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If an employee has fewer than three ratings of record during the last four years, the actual rating(s) of record available would serve as the sole basis of the employee's credit (no assumed ratings would be used). Consequently, if an employee has received only two actual ratings of record during this period, the value assigned to each rating would be added together and divided by two to determine the amount of additional retention service credit. If an employee has only one actual rating of record, the value assigned to that rating would be used. If, however, the employee has no ratings of record during the last four years, the modal rating for the appraisal program that covers the employee's position of record at the time of the reduction in force is used to grant performance credit.
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Yes. Each competitive area must be looked at individually to analyze what the situation is regarding the ratings of record being credited.
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The agency will have to determine the modal rating based on the rating of record information it has available. The Office of Personnel Management recommends that the modal rating, which is based on the most recent ratings of record, be tabulated for the specific competitive area undergoing a reduction in force whenever possible, and that larger aggregations of agency population be used only when the rating of record information is not available for the specific competitive area itself.
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No, the agency may only vary credit if the competitive area includes employees with ratings of record being credited for this reduction in force that were received under more than one summary level pattern. If all ratings being credited were given under a single pattern, the agency must use the 12/16/20 system regardless of the pattern used.
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No. Only ratings given by Federal Government entities can be used and only when they meet the requirements for equivalent ratings of record as specified in the performance management regulations.
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Additional performance-based credit can be applied only to ratings of record put on record (i.e., given to the employee with all appropriate reviews and signatures and available to the office responsible for establishing retention registers). Many agencies establish a cut-off date after which no new ratings of record will be put on record for use in a specific reduction in force.
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Yes. Even if an agency uses a single summary level pattern, if there is any employee with one or more ratings of record being credited in the reduction in force that were given under a different summary level pattern, the agency has a mix of patterns.
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No. In giving agencies some discretion on performance crediting, the reduction in force regulations make clear that any decisions must be uniformly and consistently applied throughout the competitive area. Since competitive areas normally also include non-bargaining unit employees, there is no obligation to bargain on otherwise negotiable proposals that are aimed at the entire competitive area. Management is not required to negotiate with the union the conditions of employment of non-bargaining unit employees.
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Yes. Based on its analysis of the competitive area(s) and its determination of what would minimize severely advantaging or disadvantaging employees, an agency can assign different values to the same summary level (Level 3) in different patterns (A and H) in the same reduction in force, and even within the same competitive area.
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