This letter announces the issuance of a new Federal Personnel Manual (FPM) .. (See FPM supplement , subchapter 24, for information on when an. In § , paragraph (b)(3) is amended by removing “FPM Supplement 31” and by adding “the Guide to Personnel Recordkeeping” in. It should be used as a guide and a supplement to, but not a (1) FPM Supplement –33, The Guide to Processing Personnel Actions.

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For this purpose, “workhours scheduled” does not include scheduled overtime hours. Terms and Conditions of Employment The latter is necessary in order to meet the legal definition of regularly scheduled work which permits an employee to earn leave. In the case of concurrent part-time appointments, the aggregate hours should normally not exceed 40 hours per week. For the purposes- of pay and leave, an “in lieu of holiday” is a day which is to be treated as a holiday instead of a legal.

The guide to processing personnel actions.

The term “WAE,” sometimes used to designate intermittent employment, is obsolete and should not be used. The specific requirements or preferences of your reviewing publisher, classroom teacher, institution or organization should be applied. Part-time employment in positions where collective bargaining agreements in effect on April 8,established the number of hours of employment per week. Administration of agency part-time employment programs. Maximum carryover at the end of the leave year is the same as for a full-time employee.

For this purpose a part-time em- ployee’s annual salary is figured on the basis 296-333 hours in the tour of duty times base pay rate. An agency may consider an employee request for delay in recall to duty.

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Exclude shifts within the supplrment or department that are between any organizations that ii”Bdl’ew the agency or department level. Home About Help Search. Also an agency may need special administrative systems for processing, monitoring, and controlling the on-call work force. Search the history of over billion web pages on the Internet. Work disruptions which tend to occur when employees are supplsment extended leave can be reduced through job sharing.

For example, an on- call employee accrues “unearned” service credit for up to 6 months of non- pay status each year. Procedures must be both equitable and uniformly applied.

Full text of “Federal personnel manual system. FPM letter”

Please re-enter recipient e-mail address es. Federal personnel manual system Portion of title: The Competitive Service Section Appointments to positions in the Competitive Service based on the following at action codes: The E-mail Address es you entered is are not in a valid format. The Act requires an agency to issue regulations setting up a program to promote part-time employment. This should help prevent misunderstandings as well as promote discussion and analysis of the most efficient way of accomplishing work.

To minimize the adverse xupplement of seasonal layoffs, an agency should, where feasible, make an effort to assign seasonal employees to other work within the agency during the projected layoff period.

Selection, Appointment and Work Schedule These regulations must first be published for comment in the Federal Register.

However, seasonal employment should not be used as a substitute for full-time employment. Goals may be set either as a target percentage of the organization’s work force to be employed on a part-time basis, or in terms of new part-time positions to be estab- lished. This item is only available as the following downloads: A special employment agreement must be executed between the agency and the seasonal employee at the time of appointment.


While in nonpay status, a seasonal employee may be eligible for unemployment compensation, depending on individual State law; an agency should make an effort to inform seasonal employees of their eligibility. In addition, the remarks portion of the SF 50 should include the statement: Some agency agreements have included a statement that an effort would be made sypplement convert on-call employees to regular year- round employment within a specified 296-333e.

Unexpected in- creases in workload may, however, require an agency to change the work schedule of a part-time employee to full time on either a short term i. Goals may be set on an agencywide basis or by component. One job sharer might be off for six weeks, but the other would still be on duty and could work additional hours to cover the full schedule. A certain amount of overlap may also be desirable to enable job sharers to attend staff meetings or familiarize each other with work developments.

See FPM supplement