What is the difference between realignment and reassignment

From time to time, organizations must review their structure, reporting relationships, supervisory and management control and whether all of their employees are on the same page concerning the organization's goals.

Staff realignment often is necessary to refocus the organization's goals. This process involves realigning individual roles. Realignment ensures that the workers can continue to meet business demands and that they are equipped to address challenges that potentially threaten the cohesiveness of working relationships. Examine your organizational chart to ensure that it's current, recommends Indeed. As your company changes, the org chart often needs to change.

For example, growing companies may have additional levels of hierarchies, while companies that are downsizing might collapse some of their levels. Even if there aren't upward or downward changes within the organization, reviewing your organizational structure and its functions is good business practice.

Review current job descriptions and position specifications to ensure they contain the essential functions of each job and that the physical demands are accurately listed in the job specifications, recommends the Society for Human Resource Management.

An employee whose grade and pay retention benefits are terminated based on the grounds that the employee declined a reasonable offer can appeal the termination to the OPM.

The employee enrollment form remains on file with the coordinator, but the employee will not receive further consideration for positions. When the position potential is reached, the employee will be removed from the program. Refer to Exhibit 6.

Ensuring that competitive selections are checked against the various databases to facilitate removal of IRSPPP eligibles as appropriate. The RPP is a Servicewide mitigation strategy for reassignment preference that grants selection priority i. A competitive sourcing initiative to all impacted bargaining and non-bargaining unit employees, including managers and management officials.

This mitigation strategy can be used in combination with other mitigation strategies in order to minimize the impact of RIF or other reorganization. The process will remain in effect until:. Due to mitigation strategies, there are no longer employees in the competitive area who are directly impacted and a management initiated action will no longer be necessary.

Whose positions are identified by the BOD as affected by an approved realignment, reorganization i. Who, in rare circumstances, will be subject to a directed reassignment outside the commuting area. Directly impacted employees of a competitive sourcing initiative are those whose positions are included in the competitive sourcing study.

RPP does not include employees in the competitive area that may be impacted by the RIF process in the future. An RPP Notice will be issued to directly impacted employees to document eligibility and for use when applying for vacancy announcements. This policy covers all positions Servicewide. Bargaining unit employees can be selected for non-bargaining unit positions and non-bargaining unit employees can be selected for bargaining unit positions.

The RPP does not apply to positions announced as temporary " not to exceed" or temporary"may be made permanent. RPP applicants must meet all qualification requirements for the announced vacancy and must have a fully successful or higher overall rating on their last annual performance appraisal.

Vacancy announcements must indicate whether moving expenses will be authorized. Moving expenses will only be paid when indicated in the vacancy announcement. If the selection certificate contains RPP candidate s who meet all the requirements, a selection of an RPP candidate is required, absent just cause. Will have five 5 work days from the date of selection to accept or decline the offer within the commuting area;.

Will have seven 7 work days from the date of selection to accept or decline the offer outside the commuting area;. May decline up to two offers from outside the commuting area that would require a move and decline one offer from within the commuting area. Any declination after that will result in loss of the RPP eligibility. RPP employees who voluntarily apply and are selected for a change to lower grade no lower than three grades or intervals than their current position will be offered optional grade retention or optional pay retention, provided regulatory criteria are met.

RPP employees who voluntarily relocate to a different commuting area to accept a position with the IRS may be eligible to receive a voluntary relocation incentive. Employees issued an RPP rescission notice after the closing date of a vacancy announcement for which they applied will retain reassignment preference for the life of the announcement.

RPP consideration will terminate for a specific vacancy announcement when a rescission notice is issued before the closing date. Once any notice conferring CTAP selection priority is issued to any employee covered in the same initiative, all RPP Notices for the specific initiative will be rescinded. This section describes the roles and responsibilities of the BOD, directly impacted employees and employment operations.

The notice will outline their RPP eligibility, if selected for a lower graded position. In addition, the BOD is responsible for the following:. Approving non-selection of an RPP candidate or cancellation of an announced vacancy when RPP candidates are available. The directly impacted employee must apply for an announced vacancy. Applications will be accepted from all employees.

The servicing HCO, ETS, EO is responsible for tracking non-selections and cancellations of announced vacancies and for providing reports of these activities, if requested. The RPL is a positive placement program and agencies must give RPL registrants priority consideration over certain outside job applicants.

The Reemployment Priority List RPL establishes the policies necessary to maximize employment opportunities for current and former competitive service Treasury employees scheduled to be or separated by a RIF or fully recovered from a compensable injury after more than one year. Have an annual performance rating above "unacceptable" as the last annual performance rating of record for RIF purposes;.

