Human Resource Policy Manual (HRPM) Volume 1. Employment EMP-1.29

Career Enhancement Program (CEP)

This Chapter applies to: (1) Non-bargaining unit employees/positions and (2) bargaining unit employees/positions, except where the applicable collective bargaining agreement contains conflicting provisions or the subject has not been negotiated.

Chapter Established on: July 4, 2012

This Version Effective: July 4, 2012

Background information: This chapter establishes rotational assignments for career enhancement throughout the Federal Aviation Administration (FAA). The chapter allows for pay retention, transportation expenses, and administrative return rights In-Accordance-With (IAW) agency policies. Previously rotational assignments were authorized within the Air Traffic Organization (ATO). FAPM 330-4 Appendix 9, Air Traffic Career Progression Plan, addressed career enhancing moves within the ATO and provided for pay retention. The policies were cancelled and Policy Bulletin #58 was issued to provide pay retention when an Air Traffic Controller Supervisor (MSS) moved from a MSS-2/3/4 position into an ATO Service Area/Headquarters position and the move was deemed to be career enhancing.

Table of Contents 1. Purpose 2. Scope 3. Definitions 4. Responsibilities 5. Delegation of Authority 6. Program Management

a. Identifying and Announcing Career Enhancement Assignments b. Conditions for Career Enhancement Assignments c. Selections d. Documentation

7. Pay Retention 8. Travel, Transportation, and Per Diem 9. Evaluations

1. Purpose: The purpose of the FAA Career Enhancement Program (CEP) is to address FAA corporate and LOB/SO needs by offering employees temporary career

developmental experiences that match current and future workforce priorities, address succession planning strategies, emergency resource needs, special projects or studies, and changes in mission. Benefits of the program for managers also include the ability to expand an understanding of the LOB/SO organization by providing regular rotational opportunities. FAA employees are similarly benefited through a better understanding of FAA/LOB's mission and operations, as well as the enhancement of competencies, and expertise.

Candidates for these assignments will be considered for placement without regard to race, color, religion, sex, age, genetic testing, national origin, veteran status, lawful political affiliation, sexual orientation, marital status, disability (if not a job factor), or membership/non-membership in an employee organization.

This chapter provides criteria for identifying and filling rotational assignments within the FAA. FAA employees may participate in these assignments within/to core compensation pay plan positions, or within/to positions in other pay plans. Pay retention criterion and procedures that may be applicable to career enhancement assignments are also referenced in this chapter.

For intra-agency rotational assignments refer to Department of Transportation Rotational Assignment Program, http://dotnet.dot/emploveeservices/CareerQpportunities.html.

2. Scope: This chapter applies to all FAA employees serving on permanent excepted appointments, and currently assigned to the journeyman level or above in their career field. This program does not preclude a manager's/supervisor's current authority to detail, reassign, promote etc. employees in accordance with agency policy. In addition, this chapter does not replace or modify other career development programs such as; Upward Mobility, Developmental and Intern Appointment Programs.

While this program offers employee career development opportunities, as a result of a rotational assignment, there is not a guaranteed future assignments based on his/her gained experience. However as part of succession planning and a return on investment, the LOB/SOs should not preclude employees on rotational assignments for further advancement and/or utilization of the new skills, upon completion of the CEP.

3. Definitions: a. Career Enhancement Assignment: Career enhancement assignments are

short term career enhancement assignment opportunities that equip employees with additional expertise to further the DOT/FAA/LOB/SO mission and/or meet succession planning goals. Career enhancing assignments are temporary not to exceed one (1) year and may be extended in one year increments for an additional two (2)-years, NTE 3 years (total). The assignment is intended to contribute to the mission of the agency, meet agency needs and enhance the employee's background and broaden the individual's range of knowledge, skills, and abilities, and other characteristics (KSAs). Career enhancement occurs

when an employee: 1) is assigned to a managerial/supervisory/staff position, or; 2) has attained a journeyman experience in a different option or to a position with a different set of complexities, responsibilities and scope of experience. (Note: Careers are not enhanced when an employee is assigned to a position in which the employee has already had experience). Upon completion of the assignment the employee will return to his/her home organization.

b. ATO Career Enhancing Assignments: Career Enhancing (CE) assignments are permanent or temporary transfers (greater than 12 months) or movements to an equivalent or a lower career level designed to broaden the experience and qualification of individuals to further the DOT/FAA/LOB/SO mission and/or meet succession planning goals. Career Enhancing assignments include the following elements:

o Position is permanent o Limited Pay Retention: Pay retention is subject to a 3-year limit o All rules apply only if you haven't previously held the position on a

permanent basis at the same level facility.

