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  • Joint Duty Program FAQs

Joint Duty Program Frequently Asked Questions

The DHS Joint Duty Program is an intra- and inter-departmental program which offers civilian personnel professional and developmental opportunities. Joint Duty Assignments enhance operations and mission execution through unity of effort and collaboration.

What is the DHS Joint Duty Program?

The DHS Joint Duty Program offers non-reimbursable Joint Duty Assignments up to one year, both inside and outside the National Capital Region. These multi-component, multi-faceted assignments cross DHS and federal agency operations to build employee skillsets, increasing value to their agency and the federal government as a whole. The DHS Joint Duty Program connects federal employees across the government to professional development opportunities at DHS.

How do supervisors and hiring managers apply to post a joint duty assignment opportunity?

Supervisors may apply to post a joint duty assignment opportunity by completing the DHS Assignment Opportunity Form 250-01 and providing the following:

  • Assignment Type: virtual or traditional (onsite). In a virtual Joint Duty Assignment, the employee works from the employing office (physically) or teleworks from home full-time, a standard 40-hour work week.
  • Assignment description and required job qualifications.
  • Digital signatures from a first-line and second-line supervisor. Note: Supervisor’s approval is required to submit an opportunity.

Send completed forms to [email protected] .

How do interested federal employees apply for a joint duty assignment?

View current DHS Joint Duty Opportunities on USAJOBS and follow the instructions below to apply:

  • DHS Application Form 250-02
  • Submit a complete application package for each assignment you apply to in USAJOBS.

What is a virtual joint duty assignment?

On a virtual joint duty assignment, an employee may either telework from their employing office or from home full-time. Hiring managers have the option to advertise virtual joint duty assignments for the duration of a detail or until local offices reopen for employees.

Can a supervisor apply to post a opportunity to backfill the position of an employee on a joint duty assignment?

Yes, an employing organization supervisor can apply to post a joint opportunity to backfill the position of an employee on a Joint Duty Assignment. Complete the DHS Assignment Opportunity Form 250-01 .

Why should federal employees participate in the DHS Joint Duty Program?

The DHS Joint Duty Program offers distinct career benefits for Federal employees, including rewarding experiences, leadership development, and networking. The program offers participants with opportunities:

  • to enhance mission execution;
  • to expand professional networks through agency collaboration thus supporting unity of effort and enhancing collaboration between agencies; and
  • to amplify leadership and professional development.

What do federal employees receive upon completion of a joint duty assignment?

Upon satisfactory completion of a Joint Duty Assignment, the employee will receive an official Certificate of Achievement from the Director of the DHS Joint Duty Program.

What are the eligibility requirements to apply for a joint duty assignment?

To apply for a Joint Duty Assignment, interested applicants must:

  • be a GS-12, 13, 14, 15 or equivalent;
  • have supervisory approval;
  • be a permanent, full-time federal employee;
  • have an “achieved expectations” or “proficient” rating on their most recent performance evaluation; and
  • have no outstanding disciplinary action or grievance.

The DHS Joint Duty Program does not apply to members of the military service or contractors.

How do federal employees find available opportunities?

Interested federal employees can view current DHS Joint Duty Assignment Opportunities on USAJOBS or visit the Open Opportunities website (login with a USAJOBS account is required).

Who is responsible for any costs related to meals, housing/lodging, or travel during a joint duty assignments?

Federal employees selected for a joint duty assignment are responsible for any costs related to meals, and or housing/lodging. A participants employing organization may pay for a temporary change of station. Travel funding related to the joint duty assignment is the responsibility of the host organization.

Who is responsible for an employee's performance evaluation on a joint duty assignment?

The employing organization supervisor is responsible for overseeing the performance evaluation that the participant already has in place at his or her permanent duty location.

Who is responsible for an employee's time and attendance during a joint duty assignment?

The participant's supervisor at his or her permanent duty location is responsible for certifying time and attendance.

What is the Joint Duty Program Memorandum of Agreement?

After a federal employee is selected for an assignment, the DHS Joint Duty Program Office sends the Memorandum of Agreement to the employing organization, the gaining organization, and the participant. The Memorandum of Agreement includes a start date for the selected employee and the roles and responsibilities for the the employing organization, the gaining organization, and the employee. The signature blocks in the Memorandum of Agreement must be signed off and returned to the DHS Joint Duty Program Office within 5 business days.

What are the requirements to complete a joint duty assignment?

During a joint duty assignment, participants must:

  • Complete the DHS Joint Duty Program Training Course 15 days prior to starting an assignment.
  • Establish assignment objectives within the first 30 days of the assignment;
  • Complete a self-assessment of the duties performed at the mid-point of the assignment; and
  • Complete a final review within the last 30 days of the assignment.

What is the purpose of the DHS Joint Duty Program training course?

The DHS Joint Duty Program training course provides selected employees with the knowledge, resources, and information to successfully complete a Joint Duty Assignment.

What are the three phases in the DHS Joint Duty Program Assignment Progress Plan?

The three phases in the DHS Joint Duty Program Assignment Progress Plan are:

  • Phase 1: Establish assignment objectives within the first 30 days of the assignment;
  • Phase 2: Complete a self-assessment of the duties performed at the mid-point of the assignment; and
  • Phase 3: Complete a final review within the last 30 days of the assignment.
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Federal Rotational Cyber Workforce Program

The Government-wide Federal Rotational Cyber Workforce Program provides opportunities for employees performing information technology (IT), cybersecurity, and cyber-related functions to apply for and serve in rotational assignments (or details) at agencies outside of their home agency. These non-reimbursable details last from six months to one year. Rotational assignments are advertised on Open Opportunities at least once a year in November, starting in 2023. The program, authorized by the Federal Rotational Cyber Workforce Program Act of 2021 (Public Law 117–149) , expires in June 2027 (unless extended).

Purpose and Objectives

The program will help Federal agencies continue to enhance their cyber workforce by developing critical cyber skills and creating environments where employees have ongoing learning and development opportunities. Cyber employees on interagency rotations can improve and develop knowledge and skills to not only support their own professional growth but also bring new skills back to their home agency. Such rotations help advance career opportunities and support employee engagement, satisfaction, and retention.

The program objectives are that:

  • Cyber employees serving in rotations (details) gain on-the-job experience and achieve higher or different skill levels in IT, cybersecurity, or other cyber-related functions; and
  • Rotations promote intra-agency and interagency integration and coordination of cyber practices, functions, and personnel management.

Eligibility for Rotations

The Federal Rotational Cyber Workforce Program focuses on cyber employees and cyber rotational assignments.

To be eligible to apply for a rotation, an employee must be in a “cyber-coded” position, which means the employee’s official position is assigned a cyber code indicating it has IT, cybersecurity, or other cyber-related functions.  Additionally, a cyber employee must have the supervisor’s approval to apply for a rotation.

How the Program Works (employee perspective)

  • Employee requests and receives approval from home agency officials to apply for and serve in rotations in other agencies.
  • Employee finds and applies for cyber rotations on Open Opportunities site.
  • Host agency selects employee for 6-month to 1-year rotation.
  • Employee performs rotational assignment with host supervisory instruction, support, mentorship, and feedback.
  • Employee receives performance evaluation from host and home supervisors.
  • At end of rotation, employee returns to original (or equivalent) position at home agency and conducts self-assessment and program evaluation.

How the Program Works (rotation supervisor perspective)

  • Agency officials determine cyber-coded positions are eligible for rotational assignments to detailees from other agencies.
  • Coordinators promote program; help supervisor identify and post cyber rotations on Open Opportunities site.
  • Supervisor reviews applications and makes selection into 6-month to 1-year rotational assignment.
  • Supervisor provides instruction, support, mentorship, and feedback throughout detailee's rotational assignment.
  • Supervisor evaluates detailee's performance in coordination with home supervisor.
  • At end of rotation, detailee vacates the position and returns to home agency.

Reference Materials

  • Federal Rotational Cyber Workforce Program Implementation Memo and Guidance
  • Editable Forms/Templates
  • Open Opportunities Page

Contact Information

Cyber employees may search for rotations and apply directly on Open Opportunities , and may reach out to the agency point of contact named on the rotation advertisement. Cyber employees seeking program information may contact their agencies’ Cyber Rotation Program Coordinators.  Department/Agency Cyber Rotation Program Liaisons may contact OPM at [email protected] .

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Non-reimbursable agreement, memorandum of agreement establishing a non-reimbursable detail assignment between the [name of your line office/agency] u.s. department of commerce and [name of qualifying partner].

Agreement No. _____

This document constitutes an agreement between the [name of operating unit], U.S. Department of Commerce, and [name of qualifying partner], which is a [describe the mission of the Federal agency].

II. AUTHORITIES

[Name of operating unit] has authority to participate in the [briefly describe detail] with [name of partner] under:

(1) [citation to Comptroller General=s Opinion: 64 Comp. Gen. 370, 380 (1985)].

(2) [citation to other applicable statutes or regulations, e.g., 3 U.S.C. § 112, authorizing non-reimbursable detail of employees to the White House, the Executive Residence of the White House, the Office of the Vice President, the Domestic Policy Staff, and the Office of Administration for up to 180 days; 5 U.S.C. § 3341, authorizing Secretarial approval of intra-agency details up to 120 days; 5 U.S.C. § 3343, authorizing details to international organizations which requests services]. 

III.  PURPOSE

Pursuant to this agreement, the parties will [provide a clear and succinct description of the detail, (e.g., Apursuant to this agreement, the detailed employee will . . . ,@ and provide a brief explanation of the objective and purpose of the agreement; it may be necessary to provide background so that it is clear why the Department is authorizing this detail].

The DETAIL assignment project is necessary and essential to further the mission of the Department in that it will involve [describe how the detail assignment is similar or related to matters ordinarily handled by the Department and will aid the Department in accomplishing a purpose for which its appropriations are provided; OR describe why the detail assignment=s fiscal impact on the Department=s appropriation is de minimis].

IV.  RESPONSIBILITIES OF THE PARTIES

a. Time and Attendance. [employee=s name] time and attendance will be maintained by the [name qualifying partner] and the Department of Commerce. The [name qualifying partner] timekeeper will report  [employee=s name] time and attendance to [name of appropriate Department timekeeper], telephone [appropriate telephone number], facsimile [appropriate facsimile number], on a biweekly basis and will advise the Department of Commerce of the type and amount of any leave used during that period. 

b. Employee Evaluations. Upon the request by the Department of Commerce, using the performance plan issued to [employee=s name], the [name qualifying partner] will provide in writing a descriptive evaluation of [employee=s name] performance and submit it to the Department of Commerce no later than September 30 of the calendar year or earlier if the detail ends prior to that date. 

c. [Name of qualifying partner] agrees to perform the following additional responsibilities: provide technical and operational support to [employee=s name] for all [name qualifying partner] activities; provide office space and administrative support to [employee=s name] while assigned to [name qualifying partner]; [list additional responsibilities].

d. [Name of DOC operating unit] agrees to perform the following additional responsibilities:  [list additional responsibilities].

V.  APPORTIONMENT OF COSTS

The salary of the detailed employee will be paid by the Department of Commerce. 

VI.  CONTACTS

The contacts of each party to this agreement are:

[Name of DOC contact]

[title of DOC contact]

[Address of DOC contact person]

phone:[phone number of DOC contact person]

fax : [fax number of DOC contact person]

E-mail: [E-mail address of DOC contact person]

[Name of other party=s contact person]

[title of other party=s contact person] 

[address of other party=s contact person] 

phone:[phone number of other party=s contact person]  

fax : [fax number of other party=s contact person] 

E-mail: [E-mail address of other party=s contact person]

The parties agree that if there is a change regarding the information in this section, the party making the change will notify the other party in writing of such change.

VII. PERIOD OF AGREEMENT AND MODIFICATION/TERMINATION

This agreement will become effective when signed by all parties. The agreement will terminate on [date][NOTE: the duration of any detail should not exceed 120 days, unless specific statutory authority provides for a longer duration], but may be amended at any time by mutual consent of the parties. Any party may terminate this agreement by providing ___ days written notice to the other party. This agreement is subject to the availability of funds.

IIX.  OTHER PROVISIONS

Should disagreement arise on the interpretation of the provisions of this agreement, or amendments and/or revisions thereto, that cannot be resolved at the operating level, the area(s) of disagreement shall be stated in writing by each party and presented to the other party for consideration. If agreement on interpretation is not reached within thirty days, the parties shall forward the written presentation of the disagreement to respective higher officials for appropriate resolution.

Under the Inspector General Act of 1978, as amended, 5 USC App. 3, a review of this agreement may be conducted at any time. The Inspector General of the Department of Commerce, or any of his or her duly authorized representatives, shall have access to any pertinent books, documents, papers and records of the parties to this agreement, whether written, printed, recorded, produced, or reproduced by any mechanical, magnetic or other process or medium, in order to make audits, inspections, excerpts, transcripts, or other examinations as authorized by law.

