BONNEVILLE POWER ADMINISTRATION

**HUMAN CAPITAL MANAGEMENT**

**Portland, Oregon**

## PERSONNEL LETTER NO. 537-1 (Rev.) DATE: May 15, 2008 {#personnel-letter-no.-537-1-rev.-date-may-15-2008 .unnumbered}

## SUBJECT: Repayment of Student Loans {#subject-repayment-of-student-loans .unnumbered}

**PURPOSE**[]{#__RefHeading___Toc193513071 .anchor}

This Personnel Letter -

-   Describes Bonneville Power Administration (BPA) policy and
    procedures for the use of Federally insured student loan repayment
    authorities for BPA annual and hourly employees.

-   Identifies who may qualify for a student loan repayment, and
    establishes contingency clauses into student loan repayment
    agreements.

-   Revises the limits on maximum amounts per calendar year and total
    per employee.

-   Replaces the January 17, 2003 version.

## POLICY SUMMARY {#policy-summary .unnumbered}

> The BPA uses Federally insured student loan repayments as a
> recruitment or retention incentive as necessary to attract or retain
> highly qualified employees. BPA may agree to repay (by direct payment
> to the loan holder on behalf of the employee) all or part of any
> outstanding qualified student loan or loans held by a candidate for
> employment or current employee. For recruitment purposes all uses of
> Federally insured student loan repayment agreements (including the
> amount to be paid) will be authorized before the employee is placed in
> the position for which he or she was recruited.
>
> Federally insured student loan repayment authorizations will be made
> without regard to religious affiliation or non-affiliation, martial
> status, race, color, national origin, sex, age, or physical handicap.
> Decisions to use these authorities will not be based upon any personal
> relationship, patronage, or nepotism. When selecting employees to
> receive loan repayment benefits, BPA will adhere to merit system
> principles and take into consideration the need to maintain a balanced
> workforce in which women and members of racial and ethnic minority
> groups are appropriately represented in Government service.

###### TABLE OF CONTENTS {#table-of-contents .unnumbered}

[**PURPOSE 1**](#__RefHeading___Toc193513071)

[**POLICY SUMMARY 1**](#policy-summary)

[**I. DEFINITIONS 3**](#definitions)

[**II. EMPLOYEE ELIGIBILITY 3**](#employee-eligibility)

[**III. CRITERIA FOR PAYMENT 4**](#criteria-for-payment)

[**IV. LOAN REPAYMENT CONDITIONS AND REQUIREMENTS
4**](#loan-repayment-conditions-and-requirements)

[**V. LOSS OF ELIGIBILITY FOR LOAN REPAYMENT BENEFITS
5**](#loss-of-eligibility-for-loan-repayment-benefits)

[**VI. SERVICE AGREEMENT 6**](#service-agreement)

[**VII. EMPLOYEE REIMBURSEMENTS TO BPA
6**](#employee-reimbursements-to-bpa)

[**VIII. RESPONSIBILITIES AND AUTHORITIES
7**](#responsibilities-and-authorities)

[**IX. PROGRAM EVALUATION 9**](#program-evaluation)

[**X. REFERENCES 10**](#references)

[**APPENDIX A: Service Agreement for Student Loan Repayment
Authorizations 11**](#__RefHeading___Toc193513083)

[**APPENDIX B: Sample Student Loan Repayment Program Outstanding Loan
Information 13**](#__RefHeading___Toc193513084)

######   {#section .unnumbered}

###### 

###### DEFINITIONS

> **Employee**
>
> Any employee of BPA, except it does not include:

1.  An employee occupying a position which is excepted from the
    competitive service because of its confidential policy-determining,
    policy-making, or policy-advocating character (i.e., employees
    serving under Schedule C appointments); or,

