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370.300.8 - Details and Temporary Assignments

OPR: Office of Personnel

1. Purpose. This chapter describes U. S. Geological Survey (USGS) policy and procedural guidelines for processing details and temporary reassignments. Unless otherwise noted, these requirements relate only to permanent and temporary employees in the competitive or excepted service within the Department of the Interior (DOI) serving in, detailed to, or temporarily reassigned to competitive service positions regardless of pay system (i.e., General Schedule (GS), General Manager (GM), Wage Grade (WG), etc.).

2. Authority. 5 CFR Chapter 300.301, Subpart C, states that an agency may detail an employee in the competitive service to a position in either the competitive or excepted service; an agency may detail an employee in the excepted service to a position in the excepted service; and an agency may detail an excepted service employee serving under Schedule A, Schedule B, or the Veterans Readjustment Act, to a position in the competitive service. Any other detail of an employee in the excepted service to a position in the competitive service may be made only with the prior approval of the Office of Personnel Management (OPM) or under a delegated agreement between the agency and OPM.

3. Policy. It is the policy of the USGS to meet the temporary manpower needs of the bureau through the use of details and temporary reassignments. Details and temporary reassignments are intended for meeting temporary needs of the agency’s work program when necessary services cannot be provided by other means. Details and temporary reassignments can be used in situations such as temporary shortage of employees or in emergency work situations. However, details and temporary reassignments will be limited to the shortest possible duration, will be used only when no other practical means are available, and will not be used to circumvent established OPM, departmental, or bureau rules and regulations. Except for brief periods, employees should not be detailed to perform work of a permanent nature or a higher grade unless there are compelling reasons for doing so.

4. Responsibilities.

A. Management officials, supervisors, and administrative officers are responsible for the timely initiation of documentation for details and temporary reassignments as required in this chapter. In addition, it is the responsibility of these officials to ensure that details and temporary reassignments:

(1) Do not compromise open competitive principles of the USGS merit promotion plan.

(2) Are not used to circumvent the use of a more appropriate personnel action to obtain necessary employee services.

(3) Are kept to the shortest possible duration.

B. The individual who serves as the rating official for the position to which an employee is detailed or temporarily reassigned must provide a written Employee Work Plan (performance standards and elements) to the employee within 30 days provided the assignment is within the Department of the Interior and is expected to last 90 days or more.

C. Servicing personnel officials are responsible for:

(1) Advising managers, supervisors, and employees of the conditions and requirements under which details and temporary reassignments may be made.

(2) Assuring compliance with all OPM, DOI and bureau policy and procedural requirements applicable to the detail or temporary reassignment of employees.

5. Definitions.

A. A detail is a temporary assignment of an employee to a classified position (i.e., established position) or statement of duties (i.e., unestablished position) for a specified period. During the detail, an employee continues to encumber and receive the salary and entitlements of the position from which detailed (i.e., the official position of record). At the end of the detail, the employee returns to the official position of record.

B. A temporary reassignment is an assignment to another classified position, at the same grade and step or, if applicable, rate above the maximum step of the grade currently held, for a specified period. At the end of the temporary reassignment, the employee returns to the position from which temporarily reassigned or to a position of comparable status, tenure, and pay.

C. A competitive position is one that is not specifically excepted from the competitive service by statute or regulation. In the USGS, this includes most general schedule and wage grade positions.

D. An excepted position is one that is specifically excluded from the competitive service. This includes some GS positions and positions in the GG (grade similar to general schedule) and Foreign Compensation (FC) pay systems.

6. Approval of Details and Temporary Reassignments. All details and temporary reassignments require management approval according to the delegated authorities of the organization and, in some instances, approval of the Servicing Personnel Officer prior to effecting the action. (See Survey Manual, Part 205.1, Appendix B - USGS Delegations of Personnel Management Authority and Appendix D - Delegation of Authority – Details , which specify the USGS, departmental, and OPM approval requirements and authorities.)

7. Uses of Details and Temporary Reassignments.

A. Details

(1) Details may be made to either established (classified position descriptions) or unestablished (unclassified statement of duties) positions under the following circumstances:

(a) To meet emergencies, excessive workload of limited duration, shortage of personnel, special projects, or studies that are short-term or temporary in nature, changes in mission or organization, or unanticipated employee absence for an extended period of time.

(b) To provide the necessary time for management to officially document new work assignments, rewrite position descriptions and classify new positions, or obtain employee security clearances.

(2) An employee may not be detailed to a position in a different line of work or geographical location for at least 90 days after the latest nontemporary competitive appointment or conversion from an OPM register, except for an emergency detail of 30 days or less.

(3) For detail actions to classified or unclassified positions at the same or lower grade level, the supervisor of the work to be performed is responsible for determining whether the employee is fully able to perform the duties of the position. When the detail action is to an occupational series for which OPM has established minimum educational requirements, and/or to a position for which there is a licensure or certification requirement, the servicing personnel office must verify that the employee meets the minimum educational, licensure, and/or certification requirements.

(4) In computing time limitations for detail actions, service under details of less than 120 calendar days in the same or similar position or duties will be counted when the proposed action represents an immediate continuation of an undocumented detail.

(5) A detail to a higher-graded position or to a position with greater promotion potential for a cumulative period of more than 120 days must be made under merit promotion procedures (see SM 370.335). In computing the 120-day period, service performed during the preceding 12-month period under noncompetitive time-limited promotions, noncompetitive details to higher-graded positions, and noncompetitive temporary reassignments and details to positions with greater promotion potential is counted.

(6) An employee serving on a temporary appointment may be detailed to a position that meets the criteria for temporary employment. An employee serving on a term appointment may be detailed, within the time limit of their appointment, only to a position appropriate for term employment.

B. Temporary Reassignments.

(1) Temporary reassignments may be made only to classified positions and will normally be for periods of 1 year or less. Requests for temporary reassignments must be documented to support the need for a temporary rather than permanent reassignment. Temporary reassignments will only be approved for those situations in which no other personnel action is appropriate and under the following conditions:

(a) To lend particular expertise to the completion of a project assignment of extended duration.

(b) To conduct in-house special assignments on behalf of another bureau or agency.

(d) To provide for long-term training as part of an established promotion or career development program.

(e) To backfill positions that are being vacated for extended periods of time (i.e., leave of absence approved for up to 1 year).

(2) An employee who is temporarily reassigned to a position with a different pay plan assumes the pay plan and entitlements of that position, i.e., from GS to WG.

(3) To be eligible for a temporary reassignment, the employee must meet established OPM qualification standards for the position.

(4) Temporary reassignments to positions with greater promotion potential may be made noncompetitively for a maximum cumulative period of 120 days during any consecutive 12-month period. Temporary reassignment of an employee for a cumulative period of more than 120 days to a position with greater promotion potential, must be made under merit promotion procedures. In computing the 120-day period, service during the preceding 12-month period under noncompetitive temporary promotions, noncompetitive details to higher graded positions, and noncompetitive temporary reassignments and details to positions with greater promotion potential is counted.

(5) A temporary reassignment to a position with greater promotion potential may be made permanent provided the reassignment was originally made under merit promotion procedures and the merit promotion announcement stated that the temporary reassignment may be made permanent without further competition or if it meets the requirements of exceptions to competition as outlined in 5 CFR 335 and internal merit promotion procedures.

8. Documentation and Procedural Requirements.

A. Requirements for documenting details and temporary reassignments.

(1) The automated request for personnel action (SF-52) is required to document:

(a) All details to organizations outside of the USGS.

(b) Details of 30 calendar days or more to a higher graded position or positions with greater promotion potential than the official position of record.

(d) All temporary reassignments.

(2) Written documentation.

(a) Details.

(i) A statement of duties or position description is required to document all details to international organizations regardless of the length of the detail or whether or not the detail is made on a reimbursable basis.

(ii) A position description is required to document all details of 30 calendar days or more to a higher graded position or positions with greater promotion potential than the official position of record.

(iii) A statement of duties or position description is required to document all other details of 120 days or more except as indicated in SM 370.300.8.A(3).

(b) Temporary Reassignments.

(i) A position description is required for all temporary reassignments.

(ii) A written justification is required documenting the purpose of the temporary reassignment.

(iii) A statement of understanding is required for a temporary reassignment.

(3) SF-52 documentation is not required when an employee is detailed to perform duties of an identical position or a position of the same grade, series, and basic duties as the position to which regularly assigned.

(4) In situations where SF-52 documentation is not required for a detail action, management should prepare a memorandum to the record to recognize and credit employee service. The memorandum should contain a brief description of the duties and the duration of the detail. In this way, an accurate determination can be made regarding: documentation requirements for subsequent detail actions (e.g., extension of the detail); qualification requirements for other positions; and performance appraisal requirements for a detail which exceeds 120 days. This documentation should be forwarded to the servicing personnel office for filing on the left side of the employee's Official Personnel Folder (OPF).

(5) Details must be documented in increments of 120 days or less.

(6) Temporary Reassignments must be documented for the expected duration of the assignment.

B. Procedures for documenting details and temporary reassignments.

(1) The gaining office to which an employee is detailed or temporarily reassigned is responsible for:

(a) Initiating an automated SF-52 to obtain necessary concurrences and management approvals and routing the request to the servicing personnel office having jurisdiction over the position to which the employee is being detailed or temporarily reassigned. For a detail, a position description for an established position or a statement of duties for an unestablished position and a justification for the detail must be forwarded to the servicing personnel office when the automated SF-52 is initiated. For a temporary reassignment, a position description and a justification to support the temporary nature of the action must be forwarded to the servicing personnel office when the automated SF-52 is initiated.

