Each Personnel Action requires certain paperwork before the Personnel Action can be completed. This is a list of the required documents that HR needs for each Personnel Action.
There are many different types of monetary and non-monetary awards. Monetary awards require an FPPS action be submitted along with an Award Certification DI-451. If the award is based on the annual performance rating, the DI-3100 or DI-3100S (Employee or Supervisory Performance Appraisal) must be submitted, and the performance award documented on the DI-3100 or DI-3100S. No other form is required.
The U.S. Department of the Interior Performance Appraisal Handbook is available at:
|Change in Duty Station||
A change in duty station is used when moving an employee to a new geographic location and no other change occurs.
|Change in Headquarters||
A change in headquarters can result in a promotion, reassignment, or change to lower grade. The term "Change in Headquarters" is used when a current USGS employee accepts a position which will require a move from one headquarters to another. Your servicing Staffing Specialist/Assistant will issue the "Change in Headquarters Approval Notice" Form 9-1327 to the gaining employing office (AO) with the approval date. Once the gaining employing office (AO) receives the Change in Headquarters form with the approval date from the Personnel Office, they can move forward with the associated travel and relocation paperwork.
When the employee arrives in the new headquarters, the gaining employing office (usually the Administrative Officer or Assistant) must complete Part B of the "Change in Headquarters Approval Notice" Form 9-1327 and return it to the servicing Staffing Specialist/Assistant. The actual effective date of the promotion, reassignment, or change to lower grade will be the date the employee arrives in the new gaining employing office, even though arrival may be after working hours or on a non-workday.
If the relocation/moving costs are at government expense, the employee is required to complete an "Employment Agreement" Form 9-1263 agreeing to remain in the service of the Federal government for 12 months following the effective date of the change in headquarters. (NOTE: Form 9-1263 may be found in the internal Webforms site which requires a User ID (shortname or email address) and Internet Password )
|Change to Lower Grade||
A change to lower grade is the personnel action that moves an employee to a position at a lower grade. Some change to lower grade actions may occur because of performance issues others may be voluntary on the part of the employee.
|Change in Work Schedule or Change in Hours||
If the employee is changing their work schedule from full-time to part-time or intermittent, a memo from the employee is required requesting the change and stating how many hours per pay period they will be working.
A personnel action is NOT required if the employee will work the same number of hours per pay period but changing the days (i.e., Old Schedule = Mon-8hrs and the New Schedule = Tue-8hrs).
If the employee is changing their work schedule from part-time or intermittent to full-time, a memo is NOT required.
A detail is the temporary assignment of an employee to a different position for a specified period, with the employee returning to his/her regular duties at the end of the detail. The employee continues to occupy and receive pay for his/her position of record. Details are made in 120-day increments. Details to a higher graded position can not exceed 120-days in any 12-month period. Details to a position at the same grade or to a statement of duties (un-graded) can be indefinite.
|Leave Without Pay (LWOP) and Extensions of LWOP||
Only submit a Request for Leave Without Pay when the employee is going to be on LWOP for 30 consecutive days or more. An extension of LWOP action should be submitted prior to the expiration of the original LWOP.
9-1178 (NOTE: 9-1178 may be found in internal Webforms site which requires a User ID (shortname or email address) and Internet Password)
Proof, or a statement from the employee, that the name change has been reported to the Social Security Administration.
Note: Advise the employee that each State has laws on legal names and that a name change in the Official Personnel Folder is not a legal name change under State law.
(See also Temporary/Time- Limited Promotions)
A promotion is the nature of action used to document personnel actions that change an employee to a position at a higher grade level. There are several different types of promotions but the most common are career ladder, accretion, competitive, and noncompetitive.
A career ladder promotion is used when the employee has a full performance level that is higher than his/her current grade.
An accretion promotion can be used when there is demonstrated evidence of higher-level work; the old job is absorbed in the new job or is a natural successor to the previous position; the accretion action will not result in the creation of a new position; and the position is determined to have no further promotion potential beyond the grade level to which the employee is accreted.
A competitive promotion is used when an employee is selected through merit promotion procedures.
An employee may be noncompetitively promoted to a higher grade based on having held that grade previously or having previously held that full performance level on a permanent basis. Employees may also be promoted non-competitively for a period not to exceed 120-days in any 12-month period.
|Quality Step Increases||
Quality Step Increases (QSIs) are based on the current rating of record for Exceptional (Level 5) performance that is expected to continue. Employees can only receive one QSI per 52-week period. QSIs are requested on the DI-3100 or DI-3100S (Employee or Supervisory Performance Appraisal Form)
A Reassignment is the change of an employee from one position to another without promotion or change to lower grade. Reassignment includes: (1) movement to a position in a new occupational series, or to another position in the same series; (2) assignment to a position that has been re-described due to the introduction of a new or revised classification standard; (3) assignment to a position that has been re-described as a result of a position review; (4) movement to a different position at the same grade but with a change in salary that is the result of different locality payment.
|Request for Eligibles
Temp, Term, or Perm Appts
Documents required to recruit for temporary, term, or permanent appointments using merit promotion or delegated examining procedures include:
Documents required to recruit for positions being filled under one of the Pathways Programs, i.e., Career Intern, Temporary Intern, or Recent Graduate, include:
|Return to Duty||
Termination‑Exp of Appt
Removal - Coordinate with servicing Employee Relations Specialist
Death - Coordinate with servicing Benefits Specialist
Involuntary Terminations - Coordinate with servicing Employee Relations Specialist
TerminationAppt in - Used when a current employee transfers to another Federal Agency (outside of Dept of Interior). Work with your servicing Staffing Specialist/Assistant.
TerminationExp of Appt - Used when an employee is on a limited appointment and management wants to let the appointment expire on the not-to-exceed date instead of extending. Work with your servicing Staffing Specialist/Assistant.
Resignation - An employee can submit a letter of resignation or complete Employee Resignation/Reason for Retirement Form 9- 2056. The resignation should include the reason for the resignation, the effective date, and a forwarding address. (NOTE: Form 9-2056 may be found in internal Webforms site which requires a User ID (shortname or email address) and Internet Password)
Personnel will send the employee information regarding their health benefits, life insurance, and thrift savings plan when applicable.
FPPS Action (Select Employee Loss)
|Temporary or Time-Limited Promotion||
Time-Limited Promotions are for more than 1 year, NTE 5 years.
Note: Employees may be promoted non-competitively for a period not to exceed 120-days in any 12-month period, unless he/she held that grade previously or has previously held that full performance level on a permanent basis.
A within-grade increase (WGI) is an increase in an employee’s rate of basic pay by advancing to the next higher step after meeting length of service and performance requirements. The length of service requirements are as follows for GS positions:
Waiting periods begin from an employee’s initial appointment, last promotion, or last WGI, whichever most recently occurred. Waiting periods may be extended due to excess LWOP.
No FPPS action required – automatically generated by FPPS.
NOTE: If an employee’s performance is below the Fully Successful level and he/she has a WGI due, you should immediately consult with your servicing Employee Relations Specialist.