Execute a Treasury MOU with the OPM and IRS;

Ensure the regulatory and policy requirements of the External Pathways Programs are met;

Identify a Treasury External Pathways Programs Officer and Treasury PMF Coordinator for the Department who are responsible for the overall management of the programs;

Provide policy and technical guidance to the IRS on External Pathways Programs;

Provide training, as needed, to IRS’ External Pathways Programs Coordinators;

Ensure appropriate oversight to include making determinations and any Treasury caps on the use of External Pathways Programs and, if necessary, rescinding IRS’ authority to use External Pathways Programs and

Provide for equal employment opportunity in the External Pathways Programs without regard to race, ethnicity, color, religion, sex (including pregnancy and gender identity), national origin, age, disability, sexual orientation, genetic information or any other non-merit-based factor. This requirement includes the methods by which the agency will accept applications, assess candidates, rate and arrange qualified applicants and ensure adherence to veterans’ preference.

Biannually execute an MOU with Treasury;

Ensure IRS’ use of the External Pathways Programs is based on a workforce planning strategy supported by the business units;

Issue IRS policy guidance and interim guidance when appropriate;

Ensure adherence to all provisions of the regulations, MOU and Treasury’s policy guidance, including reporting requirements and

Ensure all labor/management obligations are met.

Designate an IRS External Pathways Programs Coordinator who will manage the Presidential Management Fellows (PMF) Program;

Ensure IRS’ use of the External Pathways Programs is based on workforce planning conducted by the business units;

Ensure adherence to all provisions of the regulations, MOU and Treasury’s policy guidance, including reporting requirements;

Participate in any required OPM and/or Treasury training sessions;

Plan, coordinate, implement and monitor all activities relating to IRS’ External Pathways Programs;

Provide oversight to ensure all External Pathways Programs announcements are accurate and administered in accordance with the OPM’s regulations as well as Treasury and IRS policies and guidance;

Provide oversight to ensure an External Pathways Participant Agreement is executed with each External Pathways Programs participant by no later than two weeks after the participant’s entry on duty;

Provide all necessary policy program oversight as well as guidance or instruction to customers regarding the objectives, requirements, and operations of the programs;

Ensure a record of participant documentation is maintained to include, but not limited to, participant agreement, eligibility confirmation (e.g., meets definition of a full- or half-time student, or is a recent graduate), training plans, and mentoring agreement;

Provide all required reports to Treasury upon request and

Establish an accountability/process review to ensure compliance with program requirements.

Budget permitting, provide measures in its workforce planning strategy to ensure an adequate number of permanent positions are available to convert External Pathways Programs participants who successfully complete their program requirements. Generally, management has already determined permanent positions are available at the time the hiring plan is developed;

If a business unit uses the External Pathways Internship Time Limited/Not-to-Exceed (NTE) appointments, they must do so judiciously for short-term appointments to complete temporary projects and perform labor-intensive tasks not requiring subject-matter expertise (e.g., to fill traditional summer positions) and

Failure to adhere to hiring plans may result in Treasury and/or the OPM revoking IRS’ use of these programs.

In all cases, veterans’ preference must be applied in accordance with 5 CFR Part 302. In addition, the pass-over of a preference eligible with a compensable service-connected disability of 30% or more requires prior Treasury and the OPM approval and

If the preference eligible is not selected, a pass -over or objection must be prepared and sustained prior to a non-veteran being selected.

Citizenship Requirement - Please refer to 6.362.1.2 (8)(a);

Must be a current student in a Department of Education accredited high school, college (including four-year colleges/universities, community colleges, and junior colleges); professional, technical, vocational and trade school; advanced degree programs or other qualifying educational institution pursuing a qualifying degree or certificate and enrolled on at least a part-time basis (as defined by the institution in which the student is enrolled) throughout the duration of the appointment unless IRS has approved a break in program. Following is a link for the Department of Education’s Database of Accredited Post Secondary Institutions and Programs: https://ope.ed.gov/dapip/#/home;

Must meet the qualifications standards of the position. Candidates who apply for the External Pathways Internship or Time Limited (NTE) Internship Programs must meet qualification requirements outlined in Treasury’s Interim Pathways Internship Qualification Standard;

All candidates must meet all qualification and program eligibility requirements as stated for each announced position and

External Pathways Internship and Time Limited (NTE) Internship Program eligibility requires that every semester, Interns must maintain good academic standing with an overall GPA of 2.0 or higher on a 4.0 scale. Interns will be required to provide an official transcript at the end of each semester to demonstrate they are maintaining a student status and are successfully completing their coursework.