(b) Requesting an extension of the detail or temporary reassignment well in advance of the expiration date to ensure adequate time for obtaining required approvals for processing the personnel action.

(c) Requesting that the employee's official office of record initiates the termination of detail or temporary reassignment action well in advance of the expiration date to ensure adequate time for obtaining required approvals for processing the personnel action.

(d) Providing time and attendance information for employees on detail to the office responsible for maintaining these records.

(2) The Servicing Personnel Office is responsible for:

(a) Processing all personnel actions (SF-52, SF-50) relating to details and temporary reassignments to positions within their delegated servicing responsibility.

(b) Preparing and sending all departmental preclearance correspondence to DOI for approval of detail or temporary reassignment actions requiring higher-level approval.

(c) Preparing and sending all preclearance correspondence to the Bureau Personnel Officer for approval of details/transfers to international organizations.

(d) Processing all personnel actions (SF-52, SF-50) relating to details/transfers to international organizations for employees assigned under their delegated appointing authority. (Also see “c” above.)

(e) Processing all termination actions (SF-52 and SF-50) relating to details and temporary reassignments for employees permanently assigned under their delegated appointing authority.

(f) Forwarding all required documentation relating to details and temporary reassignments to the servicing personnel office that maintains the employee's OPF.

(3) The Headquarters Personnel Office is responsible for:

(a) Processing personnel actions (SF 52, SF-50) for all details and temporary reassignments relating to Senior Executive Service (SES), Senior Level (SL), Scientific and Professional (ST), and Schedule C positions, and all details to FC (Agency for International Development) - grade positions overseas.

(b) Preparing and sending all DOI preclearance correspondence to DOI for approval of detail or temporary reassignment actions relating to SES, SL, ST, and Schedule C positions.

9. Reimbursable and Non-reimbursable Details. All intra-agency and interagency details must be made on a reimbursable basis unless a nonreimbursable detail is specifically authorized by statute (64 CG 370, March 20, 1985). Under conditions in which a reimbursable detail is not required, the intra-agency or interagency organization officials with delegated authority to approve the detail decide whether the detail should be reimbursable or nonreimbursable.

This page can be found on the web at the following url: https://www.pmf.gov/current-pmfs/training-and-development/rotational-opportunities.aspx

PMF - Presidential Management Fellows

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Rotational opportunities are assignments often used to allow Fellows to gain a broader perspective of the Federal Government. These opportunities can take you to another bureau, division, office, or program within your agency, or even to another Federal agency. By participating in rotational opportunities, you can gain management experience, work in specific occupational fields, or learn about a program function from another perspective.

You are required to do at least one developmental assignment of 4-6 months in duration in the occupation or functional discipline in which you will most likely be placed, with full-time management and/or technical responsibilities consistent with your IDP (Individual Development Plan). A developmental assignment is a rotational opportunity, but not all rotational opportunities meet the criteria of the required developmental assignment. Please remember that you must complete at least one developmental assignment, meeting the above criteria, as part of the program requirements. Developmental assignments may or may not be continuous over the 4-6 months, but must be with the same hosting organization and scope of work.

NOTE: Per the program regulations and guidance, the developmental assignment can only take place within your organization, agency, or another Federal agency (5 CFR 362.405(b)(4)(ii)); Federal agency is basically defined as those agencies within the Executive Branch and those agencies who participate in the PMF Program in the Legislative Branch. An agency does NOT need to formally participate in the PMF Program to host a PMF on a rotation.

The PMF regulations specify that in addition to the developmental assignment, you may receive other short-term rotations of 1 to 6 months in duration, at your appointing agency's discretion, to occupations or functional areas different from the one in which you will most likely be placed. Rotations and developmental assignments are grouped together as Rotational Opportunities when advertised for Fellows.

Because the agency and supervisor will be without your services during the rotational opportunity, but are still paying your salary and benefits, there may be times when the agency will deny or adjust your request regarding these opportunities. Some Fellows outside of the Washington, DC, metro area, may need to work with their agency or the hosting agency to determine who will cover any expenses (e.g., travel, per diem, attending training or conferences on behalf of the hosting agency, etc.). A Fellow having a change in temporary duty station would typically need to be on travel orders. Such Fellows should consult with their Supervisor, Agency PMF Coordinator, and the hosting agency's Agency PMF Coordinator. In addition, Fellows outside of the metro area may want to contact the Federal Executive Board (FEB) covering their region to see if it can assist with rotational opportunities at other agencies within the region. To identify FEBs and their regions, go to https://www.feb.gov .

Rotational opportunities are at the discretion of your home agency, including any outside of your organization. Agencies may restrict such rotations within their agency. You are required to go through agency-specific procedures before pursuing them. More specifically, it is your responsibility to initiate the approval process, if required by the agency, before making contacts or agreements to go on rotational opportunities.

Some hosting agencies require a security clearance for the rotation. If a Fellow does not posses the needed security clearance, the hosting agency may cover any such costs associated and/or may be able to provide an interim clearance; this is solely at the hosting agency's discretion. Typically a Fellow's employing agency would not cover such costs and Fellows are not able to initiate or covers such costs themselves.

The PMF Program Office has developed a sample Memorandum of Understanding (MOU) template that Fellows and agencies may use. An MOU outlines the roles and responsibilities of all parties. The template is available under the Current PMFs\Resources webpage. This sample PMF MOU may be used when performing a rotational opportunity at an agency other than your agency. This form should be tailored to meet the needs of the specific assignment. You should consult with your supervisor and/or Agency PMF Coordinator for assistance and follow your agency's policies and procedures.

While some rotational opportunities are arranged by your agency, many Fellows take the initiative to identify opportunities they are particularly interested in. If an agency concludes that an optional short-term rotational opportunity to a non-Federal entity, or outside the Executive Branch, is appropriate to assist you to reach core competencies necessary for conversion to the target position at the end of your fellowship, it is the responsibility of the agency to address potential legal and ethical issues associated with such a rotation.

The frequency and duration of rotational opportunities during a Fellow's two-year fellowship may vary greatly from agency to agency. You are encouraged to be flexible and to have reasonable expectations regarding the agency's support for the location, timing, and duration of a rotational opportunity. In general, a PMF would not be detailed to a position for which he/she is not qualified. For example, a PMF at the GS-11 level should be detailed to a position that provides work at the GS-11 level. A PMF could only do a rotation with work at a higher grade level if the PMF meets the qualification requirements for the higher grade level. There is no prohibition of detailing a PMF in a position with a full performance level of a GS-13 to a rotational position with a full performance level of a GS-14 if the PMF is given work at the appropriate grade level.

When appropriate, a Fellow may participate in a rotational opportunity in Congress; however, such opportunity must be with a congressional committee, which would prevent any potential conflict of interest and be bipartisan. Fellows should consult with their supervisor, Agency PMF Coordinator, and perhaps their General Counsel or Ethics Officer, for any agency-specific policies and procedures for such rotations.

The Intergovernmental Personnel Act Mobility Program provides for the temporary assignment of personnel between the Federal Government and state and local governments, colleges and universities, Indian tribal governments, federally funded research and development centers, and other eligible organizations. This may apply to the optional short-term rotations, not the required developmental assignment. Check with your Agency PMF Coordinator or HR Office for specific policies and procedures at your agency.

While on a rotational opportunity, you remain employed by your agency and are not to be separated from Federal service. While on the rotational opportunity, your salary and benefits continues to be paid by the appointing agency, although housing, transportation, training, or other expenses are sometimes paid by the agency hosting the Fellow for this period of time. Agencies that permit a Fellow to perform a rotational opportunity outside of the agency are encouraged to have an MOU with the hosting agency in place before the rotational opportunity begins. Some hosting agencies may be willing and able to cover the Fellow's salary, expenses, any travel costs, costs for a security clearance, etc., from their employing agency; this is commonly referred to as a "reimbursable detail" and would be negotiated between your employing and hosting agencies.

As long as the agency does not have specific policies or procedures stating otherwise, there is no order for completing the developmental assignment and/or optional rotations; some agencies may require more than one. Fellows should manage their time and workload, while in consultation with their supervisor, on when to complete their required developmental assignment and optional rotations (e.g., make adjustments based on leave (vacation, maternity, paternity, etc.), training and developmental activities, mission-critical projects, etc.). Extending the fellowship is typically not a reason for a Fellow to meet their program requirements.

If the rotation needs to be extended, the Fellow should consult with their supervisor and Agency PMF Coordinator to check their agency's policies and procedures for any such extension.

You should record any rotational opportunities on your IDP, especially the required developmental assignment.

If a Fellow reappoints (e.g., transfers from one PMF position/agency to another) during their fellowship, any training and development may be forfeited if not related to the newer position or newer target position. If the reappointment is a result of a Fellow who was on their developmental assignment, he/she may need to complete a newer development assignment since the reappointment will be a new position or a new target position. See FAQ# 12 for information on reappointments.

For those Fellows enrolled in the PMF LDP ( Leadership Development Program ), please account for your participation for any impact. For example, all PMF LDP communications are sent to the Fellow's work and personal email addresses. We are unable to manage multiple work email addresses in such scenarios. For example, to add and monitor a temporary work email address for a Fellow on a rotation. The Fellow may temporarily change their personal email address to their rotation email address, but would also need to remember to change the rotation email address when no longer applicable. Fellows on a rotation should be able to still access and monitor their employing agency email address.

List of Rotational Opportunities

The PMF Program Office has automated the process for hosting organizations to post rotational opportunities in the PMF TMS for current Fellows to search. All current Fellows can log into the PMF TMS, via their applicant user account, and search for opportunities. If the Fellow has opted-in to receive automated emails from the PMF TMS, he/she will receive an automated digest email the day after a rotational opportunity is posted live.

