This IRM is part of the Servicewide effort to provide IRS Human Resource practitioners with the most current policies and procedures from the HCO, Policy and Audits (P&A).

IRM 6.330.1 provides Servicewide policy, standards, requirements, and guidance relating to the administration of the Career Transition Assistance Plan, Internal Revenue Service Priority Placement Program, Reassignment Preference Program, Reemployment Priority List, Interagency Career Transition Assistance Plan and Time After Competitive Appointment. This IRM must be read and interpreted in accordance with pertinent law, governmentwide regulations, Department of the Treasury Human Resources Directives, and applicable case law. All previous official Servicewide policy, guidance, requirements, and authorities formerly contained in memoranda, guides, and other documents are incorporated into this IRM, if current and applicable.

This IRM has supplemental guidance and Standard Operating Procedures that can obtained from TA, PEO.

Laws: United States Code (USC) at: https://uscode.house.gov/

Public Law 95-454, Civil Service Reform Act of 1978 at: https://www.congress.gov/95/statute/STATUTE-92/STATUTE-92-Pg1111.pdf

Regulations: Code of Federal Regulations (CFR) at: https://www.ecfr.gov/current/title-5

Federal Register: OPM Criteria for IRS Broadbanding System, 65 FR 79433, December 19, 2000 at: https://www.federalregister.gov/documents/2000/12/19/00-31710/opm-criteria-for-irs-broadbanding-system

HCO, P&A is responsible for the following:

IRS Servicewide Special Priority Programs Coordinator HCO, TA, Employment Office is responsible for the following:

The P&A office, along with PEO will obtain reports of program eligibles on a periodic basis to determine that appropriate qualifications and referrals were conducted consistent with the provisions contained in this IRM.

This IRM will be reviewed annually in accordance with the procedures outlined in IRM 1.11.2.2.2 and to ensure that it is in compliance with law, rule, regulation and Department of the Treasury directives.

IRM at: https://irm.web.irs.gov/indexes/numerical/default.aspx?partno=6

Office of Personnel Management (OPM) at: https://www.opm.gov/

Merit Systems Protection Board Appeals at: https://www.mspb.gov/appeals/appeals.htm

IRS Commuting Area Document at: https://portal.ds.irsnet.gov/sites/IRSSourceSearch/pages/results.aspx?k=commuting%20area%20document

Competitive area - A competitive area as described in 5 CFR 351.402.

Competitive service appointment - includes new appointments, reinstatements, reemployment, and transfers as defined in 5 CFR 210.102 , and conversions as defined in OPM “Guide to Processing Personnel Actions.”

CTAP eligible - An agency surplus or displaced employee who has a current performance rating of record of at least fully successful (Level 3) or equivalent. As used in this subpart, “CTAP eligible” and “eligible” are synonymous.

CTAP selection priority candidate - A CTAP eligible who applied for and was determined to be well-qualified by the agency and whom the agency must select over any other applicant for the vacancy, unless the action to be taken is listed as an exception under 5 CFR 330.609.

Displaced - An agency employee in the competitive service (tenure group I or II) at GS-15 or equivalent or below who has received a reduction in force separation notice under 5 CFR 351 and has not declined an offer of a position at least as high as the position from which separated or received a notice of proposed removal under 5 CFR 752 for declining a directed geographic relocation outside of the local commuting area.

Priority Consideration - Priority Consideration (PC) is a special placement priority, that allows an individual bona fide consideration before any other candidates are considered (except those with superior legal claims to the vacancy). Refer to IRM 6.335.1.8.8 for additional information.

Selective Placement Factor - Knowledge, Skills, Abilities and Other Characteristics (KSAOs) that go beyond minimum qualification standards but are prescribed as necessary for meeting basic eligibility. These factors must be essential to successful performance in the position to be filled and cannot be readily attained after promotion. The selective placement factors must be documented and justified by the KSAOs contained in the position description (PD), critical job elements, and other job-related processes.

