assignment reassignment meaning

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5 U.S.C. 3392 , 3393 , 3395 , 3397 , 3592 , 3593 , 3595 , 3596 , 8414 , and 8421 . § 317.202 also issued under 5 U.S.C. 9201-9206 and Pub. L. 116-92 , sec. 1122(b)(1).

44 FR 18927 , Mar. 30, 1979, unless otherwise noted.

54 FR 9760 , Mar. 8, 1989, unless otherwise noted.

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Subpart i—reassignments, transfers, and details, § 317.901 reassignments..

( a ) In this section, reassignment means a permanent assignment to another SES position within the employing executive agency or military department. (See 5 U.S.C. 105 for a definition of “executive agency” and 5 U.S.C. 102 for a definition of “military department.”)

( b ) A career appointee may be reassigned to any SES position for which qualified in accordance with the following conditions:

( 1 ) Reassignment within a commuting area. For reassignment within a commuting area, the appointee must receive a written notice at least 15 days before the effective date of the reassignment. This notice requirement may be waived only when the appointee consents in writing.

( 2 ) Reassignment outside of a commuting area. For reassignment outside of a commuting area,

( i ) the agency must consult with the appointee on the reasons for, and the appointee's preferences with respect to, the proposed reassignment; and

( ii ) following such consultation, the agency must provide the appointee a written notice, including the reasons for the reassignment, at least 60 days before the effective date of the reassignment. This notice requirement may be waived only when the appointee consents in writing.

( c ) A career appointee may not be involuntarily reassigned within 120 days after the appointment of the head of an agency, or within 120 days after the appointment of the career appointee's most immediate supervisor who is a noncareer appointee and who has the authority to make an initial appraisal of the career appointee's performance under subpart C of part 430 of this chapter .

( 1 ) In this paragraph—

( i ) Head of an agency means the head of an executive or military department or the head of an independent establishment.

( ii ) Noncareer appointee includes an SES noncareer or limited appointee, an appointee in a position filled by Schedule C, or an appointee in an Executive Schedule or equivalent position that is not required to be filled competitively.

( 2 ) These restrictions do not apply to the involuntary reassignment of a career appointee under 5 U.S.C. 4314(b)(3) based on a final performance rating of “Unsatisfactory” that was issued before the appointment of a new agency head or a new noncareer supervisor as defined in paragraph (c)(1) of this section. If a moratorium is already underway at the time the final rating is issued, then that moratorium must be completed before the reassignment action can be effected.

( 3 ) A voluntary reassignment during the 120-day period is permitted, but the appointee must agree in writing before the reassignment.

( 4 ) For the purpose of calculating the 120-day period, any days, not to exceed a total of 60, during which the career appointee is serving on a detail or other temporary assignment apart from the appointee's regular position shall not be counted. Any days in excess of 60 days on one or more details or other temporary assignments shall be counted.

( 5 ) The prohibition in this paragraph on involuntary reassignments may be applied by an agency, at its discretion, in the case of a detail of an individual as the head of an agency or of a noncareer appointee as a supervisor, or when a noncareer appointee in a deputy position is acting as the agency head or in a vacant supervisory position. If the individual later receives a permanent appointment to the position without a break in service, the 120-day moratorium initiated by the permanent appointment shall include any days spent in the position on an acting basis.

( d ) A 15 or 60-day advance notice described in paragraph (b) of this section may be issued during the 120-day moratorium on the involuntary reassignment of a career appointee described in paragraph (c) of this section, but an involuntary reassignment may not be effected until the moratorium has ended.

[ 54 FR 9760 , Mar. 8, 1989, as amended at 57 FR 10124 , Mar. 24, 1992; 58 FR 58261 , Nov. 1, 1993; 60 FR 6387 , Feb. 2, 1995; 63 FR 34258 , June 24, 1998]

§ 317.902 Transfers.

( a ) Definition. In this section, transfer means a permanent assignment or appointment to another SES position in a different executive agency or military department.

( b ) Requirements. Transfers are voluntary and cannot occur without the consent of the appointee and the gaining agency, except transfers connected with a transfer of functions to another agency.

§ 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.

[ 54 FR 9760 , Mar. 8, 1989, as amended at 60 FR 6387 , Feb. 2, 1995]

§ 317.904 Change in type of SES appointment.

An agency may not require a career SES appointee to accept a noncareer or limited SES appointment as a condition of appointment to another SES position. If a career appointee elects to accept a noncareer or limited appointment, the voluntary nature of the action must be documented in writing before the effective date of the new appointment. A copy of such documentation must be retained permanently in the appointee's Official Personnel Folder.

