9/5/2023 0 Comments Step seq ipa![]() ![]() Myth: An agency may document IPA assignments for full-time employment only. This results in a win-win for the academic institution as well as your agency. For example, Federal nurses sent to colleges and universities as teachers/instructors can inspire students about Federal employment and encourage them to consider employment with your agency via the Pathways Program. Truth: Federal employees serving in IPA assignments can serve as both recruiters and ambassadors for positions in your agency. Myth: Agencies receive no recruitment benefit from sending employees on IPA assignments. Truth: An agency may enter into an IPA agreement with State and local governments, institutions of higher education, and Indian tribal governments. Myth: An agency may only enter into an IPA agreement with a State Government entity. Whether an IPA assignment is reimbursable is determined by the agency and non-Federal entity involved in the assignment. This means they may be cost-neutral to Federal agencies. Truth: Agencies may enter into IPA assignments on a reimbursable or non-reimbursable basis. Federal agencies interested in using the authority simply enter into a written agreement. Truth: Agencies do not need OPM approval to make assignments under the IPA authority. Myth: IPAs are cumbersome to use and require OPM approval. Truth: Agencies do not take full advantage of the IPA program which, if used strategically, can help agencies meet their needs for "hard-to-fill" positions such as Information Technology and Nurses. Myth: IPAs are a popular and a widely used flexibility. The Office of Personnel Management (OPM) encourages agencies to re-think the following myths and mis-perceptions: Recruitment and Hiring Policy "Myth Busters." 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. Voluntary Separation Incentive Payments.Recruitment, Relocation & Retention Incentives.Federal Labor-Management Information System.Federal Workforce Priorities Report (FWPR).Frequently Asked Questions for Hybrid Work Environment.Diversity, Equity, Inclusion, and Accessibility.Selective Placement Program Coordinator.General Schedule Qualification Standards.General Schedule Qualification Policies.Classifying Federal Wage System Positions.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |