# SUMMARY

**1. Welcome -- Tershirra Yeager, Moderator (202-273-9630)\
**

> **2. HRMO Activity**
>
> **[SELECTION(S) MADE:]{.underline}**
>
> No selections
>
> **[CURRENT VACANCIES:]{.underline}**

**GS-13 Honolulu, HI Opening Date: 08/25/05**

**Closing Date: 09/23/05**

> ***[PLEASE NOTE]{.underline}: The base pay of \$64,478 - \$83,819 +
> 25% Cost of Living Allowance.***

**GS-13 Fargo, ND Opening Date: 08/31/05**

**Closing Date: 09/26/05**

> ***[PLEASE NOTE]{.underline}: Position Title is Human Resource
> Officer. Relocation Expenses are Authorized.***
>
> **3. HR Management Programs and Policies - Items of Interest:**
>
> **Title 5 Annual Review of Special Salary Rates -
> <Deborah.Allen@mail.va.gov>**
>
> By now you should have received instructions for conducting the 2005
> annual review of Title 5 special rates. The purpose of the annual
> review is to determine whether Title 5 special rate authorizations
> should be increased by the amount of the January 2006 basic General
> Schedule (GS) increase in order to remain competitive. [Unlike
> previous years, if you want to increase your special rates by the
> amount of the January 2006 basic General Schedule (GS) increase, you
> will **not** need to certify authorizations or submit any
> documentation]{.underline}. Your special rates will automatically be
> adjusted. If you determine that no adjustment in the covered
> authorization is needed or that the authorization should be adjusted
> by an amount different than the GS adjustment (either more or less),
> you will need to provide documentation.
>
> The Title 5 annual review only covers special rates authorized by OPM
> under 5 U.S.C. 5303 (e.g. clerical employees, accountants). It doe not
> cover special rates authorized for Title 5 health care occupations
> (e.g. pharmacists, nursing assistants, medical technologists) and
> Police Officers. These rates are authorized under 38 U.S.C. 7455. A
> separate review for Title 38 authorizations will be conducted later in
> the year. Also, you do not need to review special rates for engineers,
> industrial hygienists or information technology personnel as these
> authorizations will be reviewed at the headquarters level.
>
> Requests for adjustments greater or less than the GS adjustment
> (including no increases) are due to the Compensation and
> Classification Service (055) **by COB September 30, 2005**. Please fax
> OPM Forms 1397 to (202) 273-7607.
>
> I will contact the facility Human Resources Management Service (HRMS)
> to confirm receipt of OPM Form 1397. If the facility HRMS contact
> person does not receive a confirmation from me by October 5, 2005, I
> did not receive the documentation and the occupation will receive the
> GS increase unless immediate action is taken. Increases granted as a
> result of an OPM Form 1397 received pas the due date may not be
> rescinded.
>
> Should you have any questions regarding this review, please contact
> me.
>
> **Update on Hybrid Implementation - <Linda.Brown@mail.va.gov>**
>
> Public Law 108-170 required VA to collaborate with the unions on
> hybrid promotion and advancement systems.  A special Hybrid
> Collaboration Internet Web Site was established for the process in
> June 2005 with a link appearing on the OHRM home page.  During Phase 1
> (June 9-July 8) of the process, VA received over 200 comments &
> recommendations from the four unions.  During Phase 2 (July 25-Aug 24)
> of the process, VA met and conferred with the unions on these comments
> and recommendations.  Phase 2 was successfully completed ahead of
> schedule on August 12^th^.  VA is developing the final notification to
> Congress on the results of our collaboration as required by the public
> law.  OHRM is currently making the changes agreed upon during the
> collaboration process.  VHA Management Support will be meeting with
> the responsible program offices later this month to discuss the
> process for establishing national boards for the affected occupations.
>  Initial training is anticipated to begin in early November.
>
> **FSC PCS Travel - <Randy.Keuten@mail.va.gov>**
>
> ![](media/image1.wmf)
>
> **USERRA - <Katie.McCullough-Bradshaw@mail.va.gov>**

The Office of Human Resources Management and Labor Relations' Web site
has a host of resources and guidance issued on the Uniformed Services
Employment and Reemployment Rights Act (USERRA) entitlements, and
information issued to HR offices regarding Hurricane Katrina.

