This summary of reassignment covers the following topics:
The reassignment regulations give an agency extensive flexibility in reassigning an employee to a different position.
This summary covers the procedures in the reassignment regulations. With this summary, employees, managers, union representatives, and others will have an overview of both the agency's and employees' rights in a reassignment situation.
The appropriate human resource office (HRO) in the agency can provide additional information on specific questions relating to reassignment policies, options, and entitlements.
The regulations published in section 335.102 of title 5, Code of Federal Regulations (5 CFR 335.102) cover reassignment of competitive service employees, while the regulations published in section 302.102(a) (5 CFR 302.102(a)) cover reassignment of excepted service employees.
Section 5 C.F.R. 210.102(b)(12) of the regulations defines reassignment as:
". . . a change of an employee, while serving continuously within the same agency, from one position to another without promotion or demotion."
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An agency may reassign an employee when:
The agency has a legitimate organizational reason for the reassignment; and
The vacant position is at the same grade, or rate of pay (i.e., if the movement is between pay systems such as from a General Schedule position to a Federal Wage System position), as the employee's present position.
The agency's right to direct reassignment includes the right to reassign an employee from a special rate position to a non-special rate position at the same grade, or to a position with less promotion potential than the present position. (Reassignment to a position with more promotion potential than the present position requires competition under the agency's merit staffing plan.) The position to which the agency reassigns an employee may be located in the same or a different geographic area (e.g., reassignment from Houston to Washington, DC).
An agency may reassign an employee without regard to the employee's reduction in force retention standing, including an employee's veterans' preference status. A reassignment to a vacant position at the same grade is not a reduction in force action even if the agency abolishes the employee's former position
At its option, an agency may adopt a policy to select employees for reassignment on the basis of considerations such as retention standing, total service with the agency, length of time in a position or in the organization, etc. Again at its option, an agency may canvass its employees to determine whether an individual employee would prefer reassignment to a specific location, a new organization, and/or to a position with different duties and responsibilities.
The agency must use the 5 CFR part 752 adverse action regulations when separating an employee who declines a directed reassignment to a position in a different geographic area.
An employee who is removed by adverse action for declining geographic relocation is potentially eligible for most of the benefits that are available to a displaced employee separated by reduction in force (e.g., intra- and interagency hiring priority, severance pay, discontinued service retirement, etc.).
An employee who declines reassignment to a position in the same geographic area as the present position (e.g., from an Atlanta position to a different Atlanta position) is not eligible for any career transition assistance or other benefits.
The agency's basic right to reassign an employee is based, in part, on the agency's determination that the employee is qualified for the position to which the employee will be reassigned.
An agency may also reassign an employee to a position if the agency modifies or waives qualifications for the vacant position, consistent with OPM's requirements for these actions.
An employee is generally eligible for relocation expense allowances for a directed reassignment that requires relocation to a different geographic area
The General Services Administration (GSA) publishes its Federal Travel Regulation (FTR) in 41 CFR subpart F. The complete FTR and other relocation-related information are available on GSA's website at www.gsa.gov .
The agency's human resources office (HRO) can provide both employees and managers with additional information on OPM's reassignment regulations. The HRO can also provide information on potential benefits, such as eligibility for:
OPM provides additional restructuring information on the OPM website at www.opm.gov .
If a doctor or other healthcare provider accepts a Medicare assignment for a particular service, a patient covered by Medicare will likely have to pay less out of pocket for that service. Accepting Medicare assignment means the healthcare provider has agreed to charge no more than the amount Medicare approved for that service. It also means the doctor agreed to bill Medicare rather than charging you directly. Providers who don’t accept assignments can charge 15% more and require immediate payment from the patient. A financial advisor can help you develop a financial strategy to pay for your healthcare.
Medicare is the government-sponsored national healthcare plan for about 63 million Americans over age 65. Original Medicare is the fee-for-service plan that includes Medicare Part A , which covers hospital costs. And it also includes Medicare Part B , which pays for other healthcare services, including doctor’s office visits.
Almost all doctors accept patients covered by Medicare. And almost all doctors who take Medicare patients accept Medicare assignments. Doctors who accept Medicare assignments are also known as assignment providers, participating providers and Medicare-enrolled providers.
A Medicare assignment provider agrees to charge no more than the Medicare-approved price for a specific service. The doctor or other provider also agrees to bill Medicare directly, rather than charging the patient on the day of service. This means that if you go to a Medicare-participating provider, you won’t usually have to pay anything at the time of service. And you will likely pay less out-of-pocket when all is said and done.
