5 CFR Part 302 · GlobalLawDB

Contents

Subpart A · Subpart A—General Provisions

302.101Positions covered by regulations.#

(a)Positions covered. With respect to the application of veteran preference, this part applies to each position in the Executive Branch of the Federal Government that is not in the competitive service and that is subject to the provisions of title 5, United States Code, or subject to a statutory requirement to follow the veteran preference provisions of title 5. With respect to restoration rights that are due to compensable injury and appeals therefrom, this part applies to those positions covered by 5 U.S.C. 8101(1) that are not in the competitive service.

(b)Positions not covered. This part does not apply to a position or appointment that is required by the Congress to be confirmed by, or made with the advice and consent of, the Senate.

(c)Positions exempt from appointment procedures. In view of the circumstances and conditions surrounding employment in the following classes of positions, an agency is not required to apply the appointment procedures of this part to them, but each agency shall follow the principle of veteran preference as far as administratively feasible and, on the request of a qualified and available preference eligible, shall furnish him/her with the reasons for his/her nonselection. Also, the exemption from the appointment procedures of this part does not relieve agencies of their obligation to accord persons entitled to priority consideration (see § 302.103) their rights under 5 U.S.C. 8151:

(1)Positions filled by persons appointed without pay or at pay of $1 a year;

(2)Positions outside the continental United States and outside the State of Hawaii and the Commonwealth of Puerto Rico when filled by persons resident in the locality, and positions in the State of Hawaii and the Commonwealth of Puerto Rico when paid in accordance with prevailing wage rates;

(3)Positions which the exigencies of the national defense program demand be filled immediately before lists of qualified applicants can be established or used, but appointments to these positions shall be temporary appointments not to exceed 1 year which may be renewed for 1 additional year at the discretion of the agency;

(4)Positions filled by appointees serving on an irregular or occasional basis whose hours or days of work are not based on a prearranged schedule and who are paid only for the time when actually employed or for services actually performed;

(5)Positions paid on a fee basis;

(6)Positions included in Schedule A (see subpart C of part 213 of this chapter) for which OPM agrees with the agency that the positions should be included hereunder and states in writing that an agency is not required to fill positions according to the procedures in this part.

(7)Positions included in Schedule C (see subpart C of part 213 of this chapter);

(8)Attorney positions;

(9)Positions filled by reemployment of an individual in the same agency and commuting area, at the same or lower grade, and under the same appointing authority as the position last held; Provided That, there are no candidates eligible for the position on the agency's priority reemployment list established in accordance with § 302.303.

(10)Positions for which a critical hiring need exists when filled under § 213.3102(i)(2) of this chapter.

(11)Appointment of persons with intellectual disabilities, severe physical disabilities, or psychiatric disabilities to positions filled under 5 CFR 213.3102(u).

(12)Confidential, policy-determining, policy-making or policy-advocating positions filled under Schedule Policy/Career authorized under Executive Order 13957, as amended. Appointments under this authority must be made in accordance with the provisions of § 213.3601 of this chapter.

302.102Method of filling positions and status of incumbent.#

(a)To the extent permitted by statute and this chapter, each appointment, position change, and removal in the excepted service shall be made in accordance with any regulations or practices that the head of the agency concerned finds necessary.

(b)Except as authorized under paragraph (c) of this section, a person appointed to an excepted position does not acquire a competitive status by reason of the appointment. When an employee serving under a nontemporary appointment in the competitive service is selected for an excepted appointment, the agency must—

(1)Inform the employee that, because the position is in the excepted service, it may not be filled by a competitive appointment, and that acceptance of the proposed appointment will take him/her out of the competitive service while he/she occupies the position; and

(2)Obtain from the employee a written statement that he/she understands he/she is leaving the competitive service voluntarily to accept an appointment in the excepted service.

(c)Upon a finding by OPM that in a particular situation the action will be in the interest of good administration, OPM may authorize an agency to make appointments to specified positions in the excepted service in the same manner as to positions in the competitive service. Persons appointed pursuant to a specific authorization by OPM under this paragraph may acquire competitive status.