May be to any position classified in the XX99 series of the appropriate occupational group (or XX01 for the Federal Wage System);

May be at any grade level for which the Intern is qualified under the Treasury’s Interim Qualification Standards for Interns;

May be to one-grade or two-grade interval positions. In general, Interns that are eligible for conversion should have target positions which are two-grade interval positions;

The duties of the Intern position must be related to either the Intern’s academic or career goal (this is not required for Time Limited Interns with NTE dates);

The Intern’s job offer letter and External Pathways Participant Agreement must clearly state whether the Intern is purely temporary (with an NTE date) or has eligibility for conversion to the Competitive Service and

If a business unit makes External Pathways Time Limited (NTE) appointments, they must be used judiciously for short-term appointments to complete temporary projects to perform labor-intensive tasks not requiring subject matter expertise.

Interns are eligible to work either a part-time, full-time or seasonal work schedule during the duration of the appointment;

Per the Federal Employees Part-time Career Employment Act of 1978, part-time hours must be between 16-31 hours per week or 32-64 hours per pay period;

Intermittent schedules may be permitted only for Time Limited (NTE) Intern appointments;

Work schedules must be agreed upon by the Intern and supervisor and documented in the Participant Agreement and signed within two weeks of the intern’s entry-on-duty date and

For Interns with conversion eligibility, work schedules must meet the following criteria:

Are not required but recommended for External Pathways Interns on an appointment which provides for conversion into the Competitive Service. The IDPs are not required for the External Pathways Time Limited (NTE) Interns;

Should be developed through discussions between the manager/supervisor and the Intern;

Should be consistent with the Intern’s academic or career goals and

Positions filled by External Pathways Time Limited (NTE) appointments are not required to have an established formal training, development and mentoring program.

Assigning mentors for External Interns is encouraged but not required and

Mentors are not required for External Pathways Time Limited (NTE) Interns.

External Pathways Internship participants may be eligible to receive career-ladder promotions up to the full-performance level of the position to which they were appointed.

The following requirements must be met:

A break in program is defined as a period of when an Intern is working but unable to go to school or is attending classes but not working. The business units must coordinate with the PEO Pathways Coordinator to approve or disapprove a request for a break in program and

Breaks may be granted for extenuating circumstances such as financial difficulty, death in the family, military service, maternity leave or medical reasons (list is not all inclusive) and approval of breaks are made on a case-by-case basis. In accordance with Treasury’s Pathways Policy HCIS 362, TN 13-001, Addendum B, Section H, the IRS may not approve breaks in the Program if the Intern remains in a work status but fails to attend classes for more than two consecutive semesters of quarters.

Participants in External Pathways Programs who are hired externally and who successfully complete all the program requirements as outlined by 5 CFR Part 362, may be eligible for non-competitive conversion to a permanent position in the Competitive Service;

Conversions should be effective the next available pay period following the completion of program requirements;

Students in the External Pathways Time Limited (NTE) Internship Program are not eligible for conversion;

External Interns must be either converted (if all requirements are met) or separated by the end of the 120-day period following the Intern’s completion of a course of academic study at a qualifying educational institution conferring a diploma, certificate or degree. There are no provisions in Pathways regulations or the Executive Order for extensions of External Pathways Intern appointments;

External Pathways Interns must meet the following criteria to be eligible for conversion pursuant to 5 CFR Part 362):

All conversions must be made within 120-day period following the External Pathways Intern’s completion of a course of academic study at a qualifying educational institution conferring a diploma, certificate or degree;

Conversion usually is to a position related to the External Pathways Intern’s work experience and based on the business units’ workforce planning. However, in rare circumstances (e.g., lack of funds/FTE), the business units have the flexibility to convert External Pathways Interns to any position meeting the business units’ needs and for which the External Pathways Interns qualify and

If not converted, the business unit must separate the External Pathways Intern from the IRS prior to expiration of the 120-day conversion period which starts once the participant completes all requirements for conversion. Extensions beyond the 120-day period cannot be authorized under External Pathways Programs regulations.

