Public Service Motivation. Financial Management. Customer Service. Security Awareness. Human Capital Management. Strategic Thinking. Developing Others. Team Building. ECQ 1: Leading Change. Technical Credibility. ECQ 2: Leading People. Interpersonal Skills. Technology Management. ECQ 3: Results Driven. ECQ 4: Business Acumen. Leveraging Diversity. Written Communication. Oral Communication.
Albuquerque, NM. Alexandria, VA. Arlington, VA. Atlanta, GA. Bedford, MA. Charleston, SC. Charlottesville, VA. Chicago, IL. Denver, CO. Fort Worth, TX. Henderson, NV.
Honolulu, HI. Irvine, CA. Kansas City, MO. Lakewood, CO. Landover, MD. Montgomery, AL. Trial periods provide an opportunity for supervisors to evaluate employee performance before finalizing appointments i. Supervisors set expectations for Pathways participants performance, provide feedback, and evaluate an employee's performance and conduct to determine whether a participant's continued employment is in the best interest of the Department.
Note: The Intern may gain employee status for the purposes of appeal rights during the Internship appointment. Recent Graduates. Some prior service may be creditable. HHS Instruction , Probationary and Trial Periods, should be consulted for additional information on probationary and trial periods including creditable time; calculating service; actions taken for failure to complete a trial or probationary period; and grievances and appeal rights.
When reassigning participants to another Pathways position within the same Pathways Program, participants must meet the qualification requirements for the position series and grade. Reassignments between programs are not permitted. If more than one individual applies to the position, then the assessment and selection procedures outlined in this policy apply.
This authority may not be redelegated. A Pathways participant who is non-competitively converted to a term appointment in the competitive service may be subsequently converted to a permanent position in the competitive service at any time before the term appointment expires. Time spent as a Pathways participant counts towards career tenure when the participant is noncompetitively converted without a break in service of one day to a permanent position in the competitive service upon completion of the program, with or without an intervening term appointment.
See Conversions under each Program in this policy for specific program requirements. Time spent in orientation may count toward the annual required hours of formal interactive training. Participant Agreement. Performance Plan. Performance plans are required for each participant whose appointment are expected to last 90 days or more and must be established within 30 calendar days of the participant's entrance on duty, in accordance with HHS Instruction , Performance Management Appraisal Program PMAP.
All participants whose appointments are expected to last more than 90 days must be placed on an IDP within 45 calendar days of the participant's entrance on duty.
IDPs are individually tailored to the following elements: Target Position. A brief description of the target position; and the specific competencies or knowledge, skills, and abilities that will be required to qualify for the target position. Learning Objective. Specific learning objectives, including the required developmental activities, as well as formal interactive training.
Details and Timelines. Describe when and how the learning objectives will be accomplished. Demonstrated Success. Describe method used to track objectives and accomplishments.
All participants whose appointments are expected to last more than 90 days must be assigned a mentor within 90 calendar days of their entrance on duty date.
There is no minimum number of training hours required for Interns; however, up to 40 hours of formal, interactive annual training must be accessible. The training may use a variety of flexible, cost-effective mediums, such as on-the-job, virtual, classroom, etc. Intern NTEs hired to complete temporary projects are not required to be provided formal training. Recent Graduates must receive a minimum of 40 hours of formal, interactive training per year that advances the goals and competencies outlined in each participant's IDP.
Presidential Management Fellows. PMFs must receive a minimum of 80 hours of formal interactive training per year that addresses the competencies outlined in the PMF's IDP, and at least one 1 developmental assignment of four 4 to six 6 months in duration within the PMF's targeted occupation or discipline will be provided.
HHS Mandatory Training. Participants must complete all HHS mandatory training. Such training does not count toward the minimum hours of required training specified above. Rotational Assignments. See General Program Requirements in this Instruction. The Internship Program provides high school, vocational, technical, undergraduate, and graduate students, who are enrolled in or accepted for enrollment in a qualifying education institution, with paid opportunities to work either part- or full-time in agencies and explore career paths related to their academic fields of study or career interests.