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Definition of reassign verb from the Oxford Advanced American Dictionary

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Meaning of reassign in English

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• accommodate
• accommodate someone with something
• administration
• arm someone with something
• hand something around
• hand something back
• hand something down
• hand something in
• re-equipment
• reassignment

reassign | Business English

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Summary of Reassignment

This summary of reassignment covers the following topics:

• Learning About Reassignment
• Definition of Reassignment
• The Agency's Right to Reassign
• Reassignment Without Regard to RIF Retention Standing
• Separation After Declining Geographic Reassignment
• Qualifications and Reassignment
• Relocation Expense Allowances
• Additional Information from the Agency
• Additional Information from OPM

1. Learning About Reassignment

The reassignment regulations give an agency extensive flexibility in reassigning an employee to a different position.

This summary covers the procedures in the reassignment regulations. With this summary, employees, managers, union representatives, and others will have an overview of both the agency's and employees' rights in a reassignment situation.

The appropriate human resource office (HRO) in the agency can provide additional information on specific questions relating to reassignment policies, options, and entitlements.

2. Definition of Reassignment

The regulations published in section 335.102 of title 5, Code of Federal Regulations (5 CFR 335.102) cover reassignment of competitive service employees, while the regulations published in section 302.102(a) (5 CFR 302.102(a)) cover reassignment of excepted service employees.

Section 5 C.F.R. 210.102(b)(12) of the regulations defines reassignment as:

". . . a change of an employee, while serving continuously within the same agency, from one position to another without promotion or demotion."

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3. The Agency's Right to Reassign

An agency may reassign an employee when:

The agency has a legitimate organizational reason for the reassignment; and

The vacant position is at the same grade, or rate of pay (i.e., if the movement is between pay systems such as from a General Schedule position to a Federal Wage System position), as the employee's present position.

The agency's right to direct reassignment includes the right to reassign an employee from a special rate position to a non-special rate position at the same grade, or to a position with less promotion potential than the present position. (Reassignment to a position with more promotion potential than the present position requires competition under the agency's merit staffing plan.) The position to which the agency reassigns an employee may be located in the same or a different geographic area (e.g., reassignment from Houston to Washington, DC).

4. Reassignment Without Regard to RIF Retention Standing

An agency may reassign an employee without regard to the employee's reduction in force retention standing, including an employee's veterans' preference status. A reassignment to a vacant position at the same grade is not a reduction in force action even if the agency abolishes the employee's former position

At its option, an agency may adopt a policy to select employees for reassignment on the basis of considerations such as retention standing, total service with the agency, length of time in a position or in the organization, etc. Again at its option, an agency may canvass its employees to determine whether an individual employee would prefer reassignment to a specific location, a new organization, and/or to a position with different duties and responsibilities.

5. Separation After Declining Geographic Reassignment

The agency must use the 5 CFR part 752 adverse action regulations when separating an employee who declines a directed reassignment to a position in a different geographic area.

An employee who is removed by adverse action for declining geographic relocation is potentially eligible for most of the benefits that are available to a displaced employee separated by reduction in force (e.g., intra- and interagency hiring priority, severance pay, discontinued service retirement, etc.).

An employee who declines reassignment to a position in the same geographic area as the present position (e.g., from an Atlanta position to a different Atlanta position) is not eligible for any career transition assistance or other benefits.

6. Qualifications and Reassignment

The agency's basic right to reassign an employee is based, in part, on the agency's determination that the employee is qualified for the position to which the employee will be reassigned.

An agency may also reassign an employee to a position if the agency modifies or waives qualifications for the vacant position, consistent with OPM's requirements for these actions.

7. Relocation Expense Allowances

An employee is generally eligible for relocation expense allowances for a directed reassignment that requires relocation to a different geographic area

The General Services Administration (GSA) publishes its Federal Travel Regulation (FTR) in 41 CFR subpart F. The complete FTR and other relocation-related information are available on GSA's website at  www.gsa.gov .

8. Additional Information from the Agency

The agency's human resources office (HRO) can provide both employees and managers with additional information on OPM's reassignment regulations. The HRO can also provide information on potential benefits, such as eligibility for:

• Career transition assistance
• Separation incentives (if available)
• Rehiring selection priority
• Severance pay
• Unemployment compensation
• Relocation allowances.