While Medicare assignment is relevant to people covered by Original Medicare, it doesn’t affect people covered by Medicare Advantage plans. These plans have their own rules.
Doctors and other providers who don’t accept Medicare may charge as much as 15% more than the Medicare-approved amount. The exact percentage varies by state. If you go to a non-accepting provider, you may have to pay the extra over the Medicare-approved amount, plus the 20% share of the cost Medicare passes on to all Medicare-insured patients.
For example, consider a visit to an occupational therapist who charges $120 for a treatment session. The Medicare-approved cost of the service is $100.
If the therapist accepts the Medicare assignment, they will charge you $100 and bill Medicare. After Medicare pays $100, you’ll owe 20%, or $20 for coinsurance. That’s if you have already met your Part B deductible. If not, Medicare may not pay anything, up to the amount of the deductible, and you may be responsible for the entire bill.
If the therapist does not accept Medicare assignment, they may charge 15% more than the Medicare-approved amount, or $115. Plus they may ask you to pay the entire amount . If that happens, you have to file with Medicare to get reimbursement.
Whether you or the provider sends the invoice to Medicare, Medicare will pay only 80% of the approved amount, or $80. Your out-of-pocket costs in this case will be $120 minus $80, or $35 instead of $20.
Nearly all healthcare providers accept Medicare assignments. One way to check is to use Medicare’s online tool . You can filter these searches for, among other things, whether the provider accepts Medicare assignments.
You can also ask the provider whether they accept Medicare when you visit. In addition, you may also request information in advance detailing how much they’ll bill Medicare for the service and how much you’ll be expected to pay at the time of the visit.
Medicare assignment means a doctor or other healthcare provider will charge no more than the Medicare-approved amount for a particular service. This usually means lower out-of-pocket costs for patients who are covered by Medicare. It also means the provider will bill Medicare rather than expecting the patient to pay the full amount at the time of service. Nearly all doctors accept Medicare assignments. But to be sure, you can check Medicare’s provider search tool for more information or ask before your next doctor’s visit.
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An overseas assignment translates to months of preparation and planning. U.S. government employees and their family members assigned to a U.S. embassy or consulate overseas can visit the Overseas Briefing Center (OBC) in Arlington, VA to use their collection of resources for researching overseas posts and the logistics of an international move. Hours of operation .
The Overseas Briefing Center staff is available to answer questions, share valuable resources, and assist with transition concerns. U.S. government employees assigned to an overseas U.S. Mission can contact the OBC for more information.
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Government and politics assignment help, what is politics and government assignment complete guide.
Get help instantly, limited government.
The term limited government can be quite a confusing one. However, the definition of the term is very specific indicating that limited government is the system where the primary leaders inhibit little powers of governing over the laws and decisions that get created without being approved by the other leaders or branches within the government. The root to limited government is democracy. Power does not happen to be the final goal in the limited government. This kind of government gets set up to offer the population of a country protection of their private property and individual freedom . A limited government gets structured to maintain peace among every party associated with the government. In this type of government, people who make the laws have to follow them and the citizens of the country or location can choose the lawmaker. Some of the countries, which follow this type of democratic governmental method, are the United States, Canada, Mexico, England, Japan, etc.
Politics assignment aims at developing an in-depth knowledge to the various forces of politics that affect the environment within which people live. The most controversial and immediate forces in the politics is the government. The politics assignment aims at describing what the government is, the importance of having a government, the proper organization of a government and the instances when it can turn illegitimate. The assignment also has a far-reaching spectrum covering other interesting topics like culture, economy, sociology, gender, race and education, which all form the political and social experiences of a person. Politics assignment involves both contemporary and historical components of politics, which makes the study while sprawling, challenging and fun. The assignment helps in defining the topic under consideration quite well by gathering information from articles, encyclopaedias and peer-reviewed texts. Various books and journal articles are also referred to while researching on the topic and then the sources get evaluated to critically analyse the study. Finally, the sources from where information gets gathered is cited well so that there is no scope for duplicity of data being presented.
There are so many areas covered in the sector of political science that there is no dearth of topic to choose from for an assignment. Issues like international relations, political and social connections, and the influence of political groups in various facets of a country are the unique topics of the assignment. A lot of research analysis can also be carried out on the following political science topics listed below:
Government represents the bundle of people who are bestowed with the power of ruling a territory by following the administrative law. This territory can be a state, province or a country. There can be various types of government like Parliamentary, Democratic, Unitary and Federal. Government frames rules, laws and regulations, print money and collect taxes. Governments have system of justice, which help in listing the activities that fall against the enforced law and define the punishments for violating the laws. There is a police force within the government who makes sure that every person follow the enforced laws in the territory. Within the government fall the diplomats who represent the country at the time of meetings with the other countries and a military force for the protection of the country. The leaders of the government also have ministers and advisors who together form the administration. A government also has the power to control people and decide the moral things that they must be accepting to live in a society.
