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Providing they are otherwise eligible, home-schooled students may participate in the Student Educational Employment Program as long as they are participating in either 1) an accredited home-school, or 2) a home-school curriculum approved by their State.
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Students in the Student Temporary Employment Program are generally ineligible for retirement coverage. See 5 CFR § 831.201, 842.105, 213.3202(a)(13)(i). Students in the Student Career Experience Program with less than 5 years of prior civilian service are generally covered by the Federal Employees Retirement System (FERS). See 5 CFR part 842 and 5 CFR § 213.3202(b)(16)(i).
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Yes. Students in both programs earn annual and sick leave. See 5 CFR § 213.3202(a)(13)(i) and 213.3202(b)(16)(i).
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Yes.
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Agencies must use the criteria set forth in 5 CFR § 213.3202(b)(11)(ii). The non-Federal intern program must also have been a formally structured program requiring a written agreement between the school, student, and Federal agency. For example, the agreement would have addressed issues such as the nature of work assignments, schedule of work assignment and class attendance, evaluation procedures, and requirements for continuation and successful completion of the program.
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Yes. Agencies may consider and count work experience gained under the former Stay-in-School Program toward the 640 hours. However, there should be clear documentation showing the relatedness between the work (actual duties/tasks/assignments) performed under the Stay-in-School appointment and the work being performed under the Student Career Experience Program
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No. 5 CFR § 315.802 only allows for prior Federal service in the same agency and in the same line of work.
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No. Agencies may consider only exceptional job performance and outstanding academic achievement that was demonstrated under a Student Educational Employment Program appointment (i.e., STEP or SCEP). See 5 CFR § 213.3202(b)(11)(iii)
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Determining financial need and the definition of financial need is left up to each agency's discretion. Factors to consider might be the size of the family, local cost of living indicators, household income, medical expenses, educational expenses, etc. Agencies might also wish to consider other types of financial aid that the family is already receiving as indicators of financial need (e.g., food stamps, public assistance, subsidized housing, student financial aid). If the student is attending a post secondary school, information available from the financial aid office might also be considered.
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OPM encourages agencies to establish performance plans and conduct performance evaluations for student employees to: (1) document what the student is expected to do, and (2) advise the student on how well he/she is performing. Student Temporary Employment participants, who are on appointments not-to-exceed (NTE) one year, could be excluded by their employing agency from the requirements for performance appraisal if certain requirements are met and the student agrees to not having his/her performance appraised. (See 5 CFR § 430.202.) Participants in the Student Career Experience Program, who are eligible for noncompetitive conversion to career conditional status, do not fall under any of the exclusions specified in the OPM regulations and, therefore, are required to have written performance plans and be appraised on their performance as specified in the agency's performance appraisal system. Performance appraisals can be used as documentation to support both positive and negative consequences of the student's performance. Further documentation for the Student Career Experience Program students may be included in the written agreement signed by all parties (student/school official/agency) prior to the initial appointment.
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