205.1 - Personnel Management
5/6/04
Office of Primary Responsibility: Office of Personnel
Instructions: Appendixes B and C were updated in the February 4, 2002 reissuance of this chapter on personnel management delegations. Appendixes A, D, E, and F were reissued without change, pending their review and update by the bureau’s personnel office. This issuance updates Appendix A. Appendix D was updated and reissued on November 25, 2002 and Appendix F on June 3, 2003. Appendix E is current. In addition, this issuance revises Appendix B, section C-4, to correct the amount for Non-Monetary Recognition Nominal Value. (Appendix B was revised on February 17, 2004 to change RIF delegations.)
1. General. Servicing personnel office staff is available to: Interpret Federal rules and regulations; Explain the bureau/regional personnel process; and Advise, assist, and consult on any issue.
2. Authority Redelegated . Personnel management authority is delegated to the Director by 220 DM 10.1, subject to limitations established by 205 DM 8. The Deputy Director is authorized to exercise all of the Director's authorities (see SM 200.1.2). Subject to the limitations of 220 DM 10.1 and 205 DM 8, personnel management authority has been redelegated as described in, Appendix A, "Jurisdiction of Personnel Offices," Appendix B, "USGS Delegations of Personnel Management Authority," Appendix C, "Generic Delegation Levels Established to Facilitate Common Business Practices," Appendix D, "Delegation of Authority - Details," Appendix E, "Authorization to Administer Oaths," and Appendix F, "Requesting Approval of Personnel Actions." Managers and supervisors do not relinquish the power to exercise the authorities delegated to their subordinates (see SM 200.2 Redelegations).
In accordance with Office of Personnel Management requirements, official personnel folders, employee performance files, and employee medical folders are maintained by the personnel office having authority to process personnel actions.
3. Policy. All personnel actions taken (and awards given) need to be aligned with the bureau strategic goals and consistent with the bureau 's work force plan. The USGS uses position management to determine the need for filling vacancies. See the Office of Human Resources' Personnel Website for information on position management.
__________________________________________Appendix A
Appendix B
Appendix C
Appendix D
Appendix E
Appendix F
Procedures
for Implementing a Reduction in Force