9. Additional Information from OPM

OPM provides additional restructuring information on the OPM website at  www.opm.gov .

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reassignment noun

• Hide all quotations

What does the noun reassignment mean?

There is one meaning in OED's entry for the noun reassignment . See ‘Meaning & use’ for definition, usage, and quotation evidence.

How common is the noun reassignment ?

How is the noun reassignment pronounced?

British english, u.s. english, where does the noun reassignment come from.

Earliest known use

The earliest known use of the noun reassignment is in the mid 1600s.

OED's earliest evidence for reassignment is from 1650, in the writing of Thomas Fuller, Church of England clergyman.

reassignment is formed within English, by derivation.

Etymons: reassign v. , ‑ment suffix .

Nearby entries

• reassemble, v. ?1473–
• reassembly, n. 1576–
• reassert, v. 1647–
• reassertion, n. 1653–
• reassertor, n. 1859–
• reassess, v. a1689–
• reassessment, n. 1704–
• reassiege, v. 1587
• reassign, v. 1611–
• reassignation, n. 1655–
• reassignment, n. 1650–
• reassimilate, v. 1747–
• reassimilation, n. 1828–
• reassociate, v. a1513–
• reassociated, adj. 1881–
• reassociation, n. ?1792–
• reassort, v. 1817–
• reassortant, adj. & n. 1979–
• reassorted, adj. 1866–
• reassortment, n. 1767–
• reassume, v. 1472–

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Meaning & use

Pronunciation, compounds & derived words, entry history for reassignment, n..

Originally published as part of the entry for reassign, v.

reassignment, n. was revised in June 2009.

reassignment, n. was last modified in July 2023.

oed.com is a living text, updated every three months. Modifications may include:

• further revisions to definitions, pronunciation, etymology, headwords, variant spellings, quotations, and dates;
• new senses, phrases, and quotations.

Revisions and additions of this kind were last incorporated into reassignment, n. in July 2023.

Earlier versions of this entry were published in:

OED First Edition (1904)

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OED Second Edition (1989)

• View reassign, v. in OED Second Edition

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Citation details

Factsheet for reassignment, n., browse entry.

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5 Ways to Manage a Job Reassignment

Instead of laying people off, organizations are increasingly giving them new job assignments. How to manage what can be a jarring professional change.

For More Expert Insights

Associate Principal, Advisory

Senior Client Partner, North America

Career Coach, Korn Ferry Advance

Career & Leadership Coach, Korn Ferry Advance

U.S. companies announced 42% fewer layoffs in July than in June, and 8% fewer cuts than in July of 2022. The underlying reason is unexpected, however: while companies are continuing to eliminate jobs, they’re often reassigning workers to new roles instead of laying them off. Experts believe this trend could continue.

“Chances are, these are the types of changes we can expect to see over time, whether it’s due to new technology, like AI, or economic trends,” says Korn Ferry Advance coach Frances Weir .

While it can be difficult for employees to suddenly step into a new role and work with a new manager and team, experts say reassignment can have an upside. It offers employees an opportunity to learn new skills and bolster their résumé. For instance, if you’re moved onto a team that is underresourced and needs help, there’s an opportunity for you to make notable contributions that could earn you recognition, says Mark Royal , a senior client partner for Korn Ferry Advisory.

Since a reassignment can potentially be advantageous, it’s worth considering what steps to take to help you adjust. Here are five ways to adapt to a job reassignment.

Manage your emotions.

Reassignments are often unexpected, so it’s important to take a step back from your emotions. It’s normal to feel surprise, anger, or a loss of control, Royal says. But making an immediate, emotional decision—like quitting immediately—could wind up being detrimental to your long-term career.

Be diplomatic with your manager and get ready for the new assignment. At the same time, do some self-reflection. “Understand why you feel this way, and know that if you choose to stay, it doesn’t have to be forever,” Weir says.

Treat it like a new job.

As with any new position, making a good impression during your first 90 days is important, says Alyson Federico, a career coach at Korn Ferry Advance. “No matter how familiar you already are with the team or your new manager, don’t make assumptions that you know what’s going on or what you’re supposed to do,” she says.

Remember that your relationship with these colleagues will evolve. Ask questions to understand expectations about deliverables and responsibilities, how the team communicates, and how you fit into the group, Federico says. Make sure you have a clear sense of how your new team defines success.

Determine the reassignment’s length.

“Is this an open-ended shift, or has it been presented as a short-term assignment with some expectation of other opportunities down the road?” Royal says.

