Directive-43003_-Career-Transition-Assistance-Program.pdf

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UNITED STATES DEPARTMENT OF AGRICULTURE 
FOOD SAFETY AND INSPECTION SERVICE 
WASHINGTON, DC 
CHANGE TRANSMITTAL SHEET 
DIRECTIVE 
REVISION 
AMENDMENT 
OTHER 
FSIS DIRECTIVE

CAREER TRANSITION ASSISTANCE PROGRAM
 4300.3 
1/8/99

I. 
GENERAL 
A. 
The Career Transition Assistance Program provides eligible surplus and 
displaced employees with career transition services and two job selection priority Plans. 
B. 
The Program provides surplus and displaced employees with: 
1. 
Assistance and encourages them to take charge of their own 
careers. 
2. 
The necessary tools to empower them to make informed decisions 
about career transitions. 
3. 
Career transition services that enable them to explore self-
employment, and job opportunities within the Federal Government and private-sector. 
II. 
BACKGROUND 
A. 
As the Government downsizes and restructures, some Federal employees 
are losing their jobs. These individuals need assistance to find other employment. To 
initiate this effort, on September 12, 1995, the President issued a memorandum entitled 
"Career Transition Assistance for Federal Employees." The memorandum requires 
Federal executive agencies to establish career transition programs to help surplus and 
displaced workers find jobs. 
B. 
To implement the President's Memorandum, the Office of Personnel 
Management (OPM) initially issued interim regulations, effective February 29, 1996. 
OPM issued final regulations on June 9, 1997.  These regulations specify that a 
transition assistance program consists of the following: 
DISTRIBUTION: 
OPI: 
All Employees 
HRD – Employment Services and 
Policy Branch 
1. 
Career transition services for the Department's surplus and 
displaced employees. 
2. 
Policies for retraining displaced employees. 
3. 
A policy that requires the selection of a well-qualified, surplus or 
displaced Agency employee who applies for a vacant position in the local commuting 
area, before selecting any other candidate from either within or outside the Department. 
4. 
A policy that requires the selection of a well-qualified, displaced 
employee from another Department who applies for a vacant position in the local 
commuting area, before selecting any other candidate from outside the Department. 
C. 
FSIS has implemented a Career Transition Assistance Program that 
complies with OPM's final regulations. The Program includes transition services and 
two job selection priority Plans. The two selection priority plans are the Career 
Transition Assistance Plan (CTAP) and the Interagency Career Transition Assistance 
Plan (ICTAP). 
D. 
CTAP provides special selection priority for eligible displaced and surplus 
employees seeking jobs within USDA. 
E. 
ICTAP provides special selection priority for displaced employees seeking 
jobs in various Departments (EXAMPLE: USDA or DOT). When ICTAP went into 
operation, the pre-existing OPM Interagency Placement Program was suspended. 
Displaced employees who were enrolled in the Placement Program at the time of its 
suspension received notification from OPM concerning the suspension and their 
eligibility for the new ICTAP. 
F. 
CTAP and ICTAP do have some differences, such as, the definition of 
displaced employee and the eligibility requirements. Also, there is no provision for 
surplus employees under ICTAP. 
III. 
CANCELLATION 

This transmittal is canceled when contents are filed.

Deputy Administrator 
Office of Management 
Page 2 
CAREER TRANSITION ASSISTANCE PROGRAM 
TABLE OF CONTENTS 
PART ONE--BASIC PROVISIONS 
Title 
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V. 
ABBREVIATIONS AND FORMS .
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POLICY.
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VII. 
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VIII. 
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IX. 
DEFINITIONS .
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PART TWO--CAREER TRANSITION SERVICES 
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ELIGIBILITY .
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II. 
TYPES OF SERVICES .
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III.	
ACCESS TO AND USE OF SERVICES 
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A. 
Informing
 
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B. 
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C. Surplus and Displaced Employees with 
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D. Use
 
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E. Use After Separation .
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IV. 
RETRAINING FOR ELIGIBLE EMPLOYEES .
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PART THREE--SPECIAL SELECTION PROVISIONS UNDER CTAP 
Section One--Basic Provisions 
I. 
POLICY 
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II. 
APPLICABILITY .
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III.	
DEFINITIONS .
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A. Displaced
 
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B. 
Surplus
 
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C. Other
 
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IV. 
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Section Two--Eligibility, Application Procedure, and Selection 
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ELIGIBILITY FOR SELECTION PRIORITY .
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A. Requirements
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B. Proof of Eligibility .
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C. Period of Eligibility .
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D. Eligibility Notification .
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E. Eligibility Cancellation 
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VI.	
LOCATING AND APPLYING FOR VACANCIES .
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A. 
Locating
 
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B. Open Continuous Vacancies .
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C. Application Procedure
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VII. 
SELECTION .
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A. Consideration of Candidates .
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B. Order of Selection for Filling Vacancies

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C. 
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D. Qualification Review and Results. .
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ATTACHMENT 3-1, Exemptions From Special Selection

Priority Under CTAP .
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PART FOUR--SPECIAL SELECTION PROVISIONS UNDER ICTAP 
Section One--Basic Provisions 
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POLICY.
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II.	
APPLICABILITY.
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A. Applicable
 
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B. Non-Applicable
 
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III.	
DEFINITIONS .
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A. Displaced  Employee .
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B. Other
 
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IV. 
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Page ii 
Section Two--Eligibility, Application Procedure, and Selection 
V.

