The filling of a position by an excepted appointment;

g\. Conversion of an employee of the same agency who is serving on an
excepted appointment that confers eligibility for non-competitive
appointment into the competitive service, e.g., conversion of a
veteran's readjustment appointee to a career-conditional appointment
under 5 CFR 315.705;

h\. Non-competitive movement of displaced employees between agencies as
a result of reorganization transfer of function or mass transfer;

i\. 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;

j\. An action taken by the agency head or his/her designee pursuant to
the settlement of a formal complaint, grievance, appeal or other
litigation;

k\. Extensions of temporary or term actions, up to the full period
allowed, provided that the original action, upon which the extension is
based, was open to ICTAP eligibles;

l\. The reappointment of former employees with their agency into
hard-to-fill position, the duties of which require unique skills and
experience necessary to conduct a formal, skills-based training program
for the agency;

m\. The retention of individuals whose positions are brought into the
competitive service under 5 CFR 316.701 or 316.702;

n\. The retention of an employee for whom OPM has approved a rule 5.1
variation;

o\. The placement of a member of the Senior Executive Service under 5 U.
S. C. 3594; and

p\. Assignments made under the IPA, as provided in 5 CFR, Part 334.

7\. How does an employee know if he/she is eligible for consideration
under ICTAP?

Employees who are eligible for consideration under ICTAP placement
procedures must be informed in writing, at the time the agency issues a
specific RIF separation notice or notice of proposed removal for
declining a directed reassignment or transfer of function outside of the
LCA.

8\. When does an employee's ICTAP eligibility expire?

A current or former Federal employee's ICTAP eligibility expires:

a\. One year after separation, except for those employees separated on
or after September 12, 1995, and prior to February 29, 1996, whose
eligibility expired February 28, 1997;

b\. One year after an agency certifies that a former career or
career-conditional employee who was separated because of a compensable
injury or illness cannot be placed;

c\. One year after an individual under 5 CFR 330.703(b)(3) receives
notification that his/her disability annuity has been or will be
terminated;

d\. When the employee receives a career, career-conditional, or excepted
appointment without time limit in an Executive Branch agency;

e\. When the employee no longer meets the eligibility requirements
(e.g., the employee is no longer being separated by RIF or separates by
resignation or non-discontinued service retirement prior to the RIF
effective date); or

f\. With a specific Executive Branch agency, upon declination of an
official offer to the employee by that agency.

**[SECTION D]{.underline}. REEMPLOYMENT PRIORITY LIST (RPL)**

1\. What is the RPL?

The RPL is a required component of BPA's Career Transition Assistance
Program. It is designed in accordance with 5 CFR, Part 330, Subpart B,
and provides priority consideration to qualified BPA employees who have
received a RIF separation notice or a CES, or who have been separated
through RIF. Employees who are fully recovered from a compensable injury
after more than 1 year are also entitled to register for the RPL.

2\. What is a "vacancy" for purposes of the RPL?

A vacancy is a competitive service position, which the agency is
filling, regardless of the duration of the appointment. RPL registrants
must be considered for non-permanent as well as permanent positions when
they have indicated such interest on their RPL application.

3\. When is use of the RPL required?

The RPL must be cleared before filling any competitive service position,
regardless of whether the organization plans to make a temporary, term,
or permanent appointment. Exceptions to the use of RPL are as follows:

a\. When all qualified individuals on the RPL decline an offer of a
specific position or fail to respond to an official agency inquiry about
their availability for it.

b\. When filling a position with a current, qualified employee of the
agency through:

\(i\) Detail or position change (e.g., promotion, demotion,
reassignment); or

\(ii\) Conversion to competitive appointment of employees currently
serving under appointments that carry a non-competitive conversion
eligibility (e.g., Veterans Readjustment Appointee, 30 percent disabled
veterans, disabled employees under Schedule A appointments, Presidential
Management Interns, and Student Career Experience Program participants);

\(iii\) Reappointment without a break in service to the same position
currently held by an employee serving under a temporary appointment of 1
year or less (only to another temporary appointment not to exceed 1 year
or less and not to a permanent appointment); or

\(iv\) Extension of an employee's temporary appointment up to the
maximum permitted by the appointing authority or as authorized by OPM.

c\. By a 30-day special needs appointment or 700-hour temporary
appointment of a severely disabled or mentally restored individual, when
the agency's staffing policies provide for these exceptions.

4\. When is an employee eligible to be placed on the RPL?

An employee is eligible to apply for registration on the RPL through
his/her SPO anytime after receipt of the CES or RIF separation notice,
but not later than the 30th day after separation. A former employee who
has recovered from a compensable injury after more than 1 year is also
eligible.