Surplus - An agency employee in the competitive service (tenure group I or II) at GS-15 or equivalent or below who received a Certification of Expected Separation under 5 CFR 351 or other official agency certification or notification indicating that the employee's position is surplus (for example, a notice of position abolishment or a notice of eligibility for discontinued service retirement).

It is the intent of the IRS to actively assist and empower its surplus and displaced bureau employees to find other employment, either within the Federal Government or in the private sector. The IRS CTAP establishes the policies and procedures required to ensure that all surplus and displaced employees are provided placement assistance as required by 5 CFR 330, Subpart F.

Where appropriate, the IRS develops career transition policy in accordance with the Department of Treasury’s policy.

CTAP must be used in conjunction with any current negotiated agreement on a case-by-case basis when bargaining unit employees are involved.

This plan applies to and provides for uniform and consistent treatment of all surplus and displaced IRS employees. The plan also provides policy for career transition assistance and special selection priority. The IRS will determine discretionary CTAP items at the time of realignment, reorganization, or RIF. Due to the size of our bureau and diversity of our occupations, the IRS will apply the discretionary items for each individual RIF and will document those items in the RIF plan.

Current career or career-conditional employees in tenure groups 1 or 2; grade levels GS-15 or equivalent and below; affected by downsizing or restructuring and who have been identified as surplus or displaced are eligible for career transition services.

At the discretion of the IRS, services may also be extended to:

For the purpose of this plan, the definitions in 5 CFR Part 330, Subpart F apply.

For definitions of commuting areas refer to the IRS Source website.

The Department of the Treasury (Treasury) components consist of the Alcohol and Tobacco Tax and Trade Bureau; the Bureau of Engraving and Printing; the Office of the Comptroller of the Currency; the Departmental Offices; the Bureau of Fiscal Service; the Internal Revenue Service; the Office of Inspector General; the U.S. Mint; the Office of Chief Counsel; the Treasury Inspector General for Tax Administration; the Financial Crimes Enforcement Network, and any newly established bureaus.

The CTAP provides the necessary human resource tools to help employees obtain a permanent position either within or outside the Federal government. This includes career transition services and/or special selection priority.

In accordance with the regulatory criteria contained in 5 CFR 330, the IRS will provide:

Special selection priority for excepted service employees serving on an appointment without time limit, at grade levels GS-15 or equivalent and below, will be in accordance with 5 CFR 330.607(c)(5) which provides selection priority to:

CTAP exceptions can be found in 5 CFR 330.609.

While specific exceptions are listed in 5 CFR 330.609, there are no exceptions that accommodate budget concerns. CTAP eligibles must be considered, even when staffing limitations preclude increasing the number of employees. Similarly, when the number of employees is not changing but the grade level of the work changed, competitive promotions must include consideration of CTAP eligibles.

The exceptions to CTAP priority placement found in 5 CFR 330.609 also apply to other special priority programs (IRSPPP, Priority Consideration (PC), RPP, and Hardship Reassignment).

The Personnel Action Request (PAR) must be annotated by the HCO, TA, Employment Office to indicate the action is an exception to CTAP and reference the exception number as provided in 5 CFR 330.609.

An eligible employee is a surplus or displaced employee, still on the Department of the Treasury rolls, who meets the following conditions:

Eligibility for special selection priority begins immediately upon receipt of:

Expiration of eligibility for special selection priority expires upon the earliest of the following:

Placement on a temporary promotion (announced as temporary may be extended or temporary may become permanent) will not terminate the employee’s CTAP eligibility. CTAP eligibles considering accepting a temporary promotion should be counseled to ensure they understand the impact on their RIF separation date and that unless a temporary promotion is made permanent, their RIF separation date will not change and they will be separated at their permanent grade.

The following lists the CTAP selection order for each category of employees when filling all vacancies within the IRS. This list only applies when CTAP eligibles exist, have applied to a specific vacancy and are well-qualified. Exceptions to this order are described in 5 CFR 330.609.

At the discretion of the IRS, CTAP selection order may be grouped by work schedule. If more than two categories are grouped by work schedule, all work schedules existing in the competitive area must be addressed in selection order. Rationale for work schedule selection order determinations must be documented in writing.