Rotational opportunities are strictly for current Fellows. All Agency PMF Coordinators have access to post rotational opportunities and may grant "Agency HR Staff" user access to other agency personnel to post opportunities as well.

UPDATED: 03-16-2024

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6.334.1.1 Overview of Temporary Assignments under the Intergovernmental Personnel Act (IPA)
6.334.1.2 Definitions and IRS Support for the IPA
6.334.1.3 Guidelines
6.334.1.4 Assignment Procedures
6.334.1.5 Functions and Responsibilities of Advisors
6.334.1.6 Reporting Requirements

Part 6. Human Resources Management

Chapter 334. 4 temporary assignments under the intergovernmental personnel act (ipa), section 1. temporary assignments under the intergovernmental personnel act (ipa), 6.334.1 temporary assignments under the intergovernmental personnel act (ipa), overview of temporary assignments under the intergovernmental personnel act (ipa).

This IRM provides guidance and requirements for temporary assignments under the Intergovernmental Personnel Act (IPA) in the IRS. The legal authority for assignments under the IPA is 5 USC § 3371 through 3376; the regulation is in 5 CFR Part 334. Additional information can be found on the Office of Personnel Management (OPM) website at: http://www.opm.gov/ .

One of many employment programs used by the IRS to achieve its mission within and outside the Service is the IPA Mobility Program assignment. The Intergovernmental Personnel Act of 1970 authorized this temporary assignment through the Federal system to strengthen the personnel resources of state and local governments and others and to enhance intergovernmental cooperation in the administration of programs of mutual interest.

The IRS provides technical advice and assistance in tax administration or areas of mutual concern and benefit to states, local governments, commonwealths, territories, U.S. possessions, institutions of higher education, and other organizations in accordance with the IPA of 1970, Title IV (Pub. L. No. 91-648, dated January 5, 1971), commonly referred to as IPA, and IRC § 7516 of 1954, as amended. Technical advice and assistance to IRS from the above entities may also be provided under IPA regulations. Assignments may vary from a few weeks to a period of two years.

The IPA provides for the temporary assignment of personnel between the Federal government and state and local governments for work of mutual concern and benefit. Delegation Order No. 122 outlines the approving officials ( IRM 1.2.45, Delegation of Authority for Human Resource Management Actions).

The IPA provides that cost-sharing arrangements for mobility assignments are negotiable between the participating governments or organizations. To ensure that Federal and non-Federal organizations share equitably in the costs associated with assignments, OPM guidelines state that cost-sharing arrangements should be based on the extent to which the participating organizations benefit from the assignment. Rare exceptions might occur when an organization’s resources do not permit costs to be shared on a relative benefit basis.

Definitions and IRS Support for the IPA

The phrase "state and local government" in this IRM will be treated as including commonwealths, territories, U.S. possessions, institutions of higher education and other organizations certified by OPM as eligible to participate in the mobility program.

The term "advisor" used herein refers to an IRS employee assigned to a state or local government under the IPA program.

The term "host agency" refers to the governmental or other organization that gains an employee for the duration of the IPA assignment.

IRS will cooperate with requesting organizations and will be responsive to requests for assistance under the Act to the extent feasible.

Except for Tax Practitioner Institute (TPI) and Historically Black Colleges and Universities (HBCU) assignments, the Directors, Embedded Human Resources, are responsible for determining that requests for IPA assistance are consistent with the intent of the Act and that the "mutual concern and benefit" test required by the Act is met.

The best qualified employee, whose assignment is otherwise consistent with ongoing Service program requirements, will be selected. Efforts will be made to minimize the impact on IRS operations through loss of personnel.

Following are the Servicewide guidelines for administering the provisions of the IPA. Questions on the applicability of the IPA relative to requests from state and local governments for technical assistance involving the assignment of IRS personnel should immediately be forwarded to:

Small Business/Self Employed (SB/SE) Area and Field Director’s for Tax Practitioner Institute IPA assignments

Chief, EEO and Diversity for HBCU IPA assignments

Directors, Embedded Human Resources for all other IPA assignments

To assure a Servicewide viewpoint on the mutual benefits to be derived from IPA assignments, all inquiries or requests for assistance not involving Tax Practitioner Institutes or HBCUs should be referred to the Human Capital Office (HCO), Employment, Talent and Security (ETS), Policy and Programs Office. Prior to referral, no action should be taken that could be interpreted as a tentative agreement or commitment.

The assignment should meet the "mutual concern and benefit " test of the Act. That is, the assignment should be of mutual concern and benefit to the IRS, and the State or local government in terms of improved tax administration. For example:

A request that an examination training course be organized and conducted by an IRS employee within a state or local tax agency for state or local employees;

Requests for on-site advice or special training courses in taxpayer assistance, receipts and processing, returns compliance, examinations, appeals, criminal investigations, delinquent accounts, master files; and/or

Automatic Data Processing (ADP) applications for tax administration.

Tax Practitioner Institute and HBCU IPA assignments have already been determined to be of mutual benefit to the IRS and the non-Federal organization.

Assignment Procedures

All assignments under the IPA are made pursuant to individual agreements between the IRS, the appropriate state or local government, and the employee. The specific content of the agreement may vary according to the assignment. The agreement should provide, at a minimum, the following information:

Name, last four digits of the social security number, current job title, salary, classification, and address of the employee;

Parties to the agreement (both Federal and non-Federal organizations);

Position information, including organizational location of both the original position and the position entered into under the agreement;

Type of assignment (e.g., detail or leave without pay; non-Federal to Federal; Federal to non-Federal), and period covered by the assignment agreement;

Goals of the assignment and a brief statement of how the goals are to be achieved;

Relative benefits accruing to each organization and the cost-sharing arrangement based on these benefits;

How increased knowledge, skills and abilities gained by the employee during the assignment will be utilized at the completion of the assignment;

Applicability of Federal conflict-of interest laws;

Decisions of the Federal agency and the non-Federal organization concerning the employee's salary, supervision, payment of travel and transportation expenses, supplemental pay, entitlement to leave and holidays, provisions for reimbursement and the method of reimbursement;

Arrangements for maintaining leave records;

Employee benefits that will be retained; and

Privacy Act Statement (e.g., release of taxpayer information and other disclosure regulations under IRC § 6103).

The agreement should also make clear that if an employee is paid allowable travel, relocation, and per diem expenses, he or she must complete the entire period of the assignment or one year, whichever is shorter, or reimburse the Government for those expenses.

Assignments are temporary in nature and may initially be made for a period of up to two years. Special arrangements may be made to extend the period of assignment for not more than two additional years. OPM places limitations on accepting successive IPA assignments (See 5 CFR § 334.104).

As a condition of accepting an IPA assignment, an IRS employee must agree in writing to serve with the Federal government on completion of the assignment for a period equal to the length of the assignment.

IRS advisors will be assigned to a state or local government either on a detail or leave without pay (LWOP) basis depending on various factors such as the position and duties assigned to the advisor and IRS decisions concerning payment and expenses.

Whether an employee is assigned on detail or LWOP, he/she remains an employee of IRS and retains the rights and benefits attached to that status. The IRS employing office is responsible for documenting the LWOP or detail in accordance with established procedures.

An advisor on leave without pay to a state or local government is given an appointment in accordance with the terms of the written agreement and the personnel policies of the state or local government. The advisor is paid by the state or local government and will be entitled to supplemental pay from IRS if, the state salary is less than the rate of basic pay the employee would have received in his or her IRS position. The advisor is entitled to annual and sick leave to the same extent as if he/she had continued in the regular IRS position. The advisor is also entitled to receive full service credit for retirement purposes while on LWOP and is entitled to continuation of life insurance and health benefits coverage for the duration of the assignment so long as he/she makes the required employee contributions to the appropriate funds.

The advisor will be accountable to the host agency for the working details of the assignment.

State and local employees may receive IPA assignments to IRS on either a detail or excepted appointment basis. An appointment to IRS may be made without regard to the provisions governing appointment in the competitive service; IRS temporary funds may be required for these assignments.

Chief Financial Officer (CFO) will provide guidance on the establishment of reimbursable projects, reporting reimbursable earnings, and billing procedures, as necessary.

Each servicing HCO, ETS, Employment Office (EO) is responsible for obtaining pertinent processing information and preparing IPA assignment packages before submitting them for approval by the Directors, Embedded Human Resources (5 CFR § 334.103(b)). IPA mobility assignments for HBCUs and the TPI will be approved by the Chief, EEO and Diversity and Area and Field Directors, respectively.

Servicing HCO, ETS, EOs are required to forward a copy of the assignment agreement to the HCO, ETS, Policy and Programs Office, after the agreement is signed by all parties.

Functions and Responsibilities of Advisors

The function of advisors assigned under IPA is to help the host agency improve its tax administration or, in the case of assignments to institutions of higher education, to help the institution improve its tax educational program. The responsibilities of each participating employee will be set forth in the Assignment Agreement. Generally, they will operate in an advisory role, similar to management consultants. However, there may be instances where the employee serves in a managerial capacity, organizing and directing a new program and training a local understudy, or in an instructor capacity.

The duties and responsibilities must be clearly defined in the Agreement between the IRS, the state or local government, and the advisor before they are undertaken. If at any time during the temporary assignment there are significant changes in the employee’s duties, responsibilities, salary, work assignment location or supervisory relationships, the appropriate official(s) should be notified by the advisor and the agreement modified before such duties and/or responsibilities are undertaken.

