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What is the Indian Preference Policy?
Preference in filling vacancies is given to qualified Indian
candidates in accordance with the
Indian
Preference Act of 1934 (Title 25, USC Section 472). Verification Form
BIA-4432 must be submitted with the application if claiming Indian preference.
Consideration will be give to non-Indian applicants (status or reinstatement
eligibles) in the absence of qualified Indian Preference eligibles.
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I am a teacher looking for a job, what is the process and what must I do to
apply?
The Bureau of Indian Education 185 schools
in 23 states and located on or near 63 reservations. Vacancy announcements
may be found in several places. You can follow the
"job opportunities" bar at the top of each page in this web, or you can find
information on all government jobs through the Office of Personnel Management's
website at
www.opm.gov. In
addition, applicants may apply directly to the school. A list of schools
serviced by this Human Resources Office can be found
here,
or you may obtain a list of all 185 schools by checking the BIE (formerly
OIEP) website: www.oiep.bia.edu.
To view schools by state, try this link in this
website.
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I am
interested in a Federal job with the Bureau of Indian Education, how do
I apply?
To search for a Federal job, go to website
www.usajobs.opm.gov and click on agency. Select the
Bureau of Indian Affairs listed under the Department of the Interior and select
the state where you would like to be employed. Click on submit and view the
jobs available from that state. You may build your resume and submit your
application on line or follow the instruction on the job announcement.
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What type of format can I use to apply for
a Federal government job?
You may apply for most jobs with a resume or
the OF 612, Optional Application for Federal
Employment, or any other written format consistent with OPM OF510.
Although the Federal government does not require a standard application form for
most jobs, we do need certain information to evaluate your qualifications and
determine if you meet legal requirements for Federal employment. If your resume
or application does not provide all the information requested in the job vacancy
announcement, you may lose consideration for a job. Help speed the selection
process by keeping your resume or application brief and by sending only the
requested material.
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I need more information on how to apply for a job on the website USAJOBS, what
should I do?
Once you are at the website
www.usajobs.opm.gov select
Frequently Asked Questions (FAQs) on main menu. There you will find information
on how to apply, employment initiatives, employment issues, compensation,
veteran’s preference and student opportunities.
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What incentives and bonuses are available to
Office of Indian Education Programs employees?
There are several Federal incentive and bonus programs available to recruit and
retain employees. They are: Federal Student Loan Repayment Programs;
Recruitment Bonus; Relocation Bonus, Retention Bonus and a Referral Bonus.
Applicants must check with the hiring agency to see if the agency offers these
programs and if the applicant qualifies.
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What is a recruitment bonus, and who is
eligible for one?
A recruitment bonus
is a lump-sum payment of up to 25% of basic pay that an agency may pay to an
employee newly appointed to a position that would otherwise be difficult to
fill. In return, the employee must sign an agreement to fulfill a period of
service with the Agency. Agencies may pay
recruitment bonuses to eligible individuals who are appointed to general
schedule (GS), prevailing rate (WG), senior-level and scientific or
professional, Senior Executive Service (SES) and Executive Schedule positions.
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Who may receive a relocation bonus?
Agencies may pay
relocation bonuses to eligible employees who are appointed to general schedule,
prevailing rate, senior-level and scientific or professional, senior executive
service and executive schedule positions.
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What are retention allowances and who may be
paid one?
Retention
allowances are continuing (i.e., bi-weekly) payments of up to 25% of basic pay
that an agency may pay to help retain an employee.
Agencies may pay
retention allowances to an eligible employee holding a general schedule,
prevailing rate, senior level and scientific or professional, senior executive
service and executive schedule position.
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What is the Student Loan Repayment Program,
and what is the minimum period of service an agency may require an employee to
fulfill in order to receive student loan repayment benefits.?
Any employee (as defined in 5 USC § 2105)
who is highly qualified is eligible to receive a student loan repayment, except
those employees who currently occupy or will occupy a position excepted from the
competitive service because of its confidential, policy-determining,
policy-making, or policy-advocating character. Under the provisions of 5 CFR §
537.104 agencies may offer loan repayment benefits to:
Temporary
employees who are serving on appointments leading to conversion to term
permanent appointments;
Term
employees with at least three years left on their appointments;
Permanent
employees (including part-time employees); and
Employees
serving on excepted appointments with conversion to term, career, or career
conditional appointments (including, but not limited to, career intern or
Presidential Management Intern appointments).