Refer to IRM 6.335.1, IRS Merit Promotion Plan and Internal Placement, for order of consideration after CTAP selection order is cleared or if CTAP eligibles do not exist.

In accordance with the Department of the Treasury CTAP, below are three rules that must be applied when following the order described in IRM 6.330.1.2.8(1)("a" through "n"). They are:

All competitive internal vacancies that last 121 days or more must be posted on the Service’s automated hiring system unless:

Per 5 CFR 330.608(b) and (c), vacancy announcements must contain information on how CTAP eligible employees can apply, what proof of eligibility is required, and the agency’s definition of well-qualified. The automated system for internal vacancies will contain this information on each announcement.

Appropriately developed selective placement factors can be used on CTAP vacancy announcements. However, this should only be done when selective placement factors have been used in the past for a similar vacancy or where it may be fully supported and documented through a job analysis.

To receive special selection priority for a vacancy within the IRS (within or outside the local commuting area), an eligible employee must:

CTAP eligible employees must submit the required forms to include:

CTAP eligible employees may also apply for special selection priority for vacancies in other Department of the Treasury Bureaus. However, special selection priority is limited to those vacancies in the same local commuting area as the position the employee currently occupies. For example, an IRS CTAP eligible applying for US Mint vacancies within the local commuting area will be considered as Department of the Treasury applicants (in either step "g" or "h" of the CTAP selection order listed in IRM 6.330.1.2.8 as appropriate).

Department of the Treasury Bureau Job Announcements will be posted on the automated hiring system and provide information on how to apply.

Well-qualified is defined as an eligible employee who possesses the knowledge, skills, and other characteristics, which clearly exceed the minimum qualification requirements for the position.

An eligible employee must meet the basic qualification standards and eligibility requirements for the position, including any medical qualifications, suitability, and minimum educational and experience requirements.

The employee must meet one of the following well-qualified requirements:

The service is required to notify eligible employees in writing of the results of their application and whether they were found well-qualified.

A second level review must be conducted when CTAP eligible candidates do not meet the ranking criteria for internal positions. A second review is also required when the selecting official determines the employee is not well-qualified.

When a vacancy is announced and an eligible CTAP applicant applies and meets the requirements for referral, follow the CTAP Selection Order in IRM 6.330.1.2.8.

For non-bargaining unit positions, all CTAP applicants will be referred without regard to their bargaining unit status or RIF adjusted Service Computation Date (SCD). Applicants will be referred in alphabetical order and the selecting official can select any of the applicants. For bargaining unit positions, refer to the National Agreement, Article 51 Section 3.B for the CTAP selection order.

If there are no CTAP applicants that applied for the vacancy announcement or if no CTAP applicants are eligible or well-qualified, proceed in filling the positions in accordance with IRM 6.335.1, IRS Merit Promotion Plan and Internal Placement or the National Agreement, Article 13 procedures, as appropriate.

For vacancies without any CTAP eligibles, the following documentation requirements must be followed:

If a determination is made that there are IRS or Department of the Treasury CTAP eligibles, the following documentation requirements must be followed.

The IRS Priority Placement Program was established in response to the requirements for grade and pay retention contained in the Civil Service Reform Act of 1978. Its purpose is to provide a formal process for mandatory priority placement consideration for employees who suffer the loss of grade/band or pay and who are entitled to the protection of retained grade/band or retained pay. IRS policy requires that every effort be made to avoid the demotion of an employee when it is without cause and not at the employee’s request. The primary purpose of the program is to place an employee in a position at their former grade/band or pay.

In accordance with 5 CFR 536.401, an employee granted optional or mandatory grade/band retention or pay retention must be in a planned program which provides priority placement referral for consideration of placement. The IRSPPP is the Service’s automatic referral program for employees who have been placed on grade/band or pay retention as a result of RIF or other transition efforts.

