BONNEVILLE POWER ADMINISTRATION

**HUMAN RESOURCES**

**Portland, Oregon**

**PERSONNEL LETTER NO. 316-1 (Revised) DATE:** July 15, 1998

# **SUBJECT**

# Temporary Limited Appointments

## I. PURPOSE OF REVISION

To update instructions for making, extending and terminating temporary
appointments, which includes seasonal and intermittent work (but not
seasonal appointments, which must be permanent). This Personnel Letter
(PL) replaces PL 316-1 (Rev.), dated December 3, 1992.

### **II. REFERENCES**

5 CFR, Part 316, Subpart D, Temporary Limited Appointment

BPA Manual Chapter 400/700A, Employee Relations Program

BPA Manual Chapter 400/300A, Employment

### **III. TIME LIMITS FOR TEMPORARY LIMITED APPOINTMENTS**

A. Temporary limited appointments are made for a specified period, not
to exceed one year. Appointments may be extended beyond one year without
prior approval from OPM, in increments of up to one year each for a
total of two years. A position may not be filled by temporary
appointment if that position has previously been filled by temporary
appointment(s) for an aggregate of 2 years, or 24 months, within the
preceding 3-year period. A temporary appointment may only be extended
beyond these general time limits for a position involving intermittent
or seasonal work.

B. The authority to make and extend temporary limited appointments
applies to all such appointments made from authorized sources (e.g., OPM
register, outside-the-register appointments under FPM 316 authority,
non-competitive appointment eligibility, and reinstatement eligibility).

C. Exceptions to time limits described above are authorized for
positions involving **seasonal and intermittent** work, provided that
the following criteria are met:

1\. Appointments and extensions are made in increments of one year or
less.

2\. Employment in the same or a successor position under any temporary
appointing authority totals less than 6 months (1040 hours), excluding
overtime, in a service year. Should employment in a position filled
under this exception total 6 months or more in any service year, the
time limits of a regular temporary appointment will apply to subsequent
extensions or re-appointments.

D. Exceptions to time limits described in III A, above, will be
authorized only by OPM based on the criteria in 5 CFR, Part 316, Subpart
D, Temporary Limited Employment.

### **IV. RESPONSIBILITIES**

A. The first-level Human Resources manager with direct responsibility
for staffing programs has overall responsibility for review and
oversight of the temporary employment program, including delegated
authority to approve extensions of temporary appointments up to a
maximum of two years from the initial date of temporary appointment.

B. Managers and supervisors are responsible for managing work, utilizing
temporary appointments when appropriate to achieve BPA's business goals
and objectives.

### **DOCUMENTATION**

Required documentation supporting a request to make or extend a
temporary appointment is to be completed by the requesting organization
and submitted with the Request for Personnel Action (SF-52) to Human
Resources, and must document why the appointment is being made on a
temporary basis

### **TERMINATION OF EMPLOYEES ON TEMPORARY APPOINTMENTS**

A. [Termination because of expiration of appointment]{.underline}. At
the discretion of management, employees on temporary-limited
appointments may be given an advanced reminder notice of their
appointment ending dates, provided there is time remaining prior to the
expiration date. The notice may be oral or in writing. Under no
circumstances may an employee be permitted to work beyond the
not-to-exceed date of the appointment.

B. [Termination for other reasons]{.underline}. A two-week written
notice should be given if the employee is terminated for reasons other
than expiration of appointment. The notice period may be shortened for
sound business reasons. However, written notification must be received
by the employee on or before the effective date, and the termination
must be effected on or before the expiration date of the appointment.
Terminations based on unsatisfactory performance, misconduct, or for
sudden and unforeseen lack-of-funds, work or personnel ceilings, or
other similar conditions may be excepted from

the normal two-week notice period. See BPAM 400/700A for the managerial
level at which a termination decision can be made. The Employee
Relations staff must review all terminations for unsatisfactory
performance and/or conduct prior to issuing the notice.

Veronica L. Williams

Manager, Human Resources