UNITED STATES OFFICE OF PERSONNEL MANAGEMENT
 

Washington, DC 20415
 

Strategic Human 

Resources Policy SEP 4 2009 

Division 

MEMORANDUM FOR HUMAN RESOlJ,CE DIRECTORS 

'-n. ((.~ FROM:	 N~<N~ICHAK ASSOCIATE DIRECTOR 

STRATEGIC HUMAN RESOURCES POLICY 

Subject:	 Fact Sheet on Continuing Service Agreements 

Training resources in the Federal Government typically have been limited. Leaders 

continue to do what they can to achieve a culture of continuous learning with limited 

resources, and as such it is extremely important for agencies to protect their investment in 

people. 

The Government Employees Training Act (GETA), codified at 5 U.S.C. 4108, gives 

agency heads authority to determine the conditions for requiring continued service 

agreements (CSAs) for training provided. The law states that, before an employee is 

assigned to training, the employee must agree in writing to continue to serve in the 

Federal Government for at least three times the length of the training period. If the 

employee voluntarily leaves the Federal Government before the agreed upon service 

period, the agency has the right to recover payment. Each agency must develop its own 

policy for implementing this law. The agency must specify in their CSA policy and 

agreement whether employees will be required to repay the full cost of the training or 

repay a prorated amount against the remaining portion of the CSA. 

The Office of Personnel Management (OPM) has received numerous inquiries regarding 

Continued Service Agreements (CSA). In response to these inquiries, OPM has 

developed a fact sheet to help agencies develop and implement their CSA policies. 

Any questions regarding this document can be sent to hrdleadership@opm.gov. 

www.opm.goY Our mission is to ensure the Federal Government has an effective civilian workforce www.usajobs.goY 

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Continued Service Agreement Fact Sheet 

Introduction 

The Government Employees Training Act (GETA), codified in 5 U.S.C. 4108, and 

further explained in 5 CFR 410.309, gives agency heads the authority to determine the 

conditions for requiring employees to agree to continue to work in the agency after 

completing Government or non-government training. The law states that an agency can 

require an employee who participates in training to continue to work in the Federal 

Government for at least three times the length of the training period. If the employee 

voluntarily leaves the Federal Government before the agreed upon amount ofservice, the 

agency has the right to recover payment. The agency must develop its own Continued 

Service Agreement (CSA) policy and have the employee sign the CSA prior to the start 

ofthe training. The head of an agency may decide to waive in whole or in part the 

agency's right to recovery if it is shown the recovery would be against equity and good 

conscience or against the public interest. 

Some facts regarding Continued Service Agreements (CSA) include: 

•	 An agency head determines the requirements and the minimum period of
 

continued service before a CSA is required of any employee.
 

•	 Continued service after training is at least three times the length ofthe training 

period but agencies have the option to require more time. 

•	 If a CSA is required of an employee, the employee must agree in writing before 

the training begins. 

•	 If an employee is involuntarily separated from the Federal Government, the 

employee no longer is required to reimburse the agency. The agency cannot 

require reimbursement under these circumstances. 

•	 The head of any agency may waive the CSA in whole or in part ifit is shown that 

the recovery would be against equity and good conscience or against the public 

interest. 

•	 If the employee fails to continue to serve in the agency for the agreed amount of 

time, the agency may recover the cost of the training by setoff against accrued 

pay, compensation, retirement credit, or other monies due the employee. 

Q.	 For which programs/courses can an agency require an employee to sign a CSA? 

A.	 An agency can require an employee to sign a CSA for any and all courses funded by 

the Government. Agencies should develop policies that identify the types oftraining 

subject to a CSA. Training announcements and course descriptions should list CSA 

requirements to ensure employees are aware ofthem. Here are examples oftraining 

programs/courses most often subject to a CSA: 

•	 Internal and external Leadership Development programs 

•	 SES Candidate Development programs 

•	 Academic degree programs 

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•	 Certification or certificate programs 

•	 Training lasting longer than one week 

•	 Conferences 

•	 Other training an agency deems appropriate 

Q.	 When should an agency waive repayment obligations under a CSA? 

A.	 Section 4108 of Title 5, United States Code, states: 

•	 The employee is not required to reimburse the agency if he or she is 

involuntarily separated from the Federal Government 

•	 The head of any agency may waive the CSA in whole or in part if it is shown 

that the recovery would be against equity and good conscience or against the 

public interest 

•	 A waiver could be granted if the employee resigned due to the following: 

•	 Personal illness 

•	 Illness of a family member 

•	 Inability to make the required payment because of severe financial 

hardship 

Q.	 What signatures are required for a CSA? 

A.	 It is up to the agency. Since the employee has to agree to the terms of the CSA prior 

to the start oftraining the only required signature is that of the employee. We 

recommend the employee's first line supervisor also sign the CSA. Agencies have 

the option of including additional signatures on the form, such as a second line 

supervisor, Human Resources Director, Training Officer or the Chief Human Capital 

Officer. 