Interns who successfully complete the program requirements may be eligible for non-competitive conversion to a term or permanent position in the competitive service. Official Documentation. See General Program Requirements, Recruitment in this policy. Interns on indefinite appointments should not be assigned simple administrative or clerical tasks as their primary duties. Intern NTE Temporary appointments not to exceed one 1 year. Assignments are short-term projects; labor-intensive duties not requiring subject matter expertise; or summer jobs.
An Intern can work on either a full or part-time basis. Interns cannot work on an intermittent basis. There are no limitation on the number of hours an Intern can work per week so long as applicable laws and regulations governing overtime and hours of work are adhered to ; however, supervisors and Interns should agree on a work schedule that does not interfere with the Intern's academic schedule or performance, and allows for completion of both their academic and program requirements in a reasonable timeframe.
The work schedule must be documented in the Participant Agreement. Breaks in Program. See also Definitions in this policy. A break in program must meet the following criteria: Breaks are permissible in certain circumstances e. See General Program Requirements in this policy. Intern Program Requirements. See Developmental Program Requirements in this policy. Rotational Assignment s. See under Developmental Program Requirements in this policy.
Program Extensions. All Interns are eligible for conversion to a term or permanent position in the competitive service if the Intern meets the following requirements: Is a U. Citizen; Completed at least hours of work experience in the Intern Program while enrolled as a half- or full-time degree- or certificate-seeking student; or meets the requirements for a waiver described below in this section; Successfully completed a course of academic study at a qualifying educational institution conferring a diploma, certificate, or degree within days preceding the appointment; The possibility of conversion was included in the JOA used to fill the Intern position; Receives a favorable recommendation for conversion in writing from their first-level supervisor; and Meets the OPM qualification requirements series and grade of the position which the participant will be converted.
Interns must be converted within days following successful degree completion, or terminated. The days cannot be extended or used to complete the academic or program requirements.
Interns who separate from the Federal government before or during the day period after they complete their academic requirements lose their eligibility for non-competitive conversion to a term or permanent position in the competitive service. Interns may be converted within HHS or any other executive agency. For additional guidance, see Conversions under General Program Requirements in this policy.
Comparable non-federal internship experience in a field or functional area related to the Intern's target position and acquired while the individual: Worked in, but not for, a Federal agency, pursuant to a formal internship agreement, comparable to the Pathways Internship Program; Worked in, but not for, a Federal agency, pursuant to a written contract with a third- party provider officially established to provide internship experience that is comparable to the Pathways Internship Program; Honorable active duty military service, including the National Guard and Reserves, as defined under 5 U.
As a condition of employment, the appointment expires: days after completion of the Intern's course of academic study at a qualifying educational institution conferring a diploma, certificate, or degree, unless the Intern is converted to a position in the competitive service as described above in this Section; or Upon the expiration of the Intern NTE temporary appointment.
Interns may also be terminated during their Intern appointment for reasons including misconduct, poor performance, suitability, or failure to follow the terms and conditions in the participant agreement including: The Intern no longer meets the definition of student.
Once a participant meets the legal definition of an employee, they have due process rights and are entitled to advance written notice, an opportunity to respond to a proposed adverse action, and appeal rights to the Merit Systems Protection Board.
Recent Graduates may be appointed up to the GS or equivalent grade level, depending on qualifications see Qualification Requirements in this Section. Those who successfully complete the program requirements may be eligible for non-competitive conversion to a term or permanent position in the competitive service.
The following individuals are eligible to apply: Individuals who completed a qualifying associate's, bachelors, masters, professional, doctorate, vocational or technical degree, or certificate from a qualifying educational institution within the previous two 2 years; or Veterans, who due to military service were unable to apply within two 2 years of completing a qualifying associate's, bachelors, masters, professional, doctorate, vocational or technical degree, or certificate from a qualifying educational institution, have a full two 2 years upon release or discharge from active duty to apply.