> When you visit the Web site (<http://vaww1.va.gov/ohrm/>), please take
> the opportunity to link to the Worklife and Benefits program areas,
> and the Reservist Web site for additional information. The Reservist
> Web site has a checklist that you can download and use as a quick
> reference guide when explaining USERRA entitlements to employees who
> will be on military leave for 30 days or more. If you have any
> questions pertaining to specific program areas, please do not hesitate
> to follow-up with appropriate OHRM/LR contacts.
>
> Do you have any questions? Donna Taylor and Christopher Morris are
> available to respond to questions concerning Benefits program areas,
> and I will respond to questions on Hours of Duty and Leave.
>
> **4. A little bit of this...a little bit of that:**
>
> **Hurricane Katrina-Related Title 5 Excepted Appointment Authorities -
> <Elodie.Murray@mail.va.gov>**
>
> Some of you have seen an OPM Director memo dated September 6, 2005, on
> the "Emergency Hiring Situation Resulting from Hurricane Katrina." In
> that memo, OPM refers to an earlier memo issued by its Acting Director
> on June 28, 2005, which listed the HR flexibilities available to
> assist in severe weather emergencies. The June 28^th^ memo highlighted
> the excepted 30-day critical hiring need authority under 5 CFR
> 213.3102(i)(2). A 30-day appointment under that excepted authority can
> be extended once, for a total appointment time of 60 days.
>
> To address Hurricane Katrina devastation and recovery efforts, the
> September 6^th^ OPM memo added as an available tool a 1-yr. excepted
> temporary authority under 5 CFR 213.3102(i)(3). OPM had similarly made
> that (i)(3) authority available after the terrorist attack on
> September 11, 2001.
>
> If you also noticed in the September 6^th^ OPM memo a reference to
> appointments under the Robert T. Stafford Disaster Relief and
> Emergency Assistance Act, please disregard that reference. OPM advised
> in a September 8^th^ Chief Human Capital Officer conference call that
> the Stafford Act provisions were too complex and cumbersome to be
> reasonably utilized in the Katrina recovery efforts.

Copies of both the June 28^th^ & September 6^th^ OPM memos are attached.

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UNITED STATES

OFFICE OF PERSONNEL MANAGEMENT

WASHINGTON,DC 20415-1000

OFFICE OF TIlE DIRECTOR

September 6, 2005

# MEMORANDUM FOR HEADS OF EXECUTIVE DEPARTMENTS AND AGENCIES

FROM**:** LINDA M. SPRINGER

> Director

SUBJECT**:** Emergency Hiring Situation

To address Hurricane Katrina recovery efforts, you may have an immediate
need to hire

additional staff. Therefore, you are authorized to make excepted
appointments under 5 CFR 213.3102(i)(3) to fill, on a temporary basis
for up to I year, positions affected by or needed to deal with the
devastation.

Earlier this summer, OPM sent you information on other human resources
flexibilities you should consider when responding to severe weather
emergencies and natural disasters, including, 30-day critical need and
direct hire authorities. The Office of Personnel Management (OPM) memo
is available at <http://www.opm.gov/emergency/Katrina.asp>.

You may also consider making appointments under the Robert T. Stafford
Disaster Relief and Emergency Assistance Act (PL. 93-288, as amended)
which allows you to hire temporary staff, experts, and consultants to
provide disaster relief during emergencies declared by the President.
Please consult with your legal staff for appropriate use and
implementation guidance.