When two or more IRS advisors are assigned to work in closely related fields together, the appropriate official(s) will designate one advisor as team leader.

In addition to his/her role as an advisor, the responsibilities of the IRS team leader are to:

Plan and execute the tax administration improvement program in collaboration with host agency officials;

Supervise and assign projects to advisors and evaluate their performance;

Coordinate projects;

Provide monthly narrative reports to the Director; and

Upon completion of the assignment, prepare a completion of assignment report indicating the impact and accomplishments of the assignment.

IRS advisors on IPA assignments to state and local governments will be subject to IRS rules and policies, including security and disclosure rules and regulations, conflicts of interest, and employee conduct, as well as the rules and policies of the state or local agency to which they are assigned. Exceptions to the above should be covered in the Assignment Agreement.

IRS advisors should avoid personal publicity, referring the news media to the host tax agency, and should especially avoid becoming publicly identified with any policy or sensitive tax issues or cases of the host government.

IRS advisors should avoid direct involvement in the selection and recommendation of individuals for key positions in the host tax agency, even if they are specifically invited to offer recommendations.

Reporting Requirements

Federal agencies which assign an employee to a state, local, institution of higher education, or other eligible organization in accordance with this part must document all IPA assignments and report to OPM upon request.

OPM requires that all details under the authority of the IPA be documented on an SF-50, Notification of Personnel Action.

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Temporary assignments and pay

Q. What is the difference between a temporary promotion and a temporary detail?

A. A temporary promotion is intended to meet the temporary needs of an agency’s work needs when those services can’t be met by other means. To be temporarily promoted, an employee has to meet the same qualification requirements that are needed for the permanent promotion. He or she receives the higher graded salary for the period assigned and gains quality experience and time-in-grade at the higher grade level. The 120 days can be made noncompetitively. In other words, the employee doesn’t have to compete with other employees for the temporary assignment. A detail is the temporary assignment of an employee to a different position or set of duties for a specified period when the employee is expected to return to his/her regular duties at the end of the assignment. An employee who is on detail is considered for pay and FTE purposes to be permanently occupying his or her regular position. Therefore, there is no change to the employee’s grade or salary while serving on the detail (even though the duties associated with the detail opportunity may be classified at a higher or lower grade level than the employee’s current position).

About Author

Reg Jones was head of retirement and insurance policy at the Office of Personnel Management. Email your retirement-related questions to [email protected] .

Buyout and reemployment.

can an employee be temp detailed to a set of duties for 120 days and then temp promoted to a successor position for 120 days?

To the best of my knowledge, the answer is yes. If one of our readers has better information, let us know.

Temporary and Term Employment and Appointments

1. purpose..

This Order establishes the General Services Administration (GSA) policy governing the use of temporary and term appointments to meet employment needs of the agency that are not of a permanent nature.

2. Background.

The Code of Federal Regulations, 5 CFR §316, Subpart C, Term Employment, and Subpart D, Temporary Limited Employment, provide the framework within which Federal agencies can make Temporary and Term appointments. For example, agencies may make time-limited appointments in order to accomplish project work, to accommodate extraordinary workload, or to continue functions when future funding is not certain. This Order explains the proper use of temporary and term appointments and the procedures to be followed in making such appointments. Term and temporary employees are used to supplement the permanent civil service workforce.

3. Scope and Applicability.

GSA may make a temporary time-limited appointment to fill a short-term position to meet an employment need that is scheduled to be terminated (i.e., one that is not expected to last for a specified period not to exceed 1 year). The appointment may be extended up to a maximum of 1 additional year (24 months of total service). GSA may not fill a position by temporary appointment if that position has previously been filled by temporary appointment(s) for an aggregate of 2 years, or 24 months, within the preceding 3-year period.
GSA may make a term appointment for a period of more than 1 year but not more than 4 years to positions where the need for an employee’s services is not permanent. GSA may also make a term appointment for certain Science, Technology, Engineering, and Mathematics-related (STEM-related) occupations for a period of more than 1 year but not more than 10 years when the need for work is not permanent. For all term appointments, the first year of service of a term employee is a trial period regardless of the method of appointment. Prior Federal civilian service is credited toward completion of the required trial period in the same manner as prescribed by 5 CFR 315.802, and a term employee may be terminated at any time during the trial period.
The Office of Inspector General (OIG) has independent personnel authority. The Inspector General Act of 1978, as amended, 5 U.S.C. App. 3, § 6(a)(7) (Inspector General is authorized to select, appoint, and employ such officers and employees as may be necessary for carrying out the functions, powers, and duties of the Office of the Inspector General); GSA Order, ADM 5450.39D CHGE 1, GSA Delegations of Authority Manual (Delegations Manual), Chapter 2, Part 1 (“the Inspector General has independent authority to formulate policies and make determinations concerning human capital issues within the Office of Inspector General;” determinations in the Delegations Manual do not limit that authority). Similarly, the agency recognizes that the Inspector General has independent authority to formulate policies and make determinations concerning training, employee development, and career management.
This Order applies to the Civilian Board of Contract Appeals (CBCA) only to the extent that the CBCA determines it is consistent with the CBCA’s independent authority under the Contract Disputes Act and it does not conflict with other CBCA policies or the CBCA mission.

4. Cancellation.

This directive cancels and supersedes HRM 9316.1 CHGE 1, Temporary and Term Employment and Appointments, dated March 15, 2021.

5. Explanation of Changes.

Amended section 3(a)(2) to reference the 10-year STEM-related appointing authority.
Added section 4(a)(3) which describes the 10-year STEM-related appointment authority.
Added section 4(a)(6), Categories of Term Appointments.
Amended section 4(a)(7) to add “Prior Federal civilian service is credited toward completion of the required trial period in the same manner as prescribed by 5 CFR 315.802.”
Amended section 4(a)(11) to add “... or the 10-year limit allowed under 5 CFR 316.301(c).”
Amended section 4(b)(2) to distinguish vacancy announcement language for 4-year and 10-year STEM-related term appointments.
Added information to Appendix A, Term Appointments column, Duration of Appointment section to address the time limits for 10-year STEM-related term appointments.
Added information to Appendix A, Term Appointments column, Other Information section to address timeframes for 4-year and 10-year term appointments.
Other minor formatting and grammatical changes and edits.

Problems viewing this page? [email protected]

Are you a GSA employee? Use the Directive Library on InSite to access referenced information.

PER DIEM LOOK-UP

1 choose a location.

Error, The Per Diem API is not responding. Please try again later.

No results could be found for the location you've entered.

Rates for Alaska, Hawaii, U.S. Territories and Possessions are set by the Department of Defense .

Rates for foreign countries are set by the State Department .

2 Choose a date

Rates are available between 10/1/2021 and 09/30/2024.

The End Date of your trip can not occur before the Start Date.

Traveler reimbursement is based on the location of the work activities and not the accommodations, unless lodging is not available at the work activity, then the agency may authorize the rate where lodging is obtained.

Unless otherwise specified, the per diem locality is defined as "all locations within, or entirely surrounded by, the corporate limits of the key city, including independent entities located within those boundaries."

Per diem localities with county definitions shall include "all locations within, or entirely surrounded by, the corporate limits of the key city as well as the boundaries of the listed counties, including independent entities located within the boundaries of the key city and the listed counties (unless otherwise listed separately)."

When a military installation or Government - related facility(whether or not specifically named) is located partially within more than one city or county boundary, the applicable per diem rate for the entire installation or facility is the higher of the rates which apply to the cities and / or counties, even though part(s) of such activities may be located outside the defined per diem locality.

5 CFR § 317.903 - Details.

(a) Definition. In this section, detail means the temporary assignment of an SES member to another position (within or outside of the SES) or the temporary assignment of a non-SES member to an SES position, with the expectation that the employee will return to the official position of record upon expiration of the detail . For purposes of pay and benefits, the employee continues to encumber the position from which detailed . The provisions of this section cover details within or outside of the employing agency .

(b) Time limits.

(1) Details within an executive agency or military department must be made in no more than 120-day increments.

(2) An agency may not detail an SES employee to unclassified duties for more than 240 days .

(3) An agency must use competitive procedures when detailing a non-SES employee to an SES position for more than 240 days unless the employee is eligible for a noncompetitive career SES appointment.

(4) An agency must obtain OPM approval for a detail of more than 240 days if the detail is of:

(i) A non-SES employee to an SES position that supervises other SES positions; or

(ii) An SES employee to a position at the GS-15 or equivalent level or below.

(c) SES career reserved positions. Only a career SES appointee or a career-type non-SES appointee may be detailed to a career reserved position.

(d) SES general positions. Any SES appointee or non-SES appointee may be detailed to a general position.

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TEMPORARY EMPLOYEE PRACTICES: HOW LONG DOES TEMPORARY LAST

111th congress (2009-2010), statement of angela bailey.

DEPUTY ASSOCIATE DIRECTOR FOR RECRUITMENT AND DIVERSITY U.S. OFFICE OF PERSONNEL MANAGEMENT

SUBCOMMITTEE ON THE FEDERAL WORKFORCE, POSTAL SERVICE, AND THE DISTRICT OF COLUMBIA COMMITTEE ON OVERSIGHT AND GOVERNMENT REFORM U.S. HOUSE OF REPRESENTATIVES

"TEMPORARY EMPLOYEE PRACTICES: HOW LONG DOES TEMPORARY LAST?"

June 30, 2010

Chairman Lynch, Ranking Member Chaffetz, and Members of the Subcommittee:

Thank you for the opportunity to testify on behalf of the Office of Personnel Management (OPM) to discuss temporary employment in the Federal Government.