Ask your manager whether there will be a probationary period. Determine how much grace you will get before you’re expected to be a full contributor. Ask if there’s an onboarding process to help you get up to speed.

Stay optimistic.

Your new role and new department might provide an opportunity to build additional skills for your résumé and provide future career options. “You might stumble into something you’re really good at that you were previously unaware of, or perhaps land on a team you really enjoy working with, or discover a new career interest,” says Tiffinee Swanson , a Korn Ferry Advance career coach.

Remind yourself that even though your old role was eliminated, your company decided to keep you. That is a strong signal that your organization values you and your work, Royal says.

Consider the role’s fit.

Even if the role seems to be a poor fit for your skills, you might consider staying if you can see a career path within the company where the fit might be better, Royal says.

Give it some time, experts say. However, if it continues to be a struggle, it’s OK to leave, especially if you have another job offer, you’re offered a severance package, or you’re burned out and don’t have energy to make a change to a reassigned role.

“The best insurance against job loss, or ending up in a position you don’t like, is consistent networking, keeping your résumé and LinkedIn profile up-to-date, and staying abreast of trends in your industry,” says Val Olson , a career coach at Korn Ferry Advance. 

For more expert career advice, connect with a career coach at  Korn Ferry Advance .

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Advertisements Advertisements use for the fastest search of WordReference. © 2024 WordReference.com any problems. The State of the Developer Ecosystem report is out! Don't Miss Our Black Friday Sale: Get 50% Off All Products! Register for our upcoming webinar:   Diversity in Tech: Strategies for Advancing Women & Non-Binary Individuals in Tech Wednesday | August 28, 2024 4pm IST Skill-Based Assessments Online Assessment Proctoring Improved Candidate Experience Analytics for Technical Screening Smart Browser AI-dentifying Your Top Tech Talent Hire 1O(1) – How to Make Your Tech Hiring Process Resilient Guide to Pair Programming in Technical Interviews Python Developer State of the Developer Ecosystem 2022-23 Diversity in Tech: Strategies for Advancing Women & Non-Binary Individuals in Tech Request a demo Assessments Learning and Development Internal Hackathons For Tech recruiters For Hiring Managers University Hiring Remote Hiring Code Compilation API People and Culture HackerEarth Glossary Your tech hr lexicon. Reassignment --> Reassignment Reassignment What is reassignment. Reassignment refers to the process of moving an employee to a different position or role within the same organization. This can be a lateral move to a role of similar status and pay or a vertical move to a higher position. Reassignments can occur for various reasons, including organizational restructuring, employee skill development, or to address personal or performance-related issues. Key Features of Reassignment Flexibility in Roles : Allows employees and organizations to adapt to changing needs and opportunities within the company. Skill Utilization and Development : Enables employees to apply their skills in new contexts or develop new skills. Retention Strategy : Can be used as a tool to retain valuable employees by offering them new challenges or fitting roles. Performance Management : May be part of a strategy to improve or realign employee performance. How Does Reassignment Work? Identification of Need : Recognizing the need for reassignment, either initiated by the employee or identified by management. Evaluation : Assessing the suitability of the employee for the new role, considering skills, experience, and performance. Discussion and Agreement : Discussing the potential reassignment with the employee, including expectations, responsibilities, and impact on salary or benefits. Implementation : Officially transferring the employee to the new role, which may include training or a transition period. Best Practices for Managing Reassignment Transparent Communication : Maintain open and honest communication with the employee about the reasons for and expectations of the reassignment. Support and Training : Provide necessary support and training to ensure a smooth transition and successful adaptation to the new role. Monitor and Evaluate : Follow up with the employee after the reassignment to assess adaptation to the new role and address any challenges. Fair Process : Ensure the reassignment process is fair and consistent, respecting the employee’s career goals and the organization’s needs. Can an employee refuse a reassignment? Depending on the employment agreement and local