CHAPTER 600 – MISSION SUPPORT 70 – Personnel 70.13 Promotion Plan 70.13.1 Abbreviations and Acronyms. BFS/ARC – Bureau of the Fiscal Service/Administrative Resource Center CTAP – Career Transition Assistance Plan C.F.R. – Code of Federal Regulations EEO – Equal Employment Opportunity EOPF – Official Personnel File FTR – Federal Travel Regulation HCPS – Human Capital and Personnel Security ICTAP – Interagency Career Transition Assistance Plan MP – Merit Promotion MPP – Merit Promotion Plan OMS – Office of Mission Support OPM – Office of Personnel Management PC – Priority Consideration SES – Senior Executive Service TIGTA – Treasury Inspector General for Tax Administration Treasury – Department of the Treasury VEOA – Veterans Employment Opportunities Act of 1998 VRA – Veterans’ Recruitment Appointments
A statement whether limited relocation expenses will be paid or will not be paid for nationwide announcements. If limited relocation expenses will not be paid, the functional office head must document in writing via email or the request for personnel action, the reasons for not paying relocation expenses. This justification will be maintained in the vacancy announcement file at BFS/ARC. Identification of a point of contact for questions applicants may have. A statement that the selectee must be willing to agree to a credit check if he/she is required to obtain a Government-contractor issued travel card. Additionally, a statement that a selectee that is unable to retain his/her card during employment may be subject to disciplinary action, which may include removal from Federal Service. A statement that all payments to employees, e.g., salary, travel reimbursements must be paid by direct deposit. Any other OPM or Treasury requirement, e.g., CTAP Statement, etc. Definition of “well-qualified,” as it relates to CTAP/ICTAP. How CTAP/ICTAP candidate eligibles may apply, including required proof of eligibility. Undergo appropriate tax checks and pre-employment suitability inquiry prior to appointment. If requesting writing samples, must be able to justify this request. You must be clear on what you are looking at and how you are going to measure it. This must be conveyed in the announcement and documented in the case file. Statement indicating whether official transcripts, photocopies of transcripts or other evidence of qualifying education should be submitted at the time of application when qualifications can be based in whole or in part on the combination of education and experience. Statement indicating in order to be considered for any vacancy announcement, applicants will ensure that all required forms indicated on the vacancy announcement are received no later than 11:59 p.m. Eastern Time on the closing date of the announcement (unless otherwise specified in the announcement). A separate application package must be submitted for each vacancy announcement. BFS will use the Treasury approved job announcement templates. 70.13.11 Nonstandard Announcements.
successful accomplishment of Affirmative Action Plan goals and the requirements of the Federal Equal Opportunity Recruitment Program. Normally, the minimum areas of consideration for positions will be: For GS-14 and GS-15 positions, TIGTA employees nationwide. For positions at GS-13 and below, TIGTA employees in the commuting area in which the position is located. Exceptions that reduce the area of consideration may be granted by the functional office head, SES program head or the Director, HCPS. The approved reduction will be maintained in the vacancy announcement file at BFS/ARC. Before selecting an applicant with prior competitive status, the Reemployment Priority List and ICTAP must be cleared. The ICTAP vacancy, which is posted on USAJOBS, must allow Veterans Employment Opportunities Act of 1998 (VEOA) eligibles to apply. ICTAP applicants have priority over VEOA eligibles. When an announcement is within Treasury only CTAP must be cleared. 70.13.13 Acceptance of Applications. Complete applications, including all required documentation, must be submitted to BFS/ARC. Hand delivered applications will not be accepted. Applicants may not submit new information after the closing date. When establishing and using registers under this plan, provisions must be made for the acceptance of new applications at least every six (6) months to accommodate new hires and employees who became eligible after the register was established. These new applications (and applications received under open announcement) must then be added to the register. Provisions must be made to allow candidates to update their applications at least annually. Registers must be reopened when there are insufficient well qualified candidates. Employees absent for legitimate reasons during the entire open period of a vacancy announcement, may submit an application after the closing date, provided that the selection certificate has not been issued. In to be considered for any vacancy announcement, employees will ensure that all required forms indicated on the vacancy announcement are received no later than 11:59 p.m. Eastern Time on the closing date of the announcement (unless otherwise specified in the announcement). A separate application package must be submitted for each vacancy announcement. The procedures to document deviations to the open period or cut-off for number of applicants require the requesting manager to send an email to the assigned BFS/ARC Specialist with supporting edits to the open period or applicant cut-offs prior to opening of the announcement.
eligibility for noncompetitive career promotion to grade higher than previously held on a permanent basis. Position has no promotion potential. No Detail Same and no known promotion potential. Potential higher grade or to a position of the same grade with known promotion potential Detail is for any length Detail is for 120 days or less Detail is for more than 120 days No No Yes Selection for training leading to promotion Successful completion of training is a condition of eligibility for promotion Yes Promotion from an assignment intended to prepare the employee for the position Originally identified as the target position to which an employee would advance to full performance level or career ladder without competition Competitive procedures were fully applied at the time of placement and all competitors were informed that selection for the entry position could Lead to promotion without further competition No Promotion Upgraded by classification Incumbent’s position upgraded without significant change in duties and responsibilities because of classification error or new or revised standards No Promotion Upgraded by classification Incumbent's position classification reconstituted into a successor position with clearly and solely identifiable duties of the former position and there are no other employees serving in similar or identical positions within the same organization to whom the duties could have been assigned No