ELIGIBILITY FOR SELECTION PRIORITY .
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A. Requirements. .
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B. Proof of Eligibility. .
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C. Period of Eligibility .
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D. Eligibility Notification and Cancellation 
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VI. 
LOCATING AND APPLYING FOR VACANCIES .
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VII. 
SELECTION .
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A. Consideration of Candidates .
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B. Order of Selection for Filling Vacancies

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C. Qualification Review and Results 
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ATTACHMENT 4-1, Exemptions From Special

Selection Priority Under ICTAP .
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Page iii 
1/8/99 
UNITED STATES DEPARTMENT OF AGRICULTURE 
FOOD SAFETY AND INSPECTION SERVICE 
WASHINGTON, DC 
FSIS DIRECTIVE
 4300.3
 1/8/99 
CAREER TRANSITION ASSISTANCE PROGRAM 
PART ONE--BASIC PROVISIONS 
I. 
PURPOSE 
This directive: 
A. 
Delegates responsibilities for implementing a career transition assistance 
program. 
B. 
Explains the availability and use of career transition services. 
C. 
States special selection priority provisions for CTAP and ICTAP. 
II. 
(RESERVED) 
III. 
(RESERVED) 
IV. 
REFERENCES 
Presidential Memorandum dated 9/12/95, "Career Transition Assistance for Federal 
Employees" 
5 CFR 5.1, Regulations, Investigation, and Enforcement (Rule V), 
Civil Service Regulations 
5 CFR 300, Subpart E, Employment (General), Use of Private Sector Temporaries 
5 CFR 315, Career and Career-Conditional Employment 
5 CFR 315.701, Career and Career-Conditional Employment, Incumbents of 
Positions Brought Into the Competitive Service 
DISTRIBUTION: 
OPI: 
All Employees 
HRD – Employment Services and 
Policy Branch 
5 CFR 316.701, Temporary and Term Employment, Public or Private 
Enterprise Taken Over By Government 
5 CFR 316.702, Temporary and Term Employment, Excepted Positions 
Brought Into the Competitive Service 
5 CFR 330, Recruitment, Selection, and Placement (General) 
5 CFR 330, Subpart B, Reemployment Priority List 
5 CFR 330, Subpart F, Agency Career Transition Assistance Plans for 
Local Surplus and Displaced Employees 
5 CFR 334, Temporary Assignment of Employees Between 
Federal Agencies and State, Local, and Indian Tribal Governments, 
Institutions of Higher Education, and Other Eligible Organizations 
5 CFR 335, Promotion and Internal Placement 
5 CFR 351, Reduction In Force 
5 CFR 353, Restoration to Duty From Uniformed Service or 
Compensable Injury 
5 U.S.C. Chapter 81, Compensation for Work Injuries, 
Subchapter I, Generally 
5 U.S.C. Chapter 83, Retirement, Section 8336, Immediate Retirement and 
Section 8337, Disability Retirement 
5 U.S.C. Chapter 84, Federal Employees' Retirement System, Section 8414, Early 
Retirement; Section 8451, Disability Retirement; and Section 8456, 
Military Reserve Technicians 
5 U.S.C. 3594, Guaranteed Placement In Other Personnel Systems, Chapter 35, 
Retention Preference, Restoration, and Reemployment, Subchapter V, 
Removal, Reinstatement, and Guaranteed Placement in the Senior Executive 
Service 
USDA Personnel Bulletin No. 330-1, USDA Career Transition Assistance Plan 
V. 
ABBREVIATIONS AND FORMS 
The following will be referred to in their shortened form: 
CFR 
Code of Federal Regulations

CTAP 
Career Transition Assistance Plan

ESPB 
Employment Services and Policy Branch, HRD

EEO 
Equal Employment Opportunity

FJOB 
Federal Job Opportunities Bulletin

HRD 
Human Resources Division

ICTAP 
Interagency Career Transition Assistance Plan

OPM 
Office of Personnel Management

Page 2 
FSIS DIRECTIVE 4300.3 
PART ONE 
OWCP 
Office of Workers’ Compensation Programs 
POB 
Personnel Operations Branch, HRD 
RIF 
Reduction In Force 
RPL 
Reemployment Priority List 
SES 
Senior Executive Service