Distinctions between Temporary, Seasonal, and Intermittent Employees

Temporary appointments are used to fill positions when there is no permanent need for an employee's services. For example, a temporary appointment can be used to fill a position that is not expected to last more than one year, or to meet an employment need that is scheduled to be terminated within one or two years for reasons such as an agency's reorganization or abolishment, or the completion of a specific project or peak workload.

Temporary employees are eligible to earn leave and are covered by Social Security and unemployment compensation, but do not receive the other benefits provided to career civil service employees. As discussed later in my testimony, temporary employees can purchase health insurance after they have completed one year of temporary service; however, the employee must pay for the full cost of the health insurance with no Government contribution. Furthermore, these employees are generally ineligible for coverage under the Federal Employees' Group Life Insurance Program (FEGLI) or the Federal employees' retirement systems.

The terms "seasonal" and "intermittent" relate to employees' work schedules and not the appointment type used to hire them. Seasonal and intermittent employees can therefore be either permanent employees or temporary employees. Seasonal temporary employees receive the same benefits as other temporary employees. Permanent seasonal employees allow agencies to develop an experienced cadre of employees utilizing permanent appointment authorities. These seasonal employees perform their duties on a recurring basis every year. Seasonal employment is appropriate when the work is expected to last at least six months or more during a calendar year. Recurring work that lasts less than six months is best performed by temporary employees. Consistent with the career nature of their appointments, permanent seasonal employees receive the same benefits offered to the rest of the Federal civil service.

Intermittent employees are best suited for work that is sporadic and unpredictable, allowing agencies to utilize them in emergencies or when a work schedule is difficult to define. Temporary intermittent employees are generally ineligible for participation in most Federal employee benefit programs. In contrast, permanent intermittent employees are eligible for participation in Federal employees' retirement systems.

Limitations on Temporary Employment

Under OPM regulations, Federal agencies may make temporary appointments when they do not need an employee's services on a permanent basis. Agencies do not have authority to convert employees serving under temporary appointments to permanent appointments.

Temporary appointments are limited to one year or less although they may be extended for a second year. Generally, an agency may not fill a position using temporary appointments if that position was filled by temporary appointments for an aggregate of 24 months within the preceding 3-year period.

In order to utilize temporary hiring authority, OPM regulations require that the supervisor of each position filled by temporary appointment certify that the need for the position is truly temporary and that the appointment meets the regulatory time limits. The certification must include the specific reason for using a temporary appointment.

A brief explanation of the evolution of the rules governing temporary employees may be useful in understanding why these limitations were instituted. Until 1985, temporary appointments were much like they are today. Appointments were limited to one year with a maximum 1-year extension. In 1985, OPM made several policy changes to give agencies greater flexibility to meet mission and budgetary challenges. From 1985 through 1994, temporary appointments could be extended for up to four years, in 1-year increments. There was no limit on the number of times the same position could be filled using temporary appointments.

One consequence of this situation was that many temporary employees developed an expectation of continuing employment because agencies could appoint them to successive temporary appointments, sometimes for decades. An example of this was the tragic case of James Hudson, an employee of the Department of the Interior's National Park Service, who died on the job. Because he was a temporary employee, albeit with more than eight years of service, his family was not eligible for certain benefits that they would have received had he been serving under a permanent appointment at the time of his death.

In response to this tragic loss, and following a thorough review, OPM revised the rules governing these appointments. In 1994, OPM prescribed the 2-year maximum continuous employment limit, as well as the 24-months-out-of-the-last-3-years limitation for the same position, in order to ensure that temporary appointments will be used for truly short-term hiring needs and to avoid the perception by employees that temporary employment could last indefinitely.

OPM's regulations provide for limited exceptions from the 2-year maximum continuous employment time limits. Agencies can apply to OPM for an exception on a case-by-case basis, but only when required by major reorganizations, base closings, or other unusual circumstances. The agencies must submit a work-related justification for each request.

In addition, OPM regulations provide an exception to the 2-year maximum continuous employment time limits for work that is expected to last less than six months each year. This exception allows for multiple renewals of the temporary appointment authority, as long as the appointment is expected to last less than six months each year. This exception allows agencies that invest a significant amount of training in their temporary employees to re-appoint them on a seasonal basis. The exception also allows agencies to limit the number of permanent employees that they hire and provides them with the flexibility that they need to hire seasonal employees who need to work for fewer than six months.

As mentioned above, appointing temporary employees under the aforementioned exception differs from appointing seasonal employees. Seasonal employees work more than six months in a year and therefore must be employed under permanent appointments. Permanent seasonal employees are eligible for Federal benefits designed to attract and retain a stable workforce, even while in a non-pay status during the off-season.

Temporary Employees and Retirement Coverage

A concern that is often raised with respect to employees serving under temporary appointments is that they are excluded from coverage under the retirement programs for Federal employees. Retirement coverage is not in the interest of an employing agency. Due to the requirements under both the Civil Service Retirement System (CSRS) and the Federal Employees' Retirement System (FERS), an individual must work for at least five years in creditable civilian employment in order to become entitled to an annuity. Most temporary employees never fulfill this 5-year requirement. Therefore it does not make sense to require their employing agencies to make the requisite employer contributions on their behalf because such contributions would remain in the Civil Service Retirement Fund (Retirement Fund). This would increase the agency's cost of employing the individual. Moreover, with respect to employees covered under FERS and the Thrift Savings Plan (TSP), when the vesting requirements are not met, the employer contributions to the TSP revert to the TSP and are not returned to the employing agency.

Retirement Credit for Earlier Temporary Service

Under CSRS, even if employment is not "covered employment" it still may be available for credit later, if the individual has subsequent service that is currently covered by the retirement system. With this in mind, the kinds of positions that were excluded from CSRS coverage by regulation were relatively broad in scope. On the other hand, when FERS was established, there was no provision for obtaining credit for non-covered service later.

Health, Life, and Other Insurance Programs

As is the case with retirement coverage, the laws governing the Federal Employees Health Benefits Program (FEHB) and FEGLI authorize OPM to exclude certain categories of employees from coverage. Specifically, the relevant statutes permit OPM, by regulation, to exclude employees based upon the nature and type of their employment or conditions pertaining to it, such as short-term, seasonal, or intermittent employment. Consequently, with a few exceptions, employees serving under appointments limited to a year or less are excluded from coverage under the health and life insurance programs. Also, the regulations exclude employees who are expected to work less than six months in each year, as well as those with intermittent work schedules.

Although temporary employees are generally excluded from FEHB coverage, there is a special provision in the health benefits law that allows such employees to obtain FEHB coverage once they have completed a year of continuous service. In other words, if an employee is serving under an appointment limited to one year and has his or her appointment renewed at the end of that year, the individual can elect FEHB coverage at that point. However, as previously mentioned, the employee must pay both the employee and the Government share of the premium.

Once employees are eligible to participate in FEHB, they may also participate in other programs such as the Federal Employee Dental and Vision Insurance Program and the Federal Long Term Care Insurance Program.

Thank you again for the opportunity to discuss with you how temporary employment is used in the Federal Government, and how and why it affects employee benefits. I would be happy to respond to any questions you may have.

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Be sure to document temporary federal assignments.

ask.fedweek.com document your temporary federal assignments

It is not uncommon for federal employees to be detailed to a higher grade or different position and then want to use that detail or temporary assignment as creditable experience when applying for a new position or a promotion, but you must document it properly in order to include in your application.

The Office of Personnel Management (OPM) assumes that employees gain experience by performing duties and responsibilities appropriate to their official position description, occupational series, and grade. If you want to be credited for experience outside your official position description, whether at a higher grade or in a different job series, your temporary work must be appropriately documented.

Such documentation could include a SF-52 or SF-50 that documents an official detail or assignment. It could also include a signed letter from the employee’s supervisor.

That letter must state the nature and length of the temporary assignment / detail, whether the duties performed were full- or part-time, and the percentage of time other duties were performed. The documentation should be included in an employee’s Official Personnel Folder (OPF).

Employees should submit the official documentation, along with their resume, when applying for positions where the temporary experience may be needed to support their application.

cover image for federal manager and supervisor handbook from fedweek.com

TSP	G Fund	F Fund	C Fund	S Fund	I Fund
Jul 23	18.41 ~	19.33 ~	87.27 ~	84.27 ~	43.48 ~
Jul 22	18.41 ~	19.32 ~	87.41 ~	83.86 ~	43.63 ~

TSP	G Fund	F Fund	C Fund	S Fund	I Fund
Jun	0.38 %	0.94 %	3.58 %	-0.1 %	-1.62 %
YTD	2.21 %	-0.63 %	15.28 %	3.28 %	5.85 %
1yr	4.53 %	2.6 %	24.52 %	14.88 %	11.72 %
3yr	3.38 %	-2.92 %	9.99 %	-2.41 %	3.31 %
5yr	2.54 %	-0.16 %	15 %	8.67 %	6.83 %
10yr	2.42 %	1.52 %	12.85 %	8.33 %	4.7 %

TSP Returns Summary

Source: TSP.gov

Explore the Unknown by Going on a Detail Assignment

I have worked in offices that have embraced the use of detail assignments. We made it a part of our human capital development plan and used it to support our operations at all levels. While I wish we could say it was part of some grand strategy, it was a knee-jerk response to sequestration, hiring freezes and continuing resolutions. Nonetheless, it impacted operations and career development in positive ways.

Why Temporary Detail Assignments are Great for Employees

Explore the unknown. Use a detail as a low-risk way to orient your career and update your roadmap. Many of us have considered applying for a particular position, only to be frightened by the unknown. A detail assignment is a good way to test whether that position is right for you without the fear of losing your current job.

