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No. Schedule B positions are exempt from the usual competitive examining procedures (5 CFR § 213.3201) and students appointed under the Schedule B Student Educational Employment Program are also exempt from the rating and ranking requirements under the Excepted Service. See 5 CFR § 302.101.
However, agencies may want to establish a ranking procedure to place themselves in a better position to explain and defend their decisions. For example, based on the qualification standards used for the position, students may be evaluated to determine only eligibility or ineligibility for the position or may be ranked according to more qualitative factors. It is recommended that procedures be documented and applied consistently to avoid any appearance of impropriety.
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No. Students in the Student Educational Employment Program must be paid according to the criteria set forth in the appropriate general schedule or wage grade classification standard for the job. See 5 CFR § 213.3202(a)(11).
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Yes. There is no longer a restriction that would bar a student from working at the same agency as his/her parent. The only requirement is that the parent and student have no direct reporting relationship and that the relative not advocate the employment, promotion or advancement of the student. See 5 CFR 5 CFR § 213.3202(a)(7) and (b)(7).
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Yes. The student, school and agency need to work together to accommodate the academic needs of the student and the work related needs of the agency. For students participating in the Student Career Experience Program there must be a written agreement (5 CFR § 213.3202(b)(12)) and a formally arranged schedule of school and work
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Agencies should use this hiring authority for a number of good reasons:
- Individuals with disabilities are a source of excellent applicants.
- No public notice is required. This may shorten the time to hire a well qualified candidate
- It can support an agency's Career Patterns initiative. Technological advances and growing emphasis on telework may dovetail with the needs of many applicants with disabilities.
- Agencies don't have to clear surplus employees lists prior to using the appointing authority.
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Yes, a student enrolled in GED courses and pursuing a GED diploma meets the definition of student. See 5 CFR § 213.3202. Depending on the nature of the student's coursework, the student might not be eligible for the Student Career Experience Program but would be eligible for the Student Temporary Employment Program.
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Male applicants born after 12/31/59 who are required to register with the Selective Service under section 3 of the Military Selective Service Act must be registered (or must have registered at the time that they were required to do so) in order to be eligible for appointment under this program. See 5 U.S.C. § 3328(a) and 5 CFR Part 300, Subpart G.
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No. It is at the discretion of the agency. Agencies should ensure that the student is making reasonable progress towards the attainment of the degree/diploma, etc., and that the needs of the manager are also considered.
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No. See 5 CFR § 330.606(d).
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