SPO 
Servicing Personnel Office (Headquarters-ESPB and Field-

POB) 
Form SF-50, Notification of Personnel Action 
VI. 
POLICY 
It is FSIS policy to: 
A. 
Provide career transition assistance to employees affected by downsizing 
and restructuring. 
B. 
Provide career transition services and special selection priority to eligible 
displaced and surplus employees. 
C. 
Reasonably accommodate surplus and displaced employees with 
disabilities. 
VII. 
EFFECTIVE DATES 
A. 
CTAP became effective on April 28, 1996, and operates through 
September 30, 1999, unless further extended because of severe downsizing. 
B. 
ICTAP became effective on February 29, 1996, and operates through 
September 30, 1999, unless further extended because of severe downsizing. 
VIII. 	
RESPONSIBILITIES 
A. 
Employees are responsible for: 
1. 
Their own careers. 
2. 
Actively seeking assistance to attain personal and professional 
goals. 
3. 
Applying for vacancies in which they are interested. 
Page 3 
1/8/99 
B. Managers are responsible for: 
1. 
Ensuring efficient and effective operation of the Career Transition 
Assistance Program. 
2. 
Considering, fully and fairly, each employee referred under the 
Program. 
3. 
Complying with the spirit and procedural requirements of the 
Program. 
C. 
SPO's and ESPB. 
1. 
SPO's are responsible for: 
a. 
Assisting and advising employees and managers on the 
Program. 
b. 
Providing pertinent materials or advisory services to surplus 
and displaced employees on appropriate career transition assistance resources and 
out-placement services. 
c. 
Verifying eligibility and notifying surplus and displaced 
employees of eligibility under the Program. 
d. 
Reporting information annually by December 1 of each year 
for the Agency report. 
2. 
ESPB is responsible for: 
a. 
Overseeing the operation of the Program. 
b. 
Serving as the point of contact with the SPO staffing 
specialists for additional Program interpretation or clarification. 
c. 
Submitting annual Agency reports to the Department. 
IX. 	
DEFINITIONS 
A. 
The following definitions apply to this entire directive: 
Page 4 
FSIS DIRECTIVE 4300.3 
PART ONE 
1. 
Eligible Employee. A surplus or displaced employee who meets 
the conditions of eligibility in Part Three, Section Two, subparagraph V. A. or Part Four, 
Section Two, subparagraph V. A. 
2. 
Local Commuting Area. The geographical area that usually 
constitutes one area for employment purposes. It includes any population center (or 
two or more neighboring ones) and the surrounding localities in which people live and 
can reasonably be expected to travel back and forth daily to their usual employment. 
3. 
Special Selection Priority. Surplus and displaced employees who 
meet eligibility requirements must be selected over any other candidate for vacancies in 
the local commuting area for which they apply and are found well-qualified. 
4. 
Vacancy. A competitive service position which the agency is filling 
for a total of 121 days or more, including all extensions, regardless of whether the 
agency issues a specific vacancy announcement. 
5. Well-Qualified Employee. An eligible employee who meets all of 
the following criteria: 
a. 
Meets basic qualification and eligibility requirements for the 
position, including any medical qualifications, suitability, and minimum educational and 
experience requirements. 
b. 
Meets the "fully acceptable" or equivalent level for each 
knowledge, skill, and ability. 
c. 
Is physically qualified, with reasonable accommodation 
where appropriate, to perform essential duties of the position. 
d. 
Is able to satisfactorily perform the duties of the position 
upon entry. 
B. 
Displaced Employee is defined differently under CTAP and ICTAP.  Its 
definition is provided in Part Three, Section One, subparagraph III. A. and Part Four, 
Section One, subparagraph III. A. 
C. 
Surplus Employee applies to CTAP only.  Its definition is provided in 
Part Three, Section One, subparagraph III. B. 
Page 5 
1/8/99 
(and 6) 
FSIS DIRECTIVE 4300.3 
PART TWO 
PART TWO--CAREER TRANSITION SERVICES 
I. 
ELIGIBILITY 
FSIS employees who are career or career-conditional or in the SES who are identified 
as surplus or displaced are entitled to services. Other employees may use the services, 
but surplus and displaced employees are given priority. 
II. 
TYPES OF SERVICES 
To the extent feasible, available services may include: 
A. 
Government job vacancy postings. 
B. 
Private-sector employment information. 
C. 
Career counseling. 
D. 
Skills assessment and job search preparation. 
E. 
Software for resume preparation. 
F. 
Relocation information. 
G. 
Access to computers, printers, copier and facsimile machines. 
H. 
The Employee Assistance Program. Professional counselors provide free, 
confidential assistance to employees on many issues. Employees may contact the 
Program directly for assistance on 1-800-523-5668. 
III. 
ACCESS TO AND USE OF SERVICES 
A. 
Informing Employees. SPO's provide surplus and displaced employees 
with information on the use of career transition services and how they are obtained. 
The Agency, USDA Career Management Resource Centers, and State Dislocated 
Workers Units provide career transition services. 
B. 
Point of Contact. SPO's are the point of contact for surplus and 
displaced employees seeking local resource centers, unemployment services, 
employee assistance programs, counseling services and job placement services. 
Page 7 
1/8/99 
C. 
Surplus and Displaced Employees with Disabilities. SPO's make 
information available and provide contacts for Federal, State, or local resources to 
support career transition for persons with disabilities. SPO's provide printed materials in 
alternate formats on request. Employees may also contact FSIS's Disability Program 
Manager at (202) 720-5362 or TDD/TTY (202) 720-2442 for assistance. 
D. 
Use of Excused Absence. 
1. 
Surplus and displaced employees may request, orally or in writing, 
approval of excused absence to use career transition services. 
2. 
Supervisors will authorize such employees with at least 40 hours 
of "on-the-clock" time, which is "01" Regular Time on the Time and Attendance Report. 
The 40 hours are cumulative and should be granted in increments. (EXAMPLES: Four 
hours to attend a workshop and three hours to work on a resume.) Supervisors should 
informally keep track of the hours granted. 
3. 
Supervisors, at their discretion, may provide additional time as 
warranted by individual situations. Supervisors are encouraged to be flexible as the 
needs of the workplace permit, to allow surplus and displaced employees maximum 
time to participate in career transition activities. 
E. 
Use After Separation. Separated employees may use career transition 
services for up to 90 days following separation. Access ends when the employee 
receives a career, career-conditional, or excepted-service appointment without time limit 
in any agency or 90 days after separation. 
IV. 
RETRAINING FOR ELIGIBLE EMPLOYEES 
A. 
Managers and supervisors, to the extent possible, are required to make 
every effort to retrain surplus and displaced employees: 
1. 
For other occupations before hiring other candidates. 
2. 
Who lack specialized knowledge in a specific program area but 
possess appropriate skills to perform the job. (EXAMPLE: A personnel management 
specialist would possess the skills necessary to fill a position as an EEO specialist.) 
B. 
Selecting officials consult with the SPO to decide the feasibility of 
retraining surplus or displaced employees. NOTE: When retraining is a consideration, 
existing staffing procedures apply, especially if retraining could lead to a promotion. 
Page 8 
FSIS DIRECTIVE 4300.3 
PART TWO 
C. 
Retraining is available through: 
1. 
Career development. 
2. 
Upward mobility. 
3. 
Cross-training. 
4. 
Rotational assignments. 
5. 
Job restructuring. 
6. 
Detail. 
7. 
Placement through use of modified qualifications. Selecting 
officials should modify qualifications, when feasible, before announcing the position to 
ensure that displaced and surplus employees have an opportunity to qualify for the 
vacancy.  Selecting officials consult with the SPO to decide the feasibility of modifying 
qualifications for surplus and displaced employees. 
D. 
SPO's may contact the U.S. Department of Labor, State Dislocated 
Workers Units and local Private Industry Councils for information on retraining 
opportunities through the Job Training Partnership Act. 
Page 9 
1/8/99 
(and 10) 
FSIS DIRECTIVE 4300.3 
PART THREE 
PART THREE--SPECIAL SELECTION PROVISIONS UNDER CTAP 
Section One--Basic Provisions 
I. 
POLICY 
A. 
When filling an Agency vacancy, a well-qualified, surplus or displaced 
FSIS employee who meets eligibility under CTAP must be selected before another 
candidate from within or outside the Agency, unless doing so would result in another 
employee being separated under a RIF. 
B. 
The Agency may not procure temporary help services under 5 CFR 300, 
subpart E, in lieu of appointing surplus or displaced Federal employees. 
II. 
APPLICABILITY 