The business units are required to announce all opportunities for the External Pathways Internship Program in accordance with Executive Order 13562 which addresses public notice and merit-based procedures for External Pathways Programs recruitment;

External Pathways Time Limited Interns on an appointment with a NTE date must apply to and be referred and selected from an external announcement to be converted into a new External Pathways Internship appointment without a time limit (no NTE date) and

Since these announcements are for Excepted Service appointments, veterans’ preference procedures apply in accordance with 5 CFR Part 302.

Comparable to Federal internship experience in another Federal agency pursuant to a formal internship agreement comparable to the External Pathways Internship Program between the agency and an accredited academic institution;

Comparable to non-Federal (e.g., third-party) Internship experience pursuant to a written contract with a third-party internship provider officially established to provide internship experiences to students that are comparable to the External Pathways Internship Program;

Certain active-duty military or volunteer service such as service as an active-duty member of the armed forces (including the National Guard and Reserves), as defined in 5 USC Chapter 2101;

Student volunteer service under 5 CFR Part 308 and other Federal programs designed to give internship experience to students (e.g., fellowships and similar programs) may be evaluated, considered and credited when the experience is comparable to experience gained in the External Pathways Internship Program. Agencies may also waive up to one-half (320 hours) of the 640-hour minimum service requirement when an External Pathways Internship Program appointment and demonstrates high potential by outstanding academic achievement and exceptional job performance (demonstrated high potential for outstanding academic achievement consists of a grade point average of 3.5 or better on a 4.0 scale, standing in the top 10 percent of the Intern’s graduating class and/or induction into a nationally-recognized scholastic honor society and demonstrated exceptional job performance consists of formal evaluation conducted by the Intern’s manager/supervisor, consistent with the IRS performance appraisal program that results in a rating of record above Fully Successful) or

The Intern may not be granted a credit or waiver (or a combination of a credit and waiver) totaling less than 320 hours of the 640-hour service requirement.

Citizenship Requirement - Please refer to 6.362.1.2 (8)(a);

Participation in the External Pathways Recent Graduates Program requires qualified applicants to have completed a qualifying degree or certificate prior to appointment. The degree or certificate must have been obtained from a Department of Education accredited program. Following is a link for the Department of Education’s Database of Accredited Post Secondary Institutions and Programs: https://ope.ed.gov/dapip/#/home. Failure to provide official transcripts prior to the enter on duty (EOD) date will render the candidate ineligible for appointment;

Applicants must have completed all requirements of an academic course of study leading to a qualifying Associates, Bachelors, Masters, professional, doctorate, vocational or technical degree or certificate from a qualifying educational institution within two years of application submission date or

Applicants must be within nine months of obtaining a qualifying Associates, Bachelors, Masters, professional, Doctorate, vocational or technical degree or certificate from a qualified educational institution at the time of application.

Candidates who apply to the External Pathways Recent Graduates Program must meet the OPM qualification standards including any written test of assessment that is part of the qualification standard. The applicable qualification requirements must be stated in the announcement and

All candidates must meet all qualification and program eligibility requirements as stated for each announced position.

If any portion of the two-year eligibility period is interrupted due to military service obligation, the veteran will begin a full two-year eligibility period upon his or her release or discharge from active duty and

The veteran’s eligibility period may not extend beyond six years from the date of completion of all requirements of an academic course of study leading to a qualifying Associates, Bachelors, Masters, professional, Doctorate, vocational or technical degree or certificate from a qualifying educational institution.