All IRS career and career-conditional employees, regardless of work schedule, who have suffered a loss of grade or pay and meet eligibility requirements for grade/band or pay retention, are covered by and will automatically be enrolled in the IRSPPP, unless specifically excluded.

Employees covered by the program will receive priority placement referral for other positions at the same (or an intervening) grade/band or pay as the one from which demoted; be offered training in alternative occupational fields; and/or be provided with opportunities for developmental assignments.

The IRSPPP provides coverage to:

Employees demoted from positions covered under the IRS Payband System determined eligible for any placement assistance program must be considered for IR Payband positions in the former Payband, as appropriate.

Employees from other Treasury bureaus are excluded from coverage by the provisions of IRSPPP and will not be referred for IRS positions. In addition, IRS employees will not receive priority placement referrals for positions in other Treasury bureaus.

Refer to IRM 6.330.1.3.8 IR Payband Employees and IRSPPP.

Program oversight and overall administration of the IRSPPP Program is the responsibility of the HCO, Program Execution Office.

The area of consideration for referral of employees enrolled in the program is across all business units within the commuting area as defined in the IRS Commuting Area Document, at: https://portal.ds.irsnet.gov/sites/IRSSourceSearch/pages/results.aspx?k=commuting%20area%20document

Both campus and non-campus positions are included within the commuting area.

Offers may be made to positions outside the commuting area; however, declinations of such offers are not considered reasonable offers and cannot be used as a basis for terminating grade/band or pay retention or enrollment in the IRSPPP.

Any employee, unless specifically excluded, who has been demoted and who meets the conditions for eligibility for grade/band or mandatory pay retention, is eligible for participation in the IRSPPP.

Employees not eligible for IRSPPP participation are those:

Program eligibility is terminated when the employee transfers to another agency, resigns, or receives a reasonable offer of a position which meets all requirements of a "reasonable offer" or any other reason for which grade/band retention or pay retention is terminated.

An employee who elects to waive entitlement to grade/band or mandatory pay retention also waives entitlement for registration in and placement under the IRSPPP.

To meet the criteria for a "reasonable offer," an offer must be for a permanent position for which the employee meets established qualification requirements, and the position must be offered after formal determination and notification of entitlement to grade/band or pay retention. (5 CFR 536.104)

Employees enrolled in the IRSPPP will receive placement opportunities under this program as follows:

Management-initiated lateral reassignments (directed reassignments due to abolishment of an employee’s position) whereby the reassignment (movement from one position to another within or outside the commuting area with no further promotion potential) of non-registrants may be processed without regard to the provisions of the IRSPPP.

Employees in positions covered under the IRS Payband System (IR Payband or IR) in the IRSPPP will retain the applicable grade/band of the system that covers the position to which the employee is reduced. The employee will be treated, for the 2 year retention period, as though the retained grade/band is the employee’s grade/band and placement referrals will be made in accordance with 5 CFR 536.105.

For employees in positions covered under the IRS Payband System, eligibility for grade/band retention will be determined using the criteria for grade and pay retention as provided for in 5 USC Chapter 53, Subchapter VI and 5 CFR Part 536, as modified by the OPM Criteria for IRS Broadbanding System.

Once the obligation has been met to select employees eligible under the CTAP, employee(s) eligible for placement under the IRSPPP will then be referred.

If an appropriate vacancy is identified, eligible registrants who meet all the qualification requirements for the position to be filled will be referred to the selecting official on a noncompetitive register or certificate prior to taking any other action to fill the vacancy. The Employment Office with the vacancy must check the Special Priority Programs database for IRSPPP candidates for the specific vacancy being filled.

If IRSPPP candidates are identified, the Employment Office will refer to their IRSPPP Coordinator for action.

The Employment Office with the vacancy refers any/all IRSPPP candidates to the selecting official on Form 13001, Special Program Certificate or equivalent along with:

NBU IRSPPP participants who are referred for managerial positions will not be required to address technical competencies. However, management (i.e., the selecting official) with the business unit has the option of requesting that candidates address technical competencies.

For NBU vacancies, if there is more than one referral for the same vacancy, candidates will be listed alphabetically.