2.  BPA contract employees.

> **Qualified Student Loan** (QSL)
>
> A loan made, insured, or guaranteed under parts B, D or E of title IV
> of the Higher Education Act of 1965, or a health education assistance
> loan made or insured under **part A of Title VII** of the Public
> Health Service Act, or under **part E of title VIII** of that Act.
>
> **Student Loan Repayment Benefit**
>
> The benefit provided to an employee, where BPA repays (by a direct
> payment on behalf of the employee) a qualifying student loan
> previously taken out by the employee. The dollar value of this benefit
> is the gross amount credited to the employee at the time of a loan
> payment to the holder of the student loan, before deducting tax
> withholdings from the gross loan amount.
>
> **Service Agreement**
>
> A written agreement between BPA and a BPA employee recipient of a
> qualified student loan repayment benefit paid by BPA, under which the
> employee agrees to a specified period of employment with BPA in return
> for payments toward a qualified student loan previously taken out by
> the employee. ***(See section VI. and Appendix A to this Letter).***

###### EMPLOYEE ELIGIBILITY

> According to the provisions of 5 CFR, Part 537, and 5 U.S.C. 5379, BPA
> may authorize repayment of a qualified student loan to recruit or
> retain:

A.  Temporary employees who are serving on appointments leading to
    conversion to term or permanent appointments.

B.  Time limited appointment employees with at least 3 years left on
    their appointment or, if the time-limited appointment authority
    leads to conversion to another appointment so that the appointment
    is projected to last at least three additional years after the
    service agreement is in place.

C.  Permanent employees.

D.  Employees serving on accepted appointments with conversion to term,
    career, or career conditional appointments (including, but not
    limited to, Federal Career Intern or Presidential Management Intern
    appointments).

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E.  Under no circumstances will BPA authorize student loan repayments to
    other Federal employees. The intent of this authority is to help
    agencies recruit individuals for Federal service, not to compete
    with other agencies for current Federal employees.

######  {#section-2 .unnumbered}

###### CRITERIA FOR PAYMENT

A.  **Written determination**: Loan repayments made under this policy
    must be based on a written determination.

B.  **Determination for recruitment**: Each written determination for
    recruitment purposes must establish that, in the absence of offering
    loan repayment benefits (including the amount to be paid), BPA would
    encounter difficulty in filling the position with a highly qualified
    candidate. The determination to offer loan repayment benefits must
    be approved **before** the employee actually enters on duty in the
    position for which he or she was recruited.

C.  **Determination for retention**: Payments authorized in order to
    retain an employee must be based upon a written determination that
    the high or unique qualifications of the employee or special need of
    BPA for the employee's services make it essential to retain the
    employee, and that, in the absence of offering student loan
    repayment benefits, the employee would be likely to leave for
    employment outside the Federal service. This determination must be
    based on a written description of the extent to which the employee's
    departure would affect BPA's ability to carry out an activity or
    perform a function that is deemed essential to BPA's mission.

######  {#section-3 .unnumbered}

###### LOAN REPAYMENT CONDITIONS AND REQUIREMENTS

A.  **Conditions for payments**:

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1.  Payments under this PL are at the sole discretion of BPA and are
    subject to the terms, limitations, and conditions mutually agreed to
    in writing by BPA and the employee. Payments may be applied only to
    the qualified student loan indebtedness outstanding at the time BPA
    and the employee enter into an agreement **(see Definition
    section),** and for new employees loan repayments may not begin
    before the employee enters on duty.

2.  Student loan repayment benefits are treated as wages that are in
    addition to basic pay and any other form of compensation otherwise
    payable to the employee involved. ***Tax withholdings must be
    deducted or applied at the time any payment is made AND tax
    withholdings may not be spread out over time**.* Payments will be
    made directly to the loan holder by BPA and **will not be paid
    directly to the employee**.

3.  BPA will lessen the impact of tax withholdings on an employee's
    paycheck by making payments every pay period throughout the fiscal
    year rather than issuing a lump sum payment. As noted in
    **VIII.D.1**, other payment options are available.

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B.  **Repayment of Qualified Student Loans** (see **Definition of
    QSL**). Before authorizing loan repayments, BPA must verify with the
    holder of the loan that the employee has an outstanding student loan
    that qualifies for repayment under this policy. Remaining loan
    balances must be verified to ensure loans are not overpaid. More
    than one loan may be repaid as long as the loan repayments do not
    exceed the limits set forth in **C** of this section. Employee
    recipients of this benefit are responsible for providing necessary
    documentation and contact information to insure loan holders and
    remaining loan amounts are properly identified and verified.

