1 Kigalabar

Employee Initiated Reassignment

§ 575.502 Definitions.

In this subpart:

Agency means an “Executive agency,” as defined in 5 U.S.C. 105.

Authorized agency official means the head of an agency or an official who is authorized to act for the head of the agency in the matter concerned.

Employee means an employee of an agency who satisfies the definition of that term in 5 U.S.C. 2105.

Involuntarily reassigned refers to a reassignment initiated by an agency against an employee's will and without he employee's consent for reasons other than cause on charges of misconduct, delinquency, or inefficiency.

Involuntarily separated refers to a separation initiated by an agency against an employee's will and without the employee's consent for reasons other than cause on charges of misconduct, delinquency, or inefficiency. In addition, when an employee is separated because he or she declines to accept reassignment to another geographic area outside one of the covered locations, the separation is involuntary if the employee's position description or other written agreement does not provide for such reassignment. However, an employee's separation is not involuntary if, after such a written mobility agreement is added, the employee accepts one reassignment outside his or her particular territory, possession, or commonwealth, but subsequently declines another reassignment. An employee's separation as a result of disability retirement, a disability that prevents an employee from continuing Federal service or is the basis for separation by the agency as determined by acceptable medical evidence, or the death of an employee is considered to be an involuntary separation.

Rate of basic pay means the rate of pay fixed by law or administrative action for the position held by an employee, including any special rate under 5 CFR part 530, subpart C; locality-based comparability payment under 5 CFR part 531, subpart F; or similar payment under other legal authority, but before deductions and exclusive of additional pay of any other kind. For example, a rate of basic pay may not include nonforeign area cost-of-living allowances under 5 U.S.C. 5941, night shift differentials under 5 U.S.C. 5343(f), or environmental differentials under 5 U.S.C. 5343(c)(4).

Service agreement means a written agreement between an agency and an employee under which the employee agrees to a specified period of employment with the agency in a particular territory, possession, or commonwealth in return for payment of an extended assignment incentive.

Service period means an agreed-upon period of employment an employee is obligated to complete under a service agreement.

Territory, possession, or commonwealth means a territory or a possession of the United States, the Commonwealth of Puerto Rico, or the Commonwealth of the Northern Mariana Islands.

[ 68 FR 53669, Sept. 12, 2003, as amended at 70 FR 25752, May 13, 2005; 72 FR 67841, Dec. 3, 2007]

NOAA Workforce Management Office

Serving NOAA's Most Valuable Asset - People

NOAA Supervisory Resource Guide

How Do I Reassign Employees?

Reassignment is the noncompetitive movement of an employee to another position for which he/she qualifies at the same grade level and with an equivalent target grade if applicable.

Typical Scenarios: You want to change one of your employees from one position to another without promotion to work with a different program for which they are qualified.

Principle: A reassignment eligible is considered a noncompetitive candidate, or is a non-competitive referral, because he/she has already competed for and currently holds, or has held, an equivalent position to the one being filled, therefore competition is no longer required.

Rules and Flexibilities: Reassignments can be "management directed" - these actions are initiated by management to laterally move an employee to another position within the organization or between organizations. This often occurs when placing employees in order to avoid reduction-in- force actions or for other reasons when an employee's skills can be better utilized in another equivalent position.

A reassignment can also be a "voluntary request." This action is initiated by an employee wishing to move to another position, who has submitted a written request to be referred noncompetitively for vacancies.

Reassignment candidates may be referred when the selecting official requests to review this recruiting source or at any time along with Merit Promotion candidates. They would be referred with other noncompetitive candidates such as change to lower grade and repromotion eligibles.

Reassignments to restructured positions (e.g., Upward Mobility Program) which are targeted above the grade level currently held by the employee, must be processed competitively. This means that all merit promotion rules apply and competition must occur between all merit promotion candidates within the area of consideration.

Basic Steps: Submit a Request for Personnel Action (SF-52) to reassign the incumbent. The Workforce Management Office will clear any regulatory process, such as the Career Transition Assistance Program, when necessary, before finalizing the reassignment action.

A Note on SES:

Reassignment: SES members may be reassigned to any SES position in the same agency for which qualified, but career appointees must have at least 15 days advance written notice (60 days if reassigned between commuting areas). Senior Executives may be removed from the service for failing to accept a directed reassignment.

Workforce Management Office Advisors

Page last edited: February 06, 2008


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