Learn multiple work styles and languages . As I wrote in a previous GovLoop article , learning multiple work languages can help you in your career by exposing you to different points of view and helping you build coalitions. As an example, if you’re a IT project manager and want to learn more about the budget process, consider a detail to the CFO’s office. Both offices can benefit from each other’s experiences.

Practice new and existing skills in a new environment. Want to learn new skills but can’t try it out in your current position? Flex those new skill muscles in a detail assignment. For example, if you recently earned a project management certification but can’t apply the knowledge effectively in your current position, then a detail may be right for you.

What about Managers? Yes, Managers Can Benefit, Too!

Detail assignments are not a one-way benefit for employees only. Managers stand to gain a lot by letting employees go on a detail assignment and hiring new team members on detail.

Add low-risk talent pool. Detail assignments are a great and low-risk way to gain talent from the organization without additional hiring authorities. Know someone in the organization that would be a perfect fit for your project? “Hire” them on a detail! That person didn’t work out as well as you thought? No worries, since you can part ways amicably. Weave new detailees into your HR plans and use them to complement your permanent staff.

Inject fresh ideas and perspectives into your teams. Whether by design or not, some offices only recruit from the same talent pool, essentially creating an echo chamber. Few new ideas are circulated, and therefore, the status quo remains intact. Pulling talent from other offices or other agencies will bring fresh ideas and perspectives to some of your existing challenges.

Embrace any hardships as a learning experience. Losing your all-star and gaining a brand new person in their place doesn’t seem like a fair trade, but that’s the wrong way to look at it. Whether you’re gaining someone or losing your go-to employee for a few months, the questions are the same: Do you have a plan in place to handle team turnover? Are your standard operating procedures up to date? Will other team members step up and adapt? Use this change in your staff as an opportunity to improve your succession plans and take the team to the next level.

A Win/Win for Employees and Managers

Employees and managers both benefit from temporary detail assignments in these chaotic times of continuing resolutions and hiring freezes. While it will require some extra effort on everyone’s part, details are a rewarding experience that can boost an employee’s career and help managers achieve their agency’s goals.

Have you been on or hired someone for a detail assignment? Share your experiences and tips below!

Fredy Diaz is part of the GovLoop Featured Contributor program, where we feature articles by government voices from all across the country (and world!). To see more Featured Contributor posts, click here .

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temporary assignment in federal government

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This could be beneficial for any company. It would be great to see non-gov’t organizations incorporate detail assignments into the workplace as well. Thanks for sharing

Hello Mr. Diaz,

Great topic! Thank you for sharing.

Senior Review Examiner, Information Technology, CG-570-14/15 (Temporary Assignment) Job in Washington, DC

Vacancy No.

2024-RMS-B576

Department

Federal Deposit Insurance Corporation

Salary

$153,507.00 to $252,500.00

Grade

14 to 15

Perm/Temp

Temporary

FT/PT

Full-time

Open Date

7/30/2024

Close Date

8/12/2024

Job Link

Who may apply

Status Candidates

Locations:

Job Description (Please follow all instructions carefully)

This position is located in the Division of Risk Management Supervision, Information Technology Supervision Branch and is responsible for the administration and performance of duties related to FDIC Information Technology (IT) supervisory activities.

Additional selections may be made from this vacancy announcement to fill identical vacancies that occur subsequent to this announcement.

Current federal employees of this agency.

This position is open to current FDIC permanent employees with competitive status eligibility.

At the full performance level, major duties include:

Completion Of Confidential Financial Disclosure May Be Required.

Minimum Background Investigation (MBI) required

The selectee will be given a temporary promotion if eligible or be placed on a lateral detail if already serving at the advertised grade level on a permanent basis.

At the end of the temporary promotion (if temporarily promoted), the employee’s basic pay will be set at the rate received prior to being temporarily promoted, regardless of length of the temporary promotion. The pay rate shall be increased to reflect pay increases (if any) received while temporarily promoted, as long as the resulting rate does not exceed the new range maximum.

If the temporary assignment is not made permanent and its duration is one year or less, the employee will be returned to a position that is comparable to his or her permanent position (i.e., same series, grade, and duty location) in the same or successor Division/Office. If, however, the temporary assignment is not made permanent, is to a position in a different Division/Office from the employee’s permanent Division/Office, and exceeds one year (including extensions beyond one year of the initial appointment of one year or less), the employee will not be returned to his or her permanent position of record. Instead, the employee will be placed in a permanent position comparable to his or her permanent position of record (at the same grade and pay) in the Division/Office and duty location where the temporary assignment is located. Since an extension of a temporary promotion beyond one (1) year will directly impact the employee’s return rights to his or her permanent Division/Office and duty location, the employee must concur in advance with any extension of the temporary promotion beyond one (1) year. : If the duty location of this temporary assignment is different from the employee’s permanent duty location of record, the employee's duty location may be changed to the temporary duty location for the duration of the assignment if the temporary assignment lasts over one (1) year (including extensions beyond the initial appointment).

CG-14. To qualify, applicants must have completed at least one year of specialized experience equivalent to at least the CG/GS 13 grade level or above in the Federal service. Specialized experience is defined as experience performing examination or review of supervisory matters dealing with information technology or operational activities at large, complex, or troubled insured depository institutions, or independent service providers.

CG-15. To qualify, applicants must have completed at least one year of specialized experience equivalent to at least the CG/GS 14 grade level or above in the Federal service. Specialized experience is defined as experience performing examination or review, and conducting industry or horizontal analysis or policy development of supervisory matters dealing with information technology or operational activities at large, complex, or troubled insured depository institutions or independent service providers.

Large, complex financial institutions may be defined as financial intermediaries engaged in some combination of commercial banking, investment banking, asset management and insurance, whose failure poses a systemic risk or externality to the financial system as a whole. These risks are intertwined among both insured and uninsured subsidiaries, and the largest and most complex of these companies often have global footprints and interdependent counterparty relationships with one another that increase their complexity and risk.

Applicants must have met the qualification requirements (including selective placement factors – if any) for this position within 30 calendar days of the closing date of this announcement.

There is no substitution of education for the experience for this position.

Financial Institution Examiners must maintain the highest personal ethical standards as provided in Part 336 of the FDIC's Rules and Regulations, (Employee Responsibilities and Conduct). Financial Institution Examiners must comply with Section 3201.102 of Supplemental Standards of Ethical Conduct for FDIC Employees (5 CFR Part 3201), which, in part, prohibits them and their immediate families from accepting certain credit from State nonmember banks.

1. Obtaining a loan or a line of credit from any insured state nonmember bank or its subsidiaries. Any extensions of credit held by the Examiner, the Examiner's spouse, or any dependent children are direct or indirect extensions of credit to the Examiner.
Exceptions:
a. Loans for a primary residence are permissible. The Examiner must not participate in any examination of that institution with which he holds the primary residence loan, and a "cooling off" period is required before negotiating a loan for a primary residence from any institution the Examiner has examined.
b. No restrictions on obtaining credit cards issued under the same terms and conditions available to the public from an insured state nonmember bank either within or outside of their field office of assignment.
2. Participating in any examination, or other matter, involving an insured depository institution or any person with whom the Examiner has an outstanding loan or line of credit.
3. Performing any service for compensation with any bank, or for any officer, director, or employee thereof, or for any person connected therewith.
4. Disclosing any confidential information from a bank examination report except as authorized by law.
5. Soliciting or accepting any gift from a prohibited source or because of the Examiner's official position.

To read about your rights and responsibilities as an applicant for Federal employment, .

Relocation benefits may be provided in accordance with FDIC policy if assignment exceeds 1 year or is made permanent.

CMs selected for a CG-level temporary assignment will be required to sign a Memorandum of Understanding documenting acceptance of a 10% temporary reduction to their base salary or pay-setting at the salary range maximum for the CG-level position, whichever one is lower, for the duration of the temporary assignment. After the temporary assignment, CM employees will return to their Positions of Record with salary restored to their CM base salary, including any CM pay adjustments applied during the temporary assignment.

A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Learn more about federal benefits.

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Staff warned immigration minister about setting 'significant precedent' with Ukraine visa program

Documents disclosed as part of a proposed lawsuit against the federal government by three afghan canadians.

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Federal immigration officials warned the government it risked undermining the temporary immigration system with the design of the emergency visa program for war-displaced Ukrainians, newly released court documents show.

Immigration Department staff raised the concern in a memo to Sean Fraser, immigration minister at the time, shortly after the program was announced.

The memos outline the design of the Ukraine visa program, which allowed an unlimited number of Ukrainians and their family members to come to Canada to wait out the war.

The policy also waived the requirement for fleeing Ukrainians to promise to leave when their visa expires, against the advice of department staff.

"Waiving the need for a client to establish temporary intent would set a significant precedent that is not recommended, given that it would undermine a foundational component of the (temporary resident) legal framework," staff said in the memo to Fraser, which was signed March 14, 2022.

Staff cautioned that waiving the requirement — the foundation of the temporary resident program — would set an "expectation that it could be done for other populations, not only those affected by conflict."

Struggles to find affordable housing and work force some Ukrainian refugees to leave Waterloo region
Canada's emergency visa applications for Ukrainians fleeing war to end Saturday
Canada to launch new permanent residency program for Ukrainians fleeing war

The documents were disclosed as part of a proposed lawsuit against the federal government by three Afghan Canadians, who allege Canada discriminated against Afghan refugees by treating them differently than it did Ukrainians fleeing the Russian invasion.

The lawsuit hasn't yet been certified by the court.

