US · guidance
BOP Program Statement 3300.03 § 18
DISCIPLINARY PENALTIES
Any official found to have committed a prohibited personnel practice, operated outside of merit
systems principles, or improperly discriminated on the basis of an employee’s race, color, religion,
sex, gender identity, genetic information, sexual orientation, national origin, political affiliation,
marital status, parental status, non-disqualifying physical or mental disability, labor organization
affiliation or non-affiliation, personal favoritism, or any other non-merit factors, in the assessment
or selection of an employee, may be subject to disciplinary action as circumstances warrant.
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Section 10. Modifying Qualifications Standards For Inservice Placement
The Office of Personnel Management has authorized agencies to modify experience requirements
for certain inservice placement actions. To ensure the authority is used appropriately and that
applicants are given fair consideration, the following policies, guidelines, and procedures in this
section will be used when modifying qualification standards.
References
Office of Personnel Management, General Schedule Qualifications Policies, Application of
Qualifications Standards
1. PROVISIONS FOR USE OF MODIFIED STANDARDS
The normal experience requirements may be modified when the applicant’s background includes
related experience that demonstrates the Knowledge, Skills, and Abilities/Competencies necessary
for successful performance in the new position. Either the general experience requirement or the
specialized experience requirement or both may be modified.
Selective factors, minimum education, and licensure or certification requirements may not be
modified.
Experience requirements may be modified only if the applicant is being considered for
reassignment, voluntary change to lower grade, or transfer or reinstatement to the same or lower
grade than that currently or previously held. Experience requirements may be modified for
reassignment, change to lower grade, transfer, or reinstatement to a position with greater
promotion potential than the current position under merit promotion procedures. Applicants for
immediate promotion must meet the full experience requirements described in the qualification
standard.
2. WHEN TO USE MODIFIED STANDARDS
Two of the objectives of the Bureau of Prisons’ merit promotion plan are to provide an effective,
fair method of evaluating applicants and to give the selecting official a choice from among the
best-qualified applicants for a position. Normally, the process involves making an initial
determination about the applicant’s qualifications by comparing the experience with the
qualification standard. Occasionally, it may be decided that applicants who do not meet all of the
experience requirements in the standard can still be expected to perform successfully in the new
position because they have closely related experience. On these occasions, it is appropriate to
modify the experience requirements. Placement in Details, trainee, or upward mobility positions
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are appropriate uses of modified standards. The authority to use modified standards should be
used sparingly.
3. HOW TO MODIFY STANDARDS
Before deciding to use a modified standard, the HR Manager, in consultation with the HRSC, will
determine whether the normal experience requirements can be modified and what the modified
requirements should be. Modified experience requirements must demonstrate the applicant
gained the necessary KSAs/Competencies through related experience.
4. PROCEDURES
a. Vacancy Announcement. When a modified standard is used, the vacancy announcement
must identify the modified requirements to be met. The following language will be noted on the
vacancy announcement:
In accordance with the OPM instructions contained in the General Schedule Qualifications
Policies, Application of Qualifications Standards, experience requirements may be modified.
Applicants may qualify on the basis of related experience that provided evidence of (list
KSAs/Competencies).
b. SF-52 and SF-50. When a selectee qualifies under a modified standard, the SF-52 and the
SF-50 documenting the selection will include a remark that the selectee qualified based on a
modified standard.
c. Subsequent Promotions. Selectees whose placement in a position was based on a modified
standard are eligible for subsequent promotions based on the add-on rule. Qualifications rating
sheets for subsequent promotions will document that the applicant qualifies under the add-on rule.
Further discussion of the add-on rule can be found in the General Schedule Qualifications Policies
under Application of Qualifications Standards, (8) Special Inservice Placement Provisions.
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Section 11. Pass/Fail System For Introduction to Correctional Techniques
It is essential that all staff working in a correctional environment be at least minimally proficient in
the Knowledge, Skills, and Abilities (KSAs) needed for correctional work. Validation research
has identified these critical KSAs. Therefore, the attainment of proficiency in these areas,
operationally defined as the successful completion of the Introduction to Correctional Techniques
Program (ICTP), is a condition of employment for all staff in correctional institutions.
In order to obtain the necessary KSAs, all covered employees must successfully complete the
ICTP. Successful completion is defined by the attainment of an acceptable level of performance,
as defined by the Staff Training Academy, in three areas; firearms, physical abilities, and a written
test of job knowledge. Physicians and dentists may elect to waive, and chaplains and PHS staff
do not participate in, the firearms portion; however, the other evaluative areas are applicable.
(Physicians and dentists electing to waive firearms, chaplains, and PHS staff will be required to
complete the Correctional Services Cross Development Course or the Program Review Cross
Development Course if the latter was already completed, in place of the firearms requirement.)
Students must perform at an acceptable level in all three areas.
References
Program Statement Physical and Medical Standards for Newly Hired Correctional
Employees
Program Statement Employee Development Manual
1. EMPLOYEES COVERED
All employees appointed after December 31, 1983, to positions defined as primary law
enforcement positions and whose appointments meet the following conditions are covered:
■ Career and career-conditional appointments, including reinstatements and transfers.
■ Excepted service appointments exceeding one year and temporary appointments for which
there is an expectation of conversion to a permanent appointment.
■ Reinstatements of former Bureau of Prisons employees whose break in service (from the
Bureau of Prisons) exceeds three years.
■ Public Health Service employees and officers stationed in a correctional facility are also
covered by these pass/fail requirements.
The pass/fail requirement for the physical abilities testing component of the ICTP is in effect for
staff entering on duty after January 1, 1997.