C.  **Size of payments**. In determining the size of the loan repayment
    benefit to offer, the responsible BPA organizational entity must
    take into consideration the employee's value to the Agency. The
    amount paid by BPA is subject to all of the following maximum
    limits:

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1.  \$10,000 per employee per calendar year; and,

2.  A total of \$60,000 per employee.

    D.  **Employee responsibility**. The employee will be responsible
        for making loan payments on the loan(s) or those portions
        thereof that continue to be the employee's responsibility.
        Payments under this policy do not exempt an employee from his or
        her responsibility and/or liability for any loan(s) the
        individual has taken out. The employee will also be responsible
        for any income tax obligations resulting from the loan repayment
        benefit. Finally, employees are responsible for any late fees
        assessed by the holder of an employee's student loan(s) except
        for any instance(s) where BPA was responsible for the specific
        payments upon which late-payment interest or fees accrued.

###### LOSS OF ELIGIBILITY FOR LOAN REPAYMENT BENEFITS

An employee receiving loan repayment benefits from BPA will be
ineligible for continued benefits if the employee:

A.  Separates from BPA prior to the agreed-upon term of the Service
    Agreement;

B.  Does not maintain a performance rating of record of "Meets
    Expectations" or higher; or,

C.  Violates any of the conditions of the service agreement. (See
    section **VI**, following, and **Appendix A** to this Letter)

###### SERVICE AGREEMENT

A.  Before any loan repayments may be made, the employee wishing to
    receive student loan repayment benefits must sign a written
    agreement to complete at least three (3) years of employment with
    BPA in the position (and duty assignments) to which appointed (if
    this benefit is granted as a recruitment inducement) or which is
    currently encumbered (if this benefit is granted as a retention
    inducement), and to reimburse BPA for loan repayment benefits when
    required under section **VII** of this PL. For any recipient, the
    minimum

> 3-year period begins on the date that BPA makes the first payment on
> behalf of the recipient to the holder(s) of the recipient's loan(s).

B.  Increases or renewals of the repayment benefit made under this
    policy can be made without requiring the employee to enter into a
    new service agreement but will remain subject to the limitations
    listed in **IV.C**.

C.  A service agreement made under this policy in no way constitutes a
    right, promise, or entitlement for continued employment or
    noncompetitive conversion to the competitive service

######  {#section-4 .unnumbered}

###### EMPLOYEE REIMBURSEMENTS TO BPA

A.  An employee who fails to complete the period of employment
    established under a service agreement will be indebted to the
    Federal Government and, within thirty (30) days of separation, must
    reimburse BPA for the total amount of any student loan repayment
    benefits the employee received. Pro-ration against the amount of
    time served under the service agreement is not permitted.

B.  Failure to complete the period of employment established under a
    service agreement occurs when any of the following events occur
    before the employee completes the period of employment specified in
    the service agreement:

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1.  The employee is separated involuntarily on account of misconduct or
    performance;

2.  The employee leaves employment at BPA voluntarily; or,

3.  Except as noted in section VII D-3 the employee voluntarily accepts
    transfer/reassignment to a position within BPA different from that
    which he or she was hired or retained to perform. (See section **VI.
    A and Appendix A.)**

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C.  If an employee fails to reimburse BPA for the amount owed under
    paragraph **A** of this section, a sum equal to the amount
    outstanding must be recovered from the employee under BPA's policy
    for collection by offset from an indebted Government employee under
    5 U.S.C. 5514 and subpart K of part 550, 5 CFR, or through the
    appropriate provisions governing debt collection if the individual
    is no longer a Federal employee. If the employee fails to repay the
    amount within 30 days of separation, the repayment is subject to
    interest and late charges at BPA's current late payment interest
    rate for employee payback of debt and the current late charge fee
    schedule.

D.  Paragraph **A** of this section does not apply when the employee
    fails to complete a period of employment established under a service
    agreement because:

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1.  The employee is involuntarily separated for reasons other than
    misconduct or performance;

2.  The employee is involuntarily assigned to another position as a
    result of management initiated action; or,

3.  The employee leaves the position to which hired or retained for
    another BPA position voluntarily and management decides, solely at
    its discretion, that the change in positions is in BPA's best
    interest.