A record of the referral and the result must be maintained by the servicing Employment Office and documented on the IRSPPP Employee Registration, Form 6264.

The selecting official must make a selection determination based upon information relating to an employee’s ability to perform duties of the position using job-related selection criteria.

If more than one employee is referred on a certificate for priority placement, the selecting official may select any of those referred.

Non-selection of a priority placement eligible is rare and should take place only when based upon careful evaluation of the candidate in relation to the criteria, and a determination is made that the employee would be unable to satisfactorily perform the duties of a particular position after a reasonable period of orientation.

Selecting Official completes IRSPPP Selection Notice or IRSPPP Non-Selection Notice, as appropriate. (Refer to Exhibits 6.330.1-8 and 6.330.1-9.)

In the event an IRSPPP candidate is not selected, the IRSPPP Coordinator for the office with the vacancy must obtain concurrence from the Chief, Employment Operations on the non-selection memorandum prepared by the selecting official before issuing to the IRSPPP candidate.

Employees who have been selected and accept a position that meets all the criteria for a "reasonable offer" will no longer participate in the IRSPPP. A "Termination of Grade/Pay Retention Memo Due to IRSPPP Selection" (Exhibit 6.330.1-10) will be issued by the IRSPPP Coordinator and provided to the employee.

Non-acceptance of a "reasonable offer" will serve to remove an employee from the IRSPPP. The IRSPPP Coordinator will issue a "Termination of Grade/Pay Retention Memo Due to IRSPPP Declination of a Reasonable Offer" to the employee (Exhibit 6.330.1-11).

An employee whose grade and pay retention benefits are terminated based on the grounds that the employee declined a reasonable offer can appeal the termination to the OPM. (Refer to 5 CFR 536.402.)

Offers to intervening grades/rates of pay are appropriate, but are not considered a reasonable offer and the employee’s refusal of such offers will not terminate grade/band or pay retention or enrollment in IRSPPP. When an offer is accepted by an employee to a position at an intervening grade/band or pay with no further promotion potential higher than position from which demoted, the employee remains in the IRSPPP and continues to receive active consideration for positions.

When an offer is accepted for a position at an intervening grade/pay with potential back to the former grade/pay, the employee remains in the IRSPPP in an inactive status. The employee’s enrollment form remains on file with the coordinator, but the employee will not receive further consideration for positions. The IRSPPP Coordinator will appropriately document the file and update the IRSPPP database to reflect the employee has been moved to an " inactive" status. When the position potential is reached, the employee will be removed from the program.

The HCO, P&A Office is responsible for:

The HCO, Employment Offices are responsible for:

The RPP is a Servicewide mitigation strategy for reassignment preference that grants selection priority (i.e., preferential consideration for IRS vacancies) to employees directly impacted by one of the following:

Directly impacted employees are those employees:

Directly impacted employees of a competitive sourcing initiative are those whose positions are included in the competitive sourcing study.

RPP does not include employees in the competitive area that may be impacted by the RIF process in the future.

A vacancy is defined as any bargaining unit or non-bargaining unit position that is being filled regardless of whether a vacancy announcement is issued unless one of the exceptions identified in 5 CFR 330.609 applies. That is, the same exceptions applicable to filling vacancies under 5 CFR Part 330, Subpart F will be applicable to the RPP. Vacancies not exempt from RPP will be announced as long as there are directly impacted employees at or below the grade/band of the position to be filled.

The RPP requires an employee to apply for announced vacancies at the same or lower grade/band and work schedule (e.g., permanent to permanent; seasonal to seasonal, permanent to seasonal) as their current position, both within and outside the commuting area. The same or lower grade/band position is defined as a position having no greater promotion potential than that currently held by the employee on a permanent basis.