A service requirement must be set for a
period of time not less than 3 years. Agencies may require service agreements
of more than 3 years.
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What is the purpose of New Employee
Orientation and what is the Supervisory/Managerial responsibility for the new
employee orientation?
The main objective is to provide information that will help
new employees understand the history of the Bureau of Indian Affairs and the
Bureau of Indian Education, an overview of employee programs and
benefits, the mission, vision and strategic plan for the BIE, the function and responsibilities of their position and
organization, and the conditions of Federal Employment. Supervisors and managers have the ultimate responsibility for
orienting new employees. The success of new employees may depend on how well
supervisors and managers carry out this responsibility. New employees must be
provided sufficient time for participation in and completion of orientation
activities and programs. Supervisors and managers must assign a sponsor,
complete a checklist, and provide feedback on how well the orientation program
prepares their employees for their new jobs.
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What is considered to be a gift?
A gift may include
but is not limited to a gratuity, favor, discount, cash, gift certificate,
entertainment, hospitality, loan, forbearance, or other items having monetary
value. It also applies to services as well as gifts or training,
transportation, local travel, lodgings and meals. Some gifts may be
waived, see your Ethics Officer for advice.
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May I use my Government earned
frequent flyer miles for personal use?
Yes.
Effective December 28, 2001, Congress signed into law that Federal employees may
keep all frequent flyer points and the earned points may be used for personal
travel. This includes points earned from lodging, car rental, meals and
points earned and saved from past travels. In addition, Federal employees
may keep any benefits the airlines may offer when an employee gives up their
seat; provided that the employee's duties are not adversely affected and there
is no additional cost to the Government.
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May
I accept payments from a non-federal source to attend training?
A provision under
Title 31, USC 1353, authorizes the acceptance by executive branch agencies of
payments for travel subsistence, and related expenses from non-federal sources
in connection with the attendance of employees at certain meetings or similar
functions. Prior approval must be granted, see your Ethics Officer for
further advice.
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May I serve on a tribal election
board or school board?
If you are a BIA
employee, the answer is NO. If you are employed by a grant or contract
school, check with your business manager or supervisor for details.
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When is the performance appraisal rating period?
The rating period begins on July 1st
of each year. Supervisors have 60 days to develop a new performance plan
for each employee. June 30th is the ending date of the rating period, and
supervisors have 60 days to finalize the employee's appraisal.
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What is an Employee Performance Appraisal Plan (EPAP)?
A Performance Plan is the
employee's critical results, standards and performance indicators.
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What form is used to document the
employee's performance?
Use Employee Performance
Appraisal Plan (EPAP), Form DI-3100 for Non-Supervisory personnel and a DI-3100S
for Supervisors. Both forms are available on the
Performance Management page of
this website.
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Does every employee have to receive training on the DOI Performance Management
Training System?
Yes. Employees
must sign off on part A-3 of their EPAP that training has been provided and
received. If employees are unable to attend a formal training, then use the
Training Material - Understanding Performance Management, which is available
on the Performance Management
page of this website.
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How often do supervisors have to meet with employees concerning their
EPAP?
At least
twice during the rating period for bargaining unit employees and at
least once during the rating period for non-bargaining unit employees.
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How long must an employee serve in a position to become eligible for a
rating?
90 days
from the date an employee is issued an EPAP.
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How long must a supervisor serve in his or her position to rate
employees?
90 days
from the date the supervisor establishes an EPAP for employees.
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What is the difference between poor performance and misconduct?
Performance is “I can’t” and Misconduct is “I won’t”
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How do I address poor
performance?
1.
Communicate
expectations and performance problems.
2.
Provide
employees with an opportunity to improve.
3.
What action
to take? (Call your Employee/Labor Relations Specialist)
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How do I
issue a Performance Improvement Plan (PIP)?
Call your
assigned ER/LR Specialist.
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Can an
employee appeal his or her final EPAP rating?
Yes. When
possible, the employee and rating official should informally attempt to
resolve any disagreement about the performance appraisal and/or rating.
This informal discussion should take place within 7 calendar days of the
employee’s receipt of the EPAP form, and the rating official’s decision
must be communicated to the employee either verbally or in writing,
within 7 calendar days of the informal reconsideration discussion.
