|Effective Date:||Expiration Date:||Chapters:|
|Jan. 29, 2015||When Superseded||2|
This instruction provides procedural guidance for the non-competitive conversion of Career Service employees from term appointments, acquired through open competition, to permanent appointments.
In general, the personnel authority may appoint an individual to a Career Service position for a defined period of time of more than one year and no more than four years. These limited-time appointments are referred to as "term appointments."
An employee continuously serving on a term appointment for more than four (4) years, which was not acquired through open competition and is not supported by grant funds, may be provided an opportunity to compete for a regular Career Service appointment.
Term appointments may be made non-competitively for positions at grade 12 or lower. Term appointments to positions at grade 13 or higher, must be made through open competition.
With some exceptions, employees may not serve ìn a term appointment for more than four years. Whenever an employee has continuously served in a term appointment for four or more years, the agency shall either:
Some grant-funded positions warrant the use of a term appointment for the same employee for more than four years. For example, a grant may be provided for a specific project for a period of more than four years. These exceptions must be approved, in writing, by the personnel authority.
Agencies must monitor their workforce and take action when an employee has sewed continuously in term appointments for four or more years.
Agencies shall not extend an additional term appointment to any employee who has served in a term position for four or more years. However, rather than separating the employee, an agency may convert a term appointment to a permanent Career Service appointment if:
Whenever an agency elects to convert an employee's appointment from term to permanent, prior to processing the conversion, the agency's HR Advisor shall:
Upon receiving conversion requests, the Department of Human Resources (DCHR) shall verify that the position held by the employee, which is being converted to a permanent position, was secured through open competition. DCHR shall also verify that the employee meets all the conversion críteria outlined above. The followìng supporting documentation can be used as verification of open competition:
The provisions of a collective bargaining agreement shall take precedence over the provisions of this instruction for those employees covered by the agreement, to the extent that there is a conflict.
Inquiries concerning the provisions of this DPM instruction can be directed to the Administration for Recruitment and Classification Services, DCHR, at (202) 442-9700.