laws, employees may have the right to refuse a reassignment, especially if it significantly alters their role, status, or compensation. How is reassignment different from a promotion? A promotion involves moving to a higher-level position, usually with increased responsibilities and pay. Reassignment can be lateral or vertical and may not always include a pay increase. Follow us on Popular terms lockdown-browser training-needs-assessment psychometrics Find out how HackerEarth can boost your tech recruiting. Top Resources How to hire Essential reading for tech recruiters: tips and trends. Elevate your hiring game with our expert-led webinars Streamline your hiring process with OUR Hiring guides Access essential resources to enhance your tech recruitment Hiring Resources Employee Reassignment What Is Employee Reassignment? Reassignment vs promotion, what are the benefits of employee reassignment. Reduce hiring. When the employee’s skills, work ethic and reputation align with company values , they make a good candidate for reassignment, reducing the need to hire new employees . Retain high-quality employees. Reassignment allows the company to keep exceptional employees even if their current job is no longer needed within the company. Reduce cost. A reassignment saves the company money and time because the company does not need to retrain or go through the onboarding process with a new employee. Morale booster. Reassigning an employee can send the message that the company cares and wants to invest time in their human capital. Reasons to Reassign an Employee Misaligned employee. This can happen when job responsibilities do not or no longer align with the current job description of the employee. Alternative position. If the company is eliminating a position, the company may reassign the employee to retain them. Sometimes employees can no longer perform the essential functions of their current position without accommodations . The reassignment could accommodate their change in performance capacity. This barrier may be formed when a leave of absence prevents the employer from holding a position for the entire leave period without incurring undue hardships. If location creates a work-related barrier that affects employee access or commute, a reassignment may be a great solution. How to Manage Employee Reassignment Step 1: meet with the supervisor, business executive and/or hr manager, step 2: meet with the employee, step 3: address issues with hr or the manager, step 4: communicate details. 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Introduction Introducing task path decision variables and incorporating real-world constraints such as collaborative action constraints into the traditional model, improving the rigor and completeness of the task assignment mathematical model. Proposing an adaptive sampling strategy with dynamically adjusted sampling probabilities based on task importance, effectively avoiding the loss of high-value tasks due to low sampling probabilities, and ensuring a balance between computational efficiency and maximizing task value. Presenting a task review and classification method to address coherence issues in UAV task paths that are common in existing auction algorithms, significantly enhancing overall task benefits. Proposing a crossover path exchange strategy to reduce crossovers between UAV task paths, further optimizing the task assignment scheme and improving overall benefits. 2. Preliminary 2.1. variable definitions, 2.2. symbol descriptions, 2.3. assumptions, 3. problem formulation, 3.1. decision variables, 3.2. objective function, 3.3. constraints, 3.4. mathematical model of task assignment, 4. algorithm and analysis, 4.1. basic idea and framework, 4.1.1. introduction of lsta. Initialization stage : In the first stage, each UAV randomly samples the task set with a pre-set probability to form its own task sample set, followed by initializing the initial task sample set. Task assignment auction stage : In the second stage, UAVs calculate and rank the marginal gains [ 41 ] for the initial task sample set formed in the first stage. Through negotiation, the task with the highest marginal value and its corresponding UAV are selected, followed by conflict detection. Finally, global consensus and update are performed, adding the task with the highest marginal value to the corresponding UAV’s task set while removing the same task from the sample sets of other UAVs involved in the conflict detection. 