In all cases, veterans’ preference must be applied in accordance with 5 CFR Part 302. In addition, the pass-over of a preference eligible with a compensable service-connected disability of 30% or more requires prior Treasury and OPM approval and

If the preference eligible is not selected, a pass-over or objection must be prepared and sustained prior to a non-veteran being selected.

Identified through the business unit’s workforce planning as meeting the business unit’s need for entry-level positions;

Difficulty to adequately recruit and appoint recent graduates through competitive examining is believed to exist;

Is a position for which individuals can qualify on education alone (including any selective placement factors);

Has progressively more responsible duties that provide career advancement opportunities (i.e., position must provide for career ladder advancement);

Has an established training program or is conducive to a training and development program which the business unit will design and implement;

Is not a lead, supervisory, management, or “senior” type position;

Is subject to OPM approval in accordance with the External Pathways Programs regulations and

May make an initial appointment to any position under this authority for which the Recent Graduate qualifies up to the GS-09 level (or equivalent under another pay and classification system) except as provided below:

Appointments are for the one-year program (plus any approved extension of up to 120 days). Exception:: Per the OPM approval, the GS-1811, Criminal Investigator positions have a two-year program and

Appointments cannot be made at the full-performance level of the position to which they may be converted in the Competitive Service.

Must be developed through discussions between supervisor and External Recent Graduate, preferably in consultation with the mentor;

Must identify at least 40 hours of formal interactive training per year that will advance the goals and competencies outlined and

Must be approved by the manager/supervisor within 45 calendar days of the External Recent Graduate’s entry on duty date.

Volunteers to mentor External Recent Graduates will be solicited at least 30 calendar days in advance of the participant start date;

Mentors must meet the following criteria:

The solicitation will include relevant information such as how and when to volunteer, minimum qualifications and a description of the program and mentor duties. Participation as a mentor is strictly voluntary;

All employees who volunteer will be approved as mentors by their managers, subject to workload and eligibility requirements;

Mentors must be assigned within 90 calendar days of the External Recent Graduate’s entry on duty date;

Employees will be notified of their assignment or non-assignment by their managers. Mentors will be assigned from among qualified volunteers as follows:

Sign an agreement identifying the parameters/goals of the relationship;

Set aside time to meet with the mentee;

Advise the mentee on how to develop job skills and set realistic career goals;

Serve as an advisor and advocate for mentee;

Offer positive and constructive feedback and

Coach the mentee on effective problem-solving techniques for workplace issues.

External Pathways Recent Graduate Program participants must meet all qualification requirements for the promotion in accordance with the OPM’s appropriate Qualification Standard;

External Pathways Recent Graduate participants must meet time-in-grade (TIG) requirements in accordance with Treasury’s policy guidance;

Promotions cannot be made retroactively and

The manager/supervisor must ensure promotion documentation is specific, complete and submitted in a timely manner unless otherwise stipulated through IRS policy or labor/management contract agreement.

The following are circumstances in which an extension may be requested (this list is not all inclusive):

Program extension requests must be sent to the PEO Pathways Coordinator for Treasury’s approval. Requests must be made in writing at least 60 days in advance of the program completion date and must include:

A business unit may request an extension from the PEO to extend an External Recent Graduate’s appointment for up to 120 days.

An extension due to military service obligation is covered by the Uniformed Services Employment and Reemployment Act (USERRA) regulations in 5 CFR Part 353.

Citizenship Requirement - Please refer to 6.362.1.2 (8)(a);

Successfully complete at least one year (two years for GS-1811, Criminal Investigator positions) of continuous service in the Program;

Successfully complete all requirements of the program;

Receive at least a Fully Successful (or equivalent) performance appraisal rating on the most current rating of record (or summary rating);

Receive a favorable recommendation for conversion to the Competitive Service by the first-level supervisor;

Meet the OPM Qualification Standards for the position and grade level to which the External Recent Graduate will be converted;

Meet all specific requirements as specified in the Participant Agreement with the External Recent Graduate;

A business unit may only convert External Recent Graduates employed within Treasury;

The non-competitive conversion should be effective on the first day of the following pay period after the service requirement is met or at the end of any approved extension, if applicable;

All time served under the previous agency is credited toward the Program requirements for non-competitive conversion eligibility to the Competitive Service and

Participants in External Pathways Programs who successfully complete all the program requirements as outlined by 5 CFR Part 362, may be eligible for non-competitive conversion to a permanent position in the Competitive Service.