If an agreement
cannot be reached informally, the employee may request a formal
reconsideration of their rating through the servicing Human Resources
Office.
To request a formal
reconsideration, the employee should send a written request to the Human
Resources Office within 7 calendar days of receipt of decision of the
informal meeting. Please refer to the Reconsideration Process located in
the
Performance Appraisal Handbook for appropriate formal
reconsideration procedures. |
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How can a new job category standard be added?
Pursuant to 62 BIAM 11.15, “New
job categories may be established only by the Director. To request a new job
category, an Education Line Officer must submit to the Director a proposed
definition and statement of qualifications in the same format as existing job
categories. Justification and rationale must also be submitted to support the
establishment of the new category. If approved, the position category and
qualifications will be issued for inclusion in the Education Position Categories
and Qualification Handbook or will be authorized for a specific position only,
at the discretion of the Director.”
To ensure
sound and consistent job categorization system, the proposed new job
category description along with the justification and rationale are to be
submitted through the Education Line Officer to Human Resources Services,
Albuquerque, NM. Human Resources Services will conduct an analysis of the
proposal, survey the Education Line Officers for comments, and based on the
results, recommend approval/disapproval of the new Job Category to the
Director, OIEP. Once approved, it will be distributed for immediate use.
Human Resources will maintain the original job category description.
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Is a position description required for P.L. 95-561 Education Contract
Personnel position?
Virtually every nonpolitical
position in the Federal Government requires a position description. For
Contract Education positions, Education Line Officers as outlined in 62 BIAM
11.15 (C), are delegated the authority to establish education positions in
approved job categories for their line office and schools. In reference to
policy memorandum, “Position Descriptions” (dated September 25, 1997), is
required for all positions in the Office of Indian Education Programs, including
schools and dormitories.
The
supervisor is responsible for assigning duties and responsibilities, writing
position descriptions, and maintaining accurate position descriptions. The
position description should address the major duties and responsibilities,
level of responsibility, education and experience requirements, and physical
requirements. Any special requirements such as licenses or certificates, or
pre-employment medical screening should be included. In addition to
business managers locally, classification staff of Human Resources Services
is available to offer technical advice and assistance, but they have only a
general impression of what the duties of the position might be. Management
must take the lead and provide the facts. In some cases, like a revision,
an employee input is a valuable resource that should not be overlooked. The
writing of a position description, therefore, is a cooperative effort with
management, business managers and classification staff, and, in certain
cases, the employee input to the final product.
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Is an organization chart required to process position actions under P.L.
95-561?
In 62 BIAM 11.17,
there is a requirement for a current organizational chart to process
position actions. According to this subpart, Education Line Officers are
responsible for maintaining current organizational charts and functional
statements. Organizational charts are to show the position number, title,
pay plan, series or job category, and pay level or grade for each funded
position. The school principal or other supervisor, school board, and
appropriate Education Line Officer should sign it. The same section
specifies, “No personnel action will be processed unless the position
involved is covered by an organizational chart approved by the appropriate
Education Line Officer.”
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How is a position of mixed job categories categorized?
General classification concept
governing position involving more than one kind of work (i.e., different job
categories) is normally classified on the basis of the paramount
requirements and the highest level of work performed. Often the appropriate
series is based on the highest-pay level of work that is performed for a
majority of the time, e.g., at least 51 percent of the time. However, the
highest level of work may not be the most appropriate job category for the
position. Therefore, a job category should be determined only after
considering the purpose of the position, paramount qualification required,
sources of recruitment and line of progression.
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Under Title 5, if more work is assigned to a position, can it be upgraded?
Each grade level represents a range of duties and
responsibilities. The work of a position may expand and even become more
difficult without affecting the grade. For example, several positions in a
given organization may look identical on paper, sharing the same series and
grade, but there may, in fact, be some variations in how the work is
performed. One of the positions may be in the lower part of the grade
range, another in the middle, and the third in the upper part of the range.
To a limited degree, the standard used to evaluate the work will accommodate
shades of difference from one position to another. Adding more of the same
kinds of work or increasing the volume of work, will not raise the grade.
The assignment of different kinds of duties or increased complexity in some
cases may have an impact on the title, series or grade of the position. |
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