"The government knew that what they were doing was unfair," said Nicholas Pope, one of the lawyers representing the Afghan Canadians.

"That's just what we're arguing in this case. That it's unfair, it's discriminatory, and there's not a good reason why protections shouldn't be applied to people who aren't from Europe."

Warnings over 'second class' permanent residents

The lawsuit was filed by Canadians who served as language and culture advisers to the Canadian government and NATO during the war in Afghanistan, but haven't been allowed to bring family members in Afghanistan to safety.

Canada has approved some 962,600 emergency visas for Ukrainians since the 2022 Russian invasion, which allow people fleeing the conflict to work and study while the war rages.

The program was generally well received in Canada, where people opened their homes to Ukrainians and donated clothes, furniture and other essentials to help them settle during their stay.

Roughly 298,000 actually made the trip to Canada, though it's unclear how many have stayed and how many have since applied for permanent residency.

The documents also warn the design of the program could disadvantage Ukrainians by effectively creating "second class" permanent residents, without access to settlement supports or equivalent status under the law.

Refugees walk after fleeing the war from neighbouring Ukraine at the border crossing in Medyka, southeastern Poland

The government has argued the emergency program for Ukrainians can't be compared to the program for Afghan refugees, because people from Afghanistan are unlikely to be able to return home.

In the memo, though, staff say the key distinction between temporary programs and permanent ones is the requirement that visa holders declare their intention to leave.

The department officials described the Ukraine emergency visa program as "exceptional in nature."

"It underscores Canada's unique relationship with Ukraine, the extensive diaspora and family links, as well as the unique nature of the conflict as a significant land invasion adjacent to EU countries with generous immigration measures," the memo reads.

"However, it risks setting a significant precedent, one which may result in future pressures on the government to take similar action for other emergencies."

Tens of thousands of Ukrainians expected to come to Canada in the next few months
Canada to accept more Syrian, Turkish residents after devastating February earthquake

Two full pages of legal considerations outlined by the department were blacked out in the documents provided to the court.

Fraser ultimately agreed with the department's recommendation not to publish the policy publicly, given the "unprecedented and exceptional nature" of the approach.

Pope seized on that point Tuesday.

"Why would you not publish a policy if you're proud of it, and you think that it's fair, and you think that it's just and you think that it's Charter compliant?" he asked.

"I think they really understood the problematic nature of this."

The offices of Fraser, now housing minister, and the current immigration minister, Marc Miller, did not immediately respond to requests for comment.

Refugees need to repay for flight to Canada after arriving, but it's not that easy
Sudanese Londoners urge Ottawa to loosen rules to help families flee war

The government has emphasized that the Ukrainian program is intended to be temporary, and has encouraged those without family ties to Canada to apply for permanent residency through traditional means if they hope to stay.

Since Fraser announced the visa program, the government has faced accusations of unfairly limiting temporary refuge to people attempting to flee conflicts in Sudan and the war between Israel and Hamas in the Gaza Strip.

In February, the Canadian Council for Refugees pointed out the disparity between the program for Ukrainians and the temporary refuge programs for Sudanese people.

"The crisis in Sudan is of catastrophic proportions," the group wrote to Miller earlier this year.

"Given the scale of the crisis, the limit of 3,250 applications in the family-based humanitarian pathway is inadequate to the need. In contrast, Canada admitted an unlimited number of Ukrainians on temporary visas, and the pathway to permanent residence for Ukrainians is similarly without a cap."

ABOUT THE AUTHOR

Laura Osman is a reporter for The Canadian Press.

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The Government of Canada is making it easier to trade within Canada

From: Intergovernmental Affairs

News release

Today, the Honourable Dominic LeBlanc, Minister of Public Safety, Democratic Institutions and Intergovernmental Affairs, announced that the Government of Canada is removing barriers to help commerce move more freely within Canada.

Ottawa, Ontario, July 23, 2024 – Today, the Honourable Dominic LeBlanc, Minister of Public Safety, Democratic Institutions and Intergovernmental Affairs, announced that the Government of Canada is removing barriers to help commerce move more freely within Canada.

Trade within Canada is a key piece of our economy. It drives commerce, creates jobs, facilitates business expansion and gives Canadians more choice. This is why we are taking action and leadership by addressing lo ng-stan ding internal trade barriers, and removing or narrowing on e-th ird of all federal exceptions under the Canadian Free Trade Agreement (CFTA).

Business community leaders, such as the Canadian Chamber of Commerce, the Business Council of Canada and the Canadian Federation of Independent Business, note that reducing the number of exceptions in the CFTA will help strengthen internal trade and support the productivity of Canada’s economy. We have heard from stakeholders and in response, the Government of Canada has removed or narrowed 17, or one third, of its federal exceptions in the CFTA . Most of the exceptions removed relate to federal government procurement, providing Canadian businesses with more opportunities to be competitive across the country.

Already, the Government of Canada has shown leadership in strengthening internal trade through the implementation of key measures, including the launch of the Canadian Internal Trade Data and Information Hub , engagement with stakeholders and industry, and work with provinces and territories to advance regulatory and internal trade cooperative efforts to eliminate barriers.

These efforts were recognized in the annual Canadian Federation of Independent Business (CFIB) State of Internal Trade: Canada’s Interprovincial Cooperation Report Card . The report grades federal, provincial and territorial governments’ efforts to address interprovincial trade barriers. This year, the Government of Canada received a significantly improved rating of “B”, the third highest rating of all federal, provincial and territorial governments.

As the government continues to work towards making further changes to the CFTA , even though the actions taken today have removed the most significant barriers to success for businesses, we encourage all provinces and territories to similarly take steps to publicly share the rationales for any of their remaining exceptions.

The Government of Canada will continue to build on these successes and collaborate with provinces and territories to accelerate efforts to advance internal trade across the country. This includes developing a comprehensive Federal Framework on Mutual Recognition, which will help us bring provinces and territories to the table with the goal of cutting red tape and allowing goods and services to move freely across the country. This includes moving towards full labour mobility in the construction, health, and childcare sectors. Canada’s economy will best succeed when all orders of government are working towards a common goal.

“The further removal of exceptions under the Canadian Free Trade Agreement reflects our government’s commitment to listen to industry and help Canadian businesses get their incredible products to more consumers. We will keep taking action within our areas of jurisdiction to strengthen our supply chains, grow the economy, and make life more affordable for all Canadians, while encouraging our provincial and territorial partners to do the same.” - The Honourable Dominic LeBlanc, Minister of Public Safety, Democratic Institutions and Intergovernmental Affairs

Quick facts

Over $500 billion worth of goods and services moves across provincial and territorial borders every year—equal to almost 19% of Canada's gross domestic product. Last year, o ne-thi rd of Canadian businesses participated in internal trade by buying or selling goods across provincial and territorial borders.

The Canadian Free Trade Agreement (CFTA) came into force on Ju ly 1, 20 17, to reduce and eliminate barriers to the free movement of persons, goods, services, and investments within Canada and to establish an open efficient, and stable domestic market.

Under the CFTA , the Government of Canada has taken exceptions to ensure it can uphold Canadian interests such as national security, national economic and social policy, international trade obligations, or its responsibility to support regional interests.

The CFTA seeks to establish an open, efficient, and stable domestic market. The CFTA exceptions are portions of the agreement that can be taken by federal, provincial or territorial governments, to exclude an industry, sector, or legislation from the agreement. Canadian business and industry have expressed that these exceptions can hinder free trade by allowing for inconsistent rules, standards, and licensing requirements for goods, investments and services. Leaders, such as the Canadian Chamber of Commerce, the Business Council of Canada and the Canadian Federation of Independent Business, note that reducing the number of exceptions in the CFTA will help strengthen internal trade and support the productivity of Canada’s economy.

The remaining exceptions are required in order to uphold Canadian interests, such as national security, international trade obligations, regional interests and national social and economic policy. The rationales for remaining federal exceptions are being published on the Government of Canada’s Internal Trade website .

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Federal Action Plan to Strengthen Internal Trade

For more information (media only), please contact:

Jean-Sébastien Comeau Deputy Director of Communications Office of the Honourable Dominic LeBlanc Minister of Public Safety, Democratic Institutions and Intergovernmental Affairs 343-574-8116 [email protected]

Media relations Privy Council Office 613-957-5420 [email protected]

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Safety Zone; Drone Display, Hudson River, New York City, NY

A Rule by the Coast Guard on 07/30/2024

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Supplementary information:, i. table of abbreviations, ii. background information and regulatory history, iii. legal authority and need for rule, iv. discussion of the rule, v. regulatory analyses, a. regulatory planning and review, b. impact on small entities, c. collection of information, d. federalism and indian tribal governments, e. unfunded mandates reform act, f. environment, g. protest activities, list of subjects in 33 cfr part 165, part 165—regulated navigation areas and limited access areas, enhanced content - submit public comment.

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Coast Guard, Department of Homeland Security (DHS).

Temporary final rule.

The Coast Guard is establishing a temporary safety zone in the navigable waters of the Hudson River in the vicinity of Pier 90 located in New York City, NY. The temporary safety zone is needed to protect personnel, vessels, and the marine environment from potential hazards created by an aerial drone display scheduled for July 30, 2024. During the enforcement period, entry of vessels or persons into the safety zone is prohibited unless specifically authorized by the Captain of the Port, Sector New York.

This rule is effective from 9 p.m. through 11 p.m. on July 30, 2024. This rule will be subject to enforcement while the aerial drones are in-flight from approximately 9:30 p.m. to 10 p.m. on July 30, 2024.