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E.  As specified in section **VIII** BPA's Manager for Treasury, may
    waive, in whole or in part, a right of recovery of an employee's
    debt if it is determined that recovery would be against equity and
    good conscience or against the public interest.

## RESPONSIBILITIES AND AUTHORITIES

A.  The Executive Vice President for Internal Business Services,
    Bonneville Power Administration, prepares an annual statistical
    report on the state and use of the authority for the BPA Chief
    Operating Officer (see section **IX**).

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B.  Senior Vice Presidents and Vice Presidents:

    1.  Approve payment of qualified student loans to a newly appointed
        employee up to the maximums specified in section **IV C*.
        ****(At the discretion of a Senior Vice President or Vice
        President, this authority may be redelegated, in writing, down
        to a level within an organization that is at a minimum **one**
        level higher than the level of the first line supervisor of the
        position to which the minimum loan repayment applies. All loan
        repayments must be requested and approved in writing, with
        potential recipients meeting the loan and appointment
        eligibility requirements specified in the **Definition** section
        and section **II**, and the request addressing the justification
        requirements specified in section **III.** If approved, written
        requests must be forwarded to* *the Disbursement office for loan
        processing, with a record copy sent to the HCM office with the
        personnel action request.)*

    2.  Approve payment of qualified student loans to current employees
        as a retention inducement up to the maximums specified in
        section **IV.C.** *(At the discretion of a Senior Vice President
        or Vice President, this authority may be redelegated, in
        writing, down to a level within an organization that is at a
        minimum **one** level higher than the level of the first line
        supervisor of the position to which the loan repayment applies.
        All loan repayments must be requested and approved in writing,
        with potential recipients meeting the loan and appointment
        eligibility requirements specified in the **Definition** section
        and **section II**, and the request addressing the justification
        requirements specified in section **III.** If approved, written
        requests must be forwarded to the Disbursement office for loan
        processing with a record copy sent to the HCM Student
        Coordinator.)*

    3.  Review and concur in all requests for waivers of repayment of
        student loan payments for their employees. (Note: **Approval**
        of a waiver is the responsibility of the Manager for Treasury.)

    4.  Assure annual review of student loan repayments (see Program
        Evaluation section **IX**).

    5.  Submit to/through the Manager for Disbursements decisions to
        cancel BPA's agreement to repay a student loan, or requests for
        continuation or modification of a repayment agreement, as
        appropriate.

#### Selecting Officials and Managers:

1.  Negotiate and recommend student loan repayment inducements with
    prospective and current employees to determine the least costly
    incentive or combination of incentives necessary to hire or retain
    an employee.

2.  Prepare documentation for justification of requests and insure
    potential and/or actual employee recipients are aware of the
    conditions associated with the request, have agreed to and signed
    all pertinent documentation, and can provide required qualified
    student loan documentation and contact information.

##### The Manager for Disbursements, through his/her staff:

1.  Establishes appropriate payment options and conditions with new
    and/or current employees and qualified student loan holders (see
    section **IV.A**).

2.  Ensures employees in receipt of loan repayments are aware of their
    tax liabilities and have decided upon appropriate tax withholding
    options (see section **IV.A**).

3.  Processes loan repayments to verified holder(s) of qualified student
    loan(s).

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E.  The Treasurer

    1.  Reviews and approves all requests for waiver of repayments.
        Copies of waivers will be provided to the Chief Human Capital
        Officer.

    2.  Collects any required employee reimbursements to the BPA under
        this policy

> (See section **VII and Appendix A**).

##### The Chief Human Capital Officer (CHCO) through the Human Capital Management (HCM) staff:

1.  Verifies that new and/or current employees approved for student loan
    repayments are qualified for such repayments due to current
    indebtedness under a qualified student loan(s). See QSL definition
    and section **IV.B**; and,

2.  Ensures that approved student loan repayment authorizations,
    terminations, modifications, and/or continuations record copies are
    forwarded to the HCM Customer Service Representative (CSR) for
    record keeping within the Official Personnel File.

3.  Co-signs all service agreements with recipients of student loan
    repayment authorizations.

4.  Provides advice and assistance to managers on appropriate use of
    student loan repayment program authorities and other authorities,
    and on the preparation of authorization request packages and
    required documentation

5.  Maintains records of requests for student loan repayment and waivers
    of repayment sufficient to allow full reconstruction of any action
    as necessary. Copies of backup documentation and final packages will
    be retained in an Official File in the HCM office for a minimum of 3
    years or until the expiration of the service agreement, which ever
    is longer, regardless of final disposition of the request.