c. ATO Career Progression Assignments: Career Progression (CP) assignments are permanent promotions, transfers or MSS movements that provide critical expertise that further the DOT/FAA/LOB/SO mission. These assignments are intended to encourage good pools of qualified candidates. CP assignments offer diverse experiences, which assist the agency in meeting succession goals, and include the following elements:

o Pay Retention (No loss in pay when following a recognized career progression, and Check/Return to Previous Rate)

o Applies to positions not previously held on a permanent basis

d. Career Diversity: Experience in varied positions which broadens the individual's range of knowledge, skills, and abilities (KSA's). Career Diversity is enhanced when an employee is assigned to a staff position or a supervisory position or has attained a journeyman position in a different option. Career Diversity is not enhanced when an employee is assigned to a staff or supervisory position in which he or she has already held on a permanent basis.

e. Pay Retention: An employee whose rate of basic pay would otherwise be reduced as a result of a management action is entitled to retain his/her rate of basic pay. Career enhancement assignments are included with limitations (see paragraph 7).

f. Home Organization: The organization and duty station that the employee is permanently assigned to immediately before accepting a rotational assignment.

Responsibilities: a. Lines of Business and Staff Offices are responsible for the management of the

program within their organization, monitoring the career development, evaluating the effectiveness of the program and reporting requirements. (See section 9b) LOB/SOs are responsible for; position management within the organization, to include identifying positions and grade/pay band levels for career enhancement assignments; supporting employee participation within and outside of the LOB/SO; and placing employees back to his/her position of record or to a comparable position upon completion of assignment.

b. Employees are responsible for seeking rotational opportunities to enrich their own skill development and/or to contribute their talent and technical expertise to meet current agency needs. Additionally, employees are responsible for successfully completing the assigned tasks, providing feedback on their assigned positions, and to meet and discuss with their supervisor, as needed on his/her progression in the CEP.

c. Human Resource Management Offices (HRMO) are responsible for advising management and employees concerning the program. This includes creating and posting announcements, preparing appropriate personnel forms to document rotational assignments, annotating "Notification of Personnel Actions" with eligibility for pay retention and administrative return rights, if applicable, monitoring the duration of rotational assignments, and assisting in employees' exercise of administrative return rights.

Delegation of Authority: LOB/SO's are delegated authority to develop non-conflicting supplemental LOB/SO specific career enhancement policy, subject to the Assistant Administrator for Human Resource Management (AHR-1) concurrence.

Program Management: a. Identifying and Announcing Career Enhancement Assignments. Career

enhancement assignments are project/product/management oriented, and related to mission requirements and priorities. The experience should provide insight into the overall agency programs and enhance the employee's competencies; as well as provide opportunities to interact with other program areas. Career Enhancement assignments are temporary not to exceed one (1) year. The one year assignment may be extended an additional 2-years, NTE 3 years (total). A "Career Enhancement Assignment Agreement" must be executed. (See: Reference Material: Agreement: Career Enhancement Assignment (Sample). Prospective assignments are announced using a wide variety of methods to locate and encourage applicants, including contact with special emphasis program managers. In addition, rotational assignments must be announced using competitive processes and AVIATOR (FAA's Job Application System).

It is important to note that temporary assignments do not lead to non-competitive conversion to permanent assignments or promotions, nor are they intended to serve as a "test run" for employees whom a LOB/SO is considering to hire. Participants may compete for other permanent opportunities while on a temporary rotational assignment; however, pay retention and administrative return rights, if applicable terminate upon movement out of the assignment.

b. Conditions for Career Enhancement Assignments.

• Must be made competitive through the FAA on-line competitive vacancy announcement process. The vacancy announcement must clearly state: o "The position is a "Career Enhancement Assignment"; o "The assignment is temporary", and include the terms and conditions

(length and agreement); o "May become permanent" if applicable; o "Eligibility for pay retention, travel allowances and administrative return

rights, if applicable"; o "Upon completion of the assignment the employee will have administrative

return rights to their home organization/location/position". • Temporary rotational assignments are for a period of up to one year. This

assignment may be extended in one year increments for an additional 2 years, not to exceed (NTE) a total of 3 years, with the mutual approval of the home organization and the organization which has the established rotational program.