302.103Definitions.#

Person entitled to priority consideration means a person who was furloughed or separated without misconduct, from a position without time limit, because of a compensable injury and whose recovery takes longer than 1 year from the date compensation began. To be eligible under this part the person must apply for reappointment to his or her former agency within 30 days of the date of cessation of compensation.

302.104Applicability of regulations to applicants and employees.#

Each agency shall follow the provisions of this part relating to examination, rating, and selection for appointment of an applicant when a qualified preference eligible or person entitled to priority consideration applies for appointment to a position covered by this part. Each agency, in its discretion, may follow these provisions when no preference eligible or person entitled to priority consideration applies.

302.105Special agency plans.#

An agency having a position subject to this part may establish a system which will result in granting to eligible persons the preference or priority consideration referred to in sections 1302(c) or 8151 of title 5, United States Code, but which does not conform to all the procedural requirements set forth in this part. The agency establishing such a system must ensure that all eligible applicants entitled to veteran preference or priority consideration receive at least as much advantage in referral as they would receive under the procedures set forth in this part.

302.106Vacancy announcements.#

When an agency announces a vacancy in the excepted service, the announcement must contain a reasonable accommodation statement that complies with requirements in part 330, subpart A of this chapter.

302.107Suitability and fitness inquiries regarding criminal history.#

Agency inquiries regarding criminal history must be done in accordance with the requirements under chapter 92 of title 5, U.S. Code and part 920 of this chapter.

302.108Determinations of fitness for employment in an Excepted Service position.#

(a)An agency must make fitness determinations for excepted service positions in accordance with the applicable requirements of part 731 of this chapter.

(b)An agency must record its reasons for making fitness determinations under part 731 of this chapter and must furnish a copy of those reasons to an applicant upon their request.

Subpart B · Subpart B—Eligibility Standards

302.201Persons entitled to veteran preference.#

In actions subject to this part, each agency shall grant veteran preference as follows:

(a)When numerical scores are used in the evaluation and referral, the agency shall grant 5 additional points to preference eligibles under section 2108(3) (A) and (B) of title 5, United States Code, and 10 additional points to preference eligibles under section 2108(3) (C) through (G) of that title.

(b)When eligible candidates are referred without ranking, the agency shall note preference as “CP” for preference eligibles under 5 U.S.C. 2108(3)(C), as “XP” for preference eligibles under 5 U.S.C. 2108(3)(D) through (G), as “SSP” for preference eligibles under 5 U.S.C. 2108(3)(H) and as “TP” for all other preference eligibles under that title.

(c)When quality categories are used in the evaluation and referral, the agency shall list preference eligibles under 5 U.S.C. 2108(3) ahead of non-preference eligibles in accord with § 302.304(b)(6).

302.202Qualification requirements.#

Before making an appointment to a position covered by this part, each agency shall establish qualification standards such as those relating to experience and training, citizenship, minimum age, physical condition, etc., which shall relate to the duties to be performed. An agency may delegate the establishment of standards relating to a group of positions or a specific position to the appropriate administrative level or subdivision in accordance with the needs of the locality in which the position is located, but the agency shall determine that each standard established is in conformity with this part. Each agency shall make its standards a matter of record in the appropriate office of the agency, and shall furnish information concerning the standards for a position to an applicant on his/her request. Each agency shall apply the standards for a position uniformly to all applicants, except for such waivers as are provided in this part for a preference eligible. An agency shall not include a minimum educational requirement in qualification standards, except for a scientific, technical, or professional position the duties of which the agency decides cannot be performed by a person who does not have a prescribed minimum education. An agency shall not establish a maximum age requirement for any position. Each agency shall make a part of its records the reasons for its decision under this section and shall furnish those reasons to an applicant on his/her request. The qualification standards shall include:

(a)A provision for waiver by the agency of requirements as to age, height, and weight for each preference eligible when the requirements are not essential to the performance of the duties of the position; and

(b)A provision for waiver by the agency of physical requirements for each preference eligible when the agency, after giving due consideration to the recommendation of an accredited physician, finds that the applicant is physically able to discharge the duties of the position.

