Frequently Asked Questions Employment

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.

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

The Federal Register has posted the new regulation on the Federal Register website at http://origin.www.gpoaccess.gov/fr/ and the Office of Personnel Management (OPM) has posted it on its website at www.opm.gov/fedregis and www.opm.gov/disability. OPM provided notification to Federal agencies through the Chief Human Capital Officer Council.

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).

Yes, if the student is from a different agency. However, if the student is going from one location/activity/component to another location/activity/component in the same agency, the agency has discretion on whether to give RPL registrants priority over students. For purposes of the RPL, all DOD agencies are considered the same agency. DOD agencies (e.g., Defense Logistics Agency, Defense Investigative Service) and the Departments of Army, Navy, and Air Force are all considered DOD. See 5 CFR § 330.201(a).

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.

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.

No. See 5 CFR § 330.606(d).