4.1.2. Algorithm Overall Process Initialization stage : We propose an adaptive sampling strategy that dynamically adjusts the sampling probability. This strategy increases the sampling probability for high-value tasks and decreases it for low-value tasks, minimizing the risk of missing high-value tasks due to a low sampling probability and reducing the benefit loss caused by probability adjustment. Task assignment auction stage : This stage follows the same process as that of the LSTA algorithm. During each iteration, tasks are auctioned and allocated to the UAV with the highest bid, and the same tasks are removed from the task sample sets of other UAVs. This iterative process continues, completing the initial allocation through repeated auctions. Task review and classification stage : We propose a task review and classification method for tasks that are unreasonably allocated during the auction stage. After the first round of auctions for all tasks, tasks are reviewed for coherence using heading change angles and flight distances as indicators. Tasks identified as having coherence issues in the UAV task sequence and tasks assigned to UAVs with underutilized load capacities are classified into two categories, creating a coherence issue task pool and a load-balanced task pool. These two pools undergo a new round of auctions independently, improving the quality of task allocation. Crossover path exchange stage : After the task review and classification stage, we introduce a crossover path exchange strategy. This strategy is inspired by the lazy-based review consensus algorithm (LRCA) [ 42 ] proposed by Xu et al. for vehicle task allocation and the crossover step in genetic algorithms. The maximum consensus strategy assigns the best task in each iteration to the UAV with the highest bid, which may cause intersections between UAV task paths. By adding a crossover path exchange strategy, the allocation results can be further optimized. 4.2. Adaptive Sampling Strategy Adaptive sampling strategy of the ASTRRA   , , T, , , ,   each task j in all task T  probability is p    4.3. Task Review and Classification Method Task review and classification method of the ASTRRA     , , , , each UAV’s in all   len( )   each task m in   the angle between and the length of   and and or other combination conditions  len( ) < L    4.4. Crossover Path Exchange Strategy Cross-path exchange strategy of the ASTRRA.     , , , , each UAV’s in all   each task m in   each UAV’s in   each task n in   segment intersects segment   the swapped paths do not exceed the maximum UAV’s payload       5. 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[ Google Scholar ] [ CrossRef ] Click here to enlarge figure Symbol Description M Total number of UAVs N Total number of tasks Indicates whether UAV a performs task j Indicates whether UAV a flies from task i to task j Total number of tasks assigned to UAV a Distance from task point i to task point j Cumulative distance flown by UAV a to task j Average speed of UAV a Time consumed by UAV a to perform task j Cumulative time consumed by UAV a to reach task j Degree to which the benefit of task j is affected by the arrival time of UAVs Matching degree of UAV a to task j Importance level of task j R Total benefit value of the UAV task allocation result Number of times task j needs to be performed Maximum task load of UAV a Maximum flight range of UAV a Takeoff waiting time of UAV a Official start time of UAV cooperative action Maximum flight time of UAV a Object Attribute Description Map Area Size 5000 m × 5000 m UAV Number of UAVs 20 UAV base location (2200, 2500) Maximum load capacity 3 Speed 60 km/h Task Number of Tasks 50 Task location Randomly distributed within the map area Time discount factor 0.90 Importance factor 0.85 Suitability factor 0.75 Task execution time 6 s ID Coord (m) ID Coord (m) ID Coord (m) ID Coord (m) ID Coord (m) 0 5274, 3402 10 2930, 4886 20 1707, 2359 30 4257, 113 40 2478, 3845 1 3072, 240 11 3646, 1478 21 1270, 3716 31 499, 1735 41 5164, 266 2 4234, 2197 12 2432, 3229 22 1070, 4432 32 1382, 1421 42 2880, 537 3 3520, 3547 13 1383, 2171 23 3044, 4136 33 4713, 3274 43 948, 1178 4 1999, 2817 14 5124, 3083 24 2775, 991 34 5288, 4769 44 5129, 1601 5 3348, 3544 15 479, 1466 25 646, 3411 35 1106, 2078 45 526, 723 6 4970, 2472 16 1862, 1582 26 4229, 4725 36 3338, 1022 46 3197, 3681 7 3646, 2356 17 2461, 4327 27 5276, 2948 37 1854, 1722 47 3077, 1873 8 1835, 2032 18 4246, 2951 28 1709, 1278 38 4713, 4293 48 2306, 3394 9 4385, 3389 19 3345, 4883 29 1671, 2965 39 4081, 3251 49 3489, 4175 Algorithm UAV Task Path Reward Value Runtime (s) LSTA {4, 22}, {20, 15}, {8, 43}, {29, 25}, {12, 23, 19}, 0.947711 0.027328 {37, 30, 41}, {13, 31}, {48, 17, 38}, {16, 44}, {47, 11, 36}, {35, 27}, {28, 14}, {32, 45}, {40, 10, 34}, {7, 2, 6}, {21, 0}, {46, 49, 26}, {5, 9, 33}, {24, 42, 1}, {3, 39, 18} ASTRRA {8, 32, 45}, {29, 25}, {37, 43}, {13, 35, 31}, {12, 23, 26}, 0.969324 0.047354 {14, 0}, {48, 17}, {44, 41, 30}, {39, 18}, {47, 11, 36}, {27}, {4, 21, 22}, {16, 28}, {40, 10, 19}, {7, 2, 6}, {20, 15}, {46, 49, 34}, {5, 38}, {24, 42, 1}, {3, 9, 33} Object Attribute Scenario 1 Scenario 2 Scenario 3 Scenario 4 Map Area Size 5000 m × 5000 m UAV Number