Other eligibility requirements include the following:

a\. Has received a rating above unacceptable or results not achieved as
the last annual performance rating-of-record for 5 CFR, Part 351
purposes;

b\. Is/was employed in the competitive service, on a career or
career-conditional appointment; and

c\. Has not declined an offer of a position with the same type of work
schedule and a representative rate at least as high as that of the
position from which the employee was or will be separated (5 CFR, Part
351, Subpart G).

5\. How does an eligible employee apply for registration on the RPL?

Eligible employees should contact their HRS for registration information
and assistance.

6\. What is meant by "qualified" for a vacancy?

An RPL registrant is determined to be qualified for a position if he/she
meets the minimum OPM qualifications standards and meets all selective
factors. He/she must be physically qualified, with reasonable
accommodation where appropriate, and meet any specific qualifying
condition that OPM has approved for the position.

7\. When does an eligible individual begin receiving RPL consideration?

Not later than 10 calendar days after Personnel Services has received
the individual's application. Each agency/SPO is responsible for
registration of eligible individuals (inputting the registration
information) on BPA's RPL within the 10-day time frame.

8\. When does a registered employee receive priority consideration for
vacant positions for which he/she is registered?

Priority consideration will be given if the position is:

a\. In the same LCA from which the employee may be or has been
separated, and

b\. In a series and at a grade level for which the employee is
registered providing the position is at no higher grade and has no
higher promotion potential than that of the position from which the
employee is being or has been separated.

The RPL must be cleared only at the grade level and series of the
position being filled (regardless of the full performance level)
provided conditions 8.a and 8.b are met. It must also be cleared up to
the point of making a final commitment of employment when that selection
is subject to RPL procedures.

Priority consideration will not be given to RPL registrants if the
position is filled through one of the exceptions listed in Question 3.

9\. Does a registered employee receive priority consideration only in
the LCA from which he/she is being or has been separated?

Yes, unless eligibility is based on service in Alaska, in an overseas
area, or recovery from a compensable injury. In those cases, Personnel
Services should refer to 5 CFR 330.206 for guidance. Refer to 5 CFR
210.102(b)(9) for the definition of overseas.

10\. Will an individual who is not registered on the RPL, but who
presents a RIF separation notice or CES to Personnel Services, receive
priority consideration for a vacancy?

No. Unlike the SSP component of CTAP, employees must be registered on
the RPL to receive priority consideration. However, employees may
receive consideration under CTAP procedures described in Sections A and
B of this Personnel Letter.

11. May an RPL registrant be considered for other types of positions
    than the one from which they will be or have been separated?

Yes, they may be considered after any registrants that have priority
consideration to a specific position have been considered.

Employees will be registered on the RPL based on retention standing. For
each vacancy, BPA will place [qualified]{.underline} employees in group
and subgroup order in accordance with 5 CFR 351.501. In making a
selection, an agency may not pass over an employee in a higher subgroup
to select an employee in a lower subgroup. Within a subgroup, BPA may
select any employee.

12\. Are there any exceptions to this order of selection?

Yes, the only exceptions are for duties that cannot be taken over
without "undue interruption" to the organization. The "rule of thumb" is
that an employee should be "up to speed" within 90 days.

5 CFR 351.203 defines "undue interruption" as "\...a degree of
interruption that would prevent the completion of required work by the
employee 90 days after the employee has been placed in a different
position under this part. The 90-day standard should be considered
within the allowable limits of time and quality, taking into account the
pressures of priorities, deadlines, and other demands. However, a work
program would generally not be unduly interrupted even if an employee
needed more than 90 days after the RIF to perform the optimum quality or
quantity of work. The 90-day standard may be extended if placement is
made under this part to a low priority program or to a vacant position."
(60 FR 3055, January 13, 1995)

BPA PS shall notify in writing each individual on the RPL who is
adversely affected by an appointment under this paragraph of the reasons
for the exception and of the right of appeal to the Merit Systems
Protection Board (MSPB).

13\. Does an individual need to be "well-qualified" to receive RPL
consideration?

> No. A registrant need only be "qualified" to receive RPL consideration
> for positions within the LCA. (See Question 6 in this Section. The
> "well-qualified" criterion only applies to the SSP components of
> CTAP/ICTAP and to those RPL registrants who apply for positions
> outside the LCA.)

14\. Can an individual on the RPL appeal a qualification determination?

Yes, an individual may appeal to the MSPB under the provisions of the
Board's regulations.

15\. How is an RPL registrant referred to management?

Any RPL registrants must be referred after a determination is made that
(a) there are no well-qualified SSP-eligible applicants in the LCA
available for the position, and (b) the position will not be filled
through one of the exceptions listed. The RPL must also be checked and a
registrant referred immediately prior to final commitment of a
competitive service position to an individual when that selection is
subject to RPL procedures.

16\. If a separated individual applies for a position for which he/she
is not registered on the RPL, does he/she receive priority
consideration?