External Recent Graduate must apply for and accept a new External Recent Graduate appointment;

Current employing agency must separate the External Recent Graduate;

External Recent Graduate must be appointed without a break in service;

External Recent Graduate does not begin a new period in the Program when appointed and

All time served under the previous agency is credited toward the Program requirements for non-competitive conversion eligibility to the Competitive Service.

The PMF Program is designed to attract, develop, and retain outstanding graduate students from a wide range of academic disciplines and career paths who are interested and committed to excellence in leadership and management of public service and

The OPM PMF Program Office is responsible for the overall management of the Program, including nationwide recruitment and determining program eligibility. The OPM determines the number of Fellows to be selected each year based on input from the Chief Human Capital Officer Council (CHCOC), recruits graduate students with diverse backgrounds from qualifying colleges and universities, develops and conducts the applicant assessment and selection to determine a “pool of finalists,” manages the Project Positions System (PPS), and conducts an annual PMF Job Fair.

Citizenship Requirement - Please refer to 6.362.1.2 (8)(a);

Will meet all advanced degree requirements (even though they have not necessarily graduated), including the completion or successful defense of any required thesis or dissertation, you may be eligible to apply;

Eligibility is based on completion of advanced degree requirements by August 31st of the academic year in which the competition is held;

Advanced degree must have been obtained at a Department of Education accredited program. Following is a link for the Department of Education’s Database of Accredited Post Secondary Institutions and Programs: https://ope.ed.gov/dapip/#/home

Must meet the qualification standards of the position;

Finalists who apply to an opportunity in the PMF Program must meet OPM Qualification Standards including any written test or assessment that is part of the Qualification Standard. The applicant’s qualification requirements must be stated in the announcement and

All candidates must meet all qualification and program eligibility requirements as stated for each announced position.

The structured training program is two years in length plus any approved extension, if applicable;

A PMF may be appointed at the GS-9, GS-11, or GS-12 level or equivalent based on qualifications and

PMF appointments may not be made at the full-performance level of the position to which the participant may be converted.

At the IRS’ discretion, a PMF may be considered for promotion after completing a minimum of six months of fully successful performance on a PMF appointment consistent with their IDP, if the IRS determines they meet the following criteria:

TIG exception promotion requests must be approved in advance at a minimum by the manager of the PMF participant and the PEO Pathways Coordinator and

TIG may be waived only once for a PMF during their appointment in the Excepted Service.

Must be four to six months in duration with full-time management and/or technical responsibilities consistent with the PMF’s IDP;

May be within the IRS, Treasury or another PMF participating agency outside of Treasury;

An MOU is required for rotational assignments outside of Treasury and

The assignment must be for an IRS initiative or other Presidential or Administrative initiative providing experience comparable to what would have been gained on the four to six month rotational assignment described above in a. through c.

The OPM’s PMF Program Office requires the Fellow to complete an MOU when the participant rotates into another Federal agency from their home agency. The MOU is used to document the assignment as well as the responsibilities of the gaining and home office (i.e., timekeeping, etc.). Generally, the home office pays for the rotational assignment unless otherwise specified in the MOU. The gaining office may require additional documentation in addition to the MOU. Coordination with agency contacts is important to ensure the required documentation is processed to document the assignment and

The name of agency PMF Coordinators can be found on the PMF Program Office website at https://portal.pmf.gov/index.aspx.