of UAVs 20 30 40 50 UAV base location Randomly select a point within the map area Maximum load capacity 3 Speed 60 km/h Tasks Number of Tasks 50 80 100 130 Task location Randomly distributed within the map area Time discount factor 0.8 Task importance factor Randomly distributed within [0.8–0.9] Suitability factor Randomly distributed within [0.9–1] Task execution time Randomly distributed within [6–30] s Scenarios CBBA DSTA LSTA LRCA ASTRRA 20 UAVs—50 Tasks 0.739779 0.827821 0.827821 0.819542 30 UAVs—80 Tasks 0.761244 0.863158 0.863158 0.848905 40 UAVs—100 Tasks 0.764791 0.876372 0.876372 0.867653 50 UAVs—130 Tasks 0.746481 0.866691 0.866691 0.854172 Scenarios CBBA (s) DSTA (s) LSTA (s) LRCA (s) ASTRRA (s) 20 UAVs—50 Tasks 2.927 0.261 0.029 0.051 30 UAVs—80 Tasks 13.425 0.930 0.068 0.137 40 UAVs—100 Tasks 35.747 1.973 0.116 0.252 50 UAVs—130 Tasks 89.874 3.998 0.203 0.474 Round Damaged UAV Remaining Task Count Task Path after Reassignment Runtime (s) 1 UAV 3 35 {43}, {25}, {45}, {23, 19}, {9}, {17}, 0.012919 {6, 41}, {39, 33, 0}, {11, 36}, {18, 14, 27}, {21, 22}, {30}, {10}, {2, 44}, {31, 15}, {46, 49}, {5, 26}, {24, 42, 1}, {3, 38, 34} 2 UAV 18 26 {}, {}, {45, 1}, {23, 19}, {9, 0}, {}, {6, 41}, 0.006938 {39, 33, 30}, {36}, {18, 14, 27}, {22}, {42}, {10}, {2, 44}, {31, 15}, {49}, {26}, {38, 34} 3 UAV 19 19 {}, {}, {45, 1}, {19}, {14, 27}, {}, 0.004029 {44, 41, 30}, {9, 34}, {36}, {33, 0}, {22}, {42}, {10}, {6}, {}, {38}, {26} The statements, opinions and data contained in all publications are solely those of the individual author(s) and contributor(s) and not of MDPI and/or the editor(s). MDPI and/or the editor(s) disclaim responsibility for any injury to people or property resulting from any ideas, methods, instructions or products referred to in the content. Share and Cite Sun, C.; Yao, Y.; Zheng, E. Enhancing Unmanned Aerial Vehicle Task Assignment with the Adaptive Sampling-Based Task Rationality Review Algorithm. Drones 2024 , 8 , 422. https://doi.org/10.3390/drones8090422 Sun C, Yao Y, Zheng E. Enhancing Unmanned Aerial Vehicle Task Assignment with the Adaptive Sampling-Based Task Rationality Review Algorithm. Drones . 2024; 8(9):422. https://doi.org/10.3390/drones8090422 Sun, Cheng, Yuwen Yao, and Enhui Zheng. 2024. "Enhancing Unmanned Aerial Vehicle Task Assignment with the Adaptive Sampling-Based Task Rationality Review Algorithm" Drones 8, no. 9: 422. https://doi.org/10.3390/drones8090422 Article Metrics Article access statistics, further information, mdpi initiatives, follow mdpi. Subscribe to receive issue release notifications and newsletters from MDPI journals 433 IMAGES PPT PNP MC No 2021-107 Revised 2nd Level Uniformed Personnel Assignment Reassignment, Assignment or Transfer A possible reassignment of the assignment shown in Fig. 1. (Color What is Work Assignment? PPT COMMENTS Reassign Definition & Meaning The meaning of REASSIGN is to assign (something or someone) again especially in a new or different way. How to use reassign in a sentence. In a court case what does court notice reassignment mean? 1 attorney answer. Generally, it means the case is being reassigned to a new judge. Look closely at the actually reassignment to tell what is actually being reassigned. It may also be that the case is being reassigned to a new division based on a number of possible facts (the amount at issue, the number of plaintiffs, the nature of the claim, etc.) REASSIGNMENT REASSIGNMENT definition: 1. a process, including medical operations, by which someone's body is changed to match their…. Learn more. Reassign reassign: 1 v transfer somebody to a different position or location of work Synonyms: transfer Types: second transfer an employee to a different, temporary assignment exchange hand over one and receive another, approximately equivalent alternate exchange people temporarily to fulfill certain jobs and functions Type of: assign , delegate , ... REASSIGNMENT definition REASSIGNMENT meaning: 1. a process, including medical operations, by which someone's body is changed to match their…. Learn more. Reassignment Define reassignment. reassignment synonyms, reassignment pronunciation, reassignment translation, English dictionary definition of reassignment. tr.v. re·as·signed , re·as·sign·ing , re·as·signs 1. To assign to a new position, duty, or location: reassigned the ambassador to a new post. ... reassignment - assignment to a different duty . REASSIGN REASSIGN meaning: 1. to give someone a different job or position: 2. to give a piece of work to a different person…. Learn more. Reassignment reassignment: 1 n assignment to a different duty Types: secondment the detachment of a person from their regular organization for temporary assignment elsewhere Type of: assignment , duty assignment a duty that you are assigned to perform (especially in the armed forces) reassignment noun Definition of reassignment noun in Oxford Advanced Learner's Dictionary. Meaning, pronunciation, picture, example sentences, grammar, usage notes, synonyms and more. REASSIGN Definition & Meaning Reassign definition: to move (personnel, resources, etc) to a new post, department, location, etc. See examples of REASSIGN used in a sentence. Reassignment Definition & Meaning Reassignment definition: The act of reassigning ; a second or subsequent assignment . 