No. He/she would only be entitled to consideration with other candidates
in accordance with normal merit promotion procedures.

17\. When does an individual lose his/her eligibility for RPL
consideration?

Career employees retain eligibility for 2 years from the date the
employee is entered on the RPL. Career-conditional employees retain
eligibility for 1 year from the date the employee is entered on the RPL.
Loss of eligibility also occurs:

a\. When an individual declines an offer of career, career-conditional,
or excepted appointment without time limitation or fails to respond to
an inquiry, he/she loses consideration for all positions with a
representative rate at/or below the grade of the position offered;

b\. When an individual receives a career, career-conditional, or
excepted appointment without time limitation in any Executive Branch
agency;

c\. When an individual declines or fails to respond to an inquiry for a
permanent position with a representative rate at least as high and with
the same work schedule as that of the position from which he/she will be
separated. The written offer or inquiry must clearly state that failure
to respond will result in loss of RPL consideration for that grade or
higher grades, if eligible;

d\. When an individual separates before (not on) the RIF effective date
for reasons such as resignation or retirement;

e\. When an individual requests removal from the RPL;

f\. When an individual declines an interview; or

g\. When an individual fails to appear for a scheduled interview, but
only if notified in advance that this could result in removal from the
RPL.

18\. Does declination of non-permanent employment effect RPL
eligibility/consideration?

No.

19\. How can RPL registrants be considered for positions outside their
LCA?

RPL consideration is limited to the LCA. An RPL registrant who wishes to
relocate should apply for vacancies in other commuting areas, and
provide evidence of their separation (a specific RIF separation notice
or CES) along with their application.

20\. What is the role and responsibility of Personnel Services?

Personnel Services must provide information on the RPL, including appeal
rights, to eligible employees who receive specific RIF separation
notices. In addition, Personnel Services will assist employees in
registration for the RPL, which includes identifying all series for
which the employee is qualified. Within 10 calendar days of receiving an
employee's application for registration or registration update,
Personnel Services must ensure the employee is actively registered on
the RPL and that updates have been input and are active. Personnel
Services will also review RPL data for accuracy, including removal of
those registrants who have lost eligibility for consideration.

In considering RPL registrants for vacancies, Personnel Services is also
responsible for verifying the qualifications of registrants for the
positions being filled.

21\. What is the employee's responsibility?

The employee/former employee must initiate registration within the time
limits, complete all required information on the application form, and
keep Personnel Services informed of any changes in registration
information. If interested, the employee/former employee must apply to
specific vacancy announcements for positions outside the LCA.

22\. What is the manager's responsibility with regard to surplus and
displaced employees outside the commuting area?

Managers must follow the order of selection when filling vacancies for
competitive service positions.

**[SECTION E]{.underline}. PRIORITY CONSIDERATION FOR EMPLOYEES ENTITLED
TO GRADE AND/OR PAY RETENTION**

1.  What is priority consideration?

    In addition to statute and regulations requiring agencies to grant
    selection priority to surplus and displaced employees, OPM
    regulations also establish conditions under which certain employees
    are entitled to priority consideration for vacancies. "Priority
    consideration" is giving bona fide consideration to an eligible
    candidate's application for employees who receive an **involuntary**
    downgrade under circumstances in which the employee is eligible for
    grade and/or pay retention (e.g., RIF or job reclassification) in
    accordance with Personnel Letter 536-2.

2.  How is priority consideration provided to eligible employees?

In order to receive priority consideration, employees must meet the
following criteria:

a\. Eligible employees **must apply** for a position, which has no
greater promotion potential than the position from which they received
an involuntary downgrade.

b\. Eligible employees must indicate eligibility for priority
consideration by attaching appropriate documentation (e.g., SF-50
showing grade and/or pay retention or a copy of the specific downgrade
notice).

c\. Eligible employees must be determined well-qualified for the
position, as defined earlier in this Personnel Letter.

d\. The position being applied for is within the employee's LCA.

e\. There are no applicants eligible for priority selection under CTAP
(Section A of this document).

3\. When does eligibility for priority consideration terminate?

Eligibility for priority consideration will terminate when one or more
of the following events occur:

a\. The employee is placed in a permanent position at the retained grade
level;

b\. The employee has received re-promotion consideration for a period of
2 years from the date of the action that conferred eligibility for
re-promotion consideration;

c\. The employee declines an offer for a permanent position at the saved
(retained) grade level within the competitive area; or

d\. The employee resigns, transfers, or retires from BPA.

4.  When is priority consideration effective?

    Employees are eligible for priority consideration on the effective
    date of the action that establishes entitlement to grade or pay
    retention.

5.  If an employee is eligible for priority consideration, how is the
    employee referred to the selecting official?

Well-qualified eligible employees are to be certified to the selecting
official for priority consideration in alphabetical order before merit
promotion candidates, but not before eligible priority selection
candidates under CTAP. If none of the priority consideration candidates
are selected, then reasons for non-selection are to be annotated on the
selection certificate by the selecting official. The employee is
notified of his/her non-selection by Personnel Services, and will be
provided an explanation upon request.