Refer to Attachment 3-1 for items that are exempt from special selection priority.

III. 	
DEFINITIONS 
A. 
Displaced Employee. A current (i.e. still on Agency rolls): 
1. 
Career or career-conditional competitive service USDA employee at 
grade GS-15 or equivalent and below, who has received a RIF separation notice or has 
declined a directed reassignment or transfer of function outside the local commuting 
area. 
2. 
USDA employee in the excepted service, serving on an 
appointment without time limit, at grade GS-15 or equivalent and below, who has been 
given noncompetitive appointment eligibility and selection priority by statute for positions 
in the competitive service and who is in receipt of a RIF separation notice or has 
declined a transfer of function or directed reassignment outside the local commuting 
area. 
B. 
Surplus Employee. A current (i.e. still on Agency rolls): 
1. 
Career or career-conditional competitive service USDA employee, 
at grade GS-15 or equivalent and below, who has received a certificate of expected 
separation or other official certification issued by an Agency indicating that the position 
is surplus. 
Page 11 
1/8/99 
2. 
USDA employee on an excepted service appointment without time 
limit, at grade GS-15 or equivalent and below, who has been issued a certificate of 
expected separation or other official agency certification indicating that the position is 
surplus, and who has been conferred noncompetitive appointment eligibility and special 
selection priority by statute for positions in the competitive service. 
C. 
Other Terms. Refer to Part One, Paragraph IX. for a complete list of all 
other definitions used in this directive. 
IV. 
(RESERVED) 
Section Two--Eligibility, Application Procedure, and Selection 
V. 
ELIGIBILITY FOR SELECTION PRIORITY 
A. 
Requirements. An individual must meet all the following conditions for 
special selection priority: 
1. 
Meet the definition of displaced or surplus employee (See Section 
One, paragraph III.) 
2. 
Have a current performance rating of record of at least Fully 
Successful or equivalent. 
3. 
Apply for a vacancy that is at or below the grade level of, and 
without greater promotion potential than, the position from which the employee may be 
or is being separated. 
4. 
Occupy a position in the same local commuting area of the 
vacancy. 
5. 
File an application for a specific vacancy within the timeframes 
established by the Agency, and provide a proof of eligibility document. (See 
Subparagraph B.) 
6. 
Be determined by the Agency to be well-qualified for the specific 
vacancy. 
B. 
Proof of Eligibility. The following documents provide valid proof of 
eligibility for special selection priority: 
Page 12 
FSIS DIRECTIVE 4300.3 
PART THREE 
1. 
RIF separation notice or notice of proposed removal for declining a 
directed reassignment or transfer of function outside the local commuting area. 
2. 
Certificate of expected separation or other official notice from an 
agency stating that the employee is surplus or eligible for discontinued service 
retirement. 
3. 
Other official agency certification identifying the employee as being 
in a surplus organization or occupation. 
C. 
Period of Eligibility. 
1. 
Eligibility begins on the date the proof of eligibility document is 
issued. (See Subparagraph B.) 
2. 
Eligibility ends on whichever date is the earliest of the following: 
a. 
RIF separation. 
b. 
Employee's resignation. 
c. 
Separation under adverse action procedures for declining a 
directed reassignment or transfer of function to another local commuting area. 
d. 
Cancellation of a proof of eligibility document. (See 
Subparagraph B.) 
e. 
Eligible employee's acceptance of a career, career-
conditional or excepted service appointment (without time limit) in any agency at any 
grade level. 
D. 
Eligibility Notification. 
1. 
Each SPO establishes a method of tracking surplus and displaced 
employees and officially notifying each eligible employee in writing. The notification 
document must include: 
a. 
The title, series, grade, geographic location, and full 
performance level of the employee's current position. 
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1/8/99 
b. 
An SPO contact to verify current eligibility and to notify in the 
event the employee is selected for another position. 
c. 
The signature of the SPO Personnel Officer. 
2. 
SPO's inform the Director, HRD, when issuing notifications. 
3. 
The SPO issues to the employee with the notification document, 
the following information, in writing: 
a. 
Special selection priority provisions. 
b. 
Procedures to apply for vacancies under CTAP and ICTAP. 
c. 
Available career transition services and how employees may 
obtain them. 
E. 
Eligibility Cancellation. 
1. 
The Personnel Officer cancels the notification of eligibility when 
notified that the employee is now employed under conditions that make the employee 
ineligible for further special selection priority. 
2. 
The SPO notifies the ineligible employee in writing of the 
cancellation and the basis for it. 
3. 
Each SPO establishes a procedure for documenting the 
cancellation. (EXAMPLE: Letter obtaining ineligible employee's signature 
acknowledging receipt of the cancellation.) 
VI. 	
LOCATING AND APPLYING FOR VACANCIES 
A. 
Locating Vacancies. 
1. 
All announcements are posted in OPM's FJOB and state how 
eligible employees can apply, what proof of eligibility is required, and the Agency’s 
definition of well-qualified. 
2. 
Employees may locate vacancies posted in OPM's FJOB by 
accessing USAJobs as follows: 
a. 
Via the Internet (address: http:\\www.usajobs.opm.gov). 
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FSIS DIRECTIVE 4300.3 
PART THREE 
b. 
By dialing (912) 757-3100 (modem required). 
c. 
By calling (912) 757-3000. 
3. 
