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Policy Guidance Memorandum

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POLICY GUIDANCE MEMORANDUM #38 EXCEPTION TO POLICY REGARDING QUALITY STEP INCREASES

To issue a blanket exception to DOE Order 331.C Admin Change 2 regarding the discretionary approvals of Quality Step Increases (QSIs) and Quality Increases (QIs) when an employee received a Within Grade Increase (WGI) during the annual performance cycle.

Policy Guidance Memorandum #37 Procedures for Excepted Service Exceptionally Well Qualified (EWQ) Appointments

DOE received a new hiring flexibility under the Consolidated Appropriations Act of 2014 that allows us to appoint up to 120 exceptionally well qualified (EWQ) individuals to scientific, engineering, or other critical technical positions without regard to chapter 33 of title 5, USC.

Policy Guidance Memorandum #36 SES Competitive Staffing Procedures

Policy Guidance Memorandum #36 provides overarching policy guidance and implementing procedures for the Senior Executive Service (SES) competitive recruitment process to ensure consistency, transparency and compliance with law and regulations throughout DOE, while allowing organizations the flexibility to tailor the SES competitive recruitment process to best meet their individual circumstances.  

POLICY GUIDANCE MEMORANDUM #35 Procedures for Compliance with Nepotism and Misuse of Position

The purpose of this guidance is to establish the Department of Energy’s (DOE’s) Nepotism and Misuse of Position policy and procedures in order provide employees with sufficient information to ensure their understanding and compliance with the regulations.

POLICY GUIDANCE MEMORANDUM #34B Direct Hire Authority for Contract Specialist positions

Policy Guidance Memorandum #34B serves as an amendment to Policy Guidance Memorandum #34A regarding the use of the Direct Hire Authority for Contract Specialist positions.

POLICY GUIDANCE MEMORANDUM #33 - Requirements for DOE Delegated Examining Procedures

The purpose of this guidance is to establish the Department of Energy’s (DOE’s) Delegated Examining policy and procedures in order to ensure an effective competitive examining program that supports mission accomplishments and is in accordance with merit system principles and applicable laws and regulations.

POLICY GUIDANCE MEMORANDUM #32A Schedule A Appointments of Persons with Disabilities and Appointments for Disabled Veterans

Establishes policy and procedures that ensure Schedule A appointments and appointments for disabled veterans are in support of mission accomplishments and are in accordance with merit system principles, applicable laws, and regulations.

POLICY GUIDANCE MEMORANDUM #31 - Procedures for Regularizing Illegal Appointments

As part of the Department’s ongoing effort to ensure the integrity of merit system principles (§5 USC 2301(b)) and to prevent the appearance of, or violation of any of the prohibited personnel practices (§5 USC 2302 (b)), this policy guidance establishes a uniform process for managing cases that result in illegal or erroneous appointments and requires priority placement and/or priority consideration for veterans’ preference eligibles and/or non-veterans’ preference applicants under both Delegated Examining and Merit Promotion selection cases.

POLICY GUIDANCE MEMORANDUM #30 Job Opportunity Announcement Template Implementation

This memorandum is to announce the establishment of Job Opportunity Announcement templates throughout the Deparment to improve Hiring Reform Initiatives.

POLICY GUIDANCE MEMORANDUM #29 Employment Offers Letters Performance Management

This memorandum is to ensure compliance with DOE 0 331.lC, Employee Performance Management and Recognition Program, Section 4d {1)(d), and provide consistency throughout the Department in providing information to incoming employees on the applicability of the agency's performance management system.

POLICY GUIDANCE MEMORANDUM #28 Requirements for Non-Competitive Reassignments into Supervisory and/or Managerial Positions

This policy guidance memorandum is an update to Policy Guidance Memorandum #28 to clarify that this guidance does not pertain to positions recruited through Direct Hire Authority, but specifically to non-competitive reassignments and priority consideration into Supervisory positions at an employee's current grade level.