For additional assistance, please contact your assigned OPM Human
Capital Officer.

cc: Chief Human Capital Officers

Directors of Human Resources

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##### CPM 2005-13

June 28, 2005

# MEMORANDUM FOR HEADS OF EXECUTIVE DEPARTMENTS AND AGENCIES

  -------------- ------------------------------------------------------------
  **FROM:**      **DAN G. BLAIR\
                 Acting Director**

  **SUBJECT:**   **HR Flexibilities Available to Assist Federal Employees
                 Affected by Severe Weather Emergencies and Natural
                 Disasters**
  -------------- ------------------------------------------------------------

Many parts of the United States must occasionally cope with severe
weather emergencies and natural disasters, frequently with little
warning. Such emergencies are often dangerous and extremely disruptive
for those who live in the affected communities. As \"hurricane season\"
is upon us, this memorandum advises you of the various human resources
(HR) flexibilities currently available that will allow you to assist
Federal employees affected by severe weather emergencies and natural
disasters and their aftermath.

### Relief and Recovery Efforts

I applaud the boundless generosity and responsiveness of Federal
employees to assist in relief and recovery efforts during emergency
situations. To assist those parts of the Federal Government that are
mobilized to respond to disasters, and to assist in any relief and
recovery efforts, I encourage managers to grant excused absence to
employees who are requested to assist in emergency law enforcement,
relief, or clean-up efforts in affected communities, as authorized by
Federal, State, or other officials having jurisdiction, and whose
participation in such activities has been approved by their employing
agency. (This policy does not apply to Federal employee members of the
National Guard or Reserves who are called up to assist in disaster
relief and recovery efforts, since they are entitled to military leave
under 5 U.S.C. 6323(b).) In addition, I request that excused absence be
granted to employees who are prevented from reporting for work or faced
with a personal emergency because of a weather emergency and its
aftermath and who can be spared from their usual responsibilities.

### Premium Pay for Employees Performing Emergency Overtime Work

Agencies are reminded of their authority under the law (5 U.S.C.
5547(b)) and OPM regulations (5 CFR 550.106) to make exceptions to the
biweekly premium pay limitation. When the head of an agency or his or
her designee determines that an emergency posing a direct threat to life
or property exists, an employee who is receiving premium pay for
performing overtime work in connection with the emergency will be
subject to an annual pay limitation rather than the biweekly pay
limitation (with the exception of certain fixed premium payments, such
as availability pay, as specified in 5 CFR 550.107). Employees paid
under an annual limitation receive premium pay only to the extent that
the aggregate of basic pay and premium pay for the calendar year does
not exceed the **greater** of the **annual** rate for-

1.  GS-15, step 10 (including any applicable special rate or locality
    rate), or

2.  Level V of the Executive Schedule.

For additional information on administering the annual premium pay
limitation, see OPM\'s final regulations on premium pay limitations at
69 FR 55941, September 17, 2004. These regulations may be viewed on the
Federal Register Web site at <http://www.gpoaccess.gov/fr/index.html>.)
Additional guidance on premium pay is available at
<http://www.opm.gov/oca/pay/HTML/FACTOT.asp> and
<http://www.opm.gov/oca/pay/HTML/05GSCap.asp>.

I encourage agencies to exercise this authority in the case of any
employee who performs emergency overtime work in connection with a
weather-related emergency and its aftermath. You must make the
determination as soon as practicable and make entitlement to premium pay
under the annual limitation effective as of the first day of the pay
period in which the emergency began.

### Special Solicitations for Charitable Contributions During Emergencies and Disasters

The Director of OPM may grant permission for special solicitations of
Federal employees, outside of the Combined Federal Campaign (CFC), in
support of victims in cases of emergencies and disasters. All requests
must be made in writing. The request should include the following:
information on the agency(ies) and location(s) where the special
solicitation will be conducted; dates on which the special solicitation
will be conducted; and information on the charitable organization(s)
that will be the recipient of special solicitation funds. Because a
special solicitation is not a part of the CFC, employees may give only
through cash or check and may not use payroll deduction. Federal
employees also may contribute to local relief efforts through their
participation in the CFC. Employees may designate their payroll
deduction or make a cash/check contribution to the organization of their
choice. For access to frequently asked questions and answers on special
solicitations, please visit <http://www.opm.gov/cfc>.