302.203Standard and criteria for determining fitness for employment in an Excepted Service position.#

(a)The minimum standard and criteria for determining fitness for employment based on character and conduct are prescribed in part 731, subpart B, of this chapter.

(b)Agencies may prescribe additional factors to protect the integrity and promote the efficiency of the service when job-related and consistent with business necessity.

Subpart C · Subpart C—Accepting, Rating, and Arranging Applications

302.301Receipt of applications.#

(a)Each agency shall establish definite rules regarding the acceptance of applications for employment in positions covered by this part and shall make these rules a matter of record.

(b)Each agency shall apply its rules uniformly to all applicants who meet the conditions of the rules and shall furnish information concerning the rules to an applicant on his/her request.

302.302Examination of applicants.#

(a)Eligibility. An evaluation of the qualifications of applicants for positions covered by this part may be conducted at any time before an appointment is made. The evaluation may involve only determination of eligibility or ineligibility or may include qualitative rating of candidates. If the evaluation involves only basic eligibility, candidates will not receive numerical scores or be placed in quality categories and will be referred in accordance with the procedures described in § 302.304(b)(5). If qualitative ranking is desired, numerical scores or placement in quality categories may be assigned in accordance with paragraph (b) of this section. Each agency shall make a part of the records the reasons for its decision to use ranked or unranked referral and, for ranked actions, the rating factors used. This information about the type of referral used and any rating factors used for ranked actions shall be made available to an applicant on his/her request.

(b)Rating—(1) Numerical rating. Numerical scores will be assigned on a scale of 100. Each applicant who meets the qualification requirements for the position established under § 302.202 will be assigned a rating of 70 or more and will be eligible for appointment. Candidates scoring 70 or more will receive additional points for veteran preference as provided in § 302.201. Numerical ratings are not required when all qualified applicants will be offered immediate appointment. When there are an excessive number of applicants, numerical ratings are required only for a sufficient number of the highest qualified applicants to meet the anticipated needs of the agency within a reasonable period of time. The agency must, however, adopt procedures to ensure the consideration of preference eligibles in the order in which they would have been considered if all applicants had been assigned numerical ratings. An agency shall furnish on an applicant's request a notice of the rating assigned to that applicant.

(2)Category rating. In accordance with 5 CFR part 337, subpart C, an agency must predefine at least two quality categories that reflect the requirements to perform the job successfully and to distinguish differences in the quality of candidates' job-related competencies/knowledge, skills and abilities. An agency may not establish a “not qualified” category. Only those found qualified will be placed in a category. Quality categories must be established and defined by the employing agency prior to accepting applications. Quality categories are not required when all qualified applicants will be offered immediate appointment.

(c)Nonpreference applicants for certain positions. An agency may not consider or rate an application for the position of elevator operator, messenger, guard, or custodian submitted by a nonpreference eligible as long as at least three qualified preference eligibles are available for the position.

(d)Evaluating experience. When experience is a factor in determining eligibility, an agency shall credit a preference eligible (1) with time spent in the military service of the United States if the position for which he/she is applying is similar to the position which he/she held immediately before his/her entrance into the military service; and (2) with all valuable experience, including experience gained in religious, civic, welfare, service, and organizational activities, regardless of whether pay was received therefor.

302.303Maintenance of employment lists.#

(a)Establishment—(1) Agency's obligation. An agency must establish a priority reemployment list whenever any applicants rated eligible under § 302.302 meet the conditions set out in paragraphs (b)(1) through (b)(3) of this section and must consider candidates from that list in accordance with § 302.304(a). All applicants not included on the priority reemployment list will be listed on the regular employment list unless the agency elects to establish a reemployment list as provided in paragraph (c) of this section.

(2)Agency discretion. In establishing its lists, an agency may, but is not required to: Afford priority consideration to non-preference eligibles who meet the conditions set out in paragraph (b)(4) of this section; afford priority consideration under paragraph (b) of this section for a longer time and/or in a broader geographic area than the minimum requirement; and/or provide reemployment consideration after the priority list is exhausted to additional current and former employees in accordance with paragraph (c) of this section. An agency may limit consideration granted at its discretion to applicants for specific positions or applicants who meet specific conditions, but must make those conditions a matter of record and must apply its policy uniformly to all eligible employees. Generally, full-time employees may be considered only for full-time positions and other-than-full-time employees only for other-than-full-time positions. However, full-time employees may be considered for other-than-full-time positions if there are no other-than-full-time employees on the appropriate priority or reemployment list; and other-than-full time employees may be considered for full-time positions if there are no full-time employees on the appropriate list.