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Any employee appointed to a non-law enforcement position after December 31, 1983, and who
attends the ICTP, but does not satisfactorily complete the training, is not eligible to be assigned to
a primary law enforcement position. Selection of a non-law enforcement employee for a law
enforcement position in which the employee did not have the opportunity to successfully complete
the ICTP is considered tentative. Only upon successful completion of the ICTP may the selection
be finalized and the employee allowed to begin the relocation process.
2. NOTIFICATION OF REQUIREMENT
Requests for certificates of eligibles and vacancy announcements will include a notice that
successful completion of the ICTP is a condition of employment.
Prospective employees for law enforcement positions will be notified of the requirement to
successfully complete the ICTP at the time of the panel interview or prior to selection, if currently
employed with the Bureau. Non-law enforcement employees will acknowledge the requirement
to successfully complete the ICTP before selection into a law enforcement position. Applicants
and employees initially assuming a law enforcement position will acknowledge this requirement
by signing BP-A0138, Employee Notification of Federal Prison System Training Requirements
(Law Enforcement Officer Applicants Only).
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Section 12. Pathways Program
The objective of the Pathways Program is to provide internships and meaningful training and
career development opportunities within the Federal Bureau of Prisons to students. The
following information outlines regulations and procedures to administer the Pathways Student
Internship programs.
References
5 CFR 362
OPM Pathways Transition and Implementation Guidance
DOJ Policy Statement 1200.01
DOJ Pathways Internship Program Memorandum Of Understanding (between DOJ and the BOP)
1. WRITTEN AGREEMENT TO ADMINISTER PATHWAYS PROGRAMS
The Bureau of Prisons must enter into a Memorandum of Understanding (MOU) with the
Department of Justice establishing governing requirements for the Pathways program. The MOU
must be signed prior to Intern appointments within the Bureau, and renewed every two years.
2. TYPES OF PATHWAYS PROGRAMS
The Pathways Program is comprised of three program areas, each subject to its own eligibility
requirements and terms of appointment:
■ Student Internship Program. Provides students (including summer positions) with paid
opportunities to work and explore Federal careers while still in school.
■ Recent Graduates Program. Provides opportunities for recent graduates to explore Federal
civil service employment, and engage in a 1-year career development program.
■ President Management Fellows Program. A leadership development program for
advanced degree candidates.
3. STUDENT INTERNSHIP PROGRAM
a. Eligibility. Students must have been accepted for enrollment or be enrolled and seeking a
degree (diploma or certificate) in a qualifying educational institution on a full- or half-time basis.
An overall Grade Point Average of 2.5 is required and must be maintained throughout the duration
of the internship.
b. Appointment Authority: Schedule D: 213.3402(A). Student Internships are subject to one
of two appointments: Temporary NTE (appointment not to exceed 1 year), or EXC Appointment
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(appointment more than 1 year). An end date for either appointment must be specified in the
Participant Agreement with the Intern.
c. Conversion to Competitive Service. A Student Intern may be non-competitively converted
from the Internship Program to a term or permanent position in the competitive service.
However, conversion is not mandatory or guaranteed. Eligibility must be based on all terms in
Section 5 CFR 362.204, including:
■ U.S. citizenship.
■ Successful completion of educational requirements.
■ Minimum completion of 640 hours of work experience while enrolled as a full- or half-time
degree-seeking student.
■ Meeting OPM qualification standards for the position to which the intern will be converted.
■ Maintaining acceptable performance under the Performance Appraisal system.
■ A favorable recommendation for conversion from a supervisor.
■ Waiver up to 320 hours may be considered credited and applied to the 640 hours for certain
non-Federal career-related internship program experience, volunteer service, or active duty
military service.
d. Student Schedules. Interns may be appointed at any time during the year, and may work a
full-time or part-time schedule based on the Participant Agreement. The Human Resource Office
is responsible for establishing work schedules for Interns in accordance with 5 CFR 610.121. The
Human Resource Office and the student should agree on a formally arranged schedule of school
and work that does not interfere with the student’s academic schedule or performance, supports
completion of the educational program, and ensures the Internship program is accomplished in a
reasonable timeframe.
e. Break in Program. Interns must provide, in writing, a request for a break in program to the
Supervisor and Human Resource Office immediately. The written statement must include a
justification and an expected date of return. The request must be forwarded to the Human
Resource Regional Office for approval. Requests will be reviewed on a case-by-case basis.
f. Separation. A student intern may be separated for the following reasons:
■ Misconduct, poor performance, or suitability.
■ Failure to maintain eligibility to participate.
■ Expiration of appointment.
■ Reduction in Force.
■ Budgetary constraints.
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■ Lack of work.
Interns may resign or withdraw voluntarily at any time during the program.
g. Termination. An Intern appointment expires 120 days after completion of the designated
course of study, unless the participant is selected for noncompetitive conversion under 5 CFR
362.204, or expiration of the temporary Internship appointment.
4. RECENT GRADUATE PROGRAM
a. Eligibility. Applicants must apply within two years of degree or certificate completion,
except for veterans precluded from doing so due to their military service obligation, who have up
to six years after degree or certificate completion. Successful individuals are placed in a
dynamic, two-year career development program.
b. Appointment Authority: Schedule D: 213.3402(b) Initial appointments may be made up
to:
■ GS-9 (or equivalent).
■ GS-11 (or equivalent). For candidates with degrees in the STEM fields (science, technology,
engineering, and math), if the individual possesses a Ph.D or equivalent degree from a
qualifying institution directly related to the position being filled.
■ GS-12 (or equivalent). For candidates who possess a Ph.D or equivalent degree directly
related to the position being filled.
c. Conversion to Competitive Service. A Recent Graduate may be noncompetitively
converted to a term or permanent position in the competitive service. To be eligible for
conversion, a Recent Graduate must:
■ Be a U.S. citizen.