The OPM’s PMF Program Office requires an MOU when a PMF participant from another PMF-participating agency accepts a rotational assignment in the IRS. The MOU is used to document the assignment as well as to document the responsibilities of the gaining and home office (i.e., timekeeping, etc.);

When a PMF participant rotates into the IRS from another Federal agency, it is treated in the same manner as a detail between agencies. This type of action is a procurement action which requires an interagency agreement and

An interagency agreement must be processed by Procurement personnel who will obtain approval by the Director, Procurement or their designee. The servicing HCO, TA, EO reviews interagency agreements for compliance with current regulations and policies on details.

An IDP must be developed through discussions between the manager/supervisor and PMF participant, preferably in consultation with the mentor and/or PEO PMF Coordinator;

The plan must identify at least 80 hours of formal interactive training per year (160 hours total training for the two-year program) that will advance the goals and competencies outlined in the performance plan and

The plan must be approved by all parties within 45 days of PMF’s entry on duty date.

Volunteers to mentor PMF participants will be solicited at least 30 calendar days in advance of the participant’s start date;

Mentors must meet the following criteria:

The solicitation will include relevant information such as how and when to volunteer, minimum qualifications and a description of the program and mentor duties. Participation as a mentor is strictly voluntary;

All employees who volunteer will be approved as mentors by their managers, subject to workload and eligibility requirements;

Mentors must be assigned within 90 calendar days of the PMF participant’s entry on duty date;

Mentor volunteers will be notified of their assignment or non-assignment by their managers. Mentors will be assigned from among qualified volunteers as follows:

If there are more qualified mentor volunteers than needed after taking into consideration the requirements in paragraph (a) above, the mentor duties will be assigned first by their Service entry on duty (EOD), then by highest to lowest grade and then finally by random drawing;

The business unit will provide the training it deems necessary for the performance of the employees’ duties under the Mentor Program. A copy of any training materials, Manager’s PMF Checklist, guidelines, mentor qualifications and responsibilities will be provided;

PMF participants will be contacted by their managers who will provide them with their assigned mentors’ point of contact information. The PMF’s manager will encourage interaction with their mentors. At a minimum, the PMF participants will be informed of their mentors’ contact information, the privacy of the mentor-mentee relationship and will be told to notify them immediately should either the mentor or mentee wish to terminate the mentor-mentee relationship at any time, and that a new mentor will be assigned should the current relationship be terminated;

Either the mentor or mentee may terminate the relationship at any time by notifying their manager. The manager will, in turn, notify the other participant that the relationship is terminated. There will be a “no questions asked” policy when a participant requests to terminate the mentor-mentee relationship. A new mentor will be assigned upon termination of such relationship;

Subject to management’s right to assign work, mentors and mentees will meet/conference (as needed) between two and four hours per month. Specific monthly meeting schedules will be balanced with workload requirements and subject to managerial approval. Mentors and mentees will not be required to participate in these activities/meetings outside their tour of duty;

Annual employee performance appraisals will continue to be conducted according to IRS performance management guidance and the manager/supervisor may consider the contributions of the employee as a mentor when preparing the employee’s annual appraisal. Employees who participate as volunteer mentors may identify their participation for purposes of self-assessment for performance appraisals and

The manager/supervisor may recommend the mentor for a special act award.

Sign an agreement identifying the parameters/goals of the relationship;

Set aside time to meet with the mentee;

Advise the mentee on how to develop job skills and set realistic career goals;

Serve as an advisor and advocate for mentee;

Offer positive and constructive feedback and

Coach the mentee on effective problem-solving techniques for workplace issues.

Pathways PMF participants must meet all qualification requirements for promotion in accordance with OPM’s appropriate qualification standards;

At the business unit’s discretion, a PMF may be considered for a promotion after completing a minimum of six months of fully successful performance on a PMF appointment consistent with the career ladder promotion potential and if the following criteria is met:

Promotions cannot be made retroactively and

The manager/supervisor must ensure promotion documentation is specific, complete and submitted in a timely manner unless otherwise stipulated through Service-wide policy or labor/management contract agreement.