Q.	 How is the CSA obligation determined? 

A. Section 41 08(a)(l) of Title 5, United States Code, states that continued service after 

completion of the training is at least equal to three times the length of the training 

period. For example, if the training course was 120 hours, the obligated continued 

service would be at a minimum 360 hours (120 hours times 3). Three times the 

length of training is the minimum amount. Agencies have the option of increasing 

the period of time required to serve beyond the minimum. 

In accordance with 5 CFR 410.310, an employee on an 8-hour per day work schedule 

who is assigned to training on a full-time basis is considered in training for 8 hours. 

If the employee is on an alternative work schedule, the agency is responsible for 

determining the number ofhours the employee is in pay status during the training. If 

the employee on an 8-hour or alternative work schedule day is assigned to training 

less than a full-time basis, the employee is considered in training for the number of 

hours the employee spends in training whether it is in a classroom, an on-line course, 

or a formal self-study program. 

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If an employee is not in pay status during the training, the employee is counted as 

being in training for the number of hours he or she is granted leave without pay. 

For academic degree programs, agencies typically compute the length of continued 

service based on the academic institution contact hours. This method establishes an 

effective minimum commitment for continued service and allows agencies the 

flexibility to establish required service times above the minimum to address their 

specific goals in using the academic degree program. For further assistance in 

computing the amount of time required for continued service in an academic degree 

program, please refer to the Training Policy Handbook on the aPM website at 

http://www.opm.gov/hrd/lead/policY/fea-OO.asp#QA 

Q. Which costs can be included in an agency's policy? 

A.	 An agency may require employees who do not fulfill the terms ofthe CSA to 

reimburse the agencies for training costs such as: course tuition, books and materials, 

other fees (i.e. lab fee), travel and per diem, and other administrative costs including 

assessments and selection costs. This excludes salary and benefits. To calculate the 

cost of an internal onsite course, the agency can divide the total cost of the course by 

the number of people attending. The agency must specify in their CSA policy and 

agreement if employees will be required to repay the full cost of the training or repay 

a prorated amount against the remaining portion of the CSA. 

Q.	 When does an employee begin his or her continued service obligation for an 

academic degree program - at the completion of the academic degree program 

or after the completion of each course? 

A. This is up to the agency. Agencies must establish written policies regarding academic 

degree programs. As part oftheir academic degree program policies, agencies should 

determine when an employee begins the period of obligated service. For example, if 

an agency pays for an employee's entire master's degree program, the agency may 

require the CSA to begin after the employee's master's degree program is completed. 

If the agency pays for the employee to take one or more courses at a time, the agency 

may require the CSA to begin after the completion of each course. 

Q.	 In determining the parameters of the CSA, can an agency look at the cost of the 

training as well as the length of the course? 

A. Yes, agencies have the option of considering a dollar amount along with number of 

hours. Here is an example of what one agency has determined in the past: 

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Cost oftraining is Cost of training is Cost of training is Cost of training is 

under $3,000 and $3,000 to $20,000 $20,001 to $50,000 over $50,000 and 

under 80 hours and 80 to 120 hours and 120 to 240 over 240 hours 

hours 

No CSA required Service Obligation Service Obligation Service Obligation 

required - 3 months required - 12 required - 36 

months months 

Q.	 What if an employee fails to sign a CSA before the training begins; can the 

employee be denied training? 

A.	 Yes, the employee can be denied training if the agency's policy requires a CSA. 

Q.	 Can an agency require an employee to enter into a CSA during the training? 

A. As stated in 5 U.S.c. 4108(a) and 5 CFR 410.309(b)(2), an employee selected for 

training subject to an agency CSA must sign an agreement prior to starting the 

training. An agency may not require an employee to enter into a CSA after the 

training has begun. 

Q.	 What if an employee leaves his or her current agency to go to another agency 

before completing the requirements of the CSA; can the agency require the 

employee to reimburse the current agency for the period of service not 

completed? 

A.	 As stated in 5 U.S.c. 4108(b) and 5 CFR 410.309(c), the head of an agency has the 

option to require full or prorated reimbursement if an employee leaves the agency to 

enter into service of another Federal agency, but it must be stated in the agency 

policy. Requiring reimbursement is optional. If payment is required, the head of an 

agency must notify the employee before the effective date of his or her entrance into 

service of the other agency. The agency head decision must be in writing. 

Q.	 If an employee works in one component of an agency and decides to go work in 

another component within the same agency but has not completed the 

requirements of the CSA, yet, can the component require the employee 

reimbursement for the period of service not completed? 