[The following paragraph is to be used only when the agreement is with another Federal Government partner: 

Nothing herein is intended to conflict with current Department of Commerce or [name of other agency] directives. If the terms of this agreement are inconsistent with existing directives of either of the agencies entering into this agreement, then those portions of this agreement which are determined to be inconsistent shall be invalid; but the remaining terms and conditions not affected by the inconsistency shall remain in full force and effect. At the first opportunity for review of the agreement, all necessary changes will be accomplished by either an amendment to this agreement or by entering into a new agreement, whichever is deemed expedient to the interest of both parties.] 

_______________________________  

[signature of person who has authority to commit to the agreement]

[typed name] 

[typed title]

[typed office at DOC] 

U.S. Department of Commerce

____________________

[signature of person who has authority to commit to the agreement] 

[typed name of partner=s organization] 

[address of partner]

_____________________

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Instruction 300-3: Detail and Intergovernmental Personnel Act (IPA) Assignments

Material transmitted:.

Department of Health and Human Services (HHS) Instruction 300-3, Details and Intergovernmental Personnel Act (IPA) Assignments, dated 01/18/2023.

HHS-69, Intergovernmental Personnel Act (IPA) Agreement, dated 01/2023

Material Superseded:

HHS Instruction 300-3, Details and Intergovernmental Personnel Act (IPA) Assignments, dated 07/22/2022

Background:

This policy updates HHS OpDiv/StaffDiv ethics responsibilities for details and IPA assignments and establishes a requirement to use form HHS-69, IPA Agreement (2023 or later), for all IPA assignments, extensions, or modifications to ensure IPA assignments meet federal laws and regulations, including the ethics and conflict of interest statutes and regulations.

This policy is effective immediately and must be carried out by OpDiv/StaffDiv HR Centers in accordance with applicable laws, regulations, collective bargaining agreements, and Departmental policy.

Dr. Kimberly A. Steide

W. Robert Leavitt Deputy Assistant Secretary for Human Resources Chief Human Capital Officer

300-3-00 SECTIONS

300-3-10 Purpose 300-3-20 Coverage and Exclusions 300-3-30 References 300-3-40 Definitions 300-3-50 Responsibilities 300-3-60  Employee Details 300-3-70 Intergovernmental Personnel Act (IPA) Assignments 300-3-80 Reimbursable and Non-reimbursable Agreements 300-3-90 Documentation and Accountability

300-3-10 Purpose

This Instruction implements the Department of Health and Human Services (Department or HHS) policy on employee details and Intergovernmental Personnel Act (IPA) assignments.

When provisions of this policy differ from changes in applicable law or regulation, the changes in law or regulation apply.

300-3-20 Coverage and Exclusions

  • Coverage . This Instruction covers employees defined under 5 U.S.C. §2105, except for those excluded below or otherwise excluded by the rules governing details and IPAs.
  • Officers in the uniformed service of the U.S. Public Health Service Commissioned Corp (42 U.S.C. §204, et seq. )
  • Political appointees are ineligible to serve on IPAs (i.e., Presidential Appointees with Senate confirmation (PAS), Presidential Appointees without Senate confirmation (PA), Non-career Senior Executive Service (NCSES), and Schedule C).
  • PAS and PA appointees are ineligible to serve on details. (NCSES and Schedule C details are covered under Section 300-3-60 .)
  • Employees of non-federal organizations who are assigned to HHS under contractual agreements, i.e., contractors.
  • The provisions of this Instruction pertaining to conditions of employment of bargaining unit employees are fully negotiable in accordance with 5 U.S.C. Chapter 71, and such actions require notification to labor organizations when impacted employees are bargaining unit employees. When the provisions of this Instruction differ from the requirements contained in applicable collective bargaining agreement(s), the collective bargaining agreement takes precedence for bargaining unit employees.

300-3-30 References

  • 2 United States Code (U.S.C.) §4301(i), Committee Staffs
  • 3 U.S.C. §112, Details of Employees of Executive Departments
  • 5 U.S.C. §7106, Management Rights
  • 5 U.S.C. §2105, Employee
  • 5 U.S.C. §3341, Details within Executive or Military Departments
  • 5 U.S.C. §3343, Details to International Organizations
  • 5 U.S.C. §3344, Details, Administrative Law Judges
  • 5 U.S.C. §§3371-3376, Assignments To and From States (IPA)
  • 31 U.S.C. §1301, Application (of appropriations) (i.e., the Purpose Statute)
  • 31 U.S.C. §1535, Agency Agreements (i.e., the Economy Act)
  • 31 U.S.C. §1536, Crediting Payments Between Executive Agencies (i.e., the Economy Act)
  • 42 U.S.C. §215, Detail of Public Health Service Personnel
  • 5 Code of Federal Regulations (CFR) §6.5, Assignment of Excepted Service Employees
  • 5 CFR Part 300, Subpart C, Detail of Employees
  • 5 CFR §317.903, Senior Executive Service (SES) Details
  • 5 CFR Part 334, Intergovernmental Personnel Act
  • 5 CFR §335.103, Agency Promotion Programs
  • 5 CFR §§352.301-306 and 314, Detail of Employees to International Organizations
  • Detail of Law Enforcement Agents to Congressional Committees , 12 Op. Office of Legal Counsel (O.L.C.) 184, 1988 WL 391014 (Sept. 13, 1988) (employee details to the Legislative Branch)
  • Reimbursement of the Internal Revenue Service for Investigative Services Provided to the Independent Counsel , 12 Op. O.L.C. 233, 1988 WL 391018 (Sept. 30 , 1988 ); see also Reimbursement for Detail of JAG Corps Personnel to US Attorney’s Office, 13 Op. O.L.C. 188, 1989 WL 595823 (June 27, 1989) (reimbursement for details)
  • OPM SES Desk Guide (details)
  • HHS Financial Management Directives and Guidance (interagency agreements)
  • HHS Travel Policy (payment of travel and transportation expenses)
  • Memo from HHS Deputy Assistant Secretary for Human Resources, Delegation of Human Resources Authorities , dated May 9, 2022.

300-3-40 Definitions

  • Agency . An Executive Department or Agency, as defined in 5 U.S.C. §§101 and 105 (i.e., HHS).
  • Days . Calendar days.
  • Detail . A temporary assignment to a different position for a specified period. A federal employee who is on detail continues to occupy their official position of record while on detail and continues to receive pay and federal benefits associated with their permanent position. At the expiration of a detail, federal employees return to their official position of record. See Section 300-3-60.
  • IPA . The Intergovernmental Personnel Act (IPA) allows for the temporary assignment via a detail or temporary appointment of personnel between the federal government and state and local governments, colleges and universities, Indian tribal governments, federally funded research and development centers, and other eligible organizations defined in 5 U.S.C. §3371 and 5 CFR Part 334. At the end of an IPA assignment, federal employees return to their official position of record or are reassigned to a position of like pay and grade (5 CFR §334.107(b)). See Section 300-3-70.
  • Administration for Strategic Preparedness and Response (ASPR);
  • Office of Global Affairs (OGA);
  • Agency for Healthcare Research and Quality (AHRQ);
  • Agency for Toxic Substances and Disease Registry (ATSDR);
  • Centers for Disease Control and Prevention (CDC);
  • Food and Drug Administration (FDA);
  • Health Resources and Services Administration (HRSA);
  • Indian Health Service (IHS);
  • National Institutes of Health (NIH); and
  • Substance Abuse and Mental Health Services Administration (SAMHSA).

300-3-50 Responsibilities

  • Immediate Office of the Secretary (IOS). HHS’ White House Liaison initiates details of Non- career SES and Schedule C political employees with OpDiv/StaffDiv HR Centers, adhering to the detail rules covered in this policy ( Section 300-3-60 ).
  • Establishes Department-wide HR policy and guidance consistent with HHS and OPM policy and guidance, and all applicable federal laws and regulations.
  • Submits for OPM approval requests to detail an excepted service employee to a competitive service position.
  • Submits for OPM approval requests for SES details exceeding 240 days if the detail is for either: a) A non-SES employee to an SES position that supervises other SES positions; or b) An SES employee to a position at the GS-15 or equivalent level or below.
  • Approves requests for details and extension of details to the White House and Congressional Committees, with the concurrence by the Assistant Secretary for Legislation, prior to the start date.
  • Submits for OPM approval a request of a federal employee to participate in the IPA program more than a total of six (6) years during their federal career.
  • Periodically reviews OpDiv/StaffDiv details and IPA assignments to assure conformance with HHS and OPM policy and guidance, and all applicable federal laws and regulations.
  • Reviews and gives concurrence/non-concurrence on detail and extension requests to Congressional Committees.
  • Notifies the Congressional Committee Chairman by letter of detail approvals.
  • Reviews and gives concurrence/non-concurrence on detail requests from an OpDiv/StaffDiv Head or written designee to international organizations.
  • Obtains concurrence by the HHS Secretary to request Secretary of State approval to extend a detail to an international organization beyond five (5) years, in cases where the extension is in the national interest. If the HHS Secretary concurs, submits request to the Department of State for approval.
  • Obtains Dept. of State approval for international organizations not currently on the Dept. of State’s approved organization list, at the request of the OpDiv/StaffDiv Human Resources Center.
  • Comply with this Instruction, any HHS and OPM policy and guidance, and all applicable federal laws and regulations.
  • Ensure internal guidance or standard operating procedures on details and IPA assignments adhere to this policy.
  • Work with their servicing organizations to ensure funds for details and IPA assignments are only used for purposes authorized by appropriation (i.e., appropriations of the loaning OpDiv/StaffDiv can only be used to support programs/activities that have been authorized thru appropriation by Congress). See Section 300-3-80.
  • Ensure signed agreements are in place prior to the effective date of details and IPAs in accordance with the requirements under Sections 300-3-60 and 300-3-70.
  • Work with their servicing ethics office(s) to ensure: a) detailees and IPA participants complete a financial disclosure report, as required; b) detailees and IPA participants are counseled prior to the effective date of the detail or IPA assignment on applicable ethics statutes and regulations, including the criminal conflict of interest statutes and Standards of Ethical Conduct for Employees of the Executive Branch; and for IPA assignments, c) the Deputy Ethics Counselor (DEC) or Ethics Coordinator (EC) of the servicing ethics office has certified, as required, that IPA participants have been so counseled and that there are no conflicts of interest with the duties and responsibilities of the proposed IPA assignment. See Sections 300-3-60 and 300-3-70.
  • Submit requests to [email protected] for OPM approval of details of certain excepted service employees to competitive service positions prior to the effective date. See Section 300-3-60.
  • Submit requests to [email protected] for OPM approval of SES details exceeding 240 days if the detail is for either: a) A non-SES employee to an SES position that supervises other SES positions; or b) An SES employee to a position at the GS-15 or equivalent level or below.
  • Submit detail and extension requests to the White House and Congressional Committees to [email protected] prior to the start date.
  • Submit requests to [email protected] for OPM approval of a federal employee to participate in the IPA program more than a total of (6) years during their federal career.