Vacancies with an FSIS area of consideration are also posted in the 
Agency's printed Bi-Weekly Nationwide Listing. The listing is also available 
electronically in: 
a. 
HPDesk, in the electronic Library.  Open the catalog entitled 
"Field Vacancies" or "HQ Vacancies." 
b. 
Outlook, in the Public Folder entitled "Personnel." 
B. 
Open Continuous Vacancies. 
1. 
Veterinary Medical Officer positions (GS-701-9 through 13) and 
entry-level Food Inspector positions (GS-1863-5 through 7) are filled on a frequent basis 
in locations nationwide. Individual positions are not announced since FSIS competition 
notices are posted in the OPM FJOB on an open continuous basis. The area of 
consideration includes CTAP and ICTAP eligibles. POB notifies the selecting offices of 
displaced or surplus applicants who get special selection priority for internal 
reassignment or merit promotion actions. 
2. 
Compliance Officer positions (GS-1801-9 through 11) are currently 
being filled on a frequent basis in locations nationwide. An open continuous vacancy 
announcement is posted in the Agency’s Bi-Weekly Nationwide Listing. The area of 
consideration includes CTAP eligibles. 
C. 
Application Procedure. Eligible employees must apply directly to 
agencies for specific vacancies in the local commuting area within prescribed 
timeframes and attach appropriate proof of eligibility. 
VII. 	
SELECTION 
A. 
Consideration of Candidates. 
1. 
The area of consideration may be restricted to surplus and 
displaced FSIS employees in the local commuting area. 
2. 
If two or more eligible surplus or displaced FSIS employees apply 
and are determined to be well-qualified, any of these employees can be selected. 
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1/8/99 
3. 
If no eligible employees apply, or none are determined to be well-
qualified, another FSIS employee or USDA employee in another agency can be 
selected. 
B. 
Order of Selection for Filling Vacancies From Within USDA. The 
following order of selection applies to FSIS vacancies filled from within USDA: 
1. 
FSIS surplus or displaced employees (within local commuting 
area). 
2. 
FSIS employees (within local commuting area). 
3. 
USDA surplus or displaced employees (within local commuting 
area). 
4. 
Other FSIS employees (outside local commuting area) or USDA 
employees (either within or outside local commuting area). NOTE: The USDA RPL 
continues to be fully operational. RPL registrants may be considered before 
consideration of other USDA employees ineligible for special selection priority (5 CFR 
330, Subpart B). 
C. 
Referral of Applicants. The SPO refers applicants to the selecting 
official based on the order of selection in Subparagraph B. Only CTAP applicants who 
are well-qualified, are referred to the selecting official. 
D. 
Qualification Review and Results. 
1. 
The SPO is required to advise, in writing, surplus and displaced 
employees who apply for specific vacancies within their local commuting area of the 
results of their application, and whether or not they were found well-qualified. 
2. 
If an applicant is found well-qualified, and another well-qualified 
surplus or displaced candidate is selected, the SPO notifies in writing, the applicant who 
was not selected. 
3. 
If the applicant is not found well-qualified, the SPO notifies the 
applicant in writing. The notice must include information on the results of a 
documented, independent, second review conducted by the agency. 
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FSIS DIRECTIVE 4300.3 
PART THREE 
4. 
The SPO must conduct a documented, independent, second 
review when an otherwise eligible employee is determined to be not well-qualified. The 
SPO may receive assistance with the second review by consulting a subject-matter 
expert, an EEO official, or the selecting official (if not involved in the original 
determination). 
5. 
The SPO refers disputes to the Personnel Officer for final 
determination. 
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1/8/99 
(and 18) 
FSIS DIRECTIVE 4300.3 
PART THREE 
ATTACHMENT 3-1 
EXEMPTIONS FROM SPECIAL SELECTION PRIORITY UNDER CTAP 
The following actions are EXEMPT from special selection priority under CTAP: 
1. 
Actions taken under 5 CFR 335, including reassignment, change to lower grade, or 
promotion, when no eligible employees under CTAP apply. 
2. 
Reemployment of a former Agency employee exercising regulatory or statutory 
reemployment rights including the reemployment of injured workers who have either been restored 
to earning capacity by OWCP, or who have received a notice that their compensation benefits will 
cease because of recovery from the disabling injury or illness. 
3. 
Position change resulting from disciplinary action. 
4. 
Temporary appointment of under 121 days (including all extensions). 
5. 
Exchange of positions (EXAMPLE: Job swap) between or among Agency 
employees, when the action involves no increase in grade or promotion potential. 
6. 
Conversion of an Agency employee on an excepted-service appointment which 
confers eligibility for noncompetitive conversion into the competitive service. 
7. 
An action taken under 5 CFR 351 (RIF). 
8. 
Noncompetitive placement of an employee into a different position as a result of a 
formal reorganization, when the former position ceases to exist, and no actual vacancy results. 
9. 
Assignment made under the Intergovernmental Personnel Act, as provided in 5 CFR 
334. 
10. 
Filling a position through an excepted-service appointment. 
11. 
Details. 
12. 
Time-limited promotions of under 121 days, including all extensions. 
13. 
Noncompetitive movement of surplus or displaced employees within USDA and 
within the same local commuting area. 
14. 
Movement of excepted-service employees within an agency. 
15. 
Placement under 5 U.S.C. 8337 or 8451 to allow continued employment of an 