6.  Extends employment offers to prospective employees, including any
    approved student loan repayment authorizations.

7.  Before March 31 of each year, submits a written report to the Office
    of Personnel Management stating when BPA made student loan
    repayments on behalf of an employee during the previous fiscal year.
    Each report must include:

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a.  The number of employees selected to receive this benefit;

b.  The job classifications of each employee selected to receive this
    benefit; and,

c.  The cost to the Federal government for providing these benefits.

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8.  Reviews, for adequacy and regulatory compliance, all requests for
    waiver of repayment(s).

9.  Forwards requests for waiver of repayment of student loan payments
    (see section **VII-E.**) to the Manager for Treasury, for final
    review and approval/disapproval.

#####   {#section-5 .unnumbered}

##### Employee and/or Applicants:

1.  Provide(s) any necessary documentation to their manager or Senior
    Vice President.

2.  Submit(s) written requests and justifications to support waiver of
    repayment of loan payment as appropriate.

###### PROGRAM EVALUATION

> Use of the authorities in this Personnel Letter shall be reviewed
> annually, in connection with the OPM annual report on the use of the
> Federal student loan repayment program. The Senior Vice Presidents and
> Vice Presidents for each BPA organizational entity using student loan
> repayment authorizations will be responsible for providing, to the
> CHCO through the Supervisor for HCM Strategy, Policy and Planning,
> statistical information prior to December 1^st^ of each year. The
> report will include information regarding the extent to which each
> authority has been used in the prior fiscal year, the amounts paid,
> and any pertinent demographic information. In addition, this
> information will evaluate the extent to which the authority has
> alleviated recruitment and retention problems and also identify any
> operational problems encountered in administering the provisions of
> this PL. The Supervisor for HCM Strategy, Policy and Planning through
> his/her staff, will consolidate all information into an annual report
> to the OPM, through the Department of Energy, and to the Executive
> Vice President for Internal and Business Services.

# **REFERENCES**

######### 5 U.S.C., Chapter 53, Subchapter VII, Section 5379

-   5 CFR, Part 537, Repayment of Student Loans, Rev. January 2007.

-   31 U.S.C., Subtitle III, Chapter 37, Subchapter II, Sections 3701,
    3716 and 3717

Roy B. Fox

Acting Chief Human Capital Officer

Attachment:

#### Appendix A: Service Agreement for Student Loan Repayment Authorizations {#appendix-a-service-agreement-for-student-loan-repayment-authorizations .unnumbered}

####  {#section-6 .unnumbered}

####### SERVICE AGREEMENT FOR {#service-agreement-for .unnumbered}

**STUDENT LOAN REPAYMENT AUTHORIZATIONS**[]{#__RefHeading___Toc193513083
.anchor}

1.  I AGREE that, by accepting this student loan repayment
    authorization, I will serve at least three (3) years with the
    Bonneville Power Administration from the date of the first payment
    made by the BPA to the holder(s) of my loan(s). Check (√) and
    initial next to the checkmark whichever of the following statements
    apply:

    -   \_\_\_\_\_ I am a newly appointed Federal employee and the
        three (3) year term of my obligated service with the Bonneville
        Power Administration is for the following position and location
        *(Position Title, Series, and grade/grade range, as well as
        exact organizational and geographic location is to be
        specified)*:
        \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

    -   \_\_\_\_\_ I am a current Federal employee of the Bonneville
        Power Administration and the three (3) year term of my obligated
        service with the Bonneville Power Administration is for the
        following position and location *(Position Title, Series, and
        grade/grade range, as well as exact organizational and
        geographic location is to be specified)*:
        \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

2.  If I voluntarily leave the Bonneville Power Administration before
    completing the three (3) years of service agreed to in item 1 above,
    or if I am involuntarily separated because of misconduct or
    performance, I AGREE to repay the entire amount of the reimbursement
    I have received for repayment of my qualified student loans(s). If I
    do not repay the entire amount within 30 days of separation, I will
    be charged interest and late charges.

