The following personnel actions are excepted from USDA CTAP provisions. If the targeted candidate or pool of candidate(s) for a position is within USDA, the position does not have to be announced for:
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Temporary appointments and extensions where the total time does not exceed 120 days.
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Filling a position through an excepted appointment (e.g., Student Career Employment Program [SCEP], Veterans Readjustment Appointment [VRA], etc.).
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Reemployment of a former USDA employee exercising regulatory or statutory reemployment rights (e.g., Office of Worker’s Compensation Program restoration or military restoration).
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Extensions of temporary or term actions, up to the full period allowed, provided that the original announcement observed CTAP rules and stated that an extension was possible without further announcement.
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Career ladder promotions or position changes resulting from reclassification actions (e.g., accretion of duties or application of new classification standards).
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Temporary promotions and extensions where the total time does not exceed 120 days.
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Details.
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Exchange of positions between or among USDA employees, when the actions involve no increase in grade or promotion potential (e.g., job swaps and rotation of employees).
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Noncompetitive movement of surplus or displaced employees within USDA and within the same LCA.
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Internal reassignment, voluntary change-to-lower grade, or noncompetitive promotion of an employee from within the LCA of a component (i.e., AMS, APHIS, or GIPSA) if there are no eligible surplus or displaced applicants in that component.
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Recall of seasonal employees from non-pay status.
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Conversion of an employee on an excepted appointment which confers eligibility for noncompetitive conversion into the competitive service (e.g., SCEP, VRA, etc.).
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Movement of excepted service employees within USDA.
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Placements made under the Intergovernmental Personnel Act.
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Placement activities under reduction-in-force (this does not include directed reassignments).
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Placement of an employee into a new position as a result of a reorganization, when the former position ceases to exist, and no actual vacancy results. (Not all directed reassignments are included; contact your servicing personnel office if you have questions.)
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Position changes resulting from disciplinary actions.
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Placement of an employee, who would otherwise be separated involuntarily, in a position that is a reasonable offer (e.g., a performance-based action). A reasonable offer (as defined in 5 U.S. Code 8336(d) and 8414 (b) is a position:
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For which the employee is qualified;
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Within 2 grade levels or pay levels of the current position; and
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Within the local commuting area.
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An action taken to return an employee to his/her original or similar position during a supervisory probationary period.
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Noncompetitive movement of displaced employees between agencies as a result of reorganization, transfer of function, or mass transfer.
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Placement under disability retirement provisions which allows the continued employment of an employee who has become unable to provide useful and efficient service in his/her current position because of a medical condition (see 5 U.S. Code 8337 or 8451).
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Internal placement of an injured or disabled worker whose agency has identified a position for which he/she can be reasonably accommodated.
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An action taken by the agency head (or designee) pursuant to the settlement of a formal complaint, grievance, appeal, or other litigation.
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Retention of individuals whose excepted positions or positions in public or private enterprise are brought into the competitive service, and subsequent conversion, when applicable.
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Retention of an employee for whom the Office of Personnel Management has approved a rule 5.1 variation.
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Placement of a member of the Senior Executive Service under 5 U.S. Code 3594.