300-3-60 Employee Details

  • Management may utilize details to address emergency or temporary workforce needs; to offset temporary staffing or workload imbalances; or to address short-term special projects or studies, unless the law or regulation authorizing the detail specifies a different purpose (e.g., 42 U.S.C. §215). The decision to detail an HHS employee is discretionary and based on the ability of the employing OpDiv/StaffDiv to spare the employee’s services without detriment to the office’s work and without requiring it to hire additional staff. Details are not used to circumvent the competitive selection or classification process. For the Indian Health Service: Details are also not used to circumvent Indian Preference laws or regulations (25 U.S.C. §§5116, 5117 and 5129, and 42 CFR §§136.41-43). Input from the HHS employee should be considered before implementing a detail.
  • An employee may be detailed to a position with duties that are classified at a higher grade, a lower grade, or at the same grade level as the employee’s official position.
  • An employee is not required to meet time-in-grade or minimum qualification requirements of the position to which the employee is detailed, but must meet the education, licensure and certification requirements for the position to which detailed.
  • A detail may be to a position with unclassified duties, i.e., the duties to be performed on detail may or may not be duties described in an officially established position description (PD). A statement of duties must be prepared, prior to the detail, by the gaining office.
  • Employees remain in their official position of record while on detail including for the purposes of the computation of basic pay, promotion, retirement, benefits, bargaining unit status, compensation for injury or death, and military benefits. Service while on detail is credited for time-in-grade purposes at the grade of the position the employee officially holds.
  • An employee’s Fair Labor Standards Act (FLSA) exemption status may be affected when a detail exceeds 30 consecutive days and the temporary duties meet the criteria described in 5 CFR §551.211.
  • The employee’s permanent organization is responsible for ensuring the employee on detail receives appropriate consideration for promotions in their official position of record (5 CFR §335.103(b)(2)) and is kept informed of training opportunities.
  • Performance management and appraisal requirements must comply with HHS Instruction 430-1, Performance Management Appraisal Program, or HHS Instruction 430-6, SES Performance Management Program, as applicable.
  • All employees must meet the applicable personnel security requirements of the detail assignment prior to commencement of a detail.
  • Employees remain subject to applicable ethics statutes and regulations while on detail including: 18 U.S.C. §§ 201-227 – Criminal Conflicts of Interest; 5 U.S.C. app. – Ethics in Government Act of 1978; 5 U.S.C. §§ 7321-7326 and 5 C.F.R. Part 734 – Hatch Act and implementing Political Activities Regulation; 5 U.S.C. § 7342 – Foreign Gifts and Decorations Act; 5 U.S.C. § 7353 – Gifts to Federal Employees; 41 U.S.C. §§ 2101-2107 – Ethics provisions of the Procurement Integrity Act; 5 C.F.R. Part 735 – Employee Responsibilities and Conduct; 5 C.F.R. Part 2634 – Executive Branch Financial Disclosure and Related Requirements; 5 C.F.R. Part 2635 – Standards of Ethical Conduct for Employees of the Executive Branch; 5 C.F.R. Part 5501 – HHS Supplemental Standards of Ethical Conduct; and 5 C.F.R. Part 5502 – HHS Supplemental Financial Disclosure Reporting Requirements. The servicing ethics office of the employing OpDiv/StaffDiv is responsible for communicating these requirements to their employee. Questions should be directed to the servicing Deputy Ethics Counselor and/or Ethics Coordinator, a list of whom can be found at https://www.hhs.gov/about/agencies/ogc/contact-ogc/agency-deputy-ethics-counselors- and-ethics-coordinators/index.html.
  • Employees on detail remain subject to the provisions of 5 U.S.C. Chapter 73, which regulates employee suitability, security, and conduct, including restrictions on political activity, and agency standards of conduct regulations.
  • A detail ends upon the Not-To-Exceed (NTE) date documented on the Standard Form (SF) 50 or SF-52 unless an extension is approved. Requests for extending details must be made prior to the NTE date of the detail. See also Section 300-3-90, Documentation.
  • A detail may be terminated, at the discretion of the loaning or gaining organization, prior to the documented NTE date.
  • Employees return to their official position of record upon the detail’s NTE date or early termination of the detail.
  • Details within HHS must be reimbursable with few exceptions. For additional information, see Section 300-3-80, Reimbursable and Non-reimbursable Agreements.
  • Work Restriction. 5 U.S.C. §3341(a) does not allow an agency to detail employees who are required by law to be exclusively engaged in specific work. Accordingly, an HHS employee who is appointed by an authority that specifies the type of work to be performed cannot be detailed. This legal prohibition applies to all HHS employees, including politicals and employees appointed via a non-Title 5 hiring authority.
  • Details to a position at the same or lower grade level may be made without competition for up to 120 days and can be extended in no more than 120-day increments to meet the organizational needs of both the gaining and lending offices/divisions (5 U.S.C. §3341).
  • Details to a higher-graded position, or to a position with higher promotion potential , may be made without competition for up to 120 days. When computing the total time served on a detail, noncompetitive details to higher graded positions and noncompetitive time-limited promotions within the prior 12-month period count toward the 120-day total (5 CFR §335.103(c)(1)(ii)).
  • A detail more than 30 days but less than 120 days to a higher-graded supervisor or manager position should be rotated among eligible staff. Consideration should also be given to a time-limited promotion under 5 CFR §335.102(f).
  • Competitive service employees may be detailed to competitive service or excepted service positions.
  • Excepted service employees may be detailed to a position in the excepted service.
  • An excepted service employee hired via a Schedule A authority (i.e., a government-wide Schedule A authority under 5 CFR §213.3102 or an OpDiv/StaffDiv-specific Schedule A authority);
  • A Schedule B authority (under 5 CFR §213.3202);
  • A Schedule D authority (Pathways Programs under 5 CFR §213.3402(a-c)); or
  • A Veterans Recruitment Appointment (P.L. 107-288) may be detailed to a competitive service position without prior OPM approval.
  • Information on the excepted service position (appointment authority and employee’s position of record, including title, series, grade level, and organization);
  • Information on the competitive service position that will be filled (title, series, grade, and organization);
  • Purpose of the detail or the duties to be performed during the detail;
  • Reason why a competitive service employee cannot serve in the detail (e.g., special skills/competencies the excepted service employee will bring to the competitive service position); and
  • OpDiv/StaffDiv HR Director approval.
  • Details of an SES employee to a position classified at the SES-level may be made for up to 120 days and can be extended in no more than 120-day increments to meet the organizational needs of both the gaining and lending offices/divisions.
  • Details of an SES employee to unclassified duties may be made in no more than 120-day increments and cannot exceed 240 days. For details exceeding 240 days, the HR Center is required to determine if the unclassified duties are at the SES level. If at SES level, the HR Center must request an SES allocation at [email protected] to establish a SES position to continue the detail. If below the SES level, OPM approval is required for a detail extension to a position at the GS-15 or equivalent level or below (see (a)(v) immediately below for instructions).
  • An SES employee may not be detailed to a series of positions with unclassified duties, or a series of positions at the GS-15 or equivalent level, to ‘restart’ the 240-day clock.
  • Details of a non-SES employee to a SES position must be made in no more than 120-day increments and cannot exceed 240 days. Competitive procedures must be followed when the detail exceeds 240 days unless the employee is eligible for a noncompetitive career SES appointment (i.e., a SES Candidate Development Program graduate or a former SES Career employee with noncompetitive reinstatement eligibility). OpDiv/StaffDivs cannot intentionally create a break before 240 consecutive days to ‘restart’ the 240-day clock. Competition is not required to detail a different employee to the SES position.
  • OPM must approve details more than 240 days if the detail is either : a) A non-SES employee to an SES position that supervises other SES positions; or b) An SES employee to a position at the GS-15 or equivalent level or below. HR Centers must send such requests with the following information to [email protected]: a) A memorandum from the OpDiv/StaffDiv Head or written designee requesting extension and approval of the detail; b) A detailed written justification outlining the circumstances requiring the extension, including proposed number of days up to a maximum of 120 days; c) A written description of how the position’s duties have been performed since vacant and alternatives the OpDiv/StaffDiv considered before making the extension request; and d) The OpDiv/StaffDiv organization chart, and name and appointment type of the official who supervises the employee on detail.
  • Details of SES employees cannot be used to circumvent the advance notice requirements for SES reassignments, or the 120-day moratorium on involuntary reassignments following the appointment of a new HHS Secretary or non-career supervisor (PAS, PA, NCSES).
  • Any SES employee or non-SES employee may be detailed to a SES General position.
  • Only a Career SES employee or a career-type non-SES employee (i.e., a Competitive or Excepted Service employee in Tenure Group 1 or 2, see OPM.gov/Data Standards/Tenure for definitions) may be detailed to an SES Career Reserved position.
  • A Non-career SES (NCSES) employee cannot be detailed to a competitive service position.
  • An SES Limited Term employee can be detailed to a different SES General position if the duties of the SES General position will expire at the end of three (3) years or less;
  • An SES Limited Emergency employee may be detailed to a different SES General position to meet an urgent, unanticipated bona-fide need; and
  • SES Limited employees cannot be detailed to a position that does not meet the same conditions that supported OPM’s approval of the SES Limited Term or SES Limited Emergency allocation. This does not prevent temporary ‘acting’ assignments, i.e., the short-term absence of another executive. (OPM SES Desk Guide)
  • Administrative Law Judges may be detailed in accordance with the rules described under 5 U.S.C. §3344 and 5 CFR §930.207.
  • Details to other agencies must be reimbursable with few exceptions. For additional information, see Section 300-3-80, Reimbursable and Non-reimbursable Agreements.
  • OpDiv/StaffDiv Head or written designee may detail an employee to another federal agency with the agreement of the Secretary or organization head of the other agency when the detail supports the U.S. Government and appropriated funds are available.
  • Competitive and excepted service employees : a) Details to the same or lower grade may be made for up to 180 days and can be extended for periods that meet the organizational needs of both the gaining and lending agencies. b) Details to a higher-graded position, or to a position with higher promotion potential, can be made without competition for up to 120 days. When computing the total time served on a detail, all noncompetitive details to higher-graded positions and noncompetitive time-limited promotions within the prior 12-month period count toward the 120-day total (5 CFR §335.103(c)(1)(ii)). c) PHS employees detailed to other federal agencies via 42 U.S.C. §215 follow the rules in this Section under (C)(4) below.
  • SES employees : Details to a position classified at the SES-level may be made in no more than 120-day increments and can be extended for periods that meet the organizational needs of both the gaining and lending agencies. SES details are also limited by the rules described in this Section under (B)(4) above.
  • An OpDiv/StaffDiv Head or written designee may authorize the detail of eligible employees (defined in (2)(c)) only to international organizations approved by the Department of State, with the concurrence of the Office of Global Affairs (OGA) prior to the effective date of the detail. Requests are submitted to OGA by the servicing HR Center at os-oga-hhs- [email protected].
  • Eligible international organizations approved by Dept. of State for details under 5 CFR Part 352, Subpart C, are at: https://iocareers.state.gov/Main/Content/Page/approved- international-organizations. Requests to obtain Dept. of State approval for organizations not on approved list, must be submitted to OGA at [email protected].
  • Eligible Employees . All employees are eligible for international details except the employees listed under 5 CFR §352.305, i.e., a person serving on a temporary appointment; an SES employee on a non-career, limited emergency, or limited term appointment; a Presidential appointment; or a Schedule C appointment.
  • Employees may serve on details to international organizations for up to five (5) consecutive years. The Secretary of State, upon the recommendation of the HHS Secretary, may approve an extension up to three (3) additional years if the detail extension is in the national interest. Extension requests are submitted by the HR Center to OGA at [email protected] no later than three (3) months before the expiration of the current detail, and must include a justification why the extension request is needed; the extension request from the international organization; and the finance agreement between the OpDiv/StaffDiv and the international organization, see Section 300-3-80.
  • Employees cannot serve longer than a total of eight (8) years on international details (or combination of details and transfers) during their entire federal career. (Transfers to international organizations are covered by 5 CFR §§352.307-314 and HHS Instruction 301-1, Overseas Employment.)
  • Details to international organizations via 5 CFR Part 352, Subpart C, may be reimbursable or non-reimbursable, in accordance with 5 U.S.C. §3343(d-e) and Section 300-3-80.
  • The Dept. of State foreign country clearance requirements apply to all U.S. government employees working overseas. See HHS Instruction 301-1, Overseas Employment, for requirements or consult OGA at [email protected].
  • An OpDiv/StaffDiv Head or written designee may occasionally recommend one of their employees be detailed to an office listed in (3)(a) immediately above.
  • Details after the first 180 days must be reimbursable to the Department, except when the requirements described in Section 300-3-80(B)(5) are met.
  • When the employee is performing work that would otherwise by performed by WH staff, reimbursement for the salary of the HHS employee/detailee is required for any period occurring after the first 180 days after the employee is detailed during any fiscal year.
  • A detail to a WH office not listed in (3)(a) above who asserts it is not covered by 3 U.S.C. §112 and therefore not required to reimburse the employing OpDiv/StaffDiv is only permissible if the requirements described in Section 300-3-80(B)(5) are met.
  • Must be initiated by the Senate or House of Representatives, via the HHS Assistant Secretary for Legislation, by written invitation.
  • Require the written consent of the Committee on Rules and Administration of the Senate or the Committee on House Oversight of the House of Representatives prior to the effective date.
  • Must be carried out on a reimbursable basis ( Detail of Law Enforcement Agents to Congressional Committees , 12 Op. O.L.C. 184, 1988 WL 391014 (Sept. 13, 1988)).
  • Competitive and excepted service employees : a) Details to the same or lower grade may be made for up to 180 days and can be extended for periods that meet the organizational needs of both the WH or Congress and the employing HHS OpDiv/StaffDiv. b) Details to a higher-graded position, or to a position with higher promotion potential, can be made without competition for up to 120 days. When computing the total time served on a detail, all noncompetitive details to higher-graded positions and noncompetitive time-limited promotions within the prior 12-month period count toward the 120-day total (5 CFR §335.103(c)(1)(ii)). c) PHS employees detailed to Congressional committees via 42 U.S.C. §215 follow the rules in this Section under (C)(4) immediately below.
  • SES employees : Details to a position classified at the SES-level may be made in no more than 120-day increments and can be extended for periods that meet the organizational needs of both the WH or Congress and the employing HHS OpDiv/StaffDiv. SES details are additionally limited by the rules described in this Section under (B)(4) above.
  • Employee’s full name;
  • The WH or Congressional Committee Office;
  • Description of the duties that support HHS’ or the employing OpDiv/StaffDiv’s mission;
  • The proposed start date and duration of the detail;
  • A completed interagency agreement or MOU, as applicable (see Section 300-3-80 );
  • For Details to Congress (unless the detail is via 42 U.S.C. §215 explained in (C)(4) immediately below): A copy of the Congressional Committee’s written request for the employee’s services; and
  • For WH Offices who are not covered by 3 U.S.C. §112 : The statutory authority that explicitly authorizes the detail and explicitly says the WH office does not reimburse loaning agencies for details; or a description of the functions of the detail demonstrating the duties are directly related to the OpDiv/StaffDiv’s appropriations and the detail will assist the OpDiv/StaffDiv in accomplishing programs/activities authorized by appropriation.
  • Due to the substantial ethical concerns such details raise, recommendation and/or approval may be given only after a careful examination of the duties to be performed and consideration of any Departmental conflicts of interest that may arise from the detail assignment.
  • Another Executive Department, upon the request of that Department Head, to cooperate in or conduct work related to, the functions of the requesting Department or the PHS. See Section 300-3-40 , Definitions, or 5 U.S.C. §101.
  • State health or mental health authorities, upon the request of the State health authority, to assist the State, or a political subdivision of the State, in work related to the public health functions of the PHS. These details may only be made by the HHS Secretary or the Secretary’s designee, per 42 U.S.C. §§ 202, note and 215(b).
  • Congressional committees and non-profit educational, research, or other institutions engaged in health activities, for special studies of scientific problems and for the dissemination of information relating to public health. These details may only be made by the HHS Secretary or the Secretary’s designee, per 42 U.S.C. §§ 202, note and 215(c).
  • Approval . Details of PHS employees to the external organizations for the purposes described in (a) immediately above can be approved by the OpDiv/StaffDiv Head or written designee consistent with the Memo from HHS Deputy Assistant Secretary for Human Resources, Delegation of Human Resources Authorities , dated May 9, 2022. Due to the substantial ethical concerns such details raise, recommendation and/or approval may be given only after a careful examination of the public health duties to be performed and consideration of any Departmental conflicts of interest that may arise from the detail assignment. Approvals must be in writing and include the purpose of the detail, consistent with the requirements in this subsection (C)(4).
  • Competitive and excepted service employee details to a higher-graded federal position, or to a position with higher promotion potential, can be made without competition for up to 120 days. (This restriction applies to the Executive Department and Congressional committee details described in (a)(i) and (iii) above.) When computing the total time served on a detail, all noncompetitive details to higher-graded positions and noncompetitive time-limited promotions within the prior 12-month period count toward the 120-day total (5 CFR §335.103(c)(1)(ii)).
  • SES details are additionally limited by the rules described in this Section under (B)(4) above.
  • Details to an overseas location (see (g) below).
  • An OpDiv/StaffDiv Head or written designee may condition a detail to either (a)(ii) or (iii) above as reimbursable by the State, subdivision, or institution (42 U.S.C. §215(d)).
  • Salary and allowances of a PHS employee detailed to another Executive Department described in (a)(i) above are paid in accordance with 42 U.S.C. §215(a).
  • A PHS employee on a detail to either (a)(ii) or (iii) above is paid by PHS appropriations except when the employee is placed on leave without pay (LWOP), with the employee’s consent, and paid by the State, subdivision, or institution to which they are detailed (42 U.S.C. §215(d)). For Special Consultant employees appointed via 42 U.S.C. §209(f) , a LWOP arrangement may only be for a period NTE two (2) years but can be extended for additional periods NTE two (2) years each (42 CFR §22.5).
  • PHS employee details within HHS . 42 U.S.C §215 does not authorize details within HHS; therefore, details within HHS must follow the rules (including time limits, restrictions, and applicable OPM approvals to a competitive service position) in this Section under (B) above.
  • PHS employee details to the White House . Details to the WH are not authorized via 42 U.S.C. §215; therefore, WH details are made via 3 U.S.C. §112 and the rules described in this Section under (C)(3) above.
  • PHS employee details to International Organizations are made via 5 CFR Part 352, Subpart C, and the rules described in this Section under (C)(2) above. Overseas Location: Details to an overseas location of an Executive Department, state health authority, or institution described in (a) above can be made via 42 U.S.C. §215 and do not require Dept. of State organization approval. However, the Dept. of State foreign country clearance requirements apply to all U.S. government employees working overseas. Details to overseas locations additionally must adhere the other requirements in HHS Instruction 301-1, Overseas Employment, including tour of duty limits.
  • The general requirements for details in this Section (300-3-60(A)) and the rules for reimbursable and non-reimbursable agreements in Section 300-3-80 must be followed.
  • Pathways participants (with the exception of Intern NTE) may be detailed for one (1) to six (6) months in duration within their employing OpDiv/StaffDiv, or anywhere within HHS. Details do not need to be in same occupation in which the participant will likely convert; however, must be for the purposes of providing the participant with valuable knowledge, skills, and experiences; to broaden their perspective of the OpDiv/StaffDiv and/or HHS mission; and to aid in their retention. Such details may be used to give the participant knowledge, skills, or abilities in another area of the functional discipline of the participant’s occupation, or in another OpDiv/StaffDiv with similar occupations, for example.
  • Presidential Management Fellows (PMFs) may also be detailed to external organizations as part of their development, in accordance with 5 CFR §362.405(b)(4-5) and the rules described in HHS Instruction, 362-1, Pathways Programs.
  • All other employee rotational assignments (i.e., details) as part of a formal training or development program must follow the rules in this policy, unless the program is authorized by a law or regulation that specifies separate rules for such rotational assignments.