Both the terms politics and government involve people and the process which taking over a specific state. The terms are closely related to one another and as said by various scholars, when there is no politics, there is no government and vice-versa. Government indicates groups of people who run a territory and politics is the process, which this group follows in order to run the territory well. However, the spread of government to other subjects is quite a limited one whereas, politics has its place in corporations, education and even in religions. The concepts of the two terms are quite different from one another but their connection in the society is a strong one. They are related in the terms of allocating and leading the reserves of a nation. Good politics in the country can result in the governmental activities proving beneficial for the people. To acquire a detailed understanding of the concept of politics, a broad study of the government and its authority is an important one.
The study of politics and government offers an insight into the political beliefs that play a central role in understanding the modern world around. It helps in developing evaluative and analytical skills related to various interesting topics which prevail in the political climate of today’s world. The study in both the sectors help an individual to gain knowledge in various fields like law, journalism, economics, social and historical policies and international relations. The study of government helps a person in learning the evolution of government, the important role it plays in the society and how it can be managed effectively to achieve best results for the country. On the other hand, politics is one factor that affects every facet of the daily lives of people. A study of politics helps a person in becoming a responsible and informed voter. At the same time, politics can be quite interesting and entertaining at times. In politics, people learn various ideas like freedom and equality, justice, the distribution and exercise of power and democracy.
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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.
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.
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.
(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.
(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.
|Mr. Tredinnick's Class Site|| |
Welcome to Mr. Tredinnick's United States Government Class
Unit IV - The Political Process and Policy
Unit iv course schedule.
Unit IV Review
Unit IV Assignments
Unit IV Additional Resources
Unit iii - the branches of government, unit iii course schedule.
Unit III Review
Unit iii assignments.
Unit III Additional Resources
Unit II - The Constitution and its Amendments
unit ii course schedule.
Unit II Review
Unit II Assignments
Unit II Additional Resources
Unit I - Foundations of the United States Government
Unit i course schedule.
Unit I Review
Unit I Assignments
Unit I Additional Resources
U.S. Government Course Resources
US Government Course Forum
Political News Sources
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General Officer Assignments
The chief of staff of the Army announces the following officer assignments:
Maj. Gen. Marcus S. Evans, chief of staff, U.S. Special Operations Command, MacDill Air Force Base, Florida, to commanding general, 25th Infantry Division, Schofield Barracks, Hawaii.
Maj. Gen. Matthew W. McFarlane, commander, Combined Joint Task Force-Operation Inherent Resolve, Operation Inherent Resolve, Iraq, to deputy commanding general, I Corps, Joint Base Lewis-McChord, Washington.
Maj. Gen. Joseph A. Ryan, commanding general, 25th Infantry Division, Schofield Barracks, Hawaii, to assistant deputy chief of staff, G-3/5/7, U.S. Army, Washington, D.C.
Brig. Gen. Wayne E. Barker, deputy program executive officer, Program Executive Office Intelligence, Electronic Warfare, and Sensors, Aberdeen Proving Ground, Maryland, to program executive officer, Intelligence, Electronic Warfare and Sensors, Aberdeen Proving Ground, Maryland.
Brig. Gen. James K. Dooghan, deputy commanding general (Maneuver), 4th Infantry Division, Fort Carson, Colorado, to deputy, The Inspector General, U.S. Army, Washington, D.C.
Brig. Gen. Eric D. Little, commanding general, White Sands Missile Range; and deputy commanding general for developmental testing, U.S. Army Test and Evaluation Command, White Sands, New Mexico, to deputy director, J-3, U.S. Space Command, Peterson Space Force Base, Colorado.
Brig. Gen. Joseph G. Lock, commanding general, Over-the-Horizon Counterterrorism Headquarters, Operation Enduring Sentinel, Qatar, to military deputy director, Program Analysis and Evaluation, G-8, U.S. Army, Washington, D.C.
Brig. Gen. Rebecca B. McElwain, deputy chief of staff, G-8; and director, Resource Management, U.S. Army Central, Shaw Air Force Base, South Carolina, to director, Operations and Support, Office of the Assistant Secretary of the Army (Financial Management and Comptroller), Washington, D.C.
Brig. Gen. William A. Ryan III, deputy commanding general, I Corps, Joint Base Lewis-McChord, Washington, to commanding general, First Army Division West, Fort Hood, Texas.
