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Human Resources and Security Specialists should use this tool to determine the correct investigation level for any covered position within the U.S. Federal Government.
OPM’s Human Resources Solutions organization can help your agency answer this critically important question.
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Under the 5 CFR 213.3102(u) Schedule A appointing authority regulations, an agency may make a temporary appointment when:
The U.S. Office of Personnel Management (OPM) issued final regulations pertaining to the Schedule A Hiring Authority for the appointment of intellectual disabilities, severe physical disabilities, or psychiatric disabilities. This final rule removes the requirement for a certification of job readiness. To learn more, refer to http://chcoc.gov/transmittals/TransmittalDetails.aspx?TransmittalID=5333.
As the regulation is implemented and used by agencies, this list may grow to include other types of certification. OPM will issue additional guidance to agencies on what constitutes "appropriate documentation" on an "as needed" basis.
OPM expanded the types of entities from which an agency may accept proof of disability and certification of an applicant's job readiness. Agencies may accept proof and certification from a licensed medical professional (e.g., a physician or other medical professional duly certified by a State, the District of Columbia, or a U.S. territory, to practice medicine); a licensed vocational rehabilitation specialist (i.e., state or private); or any Federal agency; State agency, or agency of the District of Columbia or a U.S. territory that issues or provides disability benefits.
Agencies are required by law to provide reasonable accommodation to qualified individuals with disabilities, unless doing so would impose an undue hardship to the agencies. In addition, Executive Order 13164 requires Federal agencies to develop written procedures for providing reasonable accommodation.
For more information on reasonable accommodation, refer to the reasonable accommodation policy for your particular agency, the Reasonable Accommodation section in the HR Professionals chapter of this website, and the EEOC.
An agency is not required to make an accommodation if it can demonstrate that providing the accommodation would impose an undue hardship on its everyday operations. An undue hardship is an action that requires "significant difficulty or expense" in relation to:
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