employee who has become unable to provide useful and efficient service in the current position 
because of a medical condition. 
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1/8/99 
16. 
Placement that is a "reasonable offer" as defined in 5 U.S.C. 8336(d) and 8414(b). 
17. 
Career ladder promotions or position changes resulting from reclassified actions 
(EXAMPLES: Accretion of duties or application of a new position classification standard.) 
18. 
Recall of seasonal or intermittent employees from nonpay status. 
19. 
Internal placement of an injured or disabled worker whose agency has identified a 
position for which the individual can be reasonably accommodated. 
20. 
Action taken by the agency head or designee pursuant to the settlement of a formal 
complaint, grievance, appeal, or other litigation. 
21. 
Action taken to return an employee to the original or similar position during a 
supervisory probationary period. 
22. 
Retention of individuals whose positions are brought into the competitive service 
under 5 CFR 316.701 or 316.702 and subsequent conversion, when applicable, under 5 CFR 
315.701. 
23. 
Retention of an employee for whom OPM has approved a rule 5.1 variation under 
5 CFR 5.1. 
24. 
The selection of an Agency employee within the local commuting area, after all 
eligible Agency surplus and displaced CTAP applicants within the local commuting area have been 
accorded selection priority. (NOTE: This exception allows the Agency to make internal selections, 
including reassignment of FSIS employees to other positions, where necessary, without being 
required to give selection priority to CTAP candidates from outside FSIS. If the SPO advertises a 
position with an area of consideration of FSIS local commuting area, only FSIS CTAPs within the 
local commuting area would receive special selection priority. USDA CTAPs would not receive 
special selection priority over FSIS employees who are not CTAP eligible. The SPO may advertise 
FSIS local commuting area without having to consider USDA CTAPs.) 
25. 
Reemployment of a former agency employee who retired under a formal trial 
retirement and reemployment program, and who seeks reemployment with that agency under the 
program’s provisions, and within the program’s applicable time limits. 
26. 
Extensions of temporary or term actions, up to the full period allowed, provided that 
the original action, on which the extension is based, was made on or before February 29, 1996; or 
for actions initially made after February 29, 1996, the original vacancy announcement must have 
specified that the position was open to CTAP candidates and that if they were found well-qualified, 
would be afforded selection priority. The original announcement must have stated that an extension 
was possible without further announcement.  (NOTE: Conversion to permanent is exempt from 
CTAP as long as the vacancy announcement was open to CTAPs and stated it could become 
permanent.) 
27. 
Noncompetitive movement of displaced employees between agencies as a result of a 
reorganization, transfer of function, or mass transfer. 
28. 
Placement of a member of SES under 5 U.S.C. 3594. 
Page 20 
FSIS DIRECTIVE 4300.3 
PART FOUR 
PART FOUR--SPECIAL SELECTION PROVISIONS UNDER ICTAP 
Section One--Basic Provisions 
I. 
POLICY 
ICTAP provides special selection priority for eligible displaced employees on an 
interagency basis. For the purposes of this directive, the term “interagency” refers to 
displaced employees applying for vacancies from Department to Department. 
II. 
APPLICABILITY 
A. 
Applicable Items. Special selection priority under ICTAP applies to the 
following actions: 
1. 
Competitive appointments (EXAMPLE: from registers or delegated 
examining). 
2. 
Noncompetitive appointments to the competitive service 
(EXAMPLE: The types listed in 5 CFR 315, 5 CFR 330 Subpart F, as well as 
Outstanding Scholar and Bilingual/Bicultural appointments made under the authority of 
the Luevano consent decree). 
3. 
Movement between agencies (EXAMPLE: transfer), except as 
provided for in item number 8 of Attachment 4-1 or 5 CFR 351. 
4. 
Reinstatements (except for former employees displaced from the 
agency). 
5. 
Time limited competitive appointments of 121 days or more, 
including extensions, except as provided for in item number 11 of Attachment 4-1. 
B. 
Non-Applicable Items. Refer to Attachment 4-1 for items that are 
exempt from special selection priority under ICTAP. 
III. 	
DEFINITIONS 
A. 
Displaced Employee. 
1. 
A current career or career-conditional competitive service employee 
at grade GS-15 or equivalent and below, who has received a specific RIF separation 
notice or a notice of proposed removal for declining a directed reassignment or transfer 
of function outside the local commuting area. 
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1/8/99 
2. 
A former career or career-conditional employee: 
a. 
In the competitive service at grade GS-15 or equivalent and 
below: 
(1) 
Who was separated through a RIF or removed for 
declining a directed reassignment or transfer of function outside the local commuting 
area. 
(2) 
Who was separated because of compensable injury 
or illness as provided under subchapter I of 5 U.S.C. Chapter 81, whose compensation 
has been terminated and whose former agency is unable to place the individual as 
required by 5 CFR 353. 
b. 
In the competitive service who retired with a disability under 
sections 8337 or 8451 of Title 5 U.S.C. whose disability annuity has been or is being 
terminated. 
c. 
In the competitive service at grade GS-15 or equivalent and 
below, who received a RIF separation notice and who retired on the effective date of the 
RIF or under the discontinued service retirement option. 
3. 
A former Military Reserve Technician or National Guard Technician 
