The Federal Government will Become America's Model Employer for the 21st Century.
Recruit, Retain and Honor a World-Class Workforce to Serve the American People.
Find out more about Federal compensation throughout your career and around the world.
Staffing to align with your agency's mission
Review the new 2014 Federal Employees' Group Life Insurance (FEGLI) Handbook
Answering your questions about Healthcare and Insurance
Manage your retirement online.
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.
Developing senior leaders in the U.S. Government through Leadership for a Democratic Society, Custom Programs and Interagency Courses.
Visit this federal site to search for our regulatory notices, proposed and final rules.
See the latest tweets on our Twitter feed, like our Facebook pages, watch our YouTube videos, and page through our Flickr photos.
These qualification requirements cover Federal equal employment opportunity (EEO) collateral duties only. Employees assigned such collateral duties must, of course, meet the qualification requirements for the occupational series and grade levels to which their positions are classified.
EEO collateral assignments are official EEO duties and responsibilities assigned to an employee in addition to the primary duties and responsibilities of the position the employee occupies.
If an assignment has any of the following characteristics it is not a collateral assignment, and this standard should not be used:
EEO assignments that meet any of the above criteria are not collateral duties, and should be treated as continuing regular assignments. The position must be classified according to position classification principles, including principles for classifying mixed-grade positions. If the official EEO assignment results in a promotion, agency merit promotion procedures must be followed, the employee must meet qualification requirements for the grade level and series of the resulting new position, and the nature of the promotion action must be consistent with the intended duration of the assignment. Agencies must comply with adverse action regulations if removal of a permanent EEO assignment from a position results in a reduction in grade level or pay.
Official EEO duties and responsibilities assigned to employees on a collateral basis must be described in the official position description that covers the position the employee occupies. This documentation reflects the requirements imposed on the position by the EEO collateral assignment, and permits a determination that there is no grade-level effect of the collateral assignment.
Before EEO collateral duties are assigned to any employee, the agency should make a reasonable effort to determine if the assignment will affect the classification of the position, including grade level, or otherwise constitute a non-collateral assignment.
In addition to meeting the qualification requirements for the series and grade level of their positions, employees who receive EEO collateral assignments should possess the following:
EEO counselor collateral assignments also require the ability to:
EEO counselors who have not demonstrated the required knowledge, skills, and abilities within a reasonable period of time on the job, e.g., 6 months, should not be retained as EEO counselors.
In addition to the basic requirements for all EEO collateral assignments, EEO program managers must possess the knowledge, skills, and abilities required for entry level positions in the Equal Employment Opportunity Series, GS-260.
Additional and higher level knowledge and skills, such as those required for equal employment opportunity specialist positions at higher grade levels, may be required when they are related to the duties and responsibilities of the collateral assignment.
Back to Top