300-3-70 Intergovernmental Personnel Act (IPA) Assignments

  • The Intergovernmental Personnel Act (IPA) authorizes temporary assignments via detail or temporary appointment of permanent employees between the federal government and state and local governments, colleges and universities, Indian tribal governments, federally funded research and development centers and other eligible organizations (5 U.S.C. Chapter 33, Subchapter VI, and 5 CFR Part 334). The IPA program allows agencies to access expertise from outside the federal government and provide eligible federal employees with developmental opportunities.
  • IPA assignments are initiated by management and must be mutually beneficial to both the employing OpDiv/StaffDiv and the non-federal organization. Assignments are voluntary and must be agreed to by the employee. Each IPA assignment must be examined to ensure it supports the participating organizations’ mission. Cost sharing arrangements are negotiated between the two participating organizations adhering to the requirements in this Section and Section 300-3-80. The OpDiv/StaffDiv may agree to reimburse the non-federal organization for all, some, or none of the costs of the assignment. (Questions on miscellaneous expenses not covered in this policy should be directed to the HR Center’s servicing finance staff. See Section 300-3-80(G). )
  • Competitive Service Employees in Tenure Group 1 or 2;
  • Excepted Service Employees in Tenure Group 1 or 2 (including equivalent tenured non-Title 5 employees, and excluding Indefinite, time-limited, PA/PAS, and Schedule C excepted service appointments);
  • Career SES Employees (excludes Non-career, Limited Term or Limited Emergency SES); and
  • Individuals employed for at least 90 days in a career position with a State, local, or Indian tribal government, institution of higher education, or other eligible organization.
  • Eligible Organizations are State or local governments, colleges or universities, Indian tribal governments, or other organizations defined by 5 U.S.C. §3371 and described under 5 CFR §334.102. Organizations must be certified to participate in an IPA prior to assignment. HR Centers are responsible for verifying an organization’s eligibility and certifying the organization, if necessary, prior to the IPA assignment. Information listed under 5 CFR §334.103 is required from organizations requesting IPA certification. If an organization has previously been certified by a federal agency (or another OpDiv/StaffDiv), the certification is permanent. HR Centers may accept a copy of the federal agency’s or OpDiv/StaffDiv’s certification as proof of eligibility or require the organization to resubmit information to verify the organization still meets the criteria. The list of the National Science Foundation’s designated Federally Funded Research and Development Centers eligible for IPA participation can be found at NSF.gov.
  • Federal Employees : Detail. With the consent of the employee, IPA assignments may also be made by placing the employee on leave without pay.
  • Non-federal Employees : Detail or a temporary excepted service appointment.
  • Work schedule : IPA assignments may be intermittent, part-time, or full-time.
  • IPA assignments may be made for up to two (2) years and may be extended by the OpDiv/StaffDiv Head or written designee for an additional two (2) years when the extension benefits both organizations.
  • IPA assignments of federal employees to Indian tribes or tribal organizations (defined at 5 U.S.C. §3371(2)(C)) may be made for up to two (2) years and may be extended for any length of time by the OpDiv/StaffDiv Head or written designee when the continuation of the assignment will benefit both the OpDiv/StaffDiv and the Indian tribe or tribal organization. If the assigned employee fails to complete the period of assignment and there is another employee willing and available to do so, the OpDiv/StaffDiv Head or written designee may assign the employee to complete the period of assignment and execute an agreement with the tribal organization with respect to the replacement employee. The new agreement may provide for a different period of assignment as agreed to by both the OpDiv/StaffDiv and the tribal organization. (5 U.S.C. §3372(a))
  • OpDivs/StaffDivs cannot send or receive an individual on an IPA assignment if the individual has served four (4) continuous years on a single IPA assignment without at least a 12-month return to duty with his/her official employer. Consecutive IPA assignments without a break of at least 60 days is regarded as continuous service under IPA. (Assignments to Indian tribes or tribal organizations excluded.)
  • Federal employees are prohibited from participating on IPA assignment(s) for more than a total of six (6) years during their federal career. HR Center requests to waive this provision must be submitted to [email protected] for OPM approval, consistent with 5 CFR §334.104. (Assignments to Indian tribes or tribal organizations excluded.)
  • Federal employees on IPA assignments remain employees of HHS (i.e., their employing OpDiv/StaffDiv), occupying their official position of record, including for the purposes of the computation of basic pay, promotion, retirement, benefits, bargaining unit status, compensation for injury or death, and military benefits. Service while on an IPA assignment is credited for time-in-grade purposes at the grade of the position the employee officially holds. Employees are required to fulfill any mandatory training requirements while on assignment, and supervisors must consider employees for promotion (5 CFR §335.103(b)(2)). Employees return to their official position of record upon completion of assignment or are reassigned to a position of like pay and grade (5 CFR §334.107(b)).
  • The rate of pay for a federal employee assigned to a federally funded research and development center may not exceed the rate of pay the employee would be paid for continued service in his/her HHS official position of record (5 U.S.C. §3372(e)(1)).
  • Entitled to receive supplemental pay from their employing OpDiv/StaffDiv, if the state or local government rate of pay is less than the rate of pay the employee would have received had he/she not agreed to the IPA assignment. Supplemental pay is in amount equal to the difference between their official rate of pay and the state or local government rate (5 U.S.C. §3373(c)(1)); and
  • Entitled to the continuation of federal health and life insurance as long as the employee continues to make employee contributions; and are entitled to credit for the period of the IPA assignment toward federal retirement and unemployment compensation as specified under 5 U.S.C. §3373(c)(3), except as limited therein.
  • Rules on the election and receipt of benefits due to compensable injury or death are described under 5 U.S.C. §3373(d).
  • See also OPM Fact Sheet: Effect of Extended LWOP on Federal Benefits and Programs.
  • Non-federal employees may be detailed to competitive, excepted, or SES General positions.
  • Non-federal employees detailed to a classified position earn the basic rate of pay, including locality, equal to the salary of the classified position. If the detailee’s non- federal salary is less than the minimum rate of pay of the classified position, the OpDiv/StaffDiv must supplement their non-federal salary to make up the difference. Supplemental pay cannot be paid in advance or in a lump sum and is not conditional on completion of the assignment. Supplemental pay may be paid directly to the detailee or reimbursed to the non-federal organization.
  • Non-federal employees detailed to unclassified duties continue to be paid directly by their non-federal organization at a rate of pay based on the individual’s non-federal job.
  • Non-federal employees detailed under IPA may supervise a project and perform certain team lead duties (e.g., set due dates, identify resources, track progress and the completion of work, etc.,); however, they cannot perform supervisory or team lead functions that impact an employee (e.g., assign roles, participate in performance reviews, recommend awards, take disciplinary action, approve/disapprove leave requests or personnel actions, etc.). In addition, non-federal employees cannot perform the inherently governmental functions as discussed in Public Law 105-270, Section 5, and Office of Federal Procurement Policy Letter 11-01, Performance and Management of Inherently Governmental and Critical Functions , (76 FR 56227-01) (Sept. 12, 2011), including but not limited to serving as a manager or supervisor; implementing or administering grants, contracts, policies; directly exerting control over appropriated funds; or signing personnel actions.
  • Detailees generally have the same workweek and hours of duty as federal employees in the OpDiv/StaffDiv to which they are assigned unless the workweek of the permanent employees is shorter than the federal workweek by law or local ordinance. Detailees are eligible to telework and participate in alternate work schedule arrangements of the OpDiv/StaffDiv, consistent with HHS Instruction 990-1, Workplace Flexibilities.
  • Non-federal employees detailed to HHS can receive recognition through letters of appreciation or commendation but are not eligible for incentive awards (5 U.S.C. Chapter 45) or Quality Step Increases (QSI).
  • Non-federal employees who are placed on a temporary excepted appointment are considered temporary federal employees for the duration of the appointment and must meet the OPM qualification requirements for the series and grade of the position they are appointed to.
  • Typically, a non-federal employee is appointed at the minimum rate of the grade being filled; however, if an OpDiv/StaffDiv wants to pay an advanced step rate for a position at GS-11 through GS-15 based on superior qualifications, it may do so in accordance with HHS Instruction 531-1, Setting Pay Based on Superior Qualifications or Special Needs.
  • Non-federal employees who are placed on temporary appointments are entitled to cost- of-living allowances and other pay differentials (5 CFR Part 550); are eligible for incentive awards (5 U.S.C. Chapter 45); and earn leave in the same manner as other federal employees.
  • Eligibility for within-grade increases (WGI) is dependent on the length of appointment; however, employees appointed to successive temporary appointments of one (1) year or less are not eligible for a WGI, even if the time under successive temporary appointments exceeds one (1) year.
  • Non-federal employees appointed to a temporary appointment are not eligible to enroll in the Federal Employees Health Benefits program unless their federal appointment results in the loss of coverage under the non-federal health benefits system (5 U.S.C. §3374).
  • Non-federal employees placed on temporary appointments under IPA are not covered by any retirement system for federal employees, or by the Federal Employee Group Life Insurance Program.
  • A non-federal employee placed on a temporary excepted service appointment under IPA may supervise HHS employees.
  • Consult 5 U.S.C. §3374 for information on compensation for personal injury while on duty; death benefits; and for instances where a state or local government fails to continue employer contributions to retirement or benefit plans.
  • Citizenship Requirement. The Consolidated Appropriations Act (i.e., the annual federal budget) prohibits federal agencies from compensating individuals who are not U.S. citizens or nationals for any federal position within the U.S., unless the agency has a statutory exemption to the ban. HHS does not have an exemption to compensate non-U.S. citizens in temporary appointments under IPA. OpDivs/StaffDivs who are considering appointing a non-U.S. citizen without pay to a temporary excepted service appointment under IPA or detailing a non-U.S. citizen to a federal position under IPA should consult the Office of the General Counsel prior to the effective date of the IPA assignment to ensure the action and any related payments are legally supportable with the Appropriations Act.
  • Prior to the effective date of an IPA assignment, the assigned employee and the employing OpDiv/StaffDiv, the State or local government, Indian tribal government, institution of higher education, or other eligible organization must sign an IPA agreement listing the conditions and obligations of both parties (5 CFR §334.106).
  • If the IPA assignment is reimbursable, a finance agreement must also be completed following the requirements in Section 300-3-80 of this policy.
  • Form HHS-69, IPA Agreement (2023 or later), must be completed for all HHS IPA assignments, extensions, or modifications. The form contains the information required by OPM for IPA assignments and by the HHS Designated Agency Ethics Official to ensure proposed assignments will not violate conflict of interest statutes. HHS-69 can be found on HHS Intranet Forms and must be completed and signed by all parties listed on the form prior to the effective date of the IPA assignment.
  • IPA agreements must be modified if there are significant changes to the agreement during the assignment (e.g., changes to employee's duties, responsibilities, salary, work assignment location, supervisory relationships, etc.). The servicing Deputy Ethics Counselor (DEC) or Ethics Coordinator (EC) must be consulted prior to implementing changes to the duties and responsibilities of an IPA assignment to ensure there are no conflicts of interest. A list of DECs and ECs can be found at https://www.hhs.gov/about/agencies/ogc/contact-ogc/agency-deputy- ethics-counselors-and-ethics-coordinators/index.html.
  • Federal employees participating on an IPA assignment must agree to serve at HHS upon completion of the assignment for a period equal to the length of the IPA assignment. Employees are required to reimburse their employing OpDiv/StaffDiv for the cost of the assignment (not including salary and benefits) if the employee does not fulfill this agreement. The OpDiv/StaffDiv Head or written designee may waive this reimbursement requirement and reason(s) must be documented. (5 U.S.C. §3372 and 5 CFR §334.105)
  • All individuals on an IPA assignment, whether assigned to HHS or to a non-federal organization, are subject to applicable ethics statutes and regulations including: 18 U.S.C. §§ 201-227 – Criminal Conflicts of Interest; 5 U.S.C. app. – Ethics in Government Act of 1978; 5 U.S.C. §§ 7321-7326 and 5 C.F.R. Part 734 – Hatch Act and implementing Political Activities Regulation; 5 U.S.C. § 7342 – Foreign Gifts and Decorations Act; 5 U.S.C. § 7353 – Gifts to Federal Employees; 41 U.S.C. §§ 2101-2107 – Ethics provisions of the Procurement Integrity Act; 5 C.F.R. Part 735 – Employee Responsibilities and Conduct; 5 C.F.R. Part 2634 – Executive Branch Financial Disclosure and Related Requirements; 5 C.F.R. Part 2635 – Standards of Ethical Conduct for Employees of the Executive Branch; 5 C.F.R. Part   5501 – HHS Supplemental Standards of Ethical Conduct; and 5 C.F.R. Part 5502 – HHS Supplemental Financial Disclosure Reporting Requirements. IPA assignees are responsible for notifying their employing OpDiv/StaffDiv of any additional Government work they are engaged in or become engaged in during the assignment (e.g., detail with another federal agency, service on a federal advisory committee (FACA), volunteer work at another federal agency, etc.), and for obtaining any requisite approvals or waivers before engaging in such additional work. The servicing ethics office of the employing OpDiv/StaffDiv is responsible for communicating these requirements to the IPA assignee. (This information is covered on form HHS-69, IPA Agreement. )
  • Non-federal employees on assignment to the federal government are subject to the provisions of 5 U.S.C. Chapter 73, which regulates employee suitability, security, and conduct, including restrictions on political activity, and agency standards of conduct regulations.
  • HR Centers must consult/work with their finance, personnel security, ethics and labor and employee relations staff, and the Office of the General Counsel to implement an IPA agreement, including ensuring the servicing ethics office provides counseling on applicable ethics statutes and regulations and assigns a financial disclosure report for completion by an assignee to HHS, as required.
  • An IPA assignment may be terminated at any time at the request of HHS or the non-federal organization. Where possible, the party requesting termination should provide a 30-day advance written notice to the other parties of the agreement.