A. As stated in 5 U.S.c. 4108(a)(1), an employee is required to continue in the service of 

his agency after the end of the training period at least three times the length of the 

training unless the employee is involuntarily separated from the agency. An agency 

is defined in 5 U.S.C. 105 as an Executive department, a Government corporation, 

and an independent establishment. Thus, the employee does not have to reimburse 

the component but needs to continue service within the agency. 

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For example, an employee currently works for Transportation Security 

Administration (TSA) which is part ofthe Department of Homeland Security (DHS). 

The employee accepts a position at the U.S. Customs and Border Protection (CBP) 

within DHS. The employee has entered into a CSA, but has not completed the 

requirements of the CSA when the employee accepted the position with CBP. Since 

the employee is remaining in DHS, the employee cannot be required to reimburse the 

TSA since both components are part ofthe DHS. 

Q.	 How can an agency recover expenses if an employee fails to fulfill their service 

obligation? 

A. The head of an agency must establish written procedures to protect the Government's 

interest if the employee voluntarily fails to complete his or her service obligation. 

These procedures should be included in the agency's separation procedures. If the 

employee fails to continue to serve in the agency for the agreed amount of time, the 

agency may recover the cost of the training by setoff against accrued pay, 

compensation, retirement credit, or other monies due the employee. The agency can 

deduct the reimbursement amount from the employee's final paycheck(s) or the 

establishment of a paYment plan if the employee shows evidence of financial 

hardship. 

Q.	 Can agencies require a CSA for employees who go on detail assignments? 

A. Yes, an agency can require a CSA for employees who participate in detail 

assignments especially if there is a cost to the agency (i.e. travel, lodging and per 

diem). However, some agencies set up details as reimbursable so there is essentially 

no cost to the employee's agency. It is advisable to find out ifthe detail is 

reimbursable before requiring the employee to enter into a CSA. 

For those agencies who would like to require a CSA in this situation it must be stated 

in the agency's CSA policy. Agencies can use the length of service calculation as 

stated in 5 CFR 410. 309(b)(2). For example, if an employee participates in a 480 

hour detail assignment (12 weeks full-time), the period of service required would be 

at least 1440 hours (3 times 480 hours), which is equivalent to 36 weeks. 

Q.	 How does an agency determine the length of service commitment for a long-term 

development program (e.g., long term Leadership Development programs, SES 

Candidate Development Program)? 

A.	 It is difficult to determine the length of service commitment because there are 

different components to a long-term development program, and participants continue 

to work as employees of their agencies. It is recommended to choose a reasonable 

length of time for continued service. For example, some agencies run an SES 

Candidate Development Program (SESCDP) for 18 months and require 5 years of 

continued service to that agency. Other agencies send their employees to external 12 

month development programs and require three years of continued service. 

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Q.	 If an employee voluntarily drops out of a long-term training program such as an 

SES Candidate Development Program or an internal or external leadership 

development program and entered into a CSA before the program began, is the 

employee still required to fulfill the requirements of the continued service 

agreement? 

A.	 It depends. Agencies need to specify in their policy what will be required of an 

employee if they voluntarily drop out of a long-tenn program. The agency can 

require the employee to continue in service for at least three times the amount of time 

the employee participated in the program even ifthe employee voluntarily drops out 

ofthe program. In addition, the agency must include in its policy what will be 

required ifthe employee is involuntarily removed from the program (e.g., for 

perfonnance related issues). It is at the agency's discretion whether they will require 

continued service or reimbursement if they remove the employee from the program. 

Q.	 Can an agency require an employee to sign a CSA for participating in Veteran's 

Education Assistance Program? 

A. No. Funding from Veterans Education Assistance Program (VEAP) comes from the 

Department of Defense. VEAP is only available to members ofthe anned forces who 

contribute to VEAP from their military pay. To learn more about VEAP, please refer 

to this website: 

http://www.gibill.va.gov/pamphlets/ch32/ch32pamphletgeneral.htm. 

Q.	 If an employee participates in agency mandatory training such as IT Security 

Awareness training, Ethics training, or No FEAR Act training, can the agency 

require the employee to enter into a CSA? 

A.	 It is up to the agency to identify the types oftraining subject to a CSA. Typically, 

agencies do not require a CSA for Federally mandated training, nor for training that is 

short-tenn in nature. 

Q.	 How can agencies capture whether a CSA is required or not? 

A.	 CSA is one ofthe mandatory government-wide training data elements defined in 5 

CFR 410.701 and in the Guide to Human Resources Reporting. As a result, agencies 

must capture whether a CSA is required or not on the Standard Fonn 182 and 

reporting this infonnation along with the other mandatory government-wide training 

data elements to the OPM Governmentwide Electronic Data Collection System. 

References: 

5 U.S.c. § 4108: Employee agreements; service after training 

5 CFR 410.309: Agreements to continue in service 

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