■ Successfully complete all requirements of the program.
■ Maintain acceptable performance under the Performance Appraisal system.
■ Meet OPM qualification standards for the position to which the intern will be converted.
Recent Graduates converted to term positions may later be noncompetitively converted to
permanent positions. Once appointed to a career or career conditional position, time spent on the
Recent Graduates appointment may be credited toward completion of the probationary period.
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The noncompetitive conversion must occur upon successful completion of the 1-year program
period or at the end of the 120-day approved extension. Under no circumstances can a
Recent Graduate appointment exceed 2 years, plus a 120-day extension.
If participants are not converted on the date of their service requirement, or at the end of the
120-day extension, their appointments must be terminated.
d. Movement Within the Bureau of Prisons. Recent Graduate interns may apply for and
accept a new Recent Graduate appointment provided it meets all of the requirements for
participating in the Recent Graduates Program. To move to a new appointment, a Recent
Graduate must separate from the current appointment and be appointed to a position without a
break in service. Requirements for the position and noncompetitive conversion eligibility must
be identified at the time of the new appointment. Time spent under the initial appointment will be
credited toward meeting the program requirements under the new appointment.
5. PRESIDENTIAL MANAGEMENT FELLOWS (PMF) PROGRAM
a. Eligibility. The program provides employment opportunities for individuals who have
received a qualifying advanced degree within the 2-year period preceding the PMF program
announcement, or a student currently attending a qualifying educational institution who expects to
complete the advanced degree by August 31 of the academic year in which the competition is held.
b. Appointment Authority: Schedule D: 213.3402(c). The appointment eligibility period for
PMF finalists is determined by OPM. A Fellow may be appointed for a period of 2 years.
Appointments can be made at the GS-9, GS-11, or GS-12 level or equivalent, depending on
qualifications. A Fellow’s appointment may be extended for up to 120 days in rare or unusual
circumstances or situations.
c. Training and Development. Training and Development activities and requirements
include:
■ Participate in the OPM-sponsored orientation program.
■ Create an Individual Development Plan (IDP).
■ Obtain a mentor within the first 90 days of appointment.
■ Undertake at least one 4- to 6-month rotational or developmental assignment consistent with
the employee’s IDP.
■ Pursue a short-term (1- to 6-month) rotational assignment.
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6. INSTITUTION REQUEST FOR A PATHWAYS POSITION
For a Pathways position, the requesting institution agrees to meet all requirements set forth in the
Pathways Memorandum of Understanding (MOU) and the Participant Agreement. An institution
that wishes to establish a Pathways position must submit a request to the Regional Human
Resource Office. At the time of request, the institution must determine if the position will be a
NTE Appointment (not eligible for noncompetitive conversion into permanent service) or an EXC
Appointment (eligible for noncompetitive conversion into permanent service). All intern
positions will be approved on a Fiscal Year basis.
a. Regional Review. The Regional Human Resource Office will evaluate the request, and, if
approved, will forward the request to the Staffing and Employee Relations Section (SERS),
Central Office, for processing and approval.
b. Central Office Review and Processing. SERS will initiate the SF-52 to be signed by the
Personnel Director, Assistant Director, HRMD, and the Assistant Director, Administration.
The Bureau Personnel Director and the HRMD Assistant Director sign agreements on behalf of the
Bureau of Prisons covering positions controlled and funded by Central Office. Once Pathways
positions have been established by HRMD for the fiscal year, institutions will be informed of their
available positions through the Regional Office.
c. Announcing a Position. All positions are announced on USAJOBS via the Consolidated
Staffing Unit (CSU) in accordance with public notification requirements consistent with the
Delegated Examining Unit procedures. The local Human Resource Office will prepare and
submit a Vacancy Announcement Information Form (VAIF). When submitting a VAIF, specify
the type of employment (i.e., Temp NTE “Pathways”), conversion eligibility, and any other
conditions of employment (background, physical, part-time or full-time, etc.).
Vacancy announcements at a minimum must include:
■ Opening date.
■ Position title, series, grade, salary range of the position.
■ Geographic location of the position.
■ How to apply or express interest.
All nationwide announcements are distributed via e-mail.
d. Rating Procedures. Applicants for Pathways positions will be assessed using Quality
Category Ratings, to include: determining minimum qualifications, evaluating applicants’
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competencies based on Knowledge, Skills, and Abilities responses, and adjudicating Veterans’
Preferences.
7. APPOINTMENTS
Appointment to each program is under the Excepted Service, Schedule D appointing authority, and
will be made in accordance with provisions of 5 CFR 302. Appointments are subject to the same
requirements governing term, career, or career-conditional employment. Normal applicant
suitability and qualification requirements must be followed prior to appointment. Applicants are
only appointed to positions for which they have applied. Appointments will be documented with
the appropriate codes and remarks from OPM’s Guide to Processing Personnel Actions.
a. Length of Appointments. Student Internships are either temporary (not to exceed one year),
or for an initial period to last more than one year. The Pathways Participant Agreement must
specify the ending date with the Intern. For appointments of more than one year, the Participant
Agreement with the Intern is generally the projected graduation date. Recent Graduate and PMF
appointments under this authority may not exceed two years, plus any agency-approved extension
up to 120 days. If participants are not converted on the date of their service requirement, or at the
end of the 120-day extension, their appointments must be terminated.
