Frequently Asked Questions

Q: What is the Career Intern Program?

A: The Federal Career Intern Program is designed to help agencies recruit and attract exceptional individuals into a variety of occupations.  It was created under Executive Order 13162, and is intended for positions at grade levels GS-5, 7, and 9 or other trainee positions.  In general, individuals are appointed to a 2-year internship.  Upon successful completion of the internships, the interns may be eligible for permanent placement within an agency.

Individuals interested in Career Intern opportunities must contact specific agencies directly.  The Office of Personnel Management will not be the central source for career intern opportunities.

Q: May agencies fill any entry level job at the GS-5, 7, and 9 (or equivalent) using the Career Intern Program?

A:Yes. An agency may use the Career Intern Program for any occupation as long as the agency has determined that the occupation lends itself to a formal training and development component.

Q: Is public notice required when filling positions under the Career Intern Program?

A: No. Public notice is a statutory requirement under 5 U.S.C. 3327 and 3330 only when filling positions through the competitive examining process. However, agencies must follow merit principles when filling vacancies under the Career Intern Program.

Q: How does the Career Intern Program differ from the Presidential Management Internship (PMI) Program?

A: The Career Intern program differs from the PMI program in several ways:

• Career Intern Program has no nominating process;
• OPM does not administer the Career Intern Program;
• Agencies develop and implement their own Career Intern programs;
• Career Intern Program is not restricted to individuals with graduate degrees;
• Career Intern appointments may be made at any time during the year.

Q: May agencies make initial Career Intern appointments at grade levels other than GS-5, 7, or 9?

A:Yes. Agencies may make initial appointments at any grade level as long as the agency has an established 2-year training program at the grade level to which the Career Intern is to be appointed. Agencies may request OPM approval when filling Career Intern positions at other grade levels appropriate for the program.

Q: May agencies develop internship programs that will last more than 2 years?

A: Yes. Agencies must have OPM approval to develop or extend internships beyond 2 years. In these cases, internships may extend for up to 1 additional year. Agencies must submit their requests to: Director, Staffing Policy Division, Employment Service, 1900 E Street, NW., Room 6500, Washington, DC 20415.

Q: Are candidates subject to a new 2-year internship period if they move from one Career Intern position to another intern position?

A: No. Agencies are responsible for ensuring every intern is provided with at least 2 years of formal training. In a case of an intern transferring from one agency to another, time previously spent under a Career Intern Program counts toward the completion of the 2 year period if the intern is reappointed without a break in service. Agencies, at their discretion, may require additional training of Career Interns who move from one position to another to make sure the interns meet the new agency’s requirements. Any extension of the training program beyond 2 years must be approved by OPM.

Q: Does veterans’ preference apply in the selection of Career Interns?

A: Yes. Veterans’ preference applies to the selection of Career Interns. Since Career Interns are appointed to positions in the excepted service, agencies must follow the procedures described in 5 CFR 302. There are many options for applying preference within the excepted service. An agency may consider candidates:

• using a numeric rating and ranking system;
• according to preference categories (i.e., preference and non-preference);
• or developing procedures that would grant as much preference in referral as the procedures used in 5 CFR 302

Q: Are the Career Intern regulations exempt from 5 CFR 302 procedures?

A: The Executive order establishing the Career Intern Program does not exempt agencies from the Veterans Preference Act of 1944, as amended, or from applying part 302 procedures. Consequently, there is no legal basis for exempting these appointments from the procedures of 5 CFR 302. Agencies must establish specific rules and procedures for accepting, rating, and ranking applications in accordance with 5 CFR 302.

Q: Will Career Interns be subject to a probationary period after they are converted to the competitive service?

A: No. Career Interns will not be required to serve a probationary period following their conversion to the competitive service. The 2 years the employees spend on the excepted appointment will serve as the employee’s probationary (trial) period.

Q: If an agency selects one of its current career or career conditional employees as a Career Intern, does the agency have to return the employee to his or her former position if the employee does not successfully complete the internship?

A: Yes. If the employee fails to complete the program for reasons unrelated to misconduct or suitability, the agency is obligated to place the employee back in a position of equivalent status, tenure, and pay as the position the employee left.

Q: When filling positions covered under the Luevano consent decree, are agencies required to use the Administrative Careers with America (ACWA) approved assessments?

A:Yes. Agencies must use the appropriate ACWA assessment or rating schedule when filling positions covered under the Luevano consent decree through the Career Intern Program. However, public notice is not required when filling these positions.

Q: If the Career Intern Program is an excepted service program, why must we use Luevano approved rating schedules and assessments? Doesn’t the use of these instruments defeat the purpose of an excepted appointing authority?

A: The Luevano consent decree specifies that the alternate examining procedures be used when filling any position covered by the decree. The language of the consent decree does not make a distinction between the competitive or excepted services when filling these covered positions. For this reason, the Luevano approved rating schedules and assessments must be used. Also, on the advice of the Department of Justice, OPM considers all covered occupations, even positions that are removed from the competitive service, as still covered for purposes of applying the alternate examining procedures. Finally, the decree states, “…the defendants shall not be relieved of their obligations under the Decree by any subsequent executive order or regulation.”

Q: Can ALL agencies directly administer the ACWA approved assessments to evaluate applicants for Career Intern positions covered under the Luevano consent decree?

A:Yes, but only if the agency has signed a delegated examining agreement for Luevano positions, and has been trained and certified by OPM to use the ACWA approved assessments, will the agency be able to administer the assessments itself. The assessments must be given to the agency’s certified test security officer.

Q: When filling positions covered under the Luevano consent decree, are agencies required to submit race and national origin (RNO) reports to OPM?

A:Yes. Agencies must report RNO data on all individuals who apply for Career Intern positions covered under the Luevano consent decree.

Q: Can agencies use the Outstanding Scholar authority to fill Career Intern positions in the excepted service?

A: No. If an agency is using the Career Intern Program to fill positions in the excepted service that are otherwise covered by the Luevano consent decree, it may not use the Outstanding Scholar authority as a supplement. Agencies may use the Outstanding Scholar authority only as a supplement to competitive examining for Luevano covered positions.

Q: In applying 5 CFR 302, employment in the excepted service, to positions covered by the Luevano consent decree, may an agency develop its own method for applying veterans’ preference?

A: No. Because the Luevano rating schedule produces a numeric score, agencies must consider applicants according to the applicants’ veterans’ preference and numerical ranking as defined in 5 CFR 302.