(b)Priority reemployment list. Candidates are entered on the priority reemployment list in the geographic areas specified in paragraph (b)(1) of this section and remain on the list for 2 years unless the agency elects to provide a longer period of eligibility. The priority reemployment list includes:

(1)The name of each former employee of the agency who is a preference eligible, has been furloughed or separated from a continuing appointment without delinquency or misconduct, and applies for reemployment. Candidates in this category are considered for positions in the commuting area where they were separated unless the agency elects to provide broader consideration.

(2)The name of each former employee of the agency who is a preference eligible and who, as the result of an appeal under part 752 of this chapter, is found by the Merit Systems Protection Board to have been unjustifiably dismissed from the agency, but who is not entitled to immediate restoration under the Board's decision. Candidates in this category are considered in the commuting area from which separated unless the Board's decision specifies a broader or different area or the agency elects to afford broader geographic consideration.

(3)The name of each former employee of the agency who has been furloughed or separated due to compensable injury sustained under the provisions of 5 U.S.C. chapter 81, subchapter I, who is not entitled to immediate restoration, and who is eligible for priority consideration under this part. Candidates in this category are considered in the commuting area where they last served and, if the agency determines that an appropriate vacancy is unlikely to occur in that area during the candidates' period of reemployment priority, in other locations for which they are available.

(4)At the agency's discretion, the name of each former employee of the agency who is not a preference eligible, has been furloughed or involuntarily separated from a continuing appointment without delinquency or misconduct, and applies for reemployment. Candidates in this category are considered in the geographic area specified by the agency.

(c)Reemployment list. A reemployment list may be established at the agency's discretion to include the names of current employees of the agency and of former employees of the agency who are to be considered for future employment and who are not eligible for inclusion on the priority reemployment list. Employees may be entered on the reemployment list only for positions in which tenure and/or work schedule is no greater than that of the position previously held.

(d)Order of entry. An agency shall enter the names of all applicants rated eligible under § 302.302 on the appropriate list (priority reemployment, reemployment, or regular employment) in the following order:

(1)When candidates have been rated only for basic eligibility under § 302.302(a). (i) Preference eligibles having a compensable, service-connected disability of 10 percent or more (designated as “CP”) unless the list will be used to fill professional positions at the GS-9 level or above, or equivalent;

(ii)All other candidates eligible for 10-point veteran preference;

(ii)All other qualified candidates in the order of their augmented ratings. At each score, qualified candidates eligible for 10-point preference will be entered first, followed, second, by 5-point preference eligibles, third, by sole survivorship preference eligibles, and last, by nonpreference eligibles.

(3)When candidates have been placed in quality categories under § 302.302(b). Within each quality category, preference eligibles must be listed ahead of non-preference eligibles and may be listed in preference or alphabetical order. Preference eligibles having a compensable, service-connected disability of 10 percent or more (designated as CPS or CP) are placed in the highest quality category unless the list will be used to fill scientific or professional positions at the GS-9 level or above, or equivalent.

(iii)All candidates eligible for 5-point veteran preference;

(iv)All candidates eligible for sole survivorship preference and

(v)Qualified candidates not eligible for veteran preference.

(2)When qualified candidates have been assigned numerical scores under § 302.302(b). (i) Preference eligibles having a compensable, service-connected disability of 10 percent or more, in the order of their augmented ratings, unless the list will be used to fill professional positions at the GS-9 level or above, or equivalent;

302.304Order of consideration.#

(a)Consideration of priority reemployment candidates. An agency must consider all qualified candidates on its priority reemployment list before it may refer candidates from its reemployment list, if any, or regular employment list. When a qualified candidate is available on the priority list, the agency may appoint an individual who is not on the priority list or who has lower standing than others on that list only when necessary to obtain an employee for duties that cannot be taken over without undue interruption to the agency by an individual who is entitled to reemployment priority or has higher standing on the priority reemployment list than the one appointed. The agency must notify each individual on the priority reemployment list who is adversely affected by an appointment under this paragraph of the reasons for the exception and must further notify each such individual who is a preference eligible of his or her right of appeal to the Merit Systems Protection Board.