Service in a Pathways Program confers no right to further employment in either the competitive or
excepted service.
b. Break in Program. A break in program is defined as an intern who is not attending classes
and is unable to work, or is able to work but is unable to attend classes. In these instances, interns
must provide, in writing, a request for a break in program to the Supervisor and Human Resource
Office immediately. The written statement must include a justification and an expected date of
return. The request must be forwarded to SERS, Central Office, for approval. Requests will be
reviewed on a case-by-case basis.
c. Participant Agreement. Upon entry on duty, a Participant Agreement must be signed by the
Intern, Supervisor, and a human resource official. The agreement includes: Appointment Date
(including program completion date); Intern, Supervisor, and Human Resource Office
responsibilities; work assignments; evaluation procedures; work schedules; and minimum
eligibility requirements for conversion to term or permanent positions in the competitive service.
The Participant Agreement (BP-A1078) is filed in the Student’s OPF/eOPF throughout the
duration of the internship.
d. Training and Development. Formal training and development must be pursuant to the
established performance goals and standards set forth in the Participant Agreement. Progress will
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be evaluated and documented in a performance plan and placed in the eOPF throughout the
duration of the internship. For students employed less than 90 days, no formalized training is
required except that necessary to work in a correctional environment.
e. Employment of Relatives. There is no prohibition against a Pathways Program participant
working in the same agency as a relative, as long as there is no direct reporting relationship and the
relative is not in a position to influence the participant’s appointment, employment, promotion, or
advancement within the Bureau.
f. Citizenship. The Bureau may appoint a non-citizen, provided that he/she is lawfully admitted
to the United States as a permanent resident or is otherwise authorized to be employed. DOJ is
authorized to pay aliens under its annual appropriations or other applicable laws. Program
participants must be U.S. citizens to be eligible for noncompetitive conversion to the competitive
service.
g. Benefits. Travel and transportation expenses for relocation will not be authorized for
students. A participant in these programs is eligible for health benefits and life insurance if
his/her appointment will exceed one year. Participation in the retirement system is automatic if
the appointment exceeds one year. If the appointment is for less than one year, the student will be
covered by FICA. A student accrues leave based on his/her work schedule and in accordance
with applicable leave regulations for full- or part-time employees.
h. Tenure Groups For Reduction in Force (RIF). An intern serving under a temporary
appointment (NTE date) is in excepted service Tenure Group III, provided he/she completed at
least 1 year of current continuous service. If not, the Intern is Tenure Group 0. Recent
Graduates and Presidential Management Fellow participants are in excepted service Tenure group
II.
i. Transition Assistance. The provisions of the Reemployment Priority List (RPL), Career
Transition Assistance (CTAP) Program, and Interagency Career Transition Assistance Plan
(ICTAP) do not apply to the initial appointment or conversions of Pathways Programs participants
to the Competitive Service.
8. REPORTING REQUIREMENTS
The Bureau is required to provide various reports throughout the year. All participants in the
Pathways Program will be required to submit reports to SERS, Central Office. Reports include:
a. Semi-Annual Report. No later than the end of April and the end of September of each year,
Human Resource Offices and Supervisors of Legal and Psychology interns must submit the
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following information for each Pathways participant: Name, Sex, Race, Hire Date, Separation
Date (if applicable), Facility, Official Title, Grade, Salary, and Name of School Attended.
b. Annual Report. The Bureau is required to provide an annual report to OPM addressing
Human Capital planning. The following information must be submitted by each Regional Human
Resource Office:
■ Occupations for which the Pathways Program will be used to fill entry-levels positions during
the coming year.
■ The percentage of positions to be filled under the Internship, Recent Graduates, and PMF
Programs, respectively, expected during the coming year; and for the previous year.
■ The number of participants initially appointed under each Pathways Program.
■ The percentage of the component’s overall hires made from each Pathways Program.
■ The number of Pathways Program participants converted to the competitive service for each
Pathways Program.
■ The number of Pathways Program participants who were separated for each Pathways
Program.
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Section 13. Priority Placement and Reemployment Program
It is the policy of the Bureau of Prisons to give priority placement to employees who are
involuntarily reduced in grade, not for cause, and to operate a sound Priority Placement Program
under guidelines developed by the Office of Personnel Management, the Department of Justice,
and the Bureau of Prisons. The purpose of the Priority Placement Program is to offer positions
and facilitate placement of covered employees in the shortest possible time.
References
5 CFR 330.201
Master Agreement
1. EMPLOYEES COVERED
The following categories of competitive status employees, after being certified by their servicing
Human Resource Office, are eligible for coverage under the Priority Placement Program:
■ Employees being reduced in grade as a result of Reduction in Force.
■ Employees being reduced in grade as a result of an erroneous classification.
■ Employees granted pay or grade retention in writing by the Assistant Director, Human
Resource Management Division, or the Director, Bureau of Prisons.
■ Employees granted priority placement as a result of an EEO complaint, grievance, or appeal.
■ Employees whose positions have been targeted to be abolished within 90 days.
2. ACTIONS COVERED
Competitive personnel actions such as selection through merit promotion procedures or selection
from an Office of Personnel Management (OPM) or Delegated Examining Operations (DEO)
register, may not be made until the procedures for considering applicants on the Priority Placement
List (PPL) and the Reemployment Priority List (RPL) have been followed. Career promotions,
detail to a higher graded position for 120 days or less, temporary promotion for 120 days or less,
and other exceptions described under 5 CFR 330.211 are permitted without a review of the PPL
and RPL.
3. APPLICATION FOR THE PRIORITY PLACEMENT PROGRAM
Employees who are eligible for the Priority Placement Program will receive written notification of
their eligibility along with the SF-50, Notice of Personnel Action, effecting the action, or written
documentation as part of a notice of decision or settlement agreement. The employee must be
advised in writing that election not to enroll significantly reduces the chances for placement into a
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position at the former grade and may result in a reduction in grade and loss of future earnings upon
expiration of grade and/or pay retention.