who is receiving a special disability retirement annuity from OPM under sections 
8337(h) or 8456 of Title 5 U.S.C. 
4. 
A current employee in the excepted service, serving on an 
appointment without time limit at grade GS-15 or equivalent and below, who has been 
given noncompetitive appointment eligibility and selection priority by statute for positions 
in the competitive service, and who is in receipt of a RIF separation notice or notice of 
proposed removal for declining a directed reassignment or transfer of function outside 
the local commuting area. 
5. 
A former employee in the excepted service, who served on an 
appointment without time limit at grade GS-15 or equivalent and below, who has been 
given noncompetitive appointment eligibility and selection priority by statute for positions 
in the competitive service, and who has been separated through RIF or removed for 
declining a directed reassignment or transfer of function outside the local commuting 
area. 
B. 
Other Terms. Refer to Part One, Paragraph IX. for a complete list of 
other terms and definitions used in this directive. 
IV. 
(RESERVED) 
Page 22 
FSIS DIRECTIVE 4300.3 
PART FOUR 
Section Two--Eligibility, Application Procedure, and Selection 
V. 
ELIGIBILITY FOR SELECTION PRIORITY 
A. 
Requirements. An individual must meet all the following conditions 
for special selection priority: 
1. 
Meet the ICTAP definition of displaced employee. (See Section 
One, paragraph III.) 
2. 
Have a current (or a last) performance rating of record of at least 
Fully Successful or equivalent. EXCEPTION: Individuals eligible under items in Section 
One, subparagraphs III. A. 2. a. (2), III. A. 2. b. and III. A. 3. 
3. 
Apply for a vacancy that is at or below the grade level of, and 
without greater promotion potential than, the position from which the employee has 
been or is being separated. 
4. 
Occupy or have been displaced from a position in the same local 
commuting area of the vacancy. 
5. 
File an application for a specific vacancy within the timeframes 
established by the Agency, and provide proof of eligibility. 
6. 
Be determined by the Agency to be well-qualified for the specific 
position. 
B. 
Proof of Eligibility. The following documents provide valid proof of 
eligibility for special selection priority: 
1. 
RIF separation notice or notice of proposed removal for declining a 
directed reassignment or transfer of function outside of the local commuting area. 
2. 
Documentation, such as an SF-50, showing that the employee was 
separated as a result of RIF or for declining a transfer of function or directed 
reassignment to another commuting area. 
3. 
Official certification from the Agency certifying it cannot place an 
employee as required by 5 CFR 353 who was separated because of compensable 
injury or illness as provided under subchapter I of 5 U.S.C. Chapter 81 and as a result, 
whose compensation has been terminated. 
Page 23 
1/8/99 
4. 
Official notification from OPM that a former career or career-
conditional employee in the competitive service, who retired with a disability under 
sections 8337 or 8451 of Title 5 U.S.C is losing or has lost a disability annuity. 
5. 
Official notification from the Military Department or National Guard 
Bureau that a former Military Reserve Technician or National Guard Technician 
receiving a special disability retirement annuity from OPM, has retired under 5 U.S.C. 
8337(h) or 8456. 
C. 
Period of Eligibility. 
1. 
Eligibility begins on the date the proof of eligibility document is 
issued. (See Subparagraph B.) 
2. 
Eligibility ends: 
a. 
One year after separation. 
b. 
One year after an agency certifies that an individual under 
Section One, subparagraph III. A. 2. a. (2) cannot be placed. 
c. 
One year after an individual under Section One, 
subparagraph III. A. 2. b. received notification that disability annuity has been or will be 
terminated. 
d. 
When the employee receives a career, career-conditional, or 
excepted-service appointment without time limit in any agency, at any grade level. 
e. 
When the employee no longer meets the eligibility 
requirements. (See requirements in Subparagraph A.) 
D. 
Eligibility Notification and Cancellation. The process for notifying 
employees of eligibility and subsequent cancellation of eligibility under ICTAP is the 
same as CTAP. Refer to Part Three, Section Two, subparagraphs V. D. and V. E. 
VI. 
LOCATING AND APPLYING FOR VACANCIES 
The process for locating and applying for vacancies under ICTAP is the same as CTAP. 
Refer to Part Three, Section Two, subparagraph VI. 
Page 24 
FSIS DIRECTIVE 4300.3 
PART FOUR 
VII. 
SELECTION 
A. 
Consideration of Candidates. The RPL must be checked before anyone 
can be selected from outside USDA. Special selection priority must be given to well-
qualified, displaced ICTAP candidates who apply for vacancies within the local 
commuting area. (See Subparagraph B.) If two or more eligible candidates apply and 
are determined to be well-qualified, any of these candidates can be selected. 
B. 
Order of Selection for Filling Vacancies From Outside USDA. The 
following order of selection applies to vacancies filled from outside USDA: 
1. 
Follow order of selection for CTAP (See Part Three, Section Two, 
subparagraph VII. B.) 
2. 
Current or former USDA employees on the RPL. 
3. 
Former FSIS employees displaced from the agency. 
4. 
Current or former Federal employees displaced from other 
Departments. 
5. 
Any other candidate. 
C. 
Qualification Review and Results. The qualification review and results 
process for ICTAP is the same as CTAP. Refer to Part Three, Section Two, 
subparagraph VII. C. 
Deputy Administrator 
Office of Management 
Page 25 
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(and 26) 
FSIS DIRECTIVE 4300.3 
PART FOUR 
ATTACHMENT 4-1 
EXEMPTIONS FROM SPECIAL SELECTION PRIORITY UNDER ICTAP