(b)Consideration of other candidates. Except as provided in paragraphs (b)(4), (5) and (6) of this section, an agency shall consider applicants on the reemployment and/or regular employment list who have been assigned eligible ratings for a given position in Order A, Order B, or Order C, as described in paragraphs (b)(1) through (3) of this section. Order A must be used when the agency has not established a reemployment list.

(1)Order A. (i) The name of each qualified preference eligible who has a compensable, service-connected disability of 10 percent or more and is entitled to 10-point preference under section 3309 of title 5, United States Code, in the order of his/her numerical ranking.

(ii)The name of each qualified preference eligible who has a compensable, service-connected disability of 10 percent or more and is entitled to 10-point preference under section 3309 of title 5, United States Code, and whose name appears on the agency's regular employment list, in the order of his/her numerical ranking.

(2)Order B. (i) The name of each qualified preference eligible who has a compensable, service-connected disability of 10 percent or more and is entitled to 10-point preference under section 3309 of title 5, United States Code, and whose name appears on the agency's reemployment list, in the order of his/her numerical ranking.

(i)Candidates on the reemployment list;

(ii)Candidates in the highest quality category with preference eligibles listed ahead of non-preference eligibles; and

(5)Unranked order. When numerical scores are not assigned, the agency may consider applicants who have received eligible ratings for positions not covered by paragraph (b)(4) of this section in either of the following orders:

(6)Category rating. In accordance with 5 CFR part 337, subpart C, list qualified preference eligibles ahead of non-preference eligibles within the same quality category in which they were assigned. Move qualified preference eligibles with a compensable service-connected disability of 30-percent or more (CPS) and those with a compensable service-connected disability of at least 10-percent but less than 30-percent (CP) from the quality category in which they would otherwise be placed to the highest quality category. (This movement of preference eligibles with service-connected disabilities is not done when filling scientific or professional positions at the GS-9 level or higher). Consider eligible candidates in the following order:

(iii)Candidates in each subsequent lower quality category with preference eligibles listed ahead of non-preference eligibles.

(iv)The name of each other qualified applicant on the agency's regular employment list, in the order of his/her numerical ranking.

(3)Order C. (i) The name of each qualified preference eligible who has a compensable, service-connected disability of 10 percent or more and is entitled to 10-point preference under section 3309 of title 5, United States Code, and whose name appears on the agency's reemployment list, in the order of his/her numerical ranking.

(4)Professional order. An agency shall consider applicants who have been assigned eligible ratings for professional and scientific positions at the GS-9 level and above, or equivalent, in the following order:

Subpart D · Subpart D—Selection and Appointment; Reappointment; and Qualifications for Promotion

302.401Selection and appointment.#

(a)Selection—(1) Unranked lists. When making an appointment from a priority reemployment, reemployment, or regular list on which candidates have not received numerical scores, an agency must make its selection from among the qualified preference eligibles, as long as at least three candidates remain in that group. When fewer than three preference eligibles remain, consideration may be expanded to include the non-preference eligibles in accordance with paragraph (b) of this section, passing over a preference applicant.

(2)Numerical lists. When making an appointment from a list on which candidates have received numerical scores, an agency must use one of the methodologies identified below to determine the number of applicants referred for selection. A selecting official may select any eligible candidate referred for selection. However, a selecting official may not pass over a preference eligible to select a lower standing non-preference eligible unless the agency has complied with the pass-over procedures in paragraph (b) of this section. The selection mechanism must be determined before soliciting for applications and be made available to applicants upon their request. The mechanism used must be clearly documented in the recruitment file and available for reconstruction or third-party review. The agency may determine, based on the position to be filled, which of the following mechanisms will best meet the hiring needs of the agency and result in at least three names for consideration for appointment in the order provided in § 302.304. In selecting an appropriate mechanism, agencies should consider the assessment(s) used, historical applicant data, current labor market conditions, and other factors appropriate for the hiring action.