An extension program completion date for up to 120 days may be requested through the PEO Pathways Coordinator. The request is subject to Treasury approval;

An extension will be reviewed and may be granted on a case-by-case basis. The following are circumstances which an extension may be requested (list is not all inclusive):

Program extension requests must be sent to the PEO Pathways Coordinator for Treasury’s approval. Requests must be made in writing at least 60 days in advance of the program completion date and include:

There are no provisions in the OPM regulations or the Executive Order for extensions beyond 120 days; and

An extension due to military service obligation is covered by the Uniformed Services Employment and Reemployment Act (USERRA) regulations in 5 CFR Part 353.

When the IRS appoints a finalist into a PMF position, they must reimburse the OPM PMF Program Office via a one-time placement fee that covers the recruitment, assessment, selection and placement costs for:

Reimbursement is due within 30 days after the PMF’s entrance on duty date. PMF participants may not be permitted to participate in the OPM PMF Program Office sponsored events (e.g., Orientation, PMF Training Forums, and Graduation) until the reimbursement is received.

The business unit who initially appointed the finalist into a PMF position is responsible for initiating the reimbursement to OPM’s PMF Program Office;

To facilitate the reimbursement of the OPM PMF Program Office, the business unit initiates an Inter-Agency Agreement (IAA) with OPM by utilizing the FMS Forms 7600 A and B. The forms can be located at https://www.pmf.gov/agencies/resources; and

These FMS forms are the preferred method for establishing an IAA per Treasury’s Bureau of the Fiscal Service [previously referred to as the Financial Management Service (FMS)]. The IAA is comprised of two sections:

The core responsibility of the ERB is to certify whether PMF participants have successfully completed the program as outlined in 5 CFR Part 362. The ERB certification process was designed to protect the prestige and competitive nature of the PMF Program while reinforcing organizational commitment to succession planning. In the event the OPM has approved a waiver of one or more of the program requirements, the ERB must certify that such a waiver has been granted and that any remaining requirements were met;

The ERB must complete an evaluation, provide certification of successful completion, and notify the PEO Pathways Coordinator no later than 30 calendar days prior to the expiration of the PMF’s appointment in the program;

To certify a PMF participant for non-competitive conversion to a term or permanent appointment in the Competitive Service within the Service, members of the Service’s ERB must evaluate the PMF participant and sign a document indicating that the PMF participant has met program requirements including the performance and developmental expectations set forth in the IDP and approve the PMF participant for non-competitive conversion to a term or permanent appointment in the Competitive Service;

The PEO Pathways Coordinator will initiate the ERB approval process with the PMF participant’s manager and prepare a signature package for the ERB’s approval and will send the package for review to the PEO Pathways Coordinator. The OPM forms referenced are located on the OPM PMF Program Office’s website at https://www.pmf.gov/agencies/resources/;

The package must include the following:

The PEO Pathways Coordinator will update the PMF TMS to “Certified” once the ERB package has been prepared and routed for signature. Upon receipt of the signed ERB package with the outcome of the ERB review, the status code in the TMS will then be updated to “Converted” or “Not Converted” accordingly. If the ERB package is not approved, the PMF will be terminated from the IRS.

Be a U.S. citizen;

Successfully complete all requirements of the program;

Receive certification of the ERB;

Meet the OPM Qualification Standards for the position and grade level to which the PMF will be converted;

Meet the business unit-specific requirements as specified in the Participant Agreement with the PMF participant;

A business unit may only convert a PMF employed within Treasury. The non-competitive conversion must be effective on the date the service requirement is met or at the end of any approved extension, if applicable;

Participants in the PMF Program, who successfully complete all program requirements as outlined in 5 CFR Part 362, may be eligible for non-competitive conversion to a term or permanent position in the Competitive Service and

Conversion should be effective the next available pay period following the completion of program requirements.

Current employing agency must separate the PMF participant;

Servicing Employment Office must appoint the PMF participant without a break in service;

PMF participant does not begin a new period in the Program upon appointment;

All time served under the previous agency is credited toward the program requirements for non-competitive conversion eligibility to the Competitive Service and

If the move occurs within the first six months of appointment, the original appointing agency may request reimbursement of one-quarter of the placement fee from the IRS.