300-3-80 Reimbursable and Non-reimbursable Agreements

  • Funds for details and IPA assignments can only be used for purposes authorized by appropriation, i.e., the appropriations of the loaning OpDiv/StaffDiv can only be used to support programs/activities that have been authorized thru appropriation by Congress (31 U.S.C. §1301(a)).
  • Details within HHS must be reimbursable. Exceptions to this rule are (5)(a) or (b) immediately below.
  • Details to another agency must be reimbursable. Exceptions to this rule are (5)(a) and (b) immediately below. See Section 300-1-40 for agency definition.
  • Details to Congressional committees under 2 U.S.C. §4301(f) must be reimbursable ( Detail of Law Enforcement Agents to Congressional Committees , 12 Op. O.L.C. 184, 1988 WL 391014 (Sept. 13, 1988)), see Section 300-3-60(C)(3). No exceptions.
  • Details after the first 180 days must be reimbursable to the Department, except when the requirements in (5)(b) immediately below are met.
  • A detail to a WH office not listed in (4) immediately above who asserts it is not covered by 3 U.S.C. §112 and therefore not required to reimburse the employing OpDiv/StaffDiv is only permissible if the requirements described in (5)(b) immediately below are met.
  • Details to international organizations via 5 CFR Part 352, Subpart C, may be reimbursable or non-reimbursable (5 U.S.C. §3343(d-e)).
  • PHS employee details to the external organizations listed in Section 300-3-60(C)(4) may be reimbursable or non-reimbursable (42 U.S.C. §215). For additional Title 42 reimbursement requirements, see Section 300-3-60(C)(4)(d). OR
  • The functions of the detail are related to the loaning agency’s/division’s appropriations and the detail will assist the loaning agency/division in accomplishing programs/activities authorized by appropriation. ( Reimbursement of the Internal Revenue Service for Investigative Services Provided to the Independent Counsel , 12 Op. O.L.C. 233, 1988 WL 391018 (Sept. 30 , 1988 ); see also Reimbursement for Detail of JAG Corps Personnel to US Attorney’s Office, 13 Op. O.L.C. 188, 1989 WL 595823 (June 27, 1989))
  • Cost sharing arrangements are negotiated between the two participating organizations following the requirements in this Section and Section 300-3-70. The OpDiv/StaffDiv may agree to reimburse the non-federal organization for all, some, or none of the costs of the assignment. (Questions on miscellaneous expenses not covered in this policy should be directed to the HR Center’s servicing finance staff. See (G) below.)
  • Pay, travel and transportation expenses for federal employees on an IPA assignment to state or local governments may be reimbursable or non-reimbursable (5 U.S.C. §3373(b)).
  • Travel and transportation expenses for individuals on an IPA assignment from federal, state, or local governments may be reimbursable or non-reimbursable (5 U.S.C. §3375).
  • Payment of travel and transportation expenses is made consistent with the HHS Travel Policy.
  • A federal employee may not receive pay in addition to the pay of their official position of record for performing the duties of another position (5 U.S.C. §5535(b)).
  • Required Finance Agreement for Reimbursable Details and IPA Assignments . Inter or Intra Agency Agreements (IAA) are either between two federal agencies (inter-agency) or two HHS OpDiv/StaffDivs (intra-agency). IAAs describe the services to be performed; identify the legal authority to transfer funds from one appropriation to another; and must be executed and recorded prior to the start of the detail or IPA assignment in accordance with HHS Financial Management   Directives and Guidance (FMD&G), Chapter 2 Interagency Agreement, using the Department of Treasury forms required by the FMD&G.
  • OpDiv/StaffDiv HR Centers should consult their division’s servicing finance staff on executing IAAs; how to document financial agreements with non-federal organizations ; and any questions on payment of expenses not covered in this policy. The legal and regulatory requirements covered in this policy regarding reimbursable and non-reimbursable expenses take precedence when there is a conflict with ASFR policy decisions. Per the FMD&G, HR Centers should notify their servicing finance officer of any such policy conflicts.
  • Non-reimbursable Agreements . Participating organizations should execute a MOU for non- reimbursable details to document the terms of the detail. MOU examples can be found on OPM.gov. Non-reimbursable IPAs are documented via the IPA agreement, see Section 300-3-70.
  • IPA Assignment : The service requirement is included on the IPA agreement, see Section 300-3-70, Required IPA Agreement.
  • Non-Reimbursable Detail (outside of IPA) : A service requirement, if applicable, is documented on a Memorandum of Understanding (MOU), see H. immediately above.
  • Reimbursable Details (outside of IPA) : HR Centers should consult their servicing finance office on how to document a service requirement, e.g., whether to include the requirement on the IAA, attach the service agreement to the IAA, etc.

300-3-90 Documentation and Accountability

  • Chapter 11, Excepted Service Appointments . Temporary appointment of non-federal employees under IPA (5 U.S.C. §3374).
  • Chapter 14, Details . A SF-50 or SF-52 is used, depending on type of action, and retained on the permanent side of the employee’s official personnel folder. In cases where the GPPA says no documentation is required, a SF-52 is used consistent with 5 U.S.C. §3341 which requires details to be documented in writing and approved by an agency official. 42 U.S.C. §215 is cited as the legal authority for details of PHS personnel to external organizations listed in Section 300-3-60(C)(4).
  • Chapter 15, Placement on Non-Pay or Non-Duty Status . LWOP actions.
  • Special Government Employees .   Remark code E21 should be used for individuals who are designated special government employees (SGE) as defined under 18 U.S.C. §202. Questions regarding the SGE ethics designation should be directed to an OpDiv/StaffDiv’s servicing ethics office. A list of servicing Deputy Ethics Counselors and Ethics Coordinators can be found at https://www.hhs.gov/about/agencies/ogc/contact-ogc/agency-deputy-ethics-counselors-and-   ethics-coordinators/index.html.
  • Records, including IPA agreements (and any modifications), proof of IPA organization eligibility, financial agreements, and all documentation sufficient for third party reconstruction purposes, must be retained for a total of three (3) full years after completion of the detail or IPA assignment in accordance with this Instruction and 5 CFR §334.106(b). Records involved in litigation and grievance processes may be destroyed only after official notification is received from OPM, Department of Justice, courts, the Office of the General Counsel, etc. that the matter has been fully litigated, or resolved, and closed.
  • ASA/OHR Policy and Accountability Division (PAD) or OPM may conduct accountability reviews to ensure compliance with this Instruction, HHS and OPM policy and guidance, and all applicable federal laws and regulations.