### Emergency Leave Transfer Program

The President may direct OPM to establish an emergency leave transfer
program to assist employees affected by an emergency or major disaster.
The emergency leave transfer program permits employees in an executive
agency to donate unused annual leave for transfer to employees of the
same or other agencies who have been adversely affected by the emergency
or major disaster and who need additional time off from work without
having to use their own paid leave. If you believe there is a need to
establish an emergency leave transfer program to assist employees
affected by an emergency or disaster and its aftermath, please contact
your OPM Human Capital Officer. Additional information on the emergency
leave transfer program is available at
<http://www.opm.gov/oca/leave/HTML/emerg.htm>.

### Emergency Critical Hiring

Under 5 CFR 213.3102(i)(2), you may make 30-day appointments in the
excepted service to fill a critical hiring need. You may extend these
appointments for an additional 30 days. You may use this authority to
fill Senior Level positions, as well as positions at lower grades; you
also may determine what qualifications are required. Career Transition
Assistance Plan (CTAP), Reemployment Priority List (RPL), and
Interagency CTAP (ICTAP) requirements under 5 CFR part 330 do not apply
to these appointments.

### Direct-Hire Authority

Agencies are reminded of current OPM-authorized Governmentwide direct
hire authorities. These authorities, which allow you to appoint
candidates directly, include GS-0602 Medical Officers, GS-0610 and
GS-0620 Nurses, GS-0647 Diagnostic Radiologic Technicians, and GS-0660
Pharmacists at all grade levels and all locations. You may give
individuals in the categories, occupations and specialties, and grades
listed above competitive service career, career-conditional, term, or
temporary appointments, as appropriate. In all cases, you must adhere to
the public notice requirements in 5 U.S.C. 3327 and 3330 and all ICTAP
requirements. Additional information on these authorities is available
at <http://www.opm.gov/employ/html/sroa2.asp#directhire>.

If you feel you have one or more occupations for which an
agency-specific direct-hire authority may be appropriate in support of
relief and recovery efforts, please contact your OPM Human Capital
Officer.

### Other Flexibilities

You may contract with private sector temporary employment firms for
services to meet your emergency staffing needs. These contracts may be
for 120 days and may be extended for an additional 120 days, subject to
displaced employee procedures.

You may make competitive service appointments for 120 days or less
without clearing CTAP or ICTAP. However, these programs may help you
identify one or more well-qualified displaced Federal employees who are
available for immediate employment.

Current and former employees on your agency RPL are another immediate
source of qualified individuals available for temporary, term, or
permanent competitive service appointments. Conversely, in some cases,
you may wish to make an exception to the RPL provisions to appoint
someone else under 5 CFR 330.207(d).

Should additional personnel be required for relief efforts, OPM may
authorize other options upon agency request. These include temporary
emergency need appointments (up to 1 year); SES limited emergency
appointments; reemployed annuitants; and rehiring retirees or others who
left the Federal Government with buyouts.

For additional information on any of these flexibilities, agency Chief
Human Capital Officers and/or Human Resources (HR) Directors may contact
their assigned OPM Human Capital Officer. Employees should contact their
agency human resources offices for assistance.

cc: Chief Human Capital Officers\
Human Resources Directors\
Federal Executive Boards

> **PAID Information Related to Post Katrina Activities -
> <Robert.Baratta@mail.va.gov>**
>
> Station 580, VAMC Houston, will be the temporary servicing HR Office
> for station 629, VAMC New Orleans and station 870, National Cemetery
> (Zachery, LA).
>
> WIST will be issuing instructions with special nature of action codes
> for Hurricane Katrina related personnal actions. These codes are being
> established to assist New Orleans in tracking their
> displaced/evacuated employees that are working at other VA facilities.
>
> Stations should continue to contact WIST when needing verification of
> displaced/evacuated employee status and other HR related information
> in the PAID system.