RPP applicants must meet all qualification requirements for the announced vacancy and must have a fully successful or higher overall rating on their last annual performance appraisal. RPP consideration is based on the employee’s status as of the closing date of the vacancy announcement. If a notice rescinding RPP eligibility is issued after the closing date of the announcement, the RPP applicant will retain RPP eligibility for that announcement. If CES letters conveying CTAP eligibility are issued prior to the close of the vacancy announcement, the employee will be considered as a CTAP eligible. Refer to IRM 6.330.1.4.4, RPP Rescission.

Vacancy announcements must indicate whether moving expenses will be authorized. Moving expenses will only be paid when indicated in the vacancy announcement.

Remaining vacancies can be filled through other competitive/non-competitive sources if there are no available RPP candidates for the announced position.

Employees issued an RPP rescission notice after the closing date of a vacancy announcement for which they applied will retain reassignment preference for the life of the announcement. RPP consideration will terminate for a specific vacancy announcement when a rescission notice is issued before the closing date. If CES letters conferring CTAP eligibility are issued prior to the closing date of the announcement, the employee will be considered as a CTAP eligible.

Once any notice conferring CTAP selection priority is issued to any employee covered in the same initiative, all RPP Notices for the specific initiative will be rescinded. Refer to Exhibit 6.330.1-13 Rescission of Reassignment Preference Memorandum.

If CES letters conferring CTAP eligibility are issued prior to the closing date of the announcement, the employee will be considered as a CTAP eligible.

Consistent with CTAP, RPP eligibility is rescinded when the RPP employee has been selected and accepts an offered position regardless of when the PAR is processed.

This section describes the roles and responsibilities of the business unit, and the servicing Employment Office.

The RPL is a positive placement program and agencies must give RPL registrants priority consideration over certain outside job applicants. HR Specialists recruiting externally must clear the RPL prior to making job offers to individuals outside the Department of Treasury.

The RPL is used in filling Treasury Bureau’s external job vacancies.

The RPL establishes the policies necessary to maximize employment opportunities for current and former competitive service Treasury employees scheduled to be or separated by a RIF or fully recovered from a compensable injury after more than one year.

Program oversight is the responsibility of the Treasury Human Capital Strategic Management Office.

The IRS HCO, P&A Office is responsible for issuing policy and monitoring the effectiveness of the program.

The Servicing Employment Office is responsible for establishing an RPL coordinator with responsibilities to ensure employees are registered in the RPL database and properly referred for appropriate vacancies.

To be eligible for the RPL as a result of procedures in 5 CFR 351, individuals must meet all of the following conditions:

Individuals eligible for the RPL due to compensable injury must be former competitive service tenure group I or II employees who separate (or accept a lower graded position in lieu of a separation) because of a compensable injury or disability, and who have fully recovered more than one year after compensation began.

Tenure group I and tenure group II employees retain eligibility for two years from the date the employee is added to the RPL.

OPM may extend the registration period, when requested by the agency or registrant, when the registrant does not receive a full 2 years placement priority because of an administrative or procedural error.

An individual may be removed from the RPL before the period of eligibility expires when the individual:

Individuals eligible for the RPL must complete and submit Form 13591, Treasury Reemployment List Employee Application, to the IRS RPL Coordinator and must notify the Program Coordinator of any significant changes in the information provided on the form. Other required paperwork includes a copy of the notice documenting eligibility. Employees are also encouraged to submit other work history information (e.g., resume).

Individuals receiving a RIF separation notice or CES letter will receive the RPL application form and submission instructions in their notice.

Impacted employees may apply as soon as a CES or specific RIF separation notice is issued. The application must be submitted by the employee directly to the IRS RPP Coordinator on or before the RIF separation date. An individual who fails to submit a timely application prior to their RIF separation date is not entitled to be placed on the RPL.

An individual who is eligible for the RPL due to a compensable injury must request reemployment consideration within 30 days after the date compensation ceased; except that when an appeal for continuation of compensation is filed, the 30 calendar days begins after the resolution is reached. An individual who fails to submit a timely application (within 30 calendar days after compensation ceased) is not entitled to be placed on the RPL.

An eligible individual may be entered on the RPL only for the commuting area in which they separated and may not apply for the RPL in any other location except as provided in 5 CFR 330.207.