3.  Any financial obligation to BPA that I may incur under this
    Agreement may be offset by all or part of my salary or other monies
    due me by BPA. If BPA is not fully reimbursed within 30 days of the
    date of the creation of the obligation (date of separation), or I
    have not e entered into a written repayment plan, the Agency may
    refer this debt to the United States Department of Treasury
    (Treasury) without further notice. Referral to the Treasury will
    result in increased administrative costs, and Treasury may pursue
    other collection options.

-   Reduce Federal payments owed to me by administrative offset,
    including Federal salary or retirement pay, IRS tax refunds,
    contractor/vendor payments, and certain Federal benefit payments
    (such as Social Security)

-   Report delinquent debt to national credit bureaus.

-   Refer the debt to a private collection agency.

-   Garnish future wages through administrative wage garnishment (no
    court order required).

-   Refer the debt to the U.S. Department of Justice for potential
    litigation.

-   Report the debt to the IRS: If the debt is determined to be
    uncollectible, it may be reported to the Internal Revenue Service as
    income possibly resulting in an income tax increase. (Form 1099-C).

4.  Except as noted in paragraph No. 4 below, if I voluntarily accept
    transfer/reassignment to a position within Bonneville different from
    that which I was hired or retained to perform before completing the
    three (3) years of service agreed to in item 1 above, I AGREE to
    repay the entire amount of the reimbursement I have received for
    repayment of my qualified student loans(s). If I do not repay the
    entire amount within 30 days of transfer or reassignment, I will be
    charged interest and late charges.

5.  I understand that any obligation to repay the entire amount of the
    reimbursement I have received WILL be waived if I am involuntarily
    separated for reasons other than misconduct or performance, or if I
    am involuntarily assigned to another position as a result of
    management-initiated action. I understand that any obligation to
    repay the entire amount of the reimbursement I have received MAY be
    waived, solely at BPA management's discretion, if I voluntarily
    leave my position for another BPA position and BPA management
    decides that the change in positions is in BPA's best interests.

6.  I understand that the amount of qualified student loan repayment I
    will receive amounts to \$\_\_\_\_\_\_\_\_\_\_\_\_\_ per year,
    totaling \$\_\_\_\_\_\_\_\_\_\_\_ over the three year term of this
    authorization. BPA will pay \$\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
    each pay period to the loan holder.

7.  I understand that I will be responsible for making loan payments on
    the portion of the loan(s) that continues to be my responsibility.
    Payments under this policy do not exempt me from my responsibility
    and/or liability for any loan(s) I have taken out. I will also be
    responsible for any income tax obligations resulting from this loan
    repayment benefit.

8.  A service agreement made under this policy in no way constitutes a
    right, promise, or entitlement for continued employment or
    noncompetitive conversion to the competitive service

9.  Increases or renewals of payments made under this policy can be made
    without requiring the employee to enter into a new service
    agreement.

Employee:
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
Date:

Selecting Official:
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
Date:

HCM Specialist:
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
Date:

Certifying Officer, Disbursement:
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
Date:

**BONNEVILLE POWER ADMINISTRATION**

**STUDENT LOAN REPAYMENT PROGRAM**

**OUTSTANDING LOAN INFORMATION** []{#__RefHeading___Toc193513084
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NAME:\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

SSN: \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

The following information is required for each lender of loan(s) being
considered under the Student Loan Repayment Program.

1.  Loan Information\*:

    a.  Name of the Federally funded loan received, e.g., Federal
        Stafford Loan, Federal

    b.  Plus Loan, Federally Insured Student Loan, etc.;

    c.  Date Loan was Obtained;

    d.  Remaining Balance of Loan; and

    e.  Loan Number.

> \*An official document/letter by the loan institution providing the
> above Loan Information must be attached.

2.  Name, address, and telephone number for the lending institution
    holding the loan, e.g. bank, educational institution.

3.  Name, address, and telephone number of servicing agent of the loan
    to whom payments are sent (if different from #2).

4.  Name, title, and telephone number of authorized official for the
    Lending Institution.

5.  Federal Tax Identification Number or EIN (Required for sending
    payments).

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Prepared by:

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Date: \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

HCM Staff