However, a veteran's eligibility period may not extend beyond six 6 years from the date on which the veteran completed the academic requirements described above. Individuals are eligible to apply to the HHS Recent Graduates Program up to nine 9 months prior to completing their academic requirements. Qualification Requirements. Recent Graduates are placed in positions with progressively more responsible duties which provide career advancement career ladder opportunities and cannot be appointed at the full performance level of any position.
See Section I. Similarly, Recent Graduates at other Federal agencies may apply to HHS' Recent Graduate positions prior to completion of program requirements at other agencies.
Time served under the previous agency's program is credited towards the program requirements of the new agency provided there is no break in service, as defined in this policy. Recent Graduate Program Requirements. Recent Graduates are eligible for conversion to a term or permanent position in the competitive service if the Recent Graduate meets the following requirements: Is a U.
Citizen; Successfully completes at least one 1 year of continuous service and all program requirements; Receives a rating of at least 'Achieved Expected Results' or its equivalent in accordance with HHS' Performance Management Appraisal Program; Receives a favorable recommendation for conversion in writing from t h e ir first-level supervisor; and Meets the OPM qualification requirements series and grade of the position which the participant will be converted.
The non-competitive conversion may be made effective on the date the service requirement is met, or at the end of an approved program extension, if applicable. As a condition of employment, the appointment expires: At the end of the one 1 year appointment plus any approved extensions , unless the Recent Graduate is converted to a position in the competitive service.
Recent Graduates may also be terminated during their Recent Graduate appointment for reasons including misconduct, poor performance, suitability, or failure to follow the terms and conditions of the participant agreement. The PMF program promotes careers in the Federal government by offering leadership development opportunities to graduates who have received advanced degrees within the past two 2 years, and is designed to attract individuals who demonstrate academic excellence, possess management and leadership potential, and have an interest in and commitment to public service.
Individuals are appointed at the GS-9, GS, or GS- 12 grade level or equivalent , and at the end of the two 2 year program, employees who meet all program requirements may be non-competitively converted to a term or permanent position in the competitive service 5 CFR Subpart D.
Interested applicants may apply if they: Have received a qualifying advanced degree within two 2 years of the JOA, or Expect to complete an advanced degree by August 31 of the academic year in which OPM's competition is held. OPM assesses PMF finalists for initial appointments at the GS-9 grade level or equivalent based on each candidate's experience and accomplishments via a structured assessment process.
Send requests to pathways hhs. JOAs must contain sufficient information for finalists to determine their interest in applying to the position, including job title, duties, location s , promotion potential, and the possibility of conversion to a term or permanent competitive service position.
See pass over and objection procedures in this policy. Required Documentation. Reimbursement Fee. See www. Appointment Eligibility. PMFs must enter on duty within this timeframe. Entry Level Grade. PMFs may move to another Federal agency at any time during their PMF appointment under the following conditions: The PMF must separate from the current agency and the new agency must appoint the participant without a break in service; and Time served under the previous PMF appointment applies towards the completion of the program at the new employing agency.
If the move occurs within the first six 6 months of the PMF's appointment, the original appointing agency may request reimbursement of one-quarter of the PMF placement fee from the new appointing agency. PMF Program Requirements. In addition to the internal orientation described under Developmental Program Requirements in this policy, OPM periodically offers PMF orientations via webinar throughout the year.
These sessions last for approximately two 2 hours and address program requirements and individual questions. The hours spent in this training may count toward the required 80 hours of formal interactive training per year.
Developmental Assignment. PMFs are required to participate in one 1 developmental assignment i. The assignment must be outside the PMF's direct chain of command. Assignment Requests. Performance assessments are required for assignments scheduled to last more than 90 calendar days.
Hosting supervisors are responsible for assessing the PMF's performance at the conclusion of the assignment, and the performance assessment will be used by the PMF's HHS supervisor when completing the PMF's annual performance evaluation.
A 15 calendar day written notice is required. PMFs immediately return to their employing office upon completion of the assignment.
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