Covered employees who wish to register for the PPL will complete a Priority Placement Program
form (BP-A1075) for positions and grades for which they wish placement, and submit it to their
servicing HRM office along with a current resume. Use of the Priority Placement Program form
allows the employee to choose more than one location for each type of position.
The servicing HR office will complete a Qualifications Rating Form (BP-A0508) for each series
and grade applied for, certifying that the employee meets the minimum qualification requirements
for that position and grade level.
The servicing HR office will forward a copy of the application, Priority Placement Program Form
(BP-A1075), Qualifications Rating Form (BP-A0508), decision or notice that makes the employee
eligible for the PPL, and SF-50 Notice of Personnel Action (if applicable), to the Staffing and
Employee Relations Section (SERS), Central Office. The servicing HR office will retain a copy
of these documents, along with the employee’s OF-612 or resume, for future requests from HR
offices that are considering the registered employee under the PPL for filling their vacancies.
Employees may submit for inclusion any additional education or experience to their application
after their initial submission.
Upon acceptance and verification of all required information, SERS will provide notification to
the employee regarding position qualification and duration of eligibility.
4. DURATION OF ELIGIBILITY
Employees will remain on the PPL for three years from the effective date of the action that resulted
in their loss of grade unless they are deleted under Paragraph 7 below or lose eligibility for
noncompetitive selection. Employees given priority placement as a result of a grievance, appeal,
or EEO settlement or decision will remain on the PPL until they have either been placed or
received the consideration granted in the decision or settlement.
5. MAINTENANCE OF THE PPL
SERS is responsible for maintaining and publishing the PPL. SERS will forward a copy of the
PPL to all HR offices as changes occur and maintain a current list on Sallyport.
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6. CONSIDERATION OF PPL AND RPL APPLICANTS
Before a vacancy may be announced, the HR office with delegated selection authority for the
position will review the PPL or RPL. If there are no candidates on the PPL or RPL for the
vacancy, the VAIF/SF-39 will be forwarded to CSU. CSU will verify there are no applicants on
the PPL/RPL prior to announcing the vacancy through normal procedures. A copy of the
PPL/RPL is included in the announcement file.
If the PPL includes an employee for the vacancy, the announcing HR office will secure from the
applicant’s servicing HR office a current Qualifications Rating Form (BP-0508), OF-612, or
resume and performance appraisal. These documents will be reviewed by the selecting official.
The selecting official will consider the employee’s performance and compare his/her experience to
the requirements of the position being filled.
SERS will notify RPL applicants who do not meet the age requirements of their ineligibility for
consideration. The announcing HR office will secure from SERS a copy of the RPL applicant’s
application, and will obtain a copy of the applicant’s most recent SF-50 and performance
appraisal. These documents will be reviewed by the selecting official. The selecting official
will consider the applicant’s performance and compare his/her experience to the requirements of
the position being filled.
If the selecting official decides not to select the PPL/RPL candidate, the reasons for the
non-selection will be made in writing and signed by the selecting official. A copy of the
justification for non-selection will be filed in the announcement file and a copy will be sent to the
PPL/RPL applicants.
Once the selecting official has reviewed and not selected any PPL/RPL applicants, the vacancy
may be announced.
7. DELETION FROM THE PRIORITY PLACEMENT LIST
SERS will remove an employee from the PPL upon his/her:
■ Written request to be removed from consideration.
■ Selection through any procedure that places the employee back into the grade from which
reduced.
■ Declination of a valid offer for a position from the employee’s Priority Placement Program
form.
■ Expiration of the three-year eligibility period.
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■ Receiving priority placement as specified in a grievance, appeal, or complaint settlement or
decision.
Servicing HR offices will notify SERS and the employee immediately when an employee is to be
deleted from the PPL.
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Section 14. Probationary Period for Supervisory and Managerial Positions
This section describes the requirements for new supervisors, managers, and Senior Executive
Service (SES) staff.
References
DOJ Order 1200.1 Probationary Period for Supervisors and Managers in the Competitive Service
5 CFR 315, Subpart I
5 CFR 317
5 USC 3321
5 USC 3393
1. PROBATIONARY PERIODS
Supervisors and managers who do not perform satisfactorily during their probationary period will
be assigned to a position of no lower grade and pay than the one the employee left to accept the
supervisory/managerial position. If this action occurs, the employee has no appeal rights unless it
is felt the action was based on partisan political affiliation or marital status. An appeal of this
nature would be filed with the Merit Systems Protection Board. The SF-50 placing an employee
in one of these positions will include a remark noting the individual is serving a probationary
period.
a. Supervisor. Upon initial placement in a supervisory position, an employee is required to
complete a one-year probationary period. A position is supervisory if it meets the definition of a
supervisor as described in the General Schedule Supervisory Guide.
b. Manager. In addition to the supervisory probationary period, upon initial placement in a
managerial position, an employee must also serve a one-year probationary period, except for
individuals who, through demonstrated performance and experience, previously satisfactorily
completed the probationary period in a supervisory position. A managerial position is one that
meets or exceeds the definition of managerial in the General Schedule Supervisory Guide.
c. SES. Initial appointment as a SES career appointee becomes final only after the individual
has served a one-year probationary period as a career appointee.
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Section 15. Qualification Standards For Administrative Positions
This section establishes and defines qualification standards for administrative positions. All
employees in Federal correctional facilities have a primary responsibility for the detention,
direction, supervision, inspection, training, employment, care, and transportation of inmates
incarcerated in these facilities. Therefore, they are covered by the special retirement provisions
for law enforcement officers as defined in Chapters 83 and 84 of Title 5, United States Code.
