HHS Workforce Optimization Initiative

Career Transition Assistance Program (CTAP) provides current HHS employees selection priority over other applicants for vacancies within the Department/HHS, if they:

1. Meet the definition of ‘surplus’ or ‘displaced’ at 5 CFR 330.602;
2. Have a current performance rating of record of at least fully successful (or equivalent);
3. Apply for a vacancy at or below their current grade level and without greater promotion potential than the position from which they occupy or may be separated;
4. Occupy a position in the same commuting area of the vacancy; and
5. Apply for a specific vacancy within the advertised open period; provide proof of eligibility (i.e., one of the documents listed at 5 CFR 330.602 or 612); and meet HHS’ definition of ‘Well Qualified’ for the specific vacancy.

HHS’ Well Qualified Definition. An applicant is well-qualified when they:

1. Meet the eligibility requirements and qualification standards for the position, including the minimum educational and experience requirements; any medical qualification requirements, and suitability;
2. Meet any selective placement factors described in the vacancy announcement;
3. Is rated above minimally qualified, or when candidates are not rated or ranked, the candidate’s competencies (i.e., knowledge, skills, and abilities) clearly exceed the minimum qualification requirements for the position);
4. Is able to perform the essential duties of the position, with or without reasonable accommodation; and
5. Is able to satisfactorily perform the duties of the position upon entry.

Eligibility Period begins on the date an HHS employee receives a RIF notice or notice of proposed removal and meets the definition of a surplus or displaced employee (at 5 CFR 330.602). It ends on the date one (1) of the following occurs:

1. Employee separates from HHS either voluntarily or involuntarily;
2. Employee receives a notice rescinding, canceling, or modifying the notice which gave the employee CTAP eligibility (the employee no longer meets either the surplus or displaced definition);
3. Employee declines an offer of an HHS permanent appointment at any grade or pay level;
4. Employee is appointed to another HHS position at any grade or pay level, either permanent or time-limited before the employee is separated;
5. Employee is appointed to a career, career-conditional, or excepted service appointment without time limitation in another executive agency at any grade or pay level; or
6. Employee fails to reply to an offer of a permanent appointment at any grade or pay level within seven (7) business days.

Interagency Career Transition Assistance Program (ICTAP) provides former HHS employees selection priority for vacancies at other federal agencies (outside of the Department/HHS), if they:

1. Meet the definition of ‘displaced’ employee, as defined at 5 CFR 330.702;
2. Have a current performance rating of record of at least fully successful (or  equivalent);
3. Apply for a vacancy at or below the employee’s current grade level and without greater promotion potential than the position from which the employee occupied or may be separated from;
4. Occupied a position in the same commuting area of the vacancy;
5. Submit an application for a specific vacancy within the advertised open period, and provide proof of eligibility (one of the documents listed at 5 CFR 330.702 or 710); and
6. Meet the definition of ‘Well Qualified’ advertised in the federal agency’s vacancy announcement.

Eligibility Period. The eligibility period begins on the date the HHS employee receives the RIF notice or notice of proposed removal and meets the definition of a displaced employee (at 5 CFR 330.702).  It ends on the date one of the following occurs:

1. One (1) year from the date of:
   1. RIF separation; or
   2. Removal for declining a geographic relocation outside the same commuting area as the position they occupied.
2. Two (2) years from the date of RIF separation for persons eligible for positions restricted to preference eligibles (5 CFR Part 330, Subpart D).
3. On the date the ICTAP candidate:
   1. Receives a notice rescinding, canceling, or modifying the notice which gave the employee ICTAP eligibility (the employee no longer meets the displaced definition);
   2. Separates for any reason before the RIF or removal effective date;
   3. Is appointed to a career, career-conditional, or excepted service appointment without time limitation in any executive agency at any grade or pay  level;
   4. Declines an offer of a permanent appointment at any grade or pay level; or
   5. Fails to reply within seven (7) business days to an offer or official availability inquiry for a permanent appointment at any grade or pay level.

HHS Reemployment Priority List (RPL) provides priority reemployment consideration for vacancies within HHS to HHS competitive service employees on career or career-conditional appointments who have/will be separated by RIF.

An RPL registrant’s most recent performance rating of record must be at least fully successful or equivalent; and cannot have declined an offer of employment under RIF with the same type of work schedule and pay level as the position from which they will be separated.

Eligibility Period:

1. Two (2) years from the date of RIF separation; or
2. On the date the RPL registrant:
   1. Declines or fails to reply to an offer of a career, career-conditional, or excepted appointment position without time limit, with the same work schedule and pay level as the position from which the registrant was or will be separated;
   2. Receives a written cancellation, rescission, or modification to a RIF separation notice or Certification of Expected Separation so the employee no longer meets the conditions of a RPL registrant;
   3. Separates from HHS for any other reason (such as retirement, resignation, or interagency transfer) before the RIF separation effective date;
   4. Requests their servicing HR Center to remove their name from the RPL;
   5. Is placed in a position without time limit at any grade or pay level within HHS; or
   6. Is placed in a position via a career, career-conditional, or excepted appointment without time limit at any grade or pay level in any federal agency.

How to Register for HHS RPL:

1. Employees must register for the RPL on or before their RIF separation date. Employees are eligible to register for the RPL for positions within the same commuting area and grade level as the position they will be separated from (5 CFR 330.206). RPL eligibles may specify conditions they will accept, including:
   • Additional occupation(s) and series;
   • Grades lower than the position from which the registrant was/will be separated;
   • Type of appointment, i.e., permanent and/or time-limited; and
   • Minimum hours of work per week, if currently on a less than full-time work schedule.

If you wish to register, complete the RPL registration form and email it to your servicing HR Center Priority Placement Coordinator (PPC) listed at the bottom of this page within the registration timeframe (described immediately above).

Employees should print the completed PDF, then scan and email the form to their servicing HR Center for processing. If you have any questions, please contact your HR Center directly.

HHS Priority Reemployment List (PRL) provides priority reemployment consideration for excepted service vacancies within the Department/HHS to HHS excepted service employees who have/will be separated by RIF from an excepted service appointment without time limit.

Eligibility Period:

1. Two (2) years from the date of RIF separation; or
2. On the date the PRL registrant:
   1. Is placed in a position without time limit;
   2. Declines an offer of excepted appointment without time limit;
   3. Fails to reply to an inquiry concerning a specific position with the same work schedule and pay level as the position from which the registrant was or will be separated; or
   4. Requests their servicing HR Center to remove their name from the PRL.

How to Register for HHS PRL:

1. Employees must register for the PRL on or before their RIF separation date. Employees are eligible to register for the PRL for positions within the same commuting area and grade level than the position they will be separated from (5 CFR 302.303(b)). PRL eligibles may specify conditions they will accept, including:
   • Additional occupation(s) and series;
   • Grade(s) lower than the position from which the registrant was/will be separated;
   • Type of appointment, i.e., permanent and/or time limited; and
   • Minimum hours of work per week, if currently on a less than full-time work schedule.

If you wish to register, complete the PRL registration form and email it to your servicing HR Center Priority Placement Coordinator (PPC) listed at the bottom of this page within the registration timeframe.

Employees should print the completed PDF, then scan and email the form to their servicing HR Center for processing. If you have any questions, please contact your HR Center directly.