Have not declined an offer of a position with the same type of work schedule and with a representative rate at least as high as that of the position from which the employee was or will be separated. Individuals eligible for the RPL due to compensable injury must be former competitive service tenure group I or II employees who separate or accept a lower graded position in lieu of a separation because of a compensable injury or disability, and who have fully recovered more than one year after compensation began.

Tenure Group I employees retain eligibility for 2 years from the date the employee is entered on the RPL. An individual may be removed from the RPL before the period of eligibility expires when the individual:. Receives a Career, Career-Conditional, or Excepted appointment without time limit in any agency; or. Declines an offer or fails to respond to an inquiry of availability about a specific position that is the same as or equivalent to the position from which separated.

Other required paperwork includes a copy of the notice documenting eligibility. Employees are also encouraged to submit other work history information i. An individual who is eligible for the RPL due to a compensable injury must request reemployment consideration within 30 days after the date compensation ceased; except that when an appeal for continuation of compensation is filed, the 30 calendar days begins after the resolution is reached.

An individual who fails to submit a timely application within 30 calendar days of the RIF separation date is not entitled to be placed on the RPL. Eligible individuals will receive notification that they have been registered for their current series and grade and will be provided the opportunity to request registration for additional series and grades.

Meets OPM qualification standards and requirements for the position, including any minimum qualification requirements and any selective placement factors;. Is physically qualified, with reasonable accommodation where appropriate, to perform the duties of the job; and. The CEBs or equivalent approves the exception under this provision. For positions that are at no higher grade or equivalent and have no greater promotion potential than the position from which the individual was or will be separated; and.

For positions that have the same type work schedule from which the individual was or will be separated. The RPL list must be cleared at the grade level at which a position is filled regardless of the full performance level. Similarly, if a position is advertised at multiple grade levels, the RPL must be cleared only at the grade level at which the position is ultimately filled. The series of the position being filled must be on the RPL for an individual before there is a match.

In making a selection, an agency may not pass over an individual in group I to select from group II;. Within a group, an agency may not pass over an individual in a higher subgroup i.

Within a subgroup, an agency may select an individual without regard to order of retention standing. If several individuals eligible for the RPL have the same retention standing order even if there is just one vacancy , they must all be referred for consideration.

After the RPL has been cleared and a final employment commitment is made to an individual, the later registration of another eligible individual on the RPL does not prevent the fulfillment of the original commitment, regardless of when the individual enters on duty. When a match is identified with a position and an individual who is eligible for the RPL, the following activities take place:. If the individual is not qualified, the Treasury bureau contact should be notified and the vacancy announcement package documented accordingly; and.

The written correspondence to the individual must clearly state that failure to respond will result in removal from the RPL. The letter should be sent by certified mail and all postal receipts maintained in the vacancy announcement folder. The individual should be given up to 10 calendar days to respond. A sample letter is found in Exhibit 6. An individual has the right to appeal to the Merit Systems Protection Board when they believe that their reemployment priority rights have been violated.

ICTAP is an interagency career transition assistance program for displaced Federal employees who are seeking employment in other Federal agencies. The program does not prevent IRS from making selections within the workforce. Similarly, IRS employees will not receive priority consideration for Counsel positions. Has a current or last annual performance rating of at least fully successful or equivalent, except for individuals eligible due to compensable injury and disability retirement;.

Applies for a vacancy at or below the grade level from which the employee may be or is being separated, that does not have greater promotion potential than the position from which the employee may be or is being separated;. Applies for a specific vacancy within the established timeframe and provides proof of eligibility that entitles the individual to special placement priority;. Formal notice of proposed removal is issued for declining a reassignment or transfer of function outside of the commuting area; and.

ICTAP eligibility expires at various times depending upon the action that entitled the individual to receive special selection priority. Refer to section IRM 6. The Service provides a quarterly report of all competitive service vacancies to OPM when accepting applications from outside the agency including applications for temporary positions lasting or more days , except when they elect to fill a position by the transfer or reassignment of an ICTAP eligible from another agency.

The simplified ranking method is used for NBU positions. Rating and ranking may be accomplished in the employment office or by a ranking panel or official. To meet the well-qualified definition, applicants for MSP positions must obtain a "Ready Now" rating in all four-core responsibilities on the Form , Evaluation of Managerial Potential EMP plus a rating of at least 3 fully acceptable on each technical competency. Bonafide consideration as defined in case law means that PC eligibles can not be compared with other candidates and must be referred alone before other candidates.

Before using any of the above sample paragraphs, confirm that the position offered the individual meets the criteria for removal from the RPL. Home IRM Part6 6. Part 6. Human Resources Management Chapter Recruitment, Selection, and Placement.