POLICY GUIDANCE MEMORANDUM #27 Certification Program on Prohibited Personnel Practices and Whistleblower Protections

Congress enacted 5 U.S.C. § 2302(c) in response to reports of limited understanding in the federal workforce concerning employees’ right to be free from prohibited personnel practices, especially retaliation for whistleblowing.  As a result, on February 2014, the Office of Special Counsel required agencies to complete a certification. As part of this process, we’re issuing this policy memorandum addressing federal managers’ obligations and responsibilities under Section 2302(c). 

POLICY GUIDANCE MEMORANDUM #26 Official Worksite Determinations

The following information is provided to assist in determinations of official worksites for remote workers. This guidance applies to Federal employees and employees hired under the Intergovernmental Personnel Act (IPA).

POLICY GUIDANCE MEMORANDUM #25 Functional Accountability

Policy Statement reiterating that the Human Resources Directors (HRDs) are accountable to the Chief Human Capital Officer (CHCO) on matters pertaining to Functional Accountability.

POLICY GUIDANCE MEMORANDUM #24 Reemployed Annuitant Benefits

This policy guidance memorandum is to highlight benefits for reemployed annuitants.

POLICY GUIDANCE MEMORANDUM #23 Permanent and Nonpermanent Positions, Appointments, & CHRIS Codes

Policy Guidance Memorandum #23 - DOE Guidance – Permanent and Nonpermanent Positions, Appointments, & CHRIS Codes

POLICY GUIDANCE MEMORANDUM #22 Inappropriate Use of Credit Reports

As a result of recent Human Capital Management Accountability Program audit findings, we have discovered that some Servicing Human Resources Offices (SHROs) are obtaining credit reports on applicants that have been certified for referral on selection certificates, and/or using this information to eliminate candidates from being certified for consideration, or preventing candidates from receiving a bona fide job offer based on their credit report.

POLICY GUIDANCE MEMORANDUM #21 Family Members

Clarifies the definition and application of family member in our directives and services

POLICY GUIDANCE MEMORANDUM #20 Crediting Directly-Related Experience for Annual Leave

Guidance for the provision of the Federal Workforce Flexibilities Act of 2004 which provided for crediting towards annual leave accruals  military, previous military, previous Federal , and Non-Federal service ofr newly appointed or reappointed employees.

POLICY GUIDANCE MEMORANDUM #19 Guidance on Transition to Eliminate FCIP (Expired)

THIS GUIDANCE HAS EXPIRED

Guidance on the elimination of the Federal Career Intern Program (FCIP)

POLICY GUIDANCE MEMORANDUM #18 Advertisement of Federal Career Intern Program Employment Opps (Expired)

THIS GUIDANCE HAS EXPIRED

Guidance on advertising positions under the Federal Career Intern Program (FCIP)

POLICY GUIDANCE MEMORANDUM #17 Special Employment Program Codes

The purpose ofthis memorandum is to reiterate the importance of each Servicing Human Resource Offices (SHRO) using the Special Employment Program Codes identified in the CHRIS HR User Manual.

POLICY GUIDANCE MEMORANDUM #16 OPM Managers' Satisfaction Survey

This memorandum provides guidance on how to implement the requirement for hiring managers to complete the OPM Managers' Satisfaction Survey before Servicing Human Resources Offices (SHROs) can make an official offer to any job selectee.

POLICY GUIDANCE MEMORANDUM #15 Processing Personnel Actions for Details

The Office of Personnel Management (OPM), effective September 12, 2010, requires agencies to officially document detail actions. As a result, all Servicing Human Resources Offices (SHROs) are now required to document, process, and file certain specific detail actions in CHRIS.

POLICY GUIDANCE MEMORANDUM #14 Establishing a Residence for a Relocation Incentive

An employee who is relocating to a new commuting area must establish a temporary or permanent residence before s/he is eligible for a payment of a relocation incentive.