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1 year non reimbursable assignment

IRS Letter Explains How One-Year Rule Affects Exclusion of Travel Reimbursements

EBIA   

May 30, 2019 · 5 minute read

IRS Information Letter 2019-0003 (Dec. 21, 2018)

Available at  https://www.irs.gov/pub/irs-wd/19-0003.pdf

The IRS has released an information letter explaining the statutory one-year rule that determines when a work assignment ceases to be temporary for purposes of travel deductions and the income exclusion for travel expense reimbursements. Generally, travel reimbursements are excludable if they would be deductible as ordinary and necessary business expenses under Code § 162(a). Travel expenses are deductible under that Code provision only if the taxpayer is traveling “away from home” in the pursuit of a trade or business. A taxpayer is not considered away from home, however, if the assignment exceeds one year. The information letter responds to a request for a waiver or other action allowing certain employees and contractors to treat per diem reimbursements as nontaxable travel reimbursements. The letter suggests that the reimbursements at issue were treated as taxable income because they did not meet the one-year rule.

The letter explains that a taxpayer’s tax home is generally the taxpayer’s regular or principal place of business. If an employee is assigned to a different location, and the assignment is realistically expected to last—and does last—for one year or less, the assignment is considered temporary. If the assignment is expected to last longer than a year, it is not temporary regardless of its actual length. And if the assignment is expected to be shorter, but that expectation changes, the assignment ceases to be temporary when the expectation changes. When the assignment ceases to be temporary, the new location becomes the taxpayer’s tax home, and travel expenses incurred at that location are no longer deductible. Because the one-year rule is statutory, the IRS has no authority to waive it.

EBIA Comment: The one-year rule took effect in 1993, but employees continue to be surprised and confused by it (e.g., see our Checkpoint article ). There may also be confusion as to how travel expense reimbursements can still be excludable despite most employees’ inability to claim a deduction for unreimbursed travel expenses. Employee travel expense deductions are miscellaneous itemized deductions, and the Tax Cuts and Jobs Act (TCJA) suspended miscellaneous itemized deductions for most employees for tax years after 2017 and before 2026. (The suspension does not affect Armed Forces reservists, qualified performing artists, fee-basis state or local government officials, and employees with disabilities who have impairment-related work expenses. It also has no effect on contractors, whose travel expense deductions are not considered miscellaneous itemized deductions.) But that suspension does not prevent employers from providing excludable business travel expense reimbursements (see our Checkpoint article ). Employers that do not intend to gross up taxable reimbursements should consider educating their employees about the one-year rule (and the current lack of a deduction to partially offset loss of the exclusion) at the start of any assignment that could last more than a year. For more information, see EBIA’s Fringe Benefits manual at Sections II.E (“Employee Business Expense Reimbursements”) and XXI (“Travel Expense Reimbursements”).

Contributing Editors: EBIA Staff.

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370.300.8 - Details and Temporary Assignments

OPR: Office of Personnel

1. Purpose.  This chapter describes U. S. Geological Survey (USGS) policy and procedural guidelines for processing details and temporary reassignments. Unless otherwise noted, these requirements relate only to permanent and temporary employees in the competitive or excepted service within the Department of the Interior (DOI) serving in, detailed to, or temporarily reassigned to competitive service positions regardless of pay system (i.e., General Schedule (GS), General Manager (GM), Wage Grade (WG), etc.).

2. Authority.  5 CFR Chapter 300.301, Subpart C, states that an agency may detail an employee in the competitive service to a position in either the competitive or excepted service; an agency may detail an employee in the excepted service to a position in the excepted service; and an agency may detail an excepted service employee serving under Schedule A, Schedule B, or the Veterans Readjustment Act, to a position in the competitive service. Any other detail of an employee in the excepted service to a position in the competitive service may be made only with the prior approval of the Office of Personnel Management (OPM) or under a delegated agreement between the agency and OPM.

3. Policy.  It is the policy of the USGS to meet the temporary manpower needs of the bureau through the use of details and temporary reassignments. Details and temporary reassignments are intended for meeting temporary needs of the agency’s work program when necessary services cannot be provided by other means. Details and temporary reassignments can be used in situations such as temporary shortage of employees or in emergency work situations. However, details and temporary reassignments will be limited to the shortest possible duration, will be used only when no other practical means are available, and will not be used to circumvent established OPM, departmental, or bureau rules and regulations. Except for brief periods, employees should not be detailed to perform work of a permanent nature or a higher grade unless there are compelling reasons for doing so.

4. Responsibilities.

A.  Management officials, supervisors, and administrative officers  are responsible for the timely initiation of documentation for details and temporary reassignments as required in this chapter. In addition, it is the responsibility of these officials to ensure that details and temporary reassignments:

(1) Do not compromise open competitive principles of the USGS merit promotion plan.

(2) Are not used to circumvent the use of a more appropriate personnel action to obtain necessary employee services.

(3) Are kept to the shortest possible duration.

B.  The individual who serves as the rating official for the position to which an employee is detailed or temporarily reassigned  must provide a written Employee Work Plan (performance standards and elements) to the employee within 30 days provided the assignment is within the Department of the Interior and is expected to last 90 days or more.

C.  Servicing personnel officials  are responsible for:

(1) Advising managers, supervisors, and employees of the conditions and requirements under which details and temporary reassignments may be made.

(2) Assuring compliance with all OPM, DOI and bureau policy and procedural requirements applicable to the detail or temporary reassignment of employees.

5. Definitions.

A. A  detail  is a temporary assignment of an employee to a classified position (i.e., established position) or statement of duties (i.e., unestablished position) for a specified period. During the detail, an employee continues to encumber and receive the salary and entitlements of the position from which detailed (i.e., the official position of record). At the end of the detail, the employee returns to the official position of record.

B. A  temporary reassignment  is an assignment to another classified position, at the same grade and step or, if applicable, rate above the maximum step of the grade currently held, for a specified period. At the end of the temporary reassignment, the employee returns to the position from which temporarily reassigned or to a position of comparable status, tenure, and pay.

C. A  competitive position  is one that is not specifically excepted from the competitive service by statute or regulation. In the USGS, this includes most general schedule and wage grade positions.

D. An  excepted position  is one that is specifically excluded from the competitive service. This includes some GS positions and positions in the GG (grade similar to general schedule) and Foreign Compensation (FC) pay systems.

6. Approval of Details and Temporary Reassignments.  All details and temporary reassignments require management approval according to the delegated authorities of the organization and, in some instances, approval of the Servicing Personnel Officer prior to effecting the action. (See  Survey Manual, Part 205.1, Appendix B - USGS Delegations of Personnel Management Authority  and  Appendix D - Delegation of Authority – Details , which specify the USGS, departmental, and OPM approval requirements and authorities.)

7. Uses of Details and Temporary Reassignments.

A.  Details

(1) Details may be made to either established (classified position descriptions) or unestablished (unclassified statement of duties) positions under the following circumstances:

(a) To meet emergencies, excessive workload of limited duration, shortage of personnel, special projects, or studies that are short-term or temporary in nature, changes in mission or organization, or unanticipated employee absence for an extended period of time.

(b) To provide the necessary time for management to officially document new work assignments, rewrite position descriptions and classify new positions, or obtain employee security clearances.

(c) To provide for short-term training, orientation, or other developmental purposes.

(2) An employee may not be detailed to a position in a different line of work or geographical location for at least 90 days after the latest nontemporary competitive appointment or conversion from an OPM register, except for an emergency detail of 30 days or less.

(3) For detail actions to classified or unclassified positions at the same or lower grade level, the supervisor of the work to be performed is responsible for determining whether the employee is fully able to perform the duties of the position. When the detail action is to an occupational series for which OPM has established minimum educational requirements, and/or to a position for which there is a licensure or certification requirement, the servicing personnel office must verify that the employee meets the minimum educational, licensure, and/or certification requirements.

(4) In computing time limitations for detail actions, service under details of less than 120 calendar days in the same or similar position or duties will be counted when the proposed action represents an immediate continuation of an undocumented detail.

(5) A detail to a higher-graded position or to a position with greater promotion potential for a cumulative period of more than 120 days must be made under merit promotion procedures (see SM 370.335). In computing the 120-day period, service performed during the preceding 12-month period under noncompetitive time-limited promotions, noncompetitive details to higher-graded positions, and noncompetitive temporary reassignments and details to positions with greater promotion potential is counted.

(6) An employee serving on a temporary appointment may be detailed to a position that meets the criteria for temporary employment. An employee serving on a term appointment may be detailed, within the time limit of their appointment, only to a position appropriate for term employment.

B.  Temporary Reassignments.

(1) Temporary reassignments may be made only to classified positions and will normally be for periods of 1 year or less. Requests for temporary reassignments must be documented to support the need for a temporary rather than permanent reassignment. Temporary reassignments will only be approved for those situations in which no other personnel action is appropriate and under the following conditions:

(a) To lend particular expertise to the completion of a project assignment of extended duration.

(b) To conduct in-house special assignments on behalf of another bureau or agency.

(c) To provide full-time services on a task force or special committee of unspecified duration.

(d) To provide for long-term training as part of an established promotion or career development program.

(e) To backfill positions that are being vacated for extended periods of time (i.e., leave of absence approved for up to 1 year).

(2) An employee who is temporarily reassigned to a position with a different pay plan assumes the pay plan and entitlements of that position, i.e., from GS to WG.

(3) To be eligible for a temporary reassignment, the employee must meet established OPM qualification standards for the position.

(4) Temporary reassignments to positions with greater promotion potential may be made noncompetitively for a maximum cumulative period of 120 days during any consecutive 12-month period. Temporary reassignment of an employee for a cumulative period of more than 120 days to a position with greater promotion potential, must be made under merit promotion procedures. In computing the 120-day period, service during the preceding 12-month period under noncompetitive temporary promotions, noncompetitive details to higher graded positions, and noncompetitive temporary reassignments and details to positions with greater promotion potential is counted.

(5) A temporary reassignment to a position with greater promotion potential may be made permanent provided the reassignment was originally made under merit promotion procedures and the merit promotion announcement stated that the temporary reassignment may be made permanent without further competition or if it meets the requirements of exceptions to competition as outlined in 5 CFR 335 and internal merit promotion procedures.

8. Documentation and Procedural Requirements.

A.  Requirements for documenting details and temporary reassignments.

(1) The automated request for personnel action (SF-52) is required to document:

(a) All details to organizations outside of the USGS.

(b) Details of 30 calendar days or more to a higher graded position or positions with greater promotion potential than the official position of record.

(c) All other details of 120 days or more except as indicated in SM 370.300.8.A(3).

(d) All temporary reassignments.

(2) Written documentation.

(a) Details.

(i) A statement of duties or position description is required to document all details to international organizations regardless of the length of the detail or whether or not the detail is made on a reimbursable basis.

(ii) A position description is required to document all details of 30 calendar days or more to a higher graded position or positions with greater promotion potential than the official position of record.

(iii) A statement of duties or position description is required to document all other details of 120 days or more except as indicated in SM 370.300.8.A(3).

(b) Temporary Reassignments.

(i) A position description is required for all temporary reassignments.

(ii) A written justification is required documenting the purpose of the temporary reassignment.

(iii) A statement of understanding is required for a temporary reassignment.

(3) SF-52 documentation is not required when an employee is detailed to perform duties of an identical position or a position of the same grade, series, and basic duties as the position to which regularly assigned.

(4) In situations where SF-52 documentation is not required for a detail action, management should prepare a memorandum to the record to recognize and credit employee service. The memorandum should contain a brief description of the duties and the duration of the detail. In this way, an accurate determination can be made regarding: documentation requirements for subsequent detail actions (e.g., extension of the detail); qualification requirements for other positions; and performance appraisal requirements for a detail which exceeds 120 days. This documentation should be forwarded to the servicing personnel office for filing on the left side of the employee's Official Personnel Folder (OPF).

(5) Details must be documented in increments of 120 days or less.

(6) Temporary Reassignments must be documented for the expected duration of the assignment.

B.  Procedures for documenting details and temporary reassignments.

(1) The gaining office to which an employee is detailed or temporarily reassigned is responsible for:

(a) Initiating an automated SF-52 to obtain necessary concurrences and management approvals and routing the request to the servicing personnel office having jurisdiction over the position to which the employee is being detailed or temporarily reassigned. For a detail, a position description for an established position or a statement of duties for an unestablished position and a justification for the detail must be forwarded to the servicing personnel office when the automated SF-52 is initiated. For a temporary reassignment, a position description and a justification to support the temporary nature of the action must be forwarded to the servicing personnel office when the automated SF-52 is initiated.

(b) Requesting an extension of the detail or temporary reassignment well in advance of the expiration date to ensure adequate time for obtaining required approvals for processing the personnel action.

(c) Requesting that the employee's official office of record initiates the termination of detail or temporary reassignment action well in advance of the expiration date to ensure adequate time for obtaining required approvals for processing the personnel action.

