Rotational Assignment Program Policy

U.S. Department of Housing and Urban Development

Office of the Chief Human Capital Officer

Rotational Assignment Program

Policy

HANDBOOK 655.1

Office of the Chief Human Capital Officer

Office of Policy, Programs and Advisory Services

September 2014

Table of Contents

CHAPTER 1. GENERAL PROVISIONS

1-1

1-2

1-3

1-4

1-5

Purpose ............................................................................................................................................... 3

Policy ................................................................................................................................................. 3

Scope .................................................................................................................................................. 3

References ........................................................................................................................................... 3

Definitions ........................................................................................................................................... 5

CHAPTER 2. ROLES AND RESPONSIBILITIES

2-1

Role and Responsibilities .................................................................................................................... 7

CHAPTER 3. PROGRAM REQUIREMENTS

3-1

3-2

3-3

3-4

3-5

3-6

Overview ........................................................................................................................................... 10

Types of Work and Assignments ...................................................................................................... 10

Length and Provision of Assignments .............................................................................................. 10

Eligibility .......................................................................................................................................... 11

Qualification and Requirements ........................................................................................................ 11

Employee and Work Locations ......................................................................................................... 11

CHAPTER 4. PROGRAM ADMINISTRATION

4-1

4-2

4-3

4-4

Requests, Applications, and Documentation Procedures ................................................................. 13

Selection Process ............................................................................................................................... 13

Documentation Required .................................................................................................................. 14

Effective Dates .................................................................................................................................. 14

CHAPTER 5. ADMINISTRATIVE INFORMATION

5-1

5-2

5-3

5-4

5-5

Salary and Benefits ........................................................................................................................... 15

Timekeeping and Leave .................................................................................................................... 15

Hours of Duty.................................................................................................................................... 15

Telework ........................................................................................................................................... 15

Performance Appraisals .................................................................................................................... 16

CHAPTER 6. PROGRAM COMPLETION

5-1

5-2

Assignment Close Out....................................................................................................................... 18

Assignment Evaluation ..................................................................................................................... 18

CHAPTER 7. ACCOUNTABILITY, OVERSIGHT, AND INTERNAL CONTROLS

7-1

7-2

Development of Standard Operating Procedures .............................................................................. 19

Accountability ................................................................................................................................... 19

Chapter 1. General Provisions

1-1

Purpose

This document provides policy and procedures involving the details of employees under

the HUD Rotational Assignment Program (RAP), which is a career developmental

program in which an employee temporarily rotates to an office to support special tasks,

projects, and/or to temporarily fill a vacant position. This program is to enhance and

develop the knowledge, skills and abilities of our employees by educating them in other

programs and different types of work in order to facilitate development and growth of our

workforce. If an office is experiencing a shortage in a particular competency or is in need

of extra support in order to produce a specific product or provide a specific service, this

program may be used as a tool to temporarily increase that office¡¯s capacity as long as the

learning and development of the employee remains the primary objective of the

assignment.

1-2

Policy

A. It is the Department¡¯s policy that, in a continued effort to educate, retain and provide

opportunities for employees, the HUD RAP will benefit our employees by providing

opportunities for professional growth and development.

B. HUD employees who participate will be given the opportunity to develop as they will

learn more about other programs and offices, increase their knowledge base of the

Department, and add to their skill set with challenging rotational assignments.

C. The use of rotational assignments provides a dual advantage by providing

developmental opportunities to our employees, while providing program offices with

assistance while filling gaps in resources.

1-3

Scope

This policy is applicable to all HUD General Schedule (GS) grades 1-15 employees

within the Department who are not in a training position or program, (e.g., Presidential

Management Fellowship Program, Upward Mobility Program, Emerging Professionals

program, etc.).

1-4

References

A. 5 United States Code (USC) ¡ì3341, Details; within Executive or Military

Departments

B. 5 USC ¡ì4109, Expenses of Training

C. 5 USC ¡ì4118, (Training) Regulations

ROTATIONAL ASSIGNMENT PROGRAM POLICY

OCHCO, Office of Policy, Programs and Advisory Services

Handbook 665.1, dated September 2014

4

D. 5 Code of Federal Regulations (CFR) ¡ì300.301, (Detail) Authority

E. 5 CFR ¡ì410.203, Options for Developing Employees

F. HUD Handbook 625.1, Telework Policy

1-5

Definitions

The definitions provide meanings for topics as they are to be interpreted in the context of

this policy:

A. 1 and 2 Grade Interval Series.

1. A 2-grade interval series is that of typically a Specialist or Analyst in series such

as 0301, 0343, 1101, etc. In these series, the grades jump in 2-grade intervals such

as a GS-9 to a GS-11. While these positions from the GS-11 grade level to the

GS-15 level jump only 1-grade level, the series is still considered a 2-grade

interval series.

2. A 1-grade interval series is that of a clerical, technical or assistant series such as

0344, 0203, 0261, etc. In these series, the grades do not jump, but go in sequence,

i.e., GS-5, 6, 7, etc.

B. Host Coach. A Host Coach is responsible for providing support and technical

assistance to the RAP participant while he/she is on rotation. Coaches provide on-thejob-training and shadowing opportunities to the participant to help them learn key

aspects of tasks and/or projects. Coaches also provide feedback to the Host

Supervisors and, if appropriate, to the employees regarding developmental progress

and recommended improvements.

C. Organization. An organization is defined as an office, division, or branch within or

outside of a Program Office (e.g., Public and Indian Housing, Office of the Chief

Information Officer, Field Program Management, etc.).

1. Home Organization. The organization where the employee¡¯s permanent position

of record is located.

2. Host Organization. The organization where the employee is performing the

rotational assignment.

D. Rotational Assignment. A rotational assignment is a detail to another position or

work to broaden the employee¡¯s knowledge of different operations and working

environments. Temporary assignments in this program are typically for 60 to 120

calendar days.

E. Supervisor.

1. Home Supervisor. The employee¡¯s first line supervisor of record.

ROTATIONAL ASSIGNMENT PROGRAM POLICY

OCHCO, Office of Policy, Programs and Advisory Services

Handbook 665.1, dated September 2014

5

 ................
................

In order to avoid copyright disputes, this page is only a partial summary.

Google Online Preview   Download