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Yes.
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Each agency must keep a record of each determination to pay a retention incentive and make such records available for review upon OPM's request. (See 5 CFR 575.313(a).)
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No. Recruitment and relocation incentive payments are not subject to the biweekly or annual premium pay limitation, since recruitment and relocation incentives are neither premium pay nor basic pay.
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An agency must keep a record of each determination to pay a recruitment or relocation incentive and make such records available for review upon OPM's request. (See 5 CFR 575.113(a) and 575.213(a).)
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It is up to the agency to decide how long to set the service period, within certain limitations (e.g., it cannot be shorter than 6 months for a recruitment incentive or longer than 4 years for a recruitment or relocation incentive). Since the reason for the incentive is to attract a candidate to accept a position or to encourage an employee to relocate to a position-and remain at that position-the agency should consider what service period would best help achieve these objectives, i.e., what the agency believes to be a reasonable period of service for the amount of incentive it is willing to pay.
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Yes. See 5 CFR 575.309(i) and the definition of aggregate compensation at 5 CFR 530.202.
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There is no set period of employment under a retention incentive service agreement.
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Yes. An agency may pay a relocation incentive to an employee who is voluntarily or involuntarily relocated to a different geographic area, assuming all other conditions are met.
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An agency must terminate a service agreement if an employee is demoted or separated for cause (i.e., for unacceptable performance or conduct), receives a rating of record lower than "Fully Successful" or equivalent during the service period, or otherwise fails to fulfill the terms of the service agreement. In such cases, the employee must repay any portion of the incentive attributable to uncompleted service. (See 5 CFR 575.111(h) and 575.211(h) for a repayment waiver authority.) The employee is entitled to retain any incentive payments attributable to completed service. Exception: When the employee is separated as a result of material false or inaccurate statements or deception or fraud in examination or appointment, or as a result of failing to meet employment qualifications, the employee must repay all recruitment incentives received under that service agreement. The agency is not obligated to pay the employee any outstanding incentive payment attributable to completed service unless such payment was required under the terms of the service agreement. An agency must notify an employee in writing when it terminates a recruitment or relocation incentive service agreement. (See 5 CFR 575.111 and 575.211.)
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Before paying a recruitment or relocation incentive, an agency must establish a plan for using the authority. (See 5 CFR 575.107 and 575.207.) The plan must include the designation of officials with authority to review and approve the payment of recruitment or relocation incentives, the designation of officials with authority to waive the repayment of a recruitment or relocation incentive, the categories of employees who are prohibited from receiving recruitment or relocation incentives, the required documentation for determining that a position is likely to be difficult to fill, requirements for determining the amount of an incentive, the payment methods that may be authorized, requirements governing service agreements (including criteria for determining the length of a service period, the conditions for terminating a service agreement, and the obligations of the agency and the employee if a service agreement is terminated), and documentation and recordkeeping requirements. Unless the head of the agency determines otherwise, agency recruitment and relocation incentive plans must apply uniformly across the agency.
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