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No. The only basis for granting additional service credit for reduction in force is a rating of record.
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Once an agency determines how it will assign the amounts of additional service credit based on performance, everyone who has ratings of record with the same summary level within the same pattern in the same competitive area will get the same amount of additional service credit. This is a uniform and consistent application of service credit for everyone who meets the specified criteria (i.e., level, pattern, and competitive area).
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It depends on the type of award granted. For the most part, compensation-related information in the Federal Government is a matter of public record or obtainable under the Freedom of Information Act. Generally, this includes award payments except for rating-based awards. Agencies may not disclose award amounts if doing so could reveal the recipient's rating of record, which is protected information under the Privacy Act. For information on specific situations, contact your Office of General Counsel or Privacy Officer.
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If the proposed program covers bargaining unit employees, the agency is obligated to notify the union and afford it the opportunity to negotiate on the impact and implementation of the appraisal program. In addition to the agency's legal requirements, OPM encourages agencies to involve employees in the design and implementation of their appraisal program.
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Yes. An agency may give length of service certificates and/or pins in recognition of years of service in the Government of the United States. The agency decides whether to credit both civilian and military service when computing eligibility for career service recognition.
Note: For individual employees, Government service as defined for purposes of issuing length of service certificates is not necessarily identical to "creditable service" used to calculate eligibility for things such as leave accumulation or retirement.
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Only cash and time-off awards must be reported to the Enterprise Human Resources Integration (EHRI). However, if an agency grants a cash stipend or honorarium with an honorary award, it should report that cash payment to the EHRI. For additional information on how to report cash awards to the
EHRI and refer to
Guide to Processing Personnel Actions.
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The modal rating is the latest rating of record summary level given most often within a single pattern to the employees in a specified group that is no smaller than the competitive area and no larger than the agency undergoing a reduction in force. It is important that the employees undergoing a reduction in force understand the basis used to determine the modal rating.
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There should be no significant difference between managing the performance of a teleworker and managing the employee who works in the office.
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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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Additional years of service credit are added to an employee's length of service based on the employee's three most recent ratings of record during the four years prior to the reduction in force. In a competitive area where all the ratings of record being credited were done under a single pattern of summary levels, the additional service credit is computed by averaging the three most recent ratings of record given in the previous four years using the following values:
20 years of service for each Level 5 (Outstanding or equivalent rating);
16 years of service for each Level 4; and
12 years of service for each Level 3 (Fully Successful or equivalent rating).
In an agency where employees in a competitive area have ratings of record being credited for reduction in force that were done under more than one pattern of summary levels, the agency can establish the values for the summary levels (within 12 to 20 years) so that performance crediting will be as fair and equitable as possible. Within a competitive area, the agency must use the same number of years additional retention service credit for all ratings of record with the same summary level in the same pattern of summary levels.
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