**[SECTION F]{.underline}. PRIORITY CONSIDERATION FOR EMPLOYEES WHO
RECEIVE IMPROPER CONSIDERATION UNDER MERIT PROMOTION**

1.  What is priority consideration?

    In addition to statute and regulations requiring agencies to grant
    selection priority to surplus and displaced employees, OPM
    regulations also establish conditions under which certain employees
    are entitled to priority consideration for vacancies. "Priority
    consideration" is giving *bona fide* consideration to an eligible
    candidate's application for employees whom BPA has determined did
    not receive proper consideration in a merit promotion action and
    that priority consideration is warranted.

2.  How is priority consideration provided to eligible employees?

In order to be eligible for priority consideration, the following
criteria apply:

a\. Eligible employees **must apply** for a position, which has no
greater promotion potential than the position for which they did not
receive proper consideration.

b\. Eligible employees must indicate eligibility for priority
consideration by attaching a letter from PS documenting eligibility for
priority consideration.

c\. Eligible employees must be determined well-qualified for the
position, as defined earlier in this Personnel Letter.

d\. The position being applied for is within the employee's LCA.

e\. There are no applicants eligible for priority selection under CTAP
(Section A of this Personnel Letter.

f\. Priority consideration will not be granted if there is no harm done
to the employee through missed consideration (i.e., the position will be
re-announced, all employees considered were considered in error, etc.).

3\. What priority is given to different employees?

Eligible employees who have received involuntary downgrade actions will
receive priority consideration prior to those who have missed
consideration on a vacancy announcement.

4\. When does priority consideration terminate?

Priority consideration under this section terminates when the employee
has received priority consideration for a similar position for which
proper consideration was not provided or for a period of 1 year, which
ever comes first.

5\. If an employee is eligible for priority consideration, how is the
employee referred to the selecting official?

Well-qualified eligible employees are to be certified to the selecting
official for priority consideration in alphabetical order before merit
promotion candidates, but not before eligible priority selection
candidates under CTAP. If none of the priority consideration candidates
are selected, then reasons for non-selection are to be annotated on the
selection certificate by the selecting official. The employee is
notified of his/her non-selection by Personnel Services, and will be
provided an explanation by Personnel Services upon request.

**[SECTION G]{.underline}. CAREER TRANSITION AND SUPPORT SERVICES**

1\. Who is eligible for career transition assistance training and
support services?

Eligibility for career transition assistance is available to employees
who are "surplus" or "displaced" as defined earlier in this Personnel
Letter. Separated employees are not eligible for training or retraining,
but will have access to facilities and resources such as copying, use of
resume preparation software and job search information. This access may
be extended for up to 1 year following date of separation.

2\. What types of career transition services will be provided?

Employees who are eligible for career services will be provided with the
following:

a\. Excused absence to use career transition services or facilities
(i.e., interviews, workshops, placement examinations, etc.). Excused
absence will be in accordance with BPA policies on absence and leave.

b\. A specific orientation session on the use of career transition
services, and the eligibility requirements for selection priority under
CTAP and ICTAP. The orientation session will include information on how
to apply for vacancies under the CTAP and ICTAP (if applicable).

c\. Retraining when such opportunities exist and funds are available.

d\. Access by employees, including those with disabilities, to career
services. This will include travel in to headquarters, teleconferencing,
and other means to allow access to services.

e\. Employees will be provided access to resource information on other
forms of Federal, state, and local assistance which are available to
support career transition for employees with disabilities.

f\. Eligible employees will be able to access the Employee Assistance
Program (EAP).

In addition to the above required assistance, employees may be eligible
for the following career transition services; decisions will be based on
organizational requirements and available funding.

g\. List of materials for Career Transition Information Kits (for both
individual employee and SPOs).

h\. Skills inventory and assessment services.

i\. Job search information (how to find a job).

j\. Job vacancy information.

k\. Job application and resume workshops.

l\. Access to the Defense Outplacement Referral System (DORS).

m\. Workshops and seminars including resume writing, SF 171, and/or OF
612 preparation, interview techniques, stress management, and retirement
preparation.

n\. Sponsorship of job clubs.

3\. How does an employee find out about BPA's career transition
assistance services?

Eligible employees will receive an orientation session that informs them
of career transition assistance services. Additionally, BPA's career
transition information will be available on the Human Resources web
site, or employees may call the Career Center at 503-230-4055.

**[SECTION H]{.underline}. REPORTING REQUIREMENTS**

1\. Are there reporting requirements associated with these programs?

Yes. The reporting requirements vary for each program.

Veronica L. Williams

Manager, Human Resources