Recruitment StrategiesA number of flexibilities may assist agencies in their recruitment efforts. Recruitment and Relocation BonusesAgencies have discretionary authority to make a lump-sum payment of up to 25 percent of basic pay to a newly appointed employee (in the case of a recruitment bonus) or to an employee who must relocate (in the case of a relocation bonus) to fill a position that would otherwise be difficult to fill. In return, the employee must sign a service agreement with the agency. A recruitment bonus may be used in combination with superior qualifications appointments. Recruitment and relocation bonuses must be paid in accordance with the agency's previously established recruitment and relocation bonus plans. Recruitment and relocation bonuses are subject to the aggregate limitation on total pay (currently $151,800). Special Salary RatesOPM is authorized to establish higher special rates of pay for an occupation or group of occupations nationwide or in a local area based on a finding that the Government's recruitment or retention efforts are, or would likely become, significantly handicapped without those higher rates. The minimum rate of a special rate range may exceed the maximum rate of the corresponding grade by as much as 30 percent. However, no special rate may exceed the rate for Executive Level V (currently $110,700). A special rate request must be submitted to OPM by department headquarters and must be coordinated with other Federal agencies with employees in the same occupational group and geographic area. Hiring and Appointment OptionsAgencies may also make appointments with varying work schedules such as part-time (which may include job-sharing arrangements), intermittent, and seasonal. Intermittent work schedules are used only when the nature of the work is sporadic and unpredictable. Seasonal work involves annually recurring periods of work which is expected to last at least 6 months during a calendar year. The use of varying work schedules may serve as an incentive to attract applicants who prefer to work less than full-time. Agencies can use temporary appointments to fill a job if it is not expected to last longer than 1 year. These temporary appointments may be extended for 1 additional year. The competitive hiring process is used to fill temporary positions. For positions that will last longer than 1 year but not more than 4 years, term appointments should be considered. Reasons for making term appointments include project work and extraordinary workloads. The competitive hiring process is also used to fill term appointments. Compensation OptionsFederal agencies have the authority to set pay above the minimum rate of the grade for new appointments or reappointments of individuals to General Schedule positions based on superior qualifications of the candidate or a special need of the agency. Agencies must have in place documentation and record keeping procedures on making superior qualifications appointments in order to make such appointments. Upon reemployment, transfer, reassignment, promotion, demotion, or change in type of appointment, agencies have discretionary authority to use the highest previous rate authority to set the rate of basic pay of an employee by taking into account the highest actual rate of basic pay received by an individual while employed in a position in any branch of the Federal Government (with certain exceptions) not to exceed the maximum rate of the employee's grade. Employees hired into positions that have been announced as having promotion potential to a certain grade level may receive noncompetitive promotions up to that pre-determined level. Agencies may advance a new hire up to two paychecks so that a new employee can meet living and other expenses. 
Page created 9 September 1998 |
