November 5, 2021 

PERSONNEL BULLETIN No. 21-10 

SUBJECT: Direct Hire Authority for National Sea Grant College Program Amendments Act 

(Dean John A. Knauss Marine Policy Fellowship) 

1. Purpose. This Personnel Bulletin implements the Direct Hiring Authority (DHA) outlined in

National Sea Grant College Program Amendments Act for the Department of the Interior

(DOI). Bureaus must ensure compliance with human resources law and regulations not

excluded by this law. On December 12, 2020, under the National Sea Grant College Program

Amendments Act of 2020, Title 33 U.S.C. Chapter 22, Subchapter II, Section 1127(b),

Congress granted direct-hire authority with respect to former recipients of the Dean John A.

Knauss Marine Policy Fellowship.

2. Scope. This Personnel Bulletin applies to all bureaus and equivalent offices of the

Department.

3. Authority. National Sea Grant College Program Amendments Act of 2020; Public Law 116-

221; U.S.C. Title 33, Ch 22, Subchapter II, Section 1127(b)

4. Noncompetitive Hiring Status. After successful completion of the 1-year, Dean John A.

Knauss Marine Policy Fellowship, a former Knauss Fellow may be appointed to a career or

career-conditional appointment as a Federal government employee. DOI may appoint a

candidate directly without competitive examination or competing with career and careerconditional employees under internal merit staffing procedures to any position and grade level

for which the candidate meets Office of Personnel Management (OPM) qualification

standards. Direct-hire authority permits hiring without regard to Veteran’s preference.

Candidates applying under this authority will be considered with other noncompetitive

candidates.

5. Policy. DOI may appoint a former recipient of a Dean John A. Knauss Marine Policy

Fellowship of the National Sea Grant College Program Act who:

• earned a graduate or post-graduate degree in a field related to ocean, coastal, and Great

Lakes resources or policy from an accredited institution of higher education;

• successfully fulfilled the requirements of the fellowship within the executive or legislative

branch of the Federal Government; and

• meets OPM qualifications standards and any other qualification requirements for the

position being appointed.
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DOI must comply with Human Resources laws and regulations not excluded by the 

National Sea Grant College Program Amendments Act. The recruitment process will be 

conducted in accordance with Merit Systems Principles. At all times, HR Specialists, 

Management, and individuals acting as SMEs, will protect and comply with Merit System 

Principles and promote an effective Federal workforce by avoiding Prohibited Personnel 

Practices. All current and prospective Federal employees will be treated fairly in all 

aspects of employment. 

a. Delegated Authority. This direct hire authority is re-delegated from the Secretary of the 

Interior to Bureau Directors and equivalent office directors. The appointment of fellows to 

a competitive service position may be re-delegated to bureau Chiefs of Human Resources, 

through intervening levels of management or directly, without power of further redelegation. 

b. Bureau Responsibilities. Recruitment will be conducted in accordance with Merit 

System Principles and promote an effective Federal workforce by avoiding Prohibited 

Personnel Practices. Consistent with federal law, Interior prohibits discrimination against 

any employee or applicant for employment because of race, color, religion, national 

origin, sex (including sexual orientation and gender identity), pregnancy, age, disability, 

or protected EEO activity. 

Bureaus must validate candidates have satisfactorily completed the Dean John A. Knauss 

Marine Policy Fellowship and meet eligibility for non-competitive hiring status, prior to 

appointment. 

DHA will be exercised with respect to a specific qualified candidate not later than 2 years 

after the date that the candidate completed the fellowship. The 2-year timeframe cannot be 

extended. 

c. Crediting Time Served. A candidate may use time satisfactorily served in the fellowship 

program to count toward meeting qualifications requirements for federal employment. The 

candidate who uses time served to meet job qualifications requirements needs to clearly 

state the duties performed while working in the fellowship in their application(s) for 

Federal employment, so that they may be afforded credit at the appropriate grade. 

Although time served in a fellowship is creditable experience for qualification purposes, it 

is not creditable for purposes of computations for retirement, time in grade, leave or thrift 

saving plan. Time served does not count towards probationary period or career tenure. 

d. Appointment. Appointments may be made without regard to the provisions of subchapter 

I of chapter 33 of title 5, other than sections 3303 (Recommendations of Senators or 

Representatives) and 3328 (Selective Service Registration) of such title, a qualified 

candidate to a position for which the candidate meets Office of Personnel Management 
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(OPM) qualification standards. 

Appointments are subject to DOI’s Reemployment Priority and Special Selection Priority 

Lists, Career Transition Assistance Plan (CTAP), and Interagency Career Transition 

Assistance Plan (ICTAP) provisions. 

Appointees are subject to a probationary period consistent with other competitive service 

appointments. 

e. Appointing Authority. The following must be used when processing personnel actions 

under this direct-hire authority: 

Nature of Action Code: 101 Career-Conditional Appointment 

Legal Authority Code: ZLM-P.L. 116-221 (Table 9-B of the Guide to 

Processing Personnel Actions) 

f. Oversight and Review Requirements. Bureau HR Offices are responsible for 

establishing written procedures and maintaining oversight of this Authority within their 

bureaus; ensuring appointments are made within the guidelines of this personnel bulletin 

and in compliance with human resources law and regulations; and appointments are 

appropriately documented and maintained. Appointment documentation must be retained 

for three (3) calendar years from the date of the appointment. Appointments are subject to 

review, under DOI’s Human Capital Accountability and Program Evaluation. 

Bureau policy leads may reach out to the DOI, Office of Human Capital at 

DOI_Office_of_Human_Resources@ios.doi.gov with any questions. 

____________________________________ 

Jennifer A. Ackerman

Director, Office of Human Capital 

Deputy Chief Human Capital Officer