5 CFR Part 317 Subpart I -- Reassignments, Transfers, and Details (a) In this section, reassignment means a permanent assignment to another SES position within the employing executive agency or military department. (See 5 U.S.C. 105 for a definition of "executive agency" and 5 U.S.C. 102 for a definition of "military department.") REASSIGNMENT the allocation or distribution of work or resources in a different way reassignment of staff duties her home feels spacious because of the clever reassignment of storage 2. appointment to a different post or role employees were offered reassignment or early retirement (count noun) an officer could request a reassignment ASSIGNMENT/REASSIGNMENT Definition Define ASSIGNMENT/REASSIGNMENT. The District agrees that, throughout the term of this contract, whenever it has determined in good faith that the best interests of the District require the reassignment of the Administrator, the transfer shall be to a position equivalent in responsibility and comparable in required expertise. REASSIGN definition and meaning To move (personnel, resources, etc) to a new post, department, location, etc.... Click for English pronunciations, examples sentences, video. reassign verb Definition of reassign verb in Oxford Advanced American Dictionary. Meaning, pronunciation, picture, example sentences, grammar, usage notes, synonyms and more. REASSIGN REASSIGN definition: 1. to give someone a different job or position: 2. to give a piece of work to a different person…. Learn more. Summary of Reassignment Summary of Reassignment. This summary of reassignment covers the following topics: 1. Learning About Reassignment. The reassignment regulations give an agency extensive flexibility in reassigning an employee to a different position. This summary covers the procedures in the reassignment regulations. With this summary, employees, managers, union ... reassignment, n. meanings, etymology and more What does the noun reassignment mean? There is one meaning in OED's entry for the noun reassignment. See 'Meaning & use' for definition, usage, and quotation evidence. See meaning & use. How common is the noun reassignment? About 0.5 occurrences per million words in modern written English . 1770: 0.014: 1780: 0.012: 1790: 0.01: 1800: 0.0033: 5 Ways to Manage a Job Reassignment Remember that your relationship with these colleagues will evolve. Ask questions to understand expectations about deliverables and responsibilities, how the team communicates, and how you fit into the group, Federico says. Make sure you have a clear sense of how your new team defines success. Determine the reassignment's length. reassignment reassignment - WordReference English dictionary, questions, discussion and forums. All Free. What is Reassignment? Reassignment refers to the process of moving an employee to a different position or role within the same organization. This can be a lateral move to a role of similar status and pay or a vertical move to a higher position. Reassignments can occur for various reasons, including organizational restructuring, employee skill development, or to ... Employee Reassignment: 4 Steps to Reassign This meeting will explain the reassignment and discuss changes to the job. It will address any conflict, work-related barriers and performance issues and set the expectations for the employee in the new assignment. Be prepared for some resistance if this is not a voluntary reassignment by the employee or already agreed upon with the supervisor. Site Reassignment for Mobile Outreach Teams: Investigating the This is challenging in rural and poor areas. To address this challenge, mobile outreach teams of healthcare workers visit a fixed set of remote sites to provide healthcare services. Because of dynamics in demand and supply, once-rational site-to-team assignment decisions can become far from optimal over time. Enhancing Unmanned Aerial Vehicle Task Assignment with the ... As the application areas of unmanned aerial vehicles (UAVs) continue to expand, the importance of UAV task allocation becomes increasingly evident. A highly effective and efficient UAV task assignment method can significantly enhance the quality of task completion. However, traditional heuristic algorithms often perform poorly in complex and dynamic environments, and existing auction-based ... assignment essay homework paper phd report resume review speech thesis