The following actions are EXEMPT from special selection priority under ICTAP: 
1. 
Selection from FSIS or USDA CTAP, RPL, or other internal Agency movement of 
current Agency employees. 
2. 
Appointment of 10-point veteran preference eligibles if reached through an 
appropriate appointing authority. Eligible employees include: 
a. 
CP (10-point compensable disability preference). 
b. 
CPS (10-point 30 percent compensable disability preference). 
c. 
XP (10-point disability preference or 10-point derived preference). 
3. 
Reemployment of former Agency employees who have regulatory or statutory 
reemployment rights including the reemployment of injured workers who have either been restored 
to earning capacity by OWCP, or who have received a notice that their compensation benefits will 
cease because of recovery from the disabling injury or illness. 
4. 
Temporary appointment of under 121 days (including all extensions). 
5. 
An action taken under RIF regulations (see 5 CFR 351). 
6. 
Filling a position by excepted appointment. 
7. 
Conversion of an employee of the same Agency who is serving on an excepted-
service appointment which confers eligibility for noncompetitive conversion into the competitive 
service. 
8. 
Noncompetitive movement of displaced employees between agencies as a result of 
reorganization, transfer of function, or mass transfer. 
9. 
The reemployment of a former agency employee who retired under a formal trial 
retirement and reemployment program, and who seeks reemployment with that agency under the 
program’s provisions, and within the program’s applicable time limits. 
10. 
An action taken by the agency head or designee pursuant to the settlement of a 
formal complaint, grievance, appeal, or other litigation. 
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11. 
Extensions of temporary or term actions, up to the full period allowed, provided that 
the original action, on which the extension is based, was made on or before February 29, 1996; or 
for actions initially made after February 29, 1996, the original vacancy announcement must have 
specified that the position was open to ICTAP candidates and that if they were found well-qualified, 
would be afforded selection priority. The original announcement must have stated that an extension 
was possible without further announcement.  This includes extensions granted by OPM to the 2-
year or 4-year limit allowed for temporary and term appointments, respectively. 
12. 
The reappointment of former employees with their agency into hard-to-fill positions, 
the duties of which require unique skills and experience necessary to conduct a formal skills-based 
training program for the agency. 
13. 
The retention of individuals whose positions are brought into the competitive service 
under 5 CFR 316.701 or 316.702 and subsequent conversion, when applicable under 5 CFR 
315.701. 
14. 
The retention of an employee for whom OPM has approved a rule 5.1 variation under 
5 CFR 5.1. 
15. 
The placement of a member of the SES under 5 U.S.C. 3594. 
16. 
Assignments made under the Intergovernmental Personnel Act as provided in 5 CFR 
334. 
Page 28