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Joint Duty Program
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. For more information about the DHS Joint Duty Program, eligibility requirements for federal employees, and current Joint Duty Assignment opportunities, please review the information below.
About the Joint Duty Program
Learn more about the DHS Joint Duty Program.
How to Apply to a Joint Duty Assignment Opportunity
Learn more about eligibility requirements for federal employees and how to apply to a Joint Duty Assignment Opportunity.
How to Post an Opportunity
These instructions are for DHS Component supervisors to post at Joint Duty Assignment opportunity.
Frequently Asked Questions
Review common questions and answers about the DHS Joint Duty Program.
Secondments and assignments
You may want to know....
An assignment is a temporary move of an employee within his/her department or agency to temporarily perform the functions of a position that already exists or to take on a special project. The assignee continues to be the incumbent of his/her substantive position in his/her home organization while performing the assigned duties in the host organization. It is not obligatory for the employee on assignment to be "hosted" against a position number. The duties to be performed, however, must be specified.
An assignment may be undertaken for training or career development purposes. It also serves to enhance an organization's capacity through knowledge transfer in the host organization, as well as on the employee's return in the home organization.
An assignment cannot result in paying the assigned employee a salary higher than that obtained in his/her substantive position. This would be considered an acting appointment under the Public Service Employment Act .
A secondment is a temporary move of an employee to another department or agency in the core public administration ( Schedule I and IV of the Financial Administration Act ), and other organizations for which the Treasury Board is the Employer.
Secondments and assignments are both temporary lateral movements of an employee to perform the functions of a position that already exists or to take on a special project. However, while secondments are to another department (interdepartmental), assignments are within a department or agency (intradepartmental). In both cases, the employee maintains his/her substantive position in the home department/agency or organization, and is paid by the home department/agency or organization.
Like assignments, secondments may also be applied for career development purposes to gain breadth of knowledge and experience, as well as to help strengthen the capacity in the core public administration.
Assignments and secondments are resourcing options provided to Deputy Heads by the Treasury Board, as the Employer, under its authority as granted in the Financial Administration Act , to help facilitate intra- and inter-departmental mobility and lateral career development opportunities for employees. They provide for the temporary movement of employees within and across organizations to meet temporary operational needs, for training/learning, career development and knowledge transfer.
Employees for whom the Treasury Board is the employer (core public administration) are eligible to undertake assignments or secondments. Neither assignment nor secondment may change the employee's tenure.
No. Although they provide opportunities for employees to gain experience that will assist in their career development and individual aspirations, assignments and secondments are not the same as development programs. The intent is for the employee to return to his/her substantive position on completion of the assignment or secondment.
Assignments and secondments are temporary movements of the employee, who continues to be the incumbent of his/her substantive position and maintains the terms and conditions attached to his/her substantive position. A deployment, on the other hand, is a permanent move, a transfer from one substantive position to another substantive position, which may involve a change to the terms and conditions attached to the new position. On completion of an assignment/secondment, the employee returns to his/her substantive position, while on deployment, the employee vacates the former substantive position to assume incumbency in the new position.
The assignment or secondment agreement is the instrument of acceptance. It must clearly state that the employee returns to his/her substantive position on completion of the assignment/secondment. This may be supplemented by other documentation.
No. An assignment/secondment cannot result in a promotion. Therefore, it must first be decided if the movement will result in a promotion (as stated in Part 2 of the Appendix to the TB Directive on Terms and Conditions of Employment , subsection 2.2.3). If so, it is to be treated as an acting appointment under the Public Service Employment Act and may then be subject to the application of merit and rights to recourse.
Yes, the assignment or secondment arrangement:
Documentation is especially important if the assignment or secondment is a means to help reintegrate a person on medical or sick leave back into the workplace to ensure that the assignment or secondment does not prevent the person from obtaining a priority entitlement . Absence of or ambiguity in the documentation could lead to a conclusion that the person has already returned to work and is working in their substantive position.
An assignment/secondment agreement should have the following information included:
Yes. An assignment or secondment is intended to be a temporary resourcing option with a specified time period for the lateral movement of an employee to temporarily perform the duties in another organizational unit or department. The period of assignment or secondment may be extended (or reduced) upon agreement of all parties. Assignments or secondments should not, however, be continuously extended.
Interchange Canada is the mechanism through which persons employed in separate agencies and Crown corporations may be "seconded" to work in a department or agency for which Treasury Board is the Employer, and vice versa.
Any enquiries or requests for additional information should be directed to your human resources (HR) advisor in your department or agency. Should your departmental headquarters HR advisor be unable to respond to your query, he/she may contact [email protected] for further information.
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