Upon receipt of RPL application forms, the IRS RPL Coordinator will review the application for date received, determine that all qualification requirements are met, and will add the names to Treasury’s RPL database, etc.

Eligible individuals will receive notification that they have been registered for their current series and grade and will be provided the opportunity to request registration for additional series and grades. If the individual requests additional series and grades, the series and grades will be added to the database if the employee’s servicing HCO, Employment Office determined that the employee meets the qualifications.

An individual eligible for the RPL is qualified for a position if he or she:

Individuals must meet the OPM minimum qualification requirements, but do not have to be well-qualified (as defined under the CTAP/ICTAP regulations).

Exceptions to the OPM qualification requirements can be made under the conditions outlined in 5 CFR 330.212. The Chief Employment Operations (or equivalent) approves these exceptions.

Individuals eligible for the RPL are given consideration as follows

The RPL list must be cleared at the grade level at which a position is filled (regardless of the full performance level). Similarly, if a position is advertised at multiple grade levels, the RPL must be cleared only at the grade level at which the position is ultimately filled.

The series of the position being filled must be on the RPL for an individual before there is a match.

Individuals eligible for the RPL must be considered for non-permanent, as well as permanent positions, for which they have indicated an interest on their RPL applications according to 5 CFR 330.210.

When a qualified individual is available on the RPL, a commitment cannot be made to fill a competitive service permanent or temporary appointment with a non-RPL candidate unless it meets the exceptions in 5 CFR 330.211.

Treasury has determined that selections are made in retention standing order according to 5 CFR 330.213 as follows:

If several individuals eligible for the RPL have the same retention standing order (even if there is just one vacancy), they must all be referred for consideration.

After the RPL has been cleared and a final employment commitment is made to an individual, the later registration of another eligible individual on the RPL does not prevent the fulfillment of the original commitment, regardless of when the individual enters on duty.

When a match is identified between a position and an individual who is eligible for the RPL, the following activities take place:

An individual has the right to appeal to the Merit Systems Protection Board when they believe that their reemployment priority rights have been violated. Detailed instructions and information concerning the appeal process are available at: https://www.mspb.gov/appeals/appeals.htm

ICTAP is an interagency career transition assistance program for displaced Federal employees who are seeking employment in other Federal agencies.

ICTAP only applies when IRS is recruiting and selecting outside the agency’s (Treasury) workforce under 5 CFR 330, Subpart G. The program does not prevent IRS from making selections within its own workforce (Treasury) under 5 CFR 330, Subpart F, CTAP.

Current and former Treasury employees with ICTAP eligibility to include IRS employees are excluded from coverage by the provisions of ICTAP when filling positions outside of Treasury, and will not receive selection priority under ICTAP for Treasury positions. For example, IRS employees and employees from other Treasury bureaus with ICTAP eligibility will not receive selection priority under ICTAP for positions in the IRS or in other Treasury bureaus when filling positions outside of Treasury. Refer to 5 CFR 330, Subpart G for more information.

The HCO, Program Execution Office is responsible for the overall administration of the program; serves as Treasury liaison; and responds to complex technical questions regarding the administration of the program received from EOs and/or business unit HR offices.

The HCO, Policy & Audits Office is responsible for issuing policy updates.

The HCO, Talent Acquisition, Employment Operations is responsible for identifying program coordinators who will assist with the administration of ICTAP.

An individual eligible for ICTAP is a displaced employee who meets the following conditions:

Eligibility for ICTAP special selection priority begins on the date the employee meets the definition of displaced in 5 CFR 330.708, including when:

ICTAP eligibility expires at various times depending upon the action that entitled the individual to receive special selection priority. Refer to 5 CFR 330.708(b) for expiration time periods.

Refer to section IRM 6.330.1.2.12, Well-Qualified, of this IRM, as the same requirements apply to both CTAP and ICTAP.

Individuals on the RPL have selection priority over ICTAP applicants.

There are a variety of actions not subject to the ICTAP process. These exceptions can be found in 5 CFR 330.707.