Overall Responsibilities. TN dated October 1, At the discretion of the IRS, services may also be extended to: Employees serving on Schedule A or B excepted appointments without time limit, at grade levels GS or equivalent and below and Senior Executive Service employees who have been identified as surplus; or Employees whose departure would create a local placement opportunity for a surplus employee can also be provided career transition services at the discretion of the IRS.

Treasury Components. Career Transition Assistance. Excepted service employees given non-competitive appointment eligibility and selection priority by statute for positions in the competitive service; and At the discretion of the IRS, Schedule A or B excepted service employees, if the position to which appointed has the same appointing authority, i.

Career Transition Assistance Eligibility. Career Transition Services. The IRS may provide the following career transition services to eligible employees: Training for eligible employees, managers, NTEU representatives, supervisors, on the use of these services; Briefings in the form of an orientation session for all displaced or surplus employees sessions will include information on the use of career transition services and the eligibility requirements for IRS CTAP selection priority ; Accessible services to eligible employees, including those in field offices and remote sites and those with disabilities; and Resource information on other forms of Federal, state, and local assistance to support career transition for eligible employees with disabilities.

Special Selection Priority. For special selection priority for excepted service positions see IRM 6. CTAP Exceptions. Employee Eligibility Requirements. RIF separation notice; CES; Notice of proposed removal for declining a directed reassignment or transfer of function outside of the local commuting; or Other official IRS certification identifying the employee as surplus, whichever is earliest.

The RIF separation date, retirement, or the date of separation from the IRS including adverse action procedures for declining a directed reassignment or transfer of function to another local commuting area; Cancellation of the RIF separation notice, CES, notice of proposed removal for declining a directed reassignment or transfer of function outside of the local commuting area, or other official IRS certification identifying the employee as surplus; Receipt of a career, career-conditional, or excepted appointment without time limit in the IRS or any other Federal agency at any grade level.

This is consistent with Treasury guidance which restated that CTAP is a selection priority and is not dependent on the effective date of the action; or At the discretion of the IRS, when an eligible employee declines a career, career-conditional, or excepted appointment without time limit, for which the employee has applied and been rated well qualified. Treasury CTAP. They are: Candidates from lower employee categories cannot be selected if there are eligible candidates in a higher employee category; The Department of Treasury employees who are neither displaced nor surplus may be considered and selected ahead of employees in RPL or ICTAP; and Applicants from other Federal agencies who are neither displaced nor surplus or applicants from outside the government may be considered and selected after determining that there are no eligible employees in categories " a" thru "i," RPL, and ICTAP.

Vacancy Announcements. Treasury has determined that 5 CFR Part , Subpart F does not require clearing CTAP before making a temporary "may be made permanent " position permanent if the following conditions are met: The initial vacancy announcement clearly stated that the position was temporary and may be made permanent without further competition; CTAP was cleared on the initial temporary "may be made permanent " promotion; The action, when processed, removes the temporary provision of the initial promotion; and The other special priority programs i.

To receive special selection priority for a vacancy within the IRS within or outside the local commuting area , an eligible employee must: Apply for the specific vacancy within the prescribed time period; Attach proof of eligibility as defined in the plan; and Be determined well-qualified. Selective placement factors are part of the minimum basic qualifications.

Is physically qualified, with reasonable accommodation where appropriate, to perform the essential duties of the position; Meets any special qualifying conditions s that OPM has approved for the position; and Is able to satisfactorily perform the duties of the position upon entry.

Well-Qualified Determinations. For well-qualified determinations, the following rating and ranking criteria for internal non-bargaining unit positions applies: The simplified ranking method will be used by the HCO, ETS, EO, ranking panel or official as described in IRM 6. Second Review.

A second level review cannot be conducted by anyone involved in the original rating process. The selecting official will refer the request to his or her servicing Chief Employment Section. CTAP Documentation. For vacancies in the commuting area without any CTAP eligibles, the following documentation requirements must be followed: Each vacancy announcement package and personnel action request PAR must be documented to indicate that there are no CTAP eligibles in the commuting area as of the closing date of the announcement.

Automatic Enrollment. Oversight Responsibilities. This can be accomplished by notifying the employee at the same time the PAR action is processed and immediately enrolling them into the IRSPPP for the position from which demoted; Confirming that registrants identified on the Special Priority Programs Report are correct and that all data and information is current.

BODs may annotate non-selections on the referral certificate or on a separate document. Area of Consideration. Eligible Employees. Ineligible Employees. Referral of Candidates for Priority Placement. Monitoring Program. Step 3: If the employee did not miss any referrals, no further action is needed. Mitigation Strategy. The process will remain in effect until: Directly impacted employees are placed into a continuing position; or Upon the issuance of an official CTAP notice, CES letter, RIF separation notice or any notice that provides selection priority; or Due to mitigation strategies, there are no longer employees in the competitive area who are directly impacted and a management initiated action will no longer be necessary.

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