(d) Providing time and attendance information for employees on detail to the office responsible for maintaining these records.

(2) The Servicing Personnel Office is responsible for:

(a) Processing all personnel actions (SF-52, SF-50) relating to details and temporary reassignments to positions within their delegated servicing responsibility.

(b) Preparing and sending all departmental preclearance correspondence to DOI for approval of detail or temporary reassignment actions requiring higher-level approval.

(c) Preparing and sending all preclearance correspondence to the Bureau Personnel Officer for approval of details/transfers to international organizations.

(d) Processing all personnel actions (SF-52, SF-50) relating to details/transfers to international organizations for employees assigned under their delegated appointing authority. (Also see “c” above.)

(e) Processing all termination actions (SF-52 and SF-50) relating to details and temporary reassignments for employees permanently assigned under their delegated appointing authority.

(f) Forwarding all required documentation relating to details and temporary reassignments to the servicing personnel office that maintains the employee's OPF.

(3) The Headquarters Personnel Office is responsible for:

(a) Processing personnel actions (SF 52, SF-50) for all details and temporary reassignments relating to Senior Executive Service (SES), Senior Level (SL), Scientific and Professional (ST), and Schedule C positions, and all details to FC (Agency for International Development) - grade positions overseas.

(b) Preparing and sending all DOI preclearance correspondence to DOI for approval of detail or temporary reassignment actions relating to SES, SL, ST, and Schedule C positions.

9. Reimbursable and Non-reimbursable Details.  All intra-agency and interagency details must be made on a reimbursable basis unless a nonreimbursable detail is specifically authorized by statute (64 CG 370, March 20, 1985). Under conditions in which a reimbursable detail is not required, the intra-agency or interagency organization officials with delegated authority to approve the detail decide whether the detail should be reimbursable or nonreimbursable.

Department of Homeland Security - Agency Wide

Intelligence Analyst

This assignment is a 1-year non-reimbursable assignment.

This assignment is within Immigration and Customs Enforcement - Homeland Security Investigations

We encourage you to read the entire announcement prior to submitting your application.

Position Title : Intelligence Analyst

This is not a Virtual / Remote JDA

Series : Requested : 0132

Security Clearance : TS / SCI

Assignment Location : Scottsdale, AZ and / or Tucson, AZ

Majority of work will be expected to be performed within the SCIF environment under the direction of a Supervisory Criminal Analyst (GS-0132).

ICE has more than 20,000 employees in more than 400 offices in the United States as well as 47 foreign countries around the world.

Department of Homeland Security - Agency Wide-logo

Homeland Security InvestigationsWe encourage you to read the entire announcement prior to submitting your application.Position Title. Intelligence AnalystThis is not a Virtual Remote JDASeries..

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Part 6. Human Resources Management

Chapter 334. 4 temporary assignments under the intergovernmental personnel act (ipa), section 1. temporary assignments under the intergovernmental personnel act (ipa), 6.334.1 temporary assignments under the intergovernmental personnel act (ipa), overview of temporary assignments under the intergovernmental personnel act (ipa).

This IRM provides guidance and requirements for temporary assignments under the Intergovernmental Personnel Act (IPA) in the IRS. The legal authority for assignments under the IPA is 5 USC § 3371 through 3376; the regulation is in 5 CFR Part 334. Additional information can be found on the Office of Personnel Management (OPM) website at: http://www.opm.gov/ .

One of many employment programs used by the IRS to achieve its mission within and outside the Service is the IPA Mobility Program assignment. The Intergovernmental Personnel Act of 1970 authorized this temporary assignment through the Federal system to strengthen the personnel resources of state and local governments and others and to enhance intergovernmental cooperation in the administration of programs of mutual interest.

The IRS provides technical advice and assistance in tax administration or areas of mutual concern and benefit to states, local governments, commonwealths, territories, U.S. possessions, institutions of higher education, and other organizations in accordance with the IPA of 1970, Title IV (Pub. L. No. 91-648, dated January 5, 1971), commonly referred to as IPA, and IRC § 7516 of 1954, as amended. Technical advice and assistance to IRS from the above entities may also be provided under IPA regulations. Assignments may vary from a few weeks to a period of two years.

The IPA provides for the temporary assignment of personnel between the Federal government and state and local governments for work of mutual concern and benefit. Delegation Order No. 122 outlines the approving officials ( IRM 1.2.45, Delegation of Authority for Human Resource Management Actions).

The IPA provides that cost-sharing arrangements for mobility assignments are negotiable between the participating governments or organizations. To ensure that Federal and non-Federal organizations share equitably in the costs associated with assignments, OPM guidelines state that cost-sharing arrangements should be based on the extent to which the participating organizations benefit from the assignment. Rare exceptions might occur when an organization’s resources do not permit costs to be shared on a relative benefit basis.

Definitions and IRS Support for the IPA

The phrase "state and local government" in this IRM will be treated as including commonwealths, territories, U.S. possessions, institutions of higher education and other organizations certified by OPM as eligible to participate in the mobility program.

The term "advisor" used herein refers to an IRS employee assigned to a state or local government under the IPA program.

The term "host agency" refers to the governmental or other organization that gains an employee for the duration of the IPA assignment.

IRS will cooperate with requesting organizations and will be responsive to requests for assistance under the Act to the extent feasible.

Except for Tax Practitioner Institute (TPI) and Historically Black Colleges and Universities (HBCU) assignments, the Directors, Embedded Human Resources, are responsible for determining that requests for IPA assistance are consistent with the intent of the Act and that the "mutual concern and benefit" test required by the Act is met.

The best qualified employee, whose assignment is otherwise consistent with ongoing Service program requirements, will be selected. Efforts will be made to minimize the impact on IRS operations through loss of personnel.

Following are the Servicewide guidelines for administering the provisions of the IPA. Questions on the applicability of the IPA relative to requests from state and local governments for technical assistance involving the assignment of IRS personnel should immediately be forwarded to:

Small Business/Self Employed (SB/SE) Area and Field Director’s for Tax Practitioner Institute IPA assignments

Chief, EEO and Diversity for HBCU IPA assignments

Directors, Embedded Human Resources for all other IPA assignments

To assure a Servicewide viewpoint on the mutual benefits to be derived from IPA assignments, all inquiries or requests for assistance not involving Tax Practitioner Institutes or HBCUs should be referred to the Human Capital Office (HCO), Employment, Talent and Security (ETS), Policy and Programs Office. Prior to referral, no action should be taken that could be interpreted as a tentative agreement or commitment.

The assignment should meet the "mutual concern and benefit " test of the Act. That is, the assignment should be of mutual concern and benefit to the IRS, and the State or local government in terms of improved tax administration. For example:

A request that an examination training course be organized and conducted by an IRS employee within a state or local tax agency for state or local employees;

Requests for on-site advice or special training courses in taxpayer assistance, receipts and processing, returns compliance, examinations, appeals, criminal investigations, delinquent accounts, master files; and/or

Automatic Data Processing (ADP) applications for tax administration.

Tax Practitioner Institute and HBCU IPA assignments have already been determined to be of mutual benefit to the IRS and the non-Federal organization.

Assignment Procedures

All assignments under the IPA are made pursuant to individual agreements between the IRS, the appropriate state or local government, and the employee. The specific content of the agreement may vary according to the assignment. The agreement should provide, at a minimum, the following information:

Name, last four digits of the social security number, current job title, salary, classification, and address of the employee;

Parties to the agreement (both Federal and non-Federal organizations);

Position information, including organizational location of both the original position and the position entered into under the agreement;

Type of assignment (e.g., detail or leave without pay; non-Federal to Federal; Federal to non-Federal), and period covered by the assignment agreement;

Goals of the assignment and a brief statement of how the goals are to be achieved;

Relative benefits accruing to each organization and the cost-sharing arrangement based on these benefits;

How increased knowledge, skills and abilities gained by the employee during the assignment will be utilized at the completion of the assignment;

Applicability of Federal conflict-of interest laws;

Decisions of the Federal agency and the non-Federal organization concerning the employee's salary, supervision, payment of travel and transportation expenses, supplemental pay, entitlement to leave and holidays, provisions for reimbursement and the method of reimbursement;

Arrangements for maintaining leave records;

Employee benefits that will be retained; and

Privacy Act Statement (e.g., release of taxpayer information and other disclosure regulations under IRC § 6103).

The agreement should also make clear that if an employee is paid allowable travel, relocation, and per diem expenses, he or she must complete the entire period of the assignment or one year, whichever is shorter, or reimburse the Government for those expenses.

Assignments are temporary in nature and may initially be made for a period of up to two years. Special arrangements may be made to extend the period of assignment for not more than two additional years. OPM places limitations on accepting successive IPA assignments (See 5 CFR § 334.104).

As a condition of accepting an IPA assignment, an IRS employee must agree in writing to serve with the Federal government on completion of the assignment for a period equal to the length of the assignment.

IRS advisors will be assigned to a state or local government either on a detail or leave without pay (LWOP) basis depending on various factors such as the position and duties assigned to the advisor and IRS decisions concerning payment and expenses.

Whether an employee is assigned on detail or LWOP, he/she remains an employee of IRS and retains the rights and benefits attached to that status. The IRS employing office is responsible for documenting the LWOP or detail in accordance with established procedures.

An advisor on leave without pay to a state or local government is given an appointment in accordance with the terms of the written agreement and the personnel policies of the state or local government. The advisor is paid by the state or local government and will be entitled to supplemental pay from IRS if, the state salary is less than the rate of basic pay the employee would have received in his or her IRS position. The advisor is entitled to annual and sick leave to the same extent as if he/she had continued in the regular IRS position. The advisor is also entitled to receive full service credit for retirement purposes while on LWOP and is entitled to continuation of life insurance and health benefits coverage for the duration of the assignment so long as he/she makes the required employee contributions to the appropriate funds.

The advisor will be accountable to the host agency for the working details of the assignment.

State and local employees may receive IPA assignments to IRS on either a detail or excepted appointment basis. An appointment to IRS may be made without regard to the provisions governing appointment in the competitive service; IRS temporary funds may be required for these assignments.

Chief Financial Officer (CFO) will provide guidance on the establishment of reimbursable projects, reporting reimbursable earnings, and billing procedures, as necessary.

Each servicing HCO, ETS, Employment Office (EO) is responsible for obtaining pertinent processing information and preparing IPA assignment packages before submitting them for approval by the Directors, Embedded Human Resources (5 CFR § 334.103(b)). IPA mobility assignments for HBCUs and the TPI will be approved by the Chief, EEO and Diversity and Area and Field Directors, respectively.

Servicing HCO, ETS, EOs are required to forward a copy of the assignment agreement to the HCO, ETS, Policy and Programs Office, after the agreement is signed by all parties.

Functions and Responsibilities of Advisors

The function of advisors assigned under IPA is to help the host agency improve its tax administration or, in the case of assignments to institutions of higher education, to help the institution improve its tax educational program. The responsibilities of each participating employee will be set forth in the Assignment Agreement. Generally, they will operate in an advisory role, similar to management consultants. However, there may be instances where the employee serves in a managerial capacity, organizing and directing a new program and training a local understudy, or in an instructor capacity.

The duties and responsibilities must be clearly defined in the Agreement between the IRS, the state or local government, and the advisor before they are undertaken. If at any time during the temporary assignment there are significant changes in the employee’s duties, responsibilities, salary, work assignment location or supervisory relationships, the appropriate official(s) should be notified by the advisor and the agreement modified before such duties and/or responsibilities are undertaken.

When two or more IRS advisors are assigned to work in closely related fields together, the appropriate official(s) will designate one advisor as team leader.

In addition to his/her role as an advisor, the responsibilities of the IRS team leader are to:

Plan and execute the tax administration improvement program in collaboration with host agency officials;

Supervise and assign projects to advisors and evaluate their performance;

Coordinate projects;

Provide monthly narrative reports to the Director; and

Upon completion of the assignment, prepare a completion of assignment report indicating the impact and accomplishments of the assignment.

IRS advisors on IPA assignments to state and local governments will be subject to IRS rules and policies, including security and disclosure rules and regulations, conflicts of interest, and employee conduct, as well as the rules and policies of the state or local agency to which they are assigned. Exceptions to the above should be covered in the Assignment Agreement.

IRS advisors should avoid personal publicity, referring the news media to the host tax agency, and should especially avoid becoming publicly identified with any policy or sensitive tax issues or cases of the host government.

IRS advisors should avoid direct involvement in the selection and recommendation of individuals for key positions in the host tax agency, even if they are specifically invited to offer recommendations.

Reporting Requirements

Federal agencies which assign an employee to a state, local, institution of higher education, or other eligible organization in accordance with this part must document all IPA assignments and report to OPM upon request.

OPM requires that all details under the authority of the IPA be documented on an SF-50, Notification of Personnel Action.

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Crime Lab Analyst Salary in the United States

Crime lab analyst salary.