(i)The agency may establish a cut-off score based on the assessment(s) used, supported by job analysis data;

(ii)The agency may use a cut-off score based on business necessity (e.g., a cut-off score based on the agency's need to keep processing of the expected number of applicants manageable because of its use of a costly or labor-intensive assessment tool such as a structured interview);

(iii)The agency may use a set number of the highest ranked eligible applicants; or

(iv)The agency may use a set percentage of the highest ranked eligible applicants.

(3)Category rating. When making appointments from a list on which candidates have been placed in quality categories, in accordance with 5 CFR part 337, subpart C, an agency may select any eligible candidate(s) in the highest quality category; except the selecting official may not select a non-preference eligible over a preference eligible unless the agency has complied with the pass-over procedures in paragraph (b) of this section. If there are fewer than three candidates in the highest quality category, the agency may combine (merge) the top two quality categories and make selections from the newly merged category. The newly merged category is the new highest quality category. Preference eligibles must be listed ahead of non-preference eligibles in the newly merged category.

(4)Conditions. Under any of the above selection methods, an agency is not required to—

(i)Accord an applicant on its priority reemployment or reemployment list the preference consideration required by § 302.304 if the list on which the applicant's name appears does not contain the names of at least three preference eligibles; or

(ii)Consider an applicant who has previously been considered three times in accordance with § 332.405 or a preference eligible if consideration of his/her name for the position has been discontinued as provided in paragraph (b) of this section.

(b)Passing over a preference applicant. When an agency, in making an appointment as provided in paragraph (a) of this section, passes over the name of a preference eligible, it shall follow the procedures in 5 U.S.C. 3318(c) and 3319(c) as described in the Delegated Examining Operations Handbook. An agency may discontinue consideration of the name of a preference eligible for a position as described in 5 U.S.C. 3318(c).

302.402Reappointment.#

An agency may reappoint a current or former nontemporary employee of the executive branch of the Federal Government who is a preference eligible to a position covered by this part without regard to the names of qualified applicants on the agency's priority reemployment, reemployment, or regular employment list.

302.403Qualifications for promotion.#

In determining qualifications for promotion with respect to an employee who is a preference eligible, an agency shall waive:

(a)Requirements as to age, height, and weight unless the requirement is essential to the performance of the duties of the position; and

(b)Physical requirements if, in the opinion of the agency, after considering the recommendation of an accredited physician, the preference eligible is physically able to perform efficiently the duties of the position for which the promotion is proposed.

Subpart E · Subpart E—Shared Use of Excepted Service Certificates

302.501General authority.#

(a)Certificate has the meaning given in § 332.102 of this chapter.

(b)A hiring agency may share an excepted service certificate issued for filling positions under Schedules D and Policy/Career with one or more Federal agencies for positions to be filled on a permanent or time-limited basis. Positions filled on a time-limited basis are subject to § 213.104 of this chapter. Positions may be full-time or other than full-time, including part-time, seasonal, on-call, and intermittent positions.

(c)All actions taken on a shared excepted service certificate must occur within 240 days after the date on which the original hiring agency issued the certificate. This period may not be extended.

(d)The original hiring agency and any receiving agency using a shared excepted service certificate must maintain sufficient documentation to reconstruct their respective use of the certificate and must safeguard examination materials, assessment materials, examination results, assessment results, and applicant information in accordance with § 300.201 of this chapter.

(e)All actions taken on a shared excepted service certificate must comply with this part.

(f)Agencies sharing excepted service certificates must keep records of the instances of sharing these certificates and/or using shared excepted service certificates.