To view documents mentioned in this preamble as being available in the docket, go to https://www.regulations.gov , type USCG-2024-0551 in the search box and click “Search.” Next, in the Document Type column, select “Supporting & Related Material.”

If you have questions about this rule, call or email MST1 Kathryn Veal, Waterways Management Division, U.S. Coast Guard; telephone 718-354-4151, email [email protected] .

CFR Code of Federal Regulations

COTP Captain of the Port New York

DHS Department of Homeland Security

FR Federal Register

NPRM Notice of proposed rulemaking

§ Section

U.S.C. United States Code

The Coast Guard is issuing this temporary rule under authority in 5 U.S.C. 553(b)(B) . This statutory provision authorizes an agency to issue a rule without prior notice and opportunity to comment when the agency for good cause finds that those procedures are “impracticable, unnecessary, or contrary to the public interest.” The event sponsor did not make the Coast Guard aware of the aerial drone show until there was insufficient time to publish a notice of proposed rulemaking (NPRM), take public comments, consider those comments, and issue a final rule by July 30, 2024. The Coast Guard finds that good cause exists for not publishing a NPRM with respect to this rule because doing so would be impracticable since prompt action is necessary to ensure public safety and respond to the potential safety hazards associated with drone activity in this regulated area.

Also, under 5 U.S.C. 553(d)(3) , the Coast Guard finds that good cause exists for making this rule effective less than 30 days after publication in the Federal Register . Delaying the effective date of this rule would be impracticable because prompt action is needed to respond to the potential safety hazards associated with the 500 drones flying overhead on a heavily trafficked channel.

The Coast Guard is issuing this rule under authority in 46 U.S.C. 70034 . The Captain of the Port New York (COTP) has determined that the potential hazards associated with the aerial drone display, consisting of 500 drones, on July 30, 2024, are a safety concern for anyone transiting the Hudson River at that time. Therefore, this rule is necessary to protect personnel, vessels, and the marine environment in the navigable waters near the event location.

This rule establishes a safety zone from 9 p.m. to 11 p.m. on July 30, 2024, and subject to enforcement while the aerial drones are in-flight from approximately 9:30 p.m. to 10 p.m. on July 30, 2024. The aerial display will consist of one flight, lasting approximately 13 minutes, commencing at approximately 9:30 p.m. The Coast Guard only intends to enforce the rule while the drones are in flight. The safety zone will cover all navigable waters of the Hudson River encompassing a 400-foot radius at approximate position 40°46′07.7″ N, 74°00′03.3″ W in the vicinity of Pier 90 located in New York City, NY. When enforced, entry of vessels or persons into this zone is prohibited unless specifically authorized by the COTP or a designated representative. Start Printed Page 61017

We developed this rule after considering numerous statutes and Executive orders related to rulemaking. Below we summarize our analyses based on a number of these statutes and Executive orders, and we discuss First Amendment rights of protestors.

Executive Orders 12866 and 13563 direct agencies to assess the costs and benefits of available regulatory alternatives and, if regulation is necessary, to select regulatory approaches that maximize net benefits. This rule has not been designated a “significant regulatory action,” under section 3(f) of Executive Order 12866 , as amended by Executive Order 14094 (Modernizing Regulatory Review). Accordingly, this rule has not been reviewed by the Office of Management and Budget (OMB).

This regulatory action determination is based on the duration and time-of-day of the safety zone. This safety zone will be of limited duration to minimize any adverse impacts to vessels who seek to transit the Hudson River on July 30, 2024. Vessel traffic will only be restricted in the limited access area while drones are in the air for an approximately 13-minute segment from 9 p.m. until 11 p.m. on July 30, 2024. Further, the Coast Guard will issue a Broadcast Notice to Mariners via VHF-FM Marine Channel 16 about the zone and persons or vessels desiring to enter the safety zone may do so with permission from the COTP or a Designated Representative. Advance public notifications will also be made to local mariners through appropriate means, which may include Local Notice to Mariners, Alert Warning System messaging capabilities, and Broadcast Notice to Mariners.

The Regulatory Flexibility Act of 1980, 5 U.S.C. 601-612 , as amended, requires Federal agencies to consider the potential impact of regulations on small entities during rulemaking. The term “small entities” comprises small businesses, not-for-profit organizations that are independently owned and operated and are not dominant in their fields, and governmental jurisdictions with populations of less than 50,000. The Coast Guard certifies under 5 U.S.C. 605(b) that this rule will not have a significant economic impact on a substantial number of small entities.

While some owners or operators of vessels intending to transit the safety zone may be small entities, this rule will not have a significant economic impact on any vessel owner or operator because they are able to transit during the periods of time the drones are not in-flight.

Under section 213(a) of the Small Business Regulatory Enforcement Fairness Act of 1996 ( Pub. L. 104-121 ), we want to assist small entities in understanding this rule. If the rule would affect your small business, organization, or governmental jurisdiction and you have questions concerning its provisions or options for compliance, please call or email the person listed in the FOR FURTHER INFORMATION CONTACT section.

Small businesses may send comments on the actions of Federal employees who enforce, or otherwise determine compliance with, Federal regulations to the Small Business and Agriculture Regulatory Enforcement Ombudsman and the Regional Small Business Regulatory Fairness Boards. The Ombudsman evaluates these actions annually and rates each agency's responsiveness to small business. If you wish to comment on actions by employees of the Coast Guard, call 1-888-REG-FAIR (1-888-734-3247). The Coast Guard will not retaliate against small entities that question or complain about this rule or any policy or action of the Coast Guard.

This rule will not call for a new collection of information under the Paperwork Reduction Act of 1995 ( 44 U.S.C. 3501-3520 ).

A rule has implications for federalism under Executive Order 13132 , Federalism, if it has a substantial direct effect on the States, on the relationship between the National Government and the States, or on the distribution of power and responsibilities among the various levels of government. We have analyzed this rule under that order and have determined that it is consistent with the fundamental federalism principles and preemption requirements described in Executive Order 13132 .

Also, this rule does not have tribal implications under Executive Order 13175 , Consultation and Coordination with Indian Tribal Governments, because it does not have a substantial direct effect on one or more Indian tribes, on the relationship between the Federal Government and Indian tribes, or on the distribution of power and responsibilities between the Federal Government and Indian tribes.

The Unfunded Mandates Reform Act of 1995 ( 2 U.S.C. 1531-1538 ) requires Federal agencies to assess the effects of their discretionary regulatory actions. In particular, the Act addresses actions that may result in the expenditure by a State, local, or tribal government, in the aggregate, or by the private sector of $100,000,000 (adjusted for inflation) or more in any one year. Though this rule will not result in such an expenditure, we do discuss the effects of this rule elsewhere in this preamble.

We have analyzed this rule under Department of Homeland Security Directive 023-01, Rev. 1, associated implementing instructions, and Environmental Planning COMDTINST 5090.1 (series), which guide the Coast Guard in complying with the National Environmental Policy Act of 1969 ( 42 U.S.C. 4321-4370f ), and have determined that this action is one of a category of actions that do not individually or cumulatively have a significant effect on the human environment. This rule involves a safety zone that will only be enforced during a limited time: a 13-minute segment starting at approximately 9:30 p.m. on July 30, 2024. It is categorically excluded from further review under paragraph L60(a) of Appendix A, Table 1 of DHS Instruction Manual 023-01-001-01, Rev. 1. A Record of Environmental Consideration supporting this determination is available in the docket. For instructions on locating the docket, see the ADDRESSES section of this preamble.

The Coast Guard respects the First Amendment rights of protesters. Protesters are asked to call or email the person listed in the FOR FURTHER INFORMATION CONTACT section to coordinate protest activities so that your message can be received without jeopardizing the safety or security of people, places, or vessels.

Marine safety
Navigation (water)
Reporting and recordkeeping requirements
Security measures

For the reasons discussed in the preamble, the Coast Guard amends 33 CFR part 165 as follows:

1. The authority citation for part 165 continues to read as follows:

Start Printed Page 61018 Authority: 46 U.S.C. 70034 , 70051 , 70124 ; 33 CFR 1.05-1 , 6.04-1 , 6.04-6 , and 160.5 ; Department of Homeland Security Delegation No. 00170.1, Revision No. 01.3.

2. Add § 165.T01-0551 to read as follows:

(a) Location. The following area is a safety zone: All navigable waters of the Hudson River in the vicinity of Pier 90 located in New York City, NY within a 400-foot radius from the approximate coordinate position 40°46′07.7″ N, 74°00′03.3″ W. These coordinates are based on North American Datum 83.

(b) Definitions. As used in this section, designated representative means a Coast Guard Patrol Commander, including a Coast Guard coxswain, petty officer, or other officer operating a Coast Guard vessel and a Federal, State, and local officer designated by or assisting the Captain of the Port Sector New York (COTP) in the enforcement of the safety zone.

(c) Regulations. (1) Under the general safety zone regulations in subpart C of this part, you may not enter the safety zone described in paragraph (a) of this section unless authorized by the COTP or the COTP's designated representative.

(2) To seek permission to enter, contact the COTP or the COTP's designated representative via VHF-FM Marine Channel 16 or by contacting the Coast Guard Sector New York Command Center at (718) 354-4353. Those in the safety zone must comply with all lawful orders or directions given to them by the COTP or the COTP's designated representative.

(d) Enforcement period. This section will be enforced while the aerial drones are in flight between 9 p.m. and 11 p.m. on July 30, 2024.

Jonathan Andrechik,

Captain, U.S. Coast Guard, Captain of the Port, Sector New York.

[ FR Doc. 2024-16752 Filed 7-26-24; 8:45 am]

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