How much does a Crime Lab Analyst make in the United States? The average Crime Lab Analyst salary in the United States is $63,591 as of December 27, 2023, but the salary range typically falls between $47,701 and $70,189 . Salary ranges can vary widely depending on many important factors, including education , certifications, additional skills, the number of years you have spent in your profession. With more online, real-time compensation data than any other website, Salary.com helps you determine your exact pay target.

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Crime Lab Analyst

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Data and Reporting Analyst

Department of homeland security.

This assignment is a 1-year non-reimbursable assignment. This assignment is within U.S. Customs and Border Protection (CBP), Operations Support Office (OS), Planning, Analysis and Requirements Evaluation Directorate (PARE) We encourage you to read the entire announcement prior to submitting your application. Position Title: Data and Reporting Analyst This is a Virtual JDA. Series Requested: 0343, 1515,1529, 1530.

  • Accepting applications

Open & closing dates

10/12/2023 to 04/11/2024

$112,015 - $172,075 per year

Pay scale & grade

1 vacancy in the following location:

  • Anywhere in the U.S. (remote job)

Telework eligible

Not applicable, this is a remote position.

Travel Required

Not required

Relocation expenses reimbursed

Appointment type, work schedule.

Full-time -

Competitive

Promotion potential

Job family (series).

0343 Management And Program Analysis

1515 Operations Research

1529 Mathematical Statistics

1530 Statistics

Supervisory status

Security clearance.

Not Required

Announcement number

JDP-12166300-24-KJ

Control number

This job is open to, federal employees - competitive service.

Current or former competitive service federal employees.

Federal employees - Excepted service

Current excepted service federal employees.

Clarification from the agency

This detail opportunity is for current competitive and excepted service employees only. If you are not a current federal civilian employee you will not be eligible for this position. DHS Joint Duty Assignments do not apply to members of the Military service or contractors.

  • Query operational data and develop reports and data visualizations for CBP and DHS and perform statistical analysis of CBP data to identify trends and other relevant conclusions.
  • Identify process improvement and/or automation opportunities with RPA or other automation tools.
  • Provides assistance to headquarters and field offices; with developing, reviewing and evaluating policies, directives, memos or statistical standards.
  • Collaborate with operational components as necessary for data and reporting accuracy.
  • Complete recurring reporting and monthly operation update reporting. Serve a primary on reports to build and design reports. Serve as secondary to review and check primary's report to ensure quality control.
  • Provides technical assistance and direct support to management staff in all matters relating to the application of planning systems and management systems to meet mission requirements.
  • Ensures that accurate, appropriately concise, and timely information is available to management and policy officials.

Requirements

Conditions of employment.

  • Must be a current permanent Federal employee
  • Must have supervisory approval to apply to the Joint Duty Assignment. DHS 250-2 Application Form under "required documents" section.
  • Must NOT have any pending/outstanding disciplinary actions
  • Must have achieved a minimum of "meet expectations/proficiency" on latest performance appraisal/evaluation
  • Must be currently at the grade level of the detail. *No Temporary Promotion Opportunity*
  • The program does not apply to members of the Military service or contractors.

Qualifications

  • Superior interpersonal and administrative skills to provide written and oral reports with conclusions, alternatives and recommendations on agency policies, projects, or studies for DHS.
  • Ability to plan, organize and direct team and task force efforts across organizational lines, including the ability to monitor progress to ensure that realistic objectives and milestones are established, to clearly assign responsibilities, and to get mission requirements accomplished in a timely manner.
  • Ability to apply analytical techniques in innovative ways and summarize analysis results in briefings or written reports for non-technical audience.
  • Ability to effectively communicate, both orally and in writing, and to present well-considered and sound suggestions.
  • Knowledge of operational data (USBP, OFO, AMO, and/or TRADE) is a plus.
  • This assignment requires the use of a government-issued laptop and cell phone, which must be issued by the employee's home office.
  • Occasional travel may be required.
  • Job Title (Include series and grade of Federal Job)
  • Duties (Be specific in describing your duties)
  • Name of Federal agency
  • Supervisor name, email, and phone number
  • Start and end dates including month and year (e.g. June 2007 to April 2008)

EDUCATIONAL SUBSTITUTION: There is no educational substitution for this position.

Additional information

  • Complete the DHS Training Course 15 days prior to the arrival to the JDA.
  • Phase 1: Establish assignment objectives within the first 30 days of the JDA.
  • Phase 2: Complete a self-assessment of the duties performed at the mid-point of the JDA.
  • Phase 3: Complete a final review within the last 30 days of the JDA.

A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new window Learn more about federal benefits .

Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered.

How You Will Be Evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

We will review your resume and supporting documentation to ensure you meet the basic qualification requirements. If you meet the minimum qualifications, your experience, education, and training will be rated using a job questionnaire based on the competencies or knowledge, skills, and abilities needed to perform this Joint Duty Assignment. If you are among the best qualified, you may be referred to the hiring manager for consideration and may be called for an interview. After reviewing your resume and supporting documentation, a determination will be made. You must submit the supporting documents listed under the required documents section of this announcement. Note: DHS continues to take necessary steps to keep our workforce safe amid the COVID-19 pandemic. If you receive a final Joint Duty Assignment offer to onboard, please complete the onboarding requirements and/or forms and submit them electronically in an expeditious manner. Your start date may be delayed if the action above is not completed.

As a new or existing federal employee, you and your family may have access to a range of benefits. Your benefits depend on the type of position you have - whether you're a permanent, part-time, temporary or an intermittent employee. You may be eligible for the following benefits, however, check with your agency to make sure you're eligible under their policies.

  • Your appointment in the Federal service
  • Grade and Step
  • Full performance level
  • To begin, click Apply Online to create a USA JOBS account or log in to your existing account. Follow the prompts to select your USA JOBS resume and other supporting documents, and complete the questionnaire.
  • Click Submit My Answers to submit your application package. NOTE : It is your responsibility to ensure your responses and appropriate documentation is submitted prior to the closing date.

Agency contact information

Dhs joint duty program.

[email protected]

Once you submit your application, we will assess your experience and training, identify the best qualified applicants, and refer those applications to the selecting official for further consideration and a possible interview. We will notify you by email at various stages in the process. Your status will also be updated on USAJOBS throughout the process. To check your status, log on to your USAJOBS account, click on "Application Status," and then click "More Information." We expect to make a final JDA offer within 90 days after the deadline for applications. If you are selected, we will conduct a suitability/security background investigation. Telework: Telework eligibility is based on the needs of the office and is subject to change. Additional information pertaining to your interest and availability for this position may be needed after the closing date of the Joint Duty Assignment vacancy announcement; therefore, a timely response to these requests must be adhered to in order to remain in consideration.

The Federal hiring process is set up to be fair and transparent. Please read the following guidance.

  • Equal Employment Opportunity (EEO) Policy
  • Reasonable accommodation policy
  • Financial suitability
  • Selective Service
  • New employee probationary period
  • Signature and false statements
  • Privacy Act
  • Social security number request

Required Documents

How to apply, fair & transparent.

This job originated on www.usajobs.gov . For the full announcement and to apply, visit www.usajobs.gov/job/754365800 . Only resumes submitted according to the instructions on the job announcement listed at www.usajobs.gov will be considered.

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Learn more about

Department of Homeland Security - Agency Wide

DHS is calling on those who want to help protect American interests and secure our Nation. DHS Components work collectively to prevent terrorism; secure borders and our transportation systems; protect the President and other dignitaries; enforce and administer immigration laws; safeguard cyberspace; and ensure resilience to disasters. The DHS Joint Duty Program (JDP) is an intra- and inter-departmental program which offers civilian personnel professional and developmental opportunities. Joint Duty Assignments (JDAs) enhance operations and mission execution through unity of effort and collaboration. The DHS JDP is a human capital program initiative which is managed by OCHCO at DHS headquarters. The DHS JDP's purpose is two-fold: to encourage and to facilitate assignments of DHS personnel to other DHS components as well as outside agencies. The purpose of JDAs is to gain multi-component, multi-faceted experience focused on cross-cutting DHS and Federal-wide operations to enhance performance of the individual, the organizations, and the Department. JDAs are for a period not to exceed 1 year and do not qualify for Joint Duty credit. The DHS JDP covers current Federal employees at the GS-13 through GS-15 grade levels and equivalent. The DHS JDP does not apply to members of the military service or contractors. JDAs do not offer Temporary Promotions.

Visit our careers page

Learn more about what it's like to work at Department of Homeland Security - Agency Wide, what the agency does, and about the types of careers this agency offers.

https://www.dhs.gov/employee-resources/joint-duty-program/

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IMAGES

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    1 year non reimbursable assignment

  2. PPT

    1 year non reimbursable assignment

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    1 year non reimbursable assignment

  4. What are Reimbursable Expenses?

    1 year non reimbursable assignment

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    1 year non reimbursable assignment

  6. assignment without recourse

    1 year non reimbursable assignment

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  3. Keeping Your Roof On II

  4. Assignment Problem

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  6. School Observation Report (D.El.Ed 1st year SIP 1 Practical file) English Medium

COMMENTS

  1. Frequently Asked Questions

    The DHS Joint Duty Program offers non-reimbursable Joint Duty Assignments up to one year, both inside and outside the National Capital Region. These multi-component, multi-faceted assignments cross DHS and federal agency operations to build employee skillsets, increasing value to their agency and the federal government as a whole.

  2. Intergovernment Personnel Act

    Truth: Agencies may enter into IPA assignments on a reimbursable or non-reimbursable basis. This means they may be cost-neutral to Federal agencies. Whether an IPA assignment is reimbursable is determined by the agency and non-Federal entity involved in the assignment.

  3. Federal Rotational Cyber Workforce Program

    These non-reimbursable details last from six months to one year. Rotational assignments are advertised on Open Opportunities at least once a year in November, starting in 2023. The program, authorized by the Federal Rotational Cyber Workforce Program Act of 2021 (Public Law 117-149), expires in June 2027 (unless extended). Purpose and Objectives

  4. Non-Reimbursable Agreement

    MEMORANDUM OF AGREEMENT ESTABLISHING A NON-REIMBURSABLE DETAIL ASSIGNMENT BETWEEN THE [name of your line office/agency] U.S. DEPARTMENT OF COMMERCE AND [name of qualifying partner] Agreement No. _____ I. PARTIES

  5. USAJOBS

    This assignment is a 1-year non-reimbursable assignment. This assignment is with Office of the Chief Medical Officer (OCMO), Office of Operations Support (OS), within the United States Customs and Border Protection (CBP) We encourage you to read the entire announcement prior to submitting your application. Position Title: COR II, COR III

  6. 300-3: Intergovernmental Personnel Act Assignments

    300-3-80 Reimbursable and Non-reimbursable Agreements 300-3-90 Documentation and Accountability 300-3-10 Purpose This Instruction implements the Department of Health and Human Services (Department or HHS) policy on employee details and Intergovernmental Personnel Act (IPA) assignments.

  7. IRS Letter Explains How One-Year Rule Affects Exclusion of Travel

    The IRS has released an information letter explaining the statutory one-year rule that determines when a work assignment ceases to be temporary for purposes of travel deductions and the income exclusion for travel expense reimbursements. Generally, travel reimbursements are excludable if they would be deductible as ordinary and necessary ...

  8. PDF Sample MOU for Federal Rotational Assignments

    2. PURPOSE. This Memorandum of Understanding (MOU) outlines the agreement for: (the "Participant") to complete (a non-reimbursable or reimbursable) assignment to. (the "Host Agency") from. (the "Home Agency"). 3. PERIOD OF AGREEMENT. The terms and conditions described are effective from.

  9. 370.300.8

    The individual who serves as the rating official for the position to which an employee is detailed or temporarily reassigned must provide a written Employee Work Plan (performance standards and elements) to the employee within 30 days provided the assignment is within the Department of the Interior and is expected to last 90 days or more.

  10. USAJOBS

    This assignment is a 1-year non-reimbursable assignment. This assignment is within U.S. Customs and Border Protection (CBP), Operations Support Office (OS), Planning, Analysis and Requirements Evaluation Directorate (PARE). We encourage you to read the entire announcement prior to submitting your application. Position Title: Senior Planning Advisor

  11. Publication 463 (2022), Travel, Gift, and Car Expenses

    You received full reimbursement for your expenses. ... If you expect an assignment or job to last for 1 year or less, it is temporary unless there are facts and circumstances that indicate otherwise. ... If you have one expense that includes the costs of non-entertainment-related meals, entertainment, and other services (such as lodging or ...

  12. USAJOBS

    non-reimbursable assignment. This assignment is with Department of Homeland Security, Office of the Chief Human Capital Officer, Learning and Development Strategy, Experiential Learning Division. We encourage you to read the entire announcement prior to submitting your application. The incumbent serves as a Program Manager (Joint Duty Program).

  13. Intelligence analyst

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