• Employees must meet all applicable qualification, suitability and medical requirements, must be able to be certified as technically proficient/current (if required);

• Employee must have a current performance rating of "Fully Successful" or better, or equivalent rating;

• Employee must have a recommendation from their supervisor to participate in the rotational assignment;

• Employee must have not previously held the same position/duties/function on a permanent basis;

• The LOB/SO must complete a "Career Enhancement Assignment Agreement" (see the Reference Material: Agreement: Career Enhancement Assignment) with the selected employee to develop the individual's technical skills and soft skills over the assignment period. (Please see section 6d below for further details);

• A new agreement must be signed and approved each time the temporary rotational assignment is extended;

• New performance objectives must be developed each time an extension of the temporary appointment is approved;

• Upon completion of the assignment, employees will have administrative return rights to his/her original organization and to the same or a comparable position at the same pay level (band/grade) and location, as previously held; and,

• Employees who apply for and accept a permanent position within or outside of the FAA before or upon completion of their rotational assignment will forfeit their restoration rights back to their home organization and pay retention (if applicable).

c. Selections. Employees are encouraged to discuss their interest in applying for a career enhancement assignment with their supervisor. Supervisors are encouraged to look favorably on rotational assignments where possible. If an employee is selected for a CEP assignment, it is important that both the participating employee and his/her supervisor discuss appropriate arrangements so that the rotational assignment is amenable to all parties. Supervisors are encouraged to consider the career development needs of the applicants and diversity issues within their organization. The assignment should provide a meaningful experience for the participants and address the needs of the sponsoring LOB/SO.

d. Documentation. Prior to starting the rotational assignment, and with each extension of the temporary appointment, the LOB/SO and selectee will generate an agreement documenting the objectives of the assignment and the developmental activities/duties that will be performed to meet the objectives. The Reference Material: Agreement: Career Enhancement Assignment is the format for this agreement.

1) The following must be specified in the agreement: • Duration and location of the assignment. • Outline of developmental objectives. • Schedule of appropriate assignments and training, if appropriate. • Officials responsible for the assignment. • List of items the organization will fund (e.g., travel, per diem, etc.). • Evaluation of employee's progress. • Conditions terminating the agreement. • Written endorsement from sponsoring senior management for the

proposed assignment. • Statement that the participant will return to his/her position of record at the

conclusion of the assignment.

2) The following authorized signatures must be on the agreement: • Employee. • Managers of the sponsoring and home organization. • Human Resource Management Office (HRMO)

CEP assignments will be documented on an SF-50, Notification of Personnel Action, to assure the employee receives recognition/credit in his or her Electronic Official Personnel File (eOPF) for the rotation.

7. Pay Retention: For movements into or within Core Compensation pay plan, pay retention is authorized IAW Comp 2.11c. Movement of the MSS employee within the AT pay plan, pay retention is authorized IAW Comp 2.1 AT. Employees in FG and FW pay plans are authorized IAW FAPM Letter 536. Pay retention must be authorized and approved before the effective date of the assignment and may not be made retroactive.

a. Limitation: When an employee on a temporary assignment and on pay retention is extended or selected for a second rotational assignment, he/she will continue to receive pay retention. However, employees may not have more than 3 consecutive rotational assignments and continue to receive pay retention, or retain return rights. Employees will not receive pay retention for more than 3 consecutive years. Pay retention terminates if converted to permanent.

8. Travel, Transportation and Per Diem: Travel authorization for temporary and permanent duty station changes will be determined by the sponsoring organization. All travel and per diem for temporary and permanent duty station changes will be IAW Federal Aviation Administration Travel Policy (FAATP).

9. Evaluations: a. Employee Evaluation of Assignment. Each employee who participates in a

CEP assignment shall prepare a mid-year and final review narrative evaluation of his/her experiences during the assignment and provide copies to the home organization and sponsoring supervisor. Employee evaluations must also be prepared during each extension of the temporary appointment. The evaluation should be linked to the work plan and include items such as: • An overview of the tasks and projects completed during the CEP assignment,

including information that describes how the assignment provided career experiences that enabled the employee to develop knowledge and skills that will benefit the agency and facilitate the employee's career development plans.

• Include any accomplishments/milestones achieved during the assignment, and whether or not the assignment objectives were met.

• Information about the positive and/or negative aspects of the assignment. • Recommendations, if any, for improving the administration of the program to

make the assignments more valuable for future participants.

In addition to the employee's evaluation, the sponsoring organization should prepare a similar evaluation that addresses the same items mentioned above.

b. Program Evaluation. The LOB/SO in collaboration with managers, supervisors, and employees will be responsible for evaluating the overall program activities and effectiveness. The program evaluation should reflect the goals and mission of the organization and succession planning, and include: • Overview of the mission and goals of the organization and success/impact of

utilizing CEP to meet those goals. Including information that describes how

the assignments provided career experiences and fulfilled succession planning objectives.

• Accomplishments/milestones achieved during the CEP assignments. • Information about the positive and/or negative aspects of the CEP

assignments. • Recommendations, if any, for improving the administration of the program to

make the assignments more valuable for future participants.