302.502Requirements for the original hiring agency.#

(a)An original hiring agency may share an excepted service certificate issued under § 302.302 with one or more receiving agencies if:

(1)The original hiring agency intends to use the excepted service certificate for its own hiring needs;

(2)The original hiring agency informed applicants that the resulting excepted service certificate may be used by one or more hiring agencies;

(3)The original hiring agency provided applicants an opportunity to opt-in to have their applications and other personal information shared with one or more hiring agencies;

(4)The original hiring agency's objections to eligibles or requests to pass over preference eligibles have been resolved in accordance with subpart D of this part, or by OPM in the case of a disabled veteran with a thirty percent or more service-connected disability. The original hiring agency must notate on the excepted service certificate next to the name of any preference eligible veteran whom the agency successfully passed over;

(5)The original hiring agency either made a selection from the excepted service certificate or documented its reason for making no selection; and

(6)The original hiring agency determined that sharing the excepted service certificate complies with this part and any applicable agency policy.

(b)The original hiring agency may apply the three-consideration rule in § 332.405 during its use of an excepted service certificate on which applicants were assigned numerical scores under § 302.302(b)(1) and remove candidates from consideration accordingly. The three-consideration rule does not apply to an excepted service certificate on which applicants were placed in quality categories under § 302.302(b)(2). Before sharing the certificate with another agency, the original hiring agency must notate the certificate next to the name of any applicant removed from consideration under § 332.405. For purposes of this subpart, § 332.405 applies as if the position were being filled in the competitive service.

(c)When sharing an excepted service certificate, the original hiring agency must share all documentation pertaining to the creation of that certificate, including but not limited to the job analysis, testing and examination materials, the job opportunity announcement or applicable public notification, and applications, as relevant, and must safeguard any personally identifiable information not needed for effective use of the certificate by the receiving agency. The original hiring agency may share the assessment scores of certified applicants. The original hiring agency must share the excepted service certificate of eligibles in its original form in order to retain the original ordering of the certificate; must safeguard any personally identifiable information from unauthorized access during the transmission process; and must redact the names of applicants who did not opt-in to the shared certificate, and who therefore may not be considered by the receiving agency.

(d)The original hiring agency may share an excepted service certificate of eligibles with one or more agencies, one agency at a time or multiple agencies simultaneously.

(e)If the original hiring agency determines that it has made an error that may affect selections by a receiving agency or agencies, it must notify each affected receiving agency.

302.503Requirements for receiving agencies.#

(a)Eligible vacancies. A receiving agency may use a shared excepted service certificate to fill a vacancy in the same occupational series, at the same grade level (or corresponding rate or level of pay for a position excluded from the General Schedule) with the same full-performance level, and in the same duty location as was listed on the original hiring agency's certificate. If the original hiring agency's excepted service certificate is for an interdisciplinary position as described in the Delegated Examining Operations Handbook, the receiving agency may use it to fill an interdisciplinary position. The receiving agency must verify through its job analysis that the minimum qualification requirements (including use of any selective placement factors) and the competencies, or knowledge, skills, and abilities, that were used for the original position are appropriate for the position to be filled.

(b)Notification to applicants. Before using a shared excepted service certificate, a receiving agency must notify eligible applicants who opted-in that it has received their names and application materials and intends to consider them for employment. The notification must identify the agency, position title, occupational series, grade level or equivalent, and duty location.

(c)Limitations. (1) Nothing in this paragraph affects agencies' right to fill a position from any appropriate source under §§ 330.102 and 335.103 of this chapter.

(2)Before considering other candidates, a receiving agency must first provide for the consideration for selection required for individuals entitled to priority consideration under §§ 302.303 and 302.304.

(d)Selection from the shared certificate. A receiving agency may consider candidates referred on the shared excepted service certificate.

(1)A receiving agency may, but is not required to, consider any applicant designated on the certificate as being passed over under § 302.502(a)(4), or as having received three bona fide considerations under § 302.502(b).

(2)The receiving agency may not reassess the applicants for purposes of rating/ranking.

(e)Time limit on selection. The receiving agency has 240 days from the date the certificate was issued (in the original hiring agency) to select individuals from the shared excepted service certificate.

(f)Limit on further sharing by the receiving agency. The receiving agency may not share or distribute the shared certificate to another Federal agency.

Subpart F · Led Pooled Hiring Actions

302.601General authority.#

(a)OPM may issue lists of qualified applicants for which agencies shall conduct technical assessments and certify applicants for selection, to one or more agencies under this part; or

(b)OPM may issue excepted service certificates to one or more agencies which may make selections in accordance with this part.