Employees in administrative positions (as defined below) will be covered under these law
enforcement retirement provisions if experience as a law enforcement officer is a basic
qualification requirement for the administrative position and they have three years of primary law
enforcement experience.
References
5 USC, Chapters 84 and 85
1. DEFINITION
An administrative position is defined as a position in the Central Office, Regional Offices, Grand
Prairie, and training centers that requires the incumbent to develop policies, provide expert advice
in an area of correctional specialty, or provide guidance, direction, supervision, advice, or
evaluation for a program or programs in correctional facilities. Examples of such programs
include, but are not limited to:
Case Management Federal Prison Industries
Correctional Services Food Service
Correctional Systems Health Services
Education Legal Administration
Human Resource Management Research/Program Development
Financial Management Residential Reentry
Facilities Operations Psychology Services
Computer Services Religious Services
Safety Administration
2. EXPERIENCE
Central Office, Regional Office, Grand Prairie, and training center staff must have experience in
correctional facilities if they are to be effective in the primary responsibilities of directing and
evaluating these operating programs in field institutions. Therefore, it is the policy of the Bureau
of Prisons that every effort will be made to find qualified applicants with correctional experience
for administrative positions. Individuals selected for administrative positions who have not had
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experience in a correctional facility will receive orientation and training in various correctional
subjects, in accordance with established policy, to enhance their understanding of the correctional
environment.
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Section 16. Reference Checking
This section establishes procedures to enable selecting officials to check the references of
candidates in the best qualified and non-competitive group.
References
5 C.F.R. part 731
5 U.S.C. 1302, 3301
1. STAFF AUTHORIZED TO PERFORM REFERENCE CHECKS
The selecting official or designee is authorized to conduct reference checking.
2. REFERENCE CHECK CONTACTS
Three categories of references may be checked:
■ Individuals in the applicant’s current or past chain of command.
■ For technical positions, individuals expected to have knowledge of the applicant’s technical
skills (i.e., institutional, regional, or Central Office counterparts).
■ Personal and professional references provided by the applicant.
Multiple reference checks should be annotated on the same form.
3. WHO MAY BE REFERENCE CHECKED
Candidates whose applications are forwarded to the selecting official (i.e., best qualified
candidates and those in the non-competitive group) may be reference checked.
For non-bargaining unit positions (regardless of the bargaining unit status of the applicants),
one has the option of conducting checks on all, some, or none of the candidates.
For bargaining unit positions (regardless of the bargaining unit status of the applicants), one has
the option of conducting checks on all or none of the candidates.
In addition, in the case of bargaining unit positions, the decision to reference check candidates on
one list (e.g., the best qualified list or non-competitive list) requires that all of the candidates on
that list be checked. It does not, however, require that the candidates on the other list be
checked as well, unless the selecting official so desires. For example, the decision to reference
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check the best qualified list requires that all of the best qualified candidates are checked, but the
non-competitive applicants need not be checked unless the selecting official wishes to reference
check that list, and vice versa. However, once the decision is made to reference check anyone on
a list, all candidates on that list must be checked.
If the decision is made to reference check, the “all or none” requirement applies to the first level of
checks only. Should the selecting official or other designees decide to do subsequent reference
checks on any of the candidates, the subsequent reference checking need not be performed on all of
the candidates.
Applicants will be notified as to whether reference checking was conducted for the vacancy after
the selection is made.
4. APPROPRIATE AREAS OF INQUIRY
The Confidential Reference Check form (BP-A1076) will be used for all reference checks. The
questions outlined on the form are required; follow-up questions for clarification purposes are
permissible.
In addition, should the reference checker determine additional job-related questions are necessary,
those questions are to be added to the BP-A1076 and asked of all applicants who are reference
checked for that vacancy.
The reference checker is authorized to verify the information the applicant submitted.
The form will be used to record the results of the reference checking, ensuring that specific ratings
are not directly linked to specific references. Checks may be used to distinguish each reference
received in the appropriate boxes. Additional forms may be used if more than three references are
contacted.
5. INAPPROPRIATE AREAS OF INQUIRY
Inquiries are to be related to the employee’s job performance and knowledge, skills, and abilities.
Inquiries must not address any of the following topics:
■ Age.
■ Marital status.
■ Dependents.
■ Country of origin.
■ Race.
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■ Sex.
■ Religious practices.
■ Sexual orientation.
■ Medical history.
■ Prescription drug use.
■ Disability or other physical condition.
■ Workers’ Compensation claims.
■ Authorized use of leave.
■ Labor union participation.
■ Parental status.
■ Military service.
■ Genetic information.
■ Participation in EEO activity.
■ Any investigation.
6. MAINTENANCE
For non-bargaining unit staff, the reference check form will be confidential and maintained in
the Merit Promotion File in accordance with established procedures for file retention.
For bargaining unit staff, the applicant’s reference check form will be accessible to the applicant
after a selection has been made or the Merit Promotion File is otherwise closed. The reference
check forms will be maintained in the Merit Promotion File in accordance with established
procedures for file retention.
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Section 17. Schedule A Hiring
This section establishes procedures for the recruitment and hiring of persons with disabilities
under the Schedule A Appointing authority.
References
5 C.F.R. 213.3102 (u), Appointment of Persons with Intellectual Disabilities, Severe Physical
Disabilities, and Psychiatric Disabilities.
Department of Justice Schedule A Section, (u) Hiring Plan for Persons with Targeted Disabilities.
Americans With Disabilities Act.
Rehabilitation Act of 1973.
1. ELIGIBILITY
Applicants with disabilities must:
■ Meet the required qualifications for the position, with or without reasonable accommodation.
■ Provide proof that he/she is an individual with permanent severe intellectual disability,
physical disability, or psychiatric disability.