Performance Appraisals. The employee's performance will be evaluated IAW PM-9.1 and any applicable collective bargaining agreement. If the rotational assignment is 90-days or longer the sponsoring supervisor must prepare a formal performance plan no later than 30 days after the start of the assignment. For those assignments that are 90 days or greater, the sponsoring supervisor will close out the performance plan at the end of the performance cycle and/or assignment and issue the employee the applicable performance summary. This performance summary will be forwarded to the employee's manager of record to be given consideration in the employee's overall performance summary at the end of the performance cycle. For assignments less than 90 days the development of formal performance plan is not required. However, the employee may request that information regarding his/her performance during the rotational assignment be provided to his/her permanent immediate supervisor. If at any time during the performance cycle the employee is not performing at an acceptable level as required by the performance plan the rotational assignment will be terminated,

Use this Chapter in conjunction with: HRPM COMP 2.11c - Demotions and Pay Band and Pay Retention in Core Comp: HRPM COMP-2.1AT, Managers and Supervisors Pay in the Air Traffic Controllers Compensation Plan FAPM Letter 536: Grade and Pay Retention Under the Civil Service Reform Act HRPM EMP 1.14 - Permanent Internal Assignments Pay Rules Guide for Managers and Supervisors in the Air Traffic Controllers Compensation Plan (Pay Plan AT) Reference Material: Agreement: Career Enhancement Assignment EMP-1.29a - Career Enhancement Program - ATO Supplement - Air Traffic Organization Career Enhancement and Career Progression Assignments (ATO-CEP/CPA)

Revision History Log

Date/Policy Februarys 1999FAPM Letter 330-4, Merit Promotion Program, Appendix 9,

September 2009 Policy Bulletin #58

October 5, 2010 Policy Bulletin #58, Revised.

Revision Addressed career enhancing moves within the air traffic controller workforce in Air Traffic and authorized pay retention for these moves

Designated certain moves from MSS-2/3/4 positions to ATO Headquarters/Service Area positions as career enhancing, thus making them eligible for pay retention

Added standardized language about bargaining unit employees. Deleted Core Compensation to accommodate all pay plans

Reference Material: Agreement: Career Enhancement Assignment

AGREEMENT: Career Enhancement Assignment (SAMPLE)

EMPLOYEE INFORMATION:

Employee Name:

Position Title (Pay Plan/Series/Grade):

Home Organization and Location

Address/Phone:

3NMENT AS:

Position Title (Pay Plan/Series/Grade):

Organization and Location

Address/Phone:

ASSIGNMENT PERIOD: Beginning , (date)

will be on a month assignment in the

(Employee's name)

(Office/code/organization)

I. OUTLINE OF THE PROGRAM

A. General Familiarization: The employee will compile and analyze relevant directives and instructions that will form the basis for developing overall policies and procedures for the acquisition of transportation systems.

OBJECTIVE: The employee will understand specific information regarding the acquisition policies and procedures of higher authority.

B. Role Definition: The employee will determine the role of the OA Acquisition Policy and Procedures Manager in the organization and in the acquisition process, including the development of a position description, and will be part of a team that will develop the functional statement for the branch.

OBJECTIVE: The employee will gain first-hand experience in developing an effective organization.

C. Special Assignments: The employee will participate in the acquisition process for transportation systems.

OBJECTIVE: The employee will gain a thorough knowledge of acquisition management for transportation systems as well as a basis for future assignments as a technical/deputy division director or deputy project manager.

II. OFFICIALS RESPONSIBLE FOR THE PROGRAM The Associate Administrator for Corporate Operations is responsible for the program's direction and control. The Associate Administrator for Corporate Operations (Host Site) and the Associate Administrator (employee's permanent position) are responsible for the fulfillment of the terms of this agreement.

III. FLEXIBILITY PROVISIONS When evaluation of the employee's program indicates the necessity, this agreement may be modified to meet changing developmental needs. While early termination of this agreement should generally be based on a mutual agreement between representing parties, any party may terminate for sufficient reason(s).

IV. EVALUATION OF EMPLOYEE'S PROGRESS

The employee will submit a mid-program and a final review of progress to the host and home organizations that will cite projects accomplished, training received, and a brief evaluation. The employee's immediate supervisor at the host site will evaluate the employee's progress as appropriate. Upon completion of the temporary assignment, the host supervisor will appraise the employee's performance against the established standards and discuss such appraisal with the employee's supervisor of record. The supervisor of record will consider the received appraisal in arriving at the annual performance appraisal/rating. As endorsed in the above situation, a member might have earned more than one review/appraisal by the end of the year.

V. EMPLOYEE STATUS AT CONCLUSION OF THE ASSIGNMENT PERIOD Upon completion of the assignment period, the employee will return to his/her home organization and regular duties from which he/she was assigned.

APPROVAL SIGNATURES:

Participant Date_

Supervisor of Record Date_

Hosting Assignment Supervisor Date_

Human Resources Management Office: Date_