302.602Definitions.#

In this subpart: Certificate has the meaning given in § 332.102 of this chapter. OPM-led pooled hiring action means a hiring approach under which OPM will (1) centrally recruit and provide agencies with lists of applicants who meet minimum requirements and qualifications for hiring agencies to conduct the technical assessment, certification, and selection processes, or (2) centrally recruit, screen applicants for minimum requirements and qualifications, conduct the technical assessment and certification processes, and provide agencies with ready-made excepted service certificates of qualified applicants to make selections. Participating agency means an agency that receives a list of qualified applicants or an excepted service certificate from OPM under this subpart for a given OPM-led pooled hiring action.

302.603Lists of qualified applicants.#

(a)OPM may recruit applicants, determine minimum qualifications, and provide lists of qualified applicants to agencies.

(b)Agencies are responsible for conducting technical assessments and issuing excepted service certificates in accordance with this part.

(c)Agencies must satisfy all applicable requirements pertaining to applicants eligible for priority consideration in accordance with §§ 302.103, 302.303, 302.304, and 302.401.

(d)An agency may apply the three-consideration rule under § 332.405 of this subchapter to an excepted service certificate on which applicants were assigned numerical scores under § 302.302(b)(1) and must notify OPM when doing so. The three-consideration rules does not apply to an excepted service certificate on which applicants were placed in quality categories under § 302.302(b)(2). OPM will notify all participating agencies when an applicant has been removed from further consideration under the three-consideration rule. An agency may, but is not required to, consider any applicant who received three bona fide considerations from another agency in accordance with § 332.405 of this subchapter and identified as such by OPM. For purposes of this subpart, § 332.405 of this subchapter applies as if the position were being filled in the competitive service.

(e)An agency which passes over a preference eligible must notify OPM when the pass-over is sustained. OPM will notify all participating agencies when a pass-over request has been sustained, and the veteran is removed from further consideration. An agency may, but is not required to, consider any applicant notified that he or she was being passed over by another agency in accordance with § 302.401(b), the Delegated Examining Operations Handbook, and identified as such by OPM.

302.604OPM-created certificates for pooled hiring.#

(a)OPM may issue one or more excepted service certificates for a hiring instance under the procedures of this part.

(b)An agency using an OPM-generated excepted service certificate may not reassess applicants for purposes of rating or ranking.

(c)OPM may establish a policy for the timeframe within which an agency using a certificate may make a selection, and any extensions to this timeframe.

(d)Agencies must satisfy all applicable requirements pertaining to applicants eligible for priority consideration in accordance with §§ 302.103, 302.303, 302.304, and 302.401.

(e)An agency may apply the three-consideration rule under § 332.405 of this subchapter to an excepted service certificate on which applicants were assigned numerical scores under § 302.302(b)(1) and must notify OPM when doing so. The three-consideration rule does not apply to an excepted service certificate on which applicants were placed in quality categories under § 302.302(b)(2). OPM will notify all participating agencies when an applicant has been removed from further consideration under the three-consideration rule. A participating agency may, but is not required to, consider any applicant who received three bona fide considerations from another agency in accordance with § 332.405 and identified as such by OPM.

(f)An agency which passes over a preference eligible must notify OPM when the pass-over is sustained. OPM will notify all participating agencies when a pass-over request has been sustained, and the veteran is removed from further consideration. An agency may, but is not required to, consider any applicant notified that he or she was being passed over by another agency in accordance with § 302.401(b), the Delegated Examining Operations Handbook, and identified as such by OPM.

Subpart G · Subpart G—Appeals

302.701Entitlement.#

An individual who is covered by 5 U.S.C. 8101(1) and is entitled to priority consideration under this part (see § 302.103) may appeal a violation of his/her restoration rights to the Merit Systems Protection Board under the provisions of the Board's regulations by presenting factual information that he or she was denied restoration rights because of the employment of another person.

United States Government work; public domain under 17 U.S.C. § 105.

Subpart A · Subpart A&#x2014;General Provisions