Proof of an individual’s disability may be appropriate documentation (records, statements, or other
appropriate information) issued from a licensed medical professional (e.g., a physician or other
medical professional duly certified by a state, the District of Columbia, or U.S. territory to practice
medicine); a licensed vocational rehabilitation specialist (state or private); or any Federal agency,
state agency, or other agency of the District of Columbia or U.S. territory that issues or provide
disability benefits.
2. METHOD OF FILLING VACANCIES
Under the provisions of 5 CFR 213.3102(u), agencies may appoint, on a permanent, time-limited,
or temporary basis, a person with intellectual disability, severe physical disability, or psychiatric
disability.
a. Competitively. Prior to advertising the vacancy, a search will be conducted of the Office of
Personnel Management (OPM) Shared List of People with Disabilities (“Bender Registry”).
OPM has partnered with Bender Consulting Services to provide a list of candidates with
disabilities who are eligible to be hired through the Schedule A hiring authority (213.3102 (u)).
This service is free to all Federal agencies. The OPM Shared List of People with Disabilities can
be accessed by creating a MAX ID and password via www.MAX.gov.
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If a qualified applicant is certified for consideration for a Schedule A appointment, the local
Human Resource Manager will select up to three, but not less than one, qualified applicant with a
targeted disability for interview.
Law enforcement officer positions that are subject to medical standards and physical requirements
are exempt from the requirement to interview candidates with targeted disabilities prior to
advertising the vacancy.
After the Bender Registry is cleared, if applicable, jobs are advertised through USAJOBS. Job
announcements may include instructions on how to apply under Schedule A procedures.
b. Non-competitively. Applicants with intellectual disabilities, severe physical disabilities, or
psychiatric disabilities who have documentation from a licensed medical professional (e.g., a
physician or other medical professional certified by a state, the District of Columbia, or a U.S.
territory to practice medicine); a licensed vocational rehabilitation specialist (state or private); or
any Federal agency, state agency, or agency of the District of Columbia or a U.S. territory that
issues or provides disability benefits may apply for non-competitive appointment through the
Schedule A hiring authority. Applicants with documentation may apply directly to the Bureau’s
Selective Placement Coordinator (SPC) to be considered for jobs. Applicants must send a resume
plus the pertinent documentation to the Bureau’s SPC.
3. APPLICATION PROCEDURES
Schedule A applicants may apply utilizing competitive or non-competitive application procedures.
Applications received by Human Resource offices or the Consolidated Staffing Unit (CSU) may
be forwarded to the Bureau’s SPC for review and approval of eligibility for a Schedule A
appointment.
The application package will include a letter of introduction, a form for comments BP-A1077,
reviews, and recommendations to be completed by the SPC.
The SPC will review all supporting disability documentation within 5 working days to determine if
the applicant meets all requirements for proof of disability. The SPC will also identify the
applicant’s job interest based on information in the application.
If the applicant meets the requirements for disability, the SPC will submit documentation of
his/her assessment to the requesting HR office or CSU by fax or e-mail.
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The receiving office will assess the applicant’s resume and make a qualification determination on
the applicant’s eligibility for the identified vacancy.
If the HR office determines the applicant is qualified, the packet will be routed to the selecting
official for consideration. However, if the receiving office is CSU and the applicant is rated
qualified, CSU will issue a Schedule A certificate.
After considering all of the applicants, the selecting official may select the candidate best suited
for the position.
The local Human Resource Office is responsible for completing the SF-52 for a Schedule A
appointment.
4. TYPE OF APPOINTMENT
Applicants hired are appointed under 5 CFR 213.3102 (u), an excepted service authority. After
the employee has completed two years of non-temporary service, he/she may be
non-competitively converted to a career-conditional appointment in the competitive service.
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Section 18. Services of Student Volunteers
The Federal Bureau of Prisons and any of its facilities may, as appropriate, enter into agreements
with recognized educational institutions to provide opportunities for students to obtain
educationally related and meaningful work experience consistent with the mission and needs of the
Bureau of Prisons, provided that in no circumstances will such services be used to displace any
employee or to staff any vacancy that is a normal part of the workforce.
References
5 USC 3111
5 CFR 308
Current Guide to Processing Personnel, Chapter 33: Documentation of Volunteer Service.
DOJ 1200.01: Part I. Employment, Chapter 3: Student Volunteer Service.
1. DEFINITIONS
Volunteer or Voluntary Service. This service is to be performed by a student without
compensation and with the agreement of the educational institution at which the student is
enrolled. Such service may be accepted for an initial period not to exceed six months, on a
full-time or substantially full-time basis. Additional periods of full-time service may be accepted
for similar periods of time, provided the volunteer work service remains consistent with the
student’s educational experience, and the student demonstrates continued eligibility as an enrolled
student. This limitation does not apply to a student simultaneously working and attending school
on at least a half-time basis.
Student. A student is defined as an individual who is enrolled not less than half-time in a high
school, trade school, technical or vocational institute, junior college, college, university, or
comparable recognized educational institution. An individual is deemed a student during an
interim period between school years if that interim period is not more than five months, and if the
student demonstrates to the satisfaction of the appointing officer that he/she has a firm intention of
continuing to pursue a course of study or training in the same or different educational institution
during the school semester (or other period into which the school year is divided) immediately
after the interim period.
Half-Time Student. Half-time status is defined as a student enrolled in and carrying any
combination of courses, research projects, or special studies that meets one-half of the minimum
full-time academic workload standards and practices of the educational institution in which the
student is enrolled. Written certification from the educational institution may be accepted as
proof of half-time status if there is any doubt the student meets this requirement.
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Recognized Educational Institution. A recognized educational institution must be accredited
by an appropriate organization or be an institution with an accredited curriculum. This
requirement is met when a public or private secondary or vocational school is accredited by a local
board of education, a technical or professional association, or by any other recognized accrediting
organization. The same criteria apply to accreditation of institutions of higher learning.
Correspondence courses, courses being audited without credit, or short-term non-accredited
programs are not acceptable. Students must generally be enrolled in and attending the school on a
residential basis.
2. STUDENT ELIGIBILITY AND STATUS
Volunteer service must be in accord with appropriate Federal, state, and local laws regarding the
employment of minors. Normally, the minimum age is 18 years; however, when all of the
conditions for voluntary service as stated in this section are met, the minimum age is 16 years.
Any employment certificates or work permits required by state or local authorities must be
obtained. Students must be in good academic standing and eligible to continue as an enrolled
student in their educational institution. If a background investigation is required, it must be
initiated before the student is accepted for volunteer service (see Attachment A).
Students in this program are not considered to be Federal employees other than for the purposes of
Title 5 USC, Chapter 81, related to workers’ compensation, and Title 28 USC, Sections 2671
through 2680, related to tort claims. Volunteer service is creditable toward meeting qualification
requirements for competitive examining and, later, competitive or non-competitive in-service
placement. A student who has participated in uncompensated volunteer service is subject to all
applicable Federal and agency employment regulations and procedures upon future application for
compensated employment.
Student volunteers should receive appropriate orientation to the mission and operations of the
Bureau of Prisons and the facility to which assigned. Student volunteers do not attend
Introduction to Correctional Techniques.
3. SERVICE AGREEMENTS
Under the law, the permission of the educational institution is prerequisite to the acceptance of
voluntary service. Accordingly, a written agreement (BP-A1078) is entered into between the
employing organization and the educational institution. The agreement should describe the
relative responsibilities of the school, the student, and the employing organization; the general
nature and purpose of the work to be assigned; whether such work is to be creditable for
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educational purposes; any reports or evaluations required by the school; a work schedule; the
probable duration of the service; and some method of timekeeping. To comply with the law, the
agreement must stipulate the service is with the permission of the school; is limited by statute to a
student enrolled in school; is without compensation; is not creditable for leave accrual or any
employee benefits; and that the student is not considered to be a Federal employee for any
purposes other than injury compensation and laws related to the Tort Claims Act.
4. SERVICE DOCUMENTATION
Volunteer service must be documented with a Service Agreement and signed by the educational
institution, the student volunteer, and a Human Resource official. This agreement is to be filed
and maintained in the Volunteer File. Position descriptions are not required; however, each
agreement should detail work to be performed by the volunteer.
Since the student volunteer is not considered to be an employee, an appointment affidavit is not
executed.
5. REPORTING REQUIREMENTS
As reports for volunteers may be requested by OPM or DOJ, Human Resource Offices must
maintain and have available the following data for each volunteer: Academic level (high school,
college, etc.), academic discipline, facility, gender, race, and ethnic background.
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Section 19. Staff Uniforms and Uniform Allowances
Title 5, U.S.C., Section 5901 authorizes agencies to issue a uniform allowance to those employees
who are required by the agency to wear a prescribed uniform. The Office of Personnel
Management (OPM) is responsible for issuing regulations pursuant to this authority. The BOP
currently limits the allowance for each prescribed uniform to no less than $600 per year per
uniformed employee. OPM may from time to time adjust the maximum allowance by regulation.
The allowance for each prescribed uniform must be negotiated with the Union up to the maximum
allowed by law or regulation. Any agreed-upon exceptions or changes in clothing allowance
amount will be provided to institutions through Operations Memoranda.
References
Title 5, U.S.C., Section 105
Title 5, C.F.R., Section 591.103
Title 5, C.F.R., Section 591.104
Program Statement Correctional Services Procedures Manual
Program Statement Property Management Manual
1. DEVELOPMENT, MANAGEMENT, AND CONTROL OF UNIFORM
REQUIREMENTS
The Director retains authority for prescribing a uniform requirement, authorizing a uniform
allowance, and specifying uniform items. A Bureau of Prisons Staff Uniform Committee will
convene as directed by the Chairperson to review proposals and formulate recommendations to the
Director.
Each Warden is delegated the authority, consistent with this policy and the Program Statement
Property Management Manual, to prescribe protective clothing. Local procedures will be
developed in accordance with the Master Agreement.
A uniform requirement not currently authorized by this policy for non-uniformed positions can be
requested by submitting (through the local CEO) a proposal to the Assistant Director over the
affected discipline. If approved by the Assistant Director, the proposal will be directed to the
Committee to formulate a recommendation for the prescribed uniform clothing items. The
recommendation, including a statement of funds availability signed by the Assistant Director,
Administration Division, will be forwarded to the Director for final approval. If requested by the
Council of Prison Locals, committee recommendations approved by the Director will be subject to
bargaining on impact and implementation.
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2. BUREAU OF PRISONS STAFF UNIFORM COMMITTEE
a. Membership. Standing Committee membership is:
■ Deputy Assistant Director, Human Resource Management Division (Chairperson).
■ Chief, Labor Relations Office, Coordinator.
■ Procurement Executive.
■ Correctional Services Administrator.
■ Controller, UNICOR.
■ President, Council of Prison Locals (or designee).
Ad-hoc members may be appointed by the Chairperson after consultation with the President,
Council of Prison Locals.
b. Committee Functions. The Committee will:
■ Conduct research in reference to the Committee’s agenda.
■ Review requests and proposals for changes to current staff uniform policies and allowances,
and develop recommendations for the Director.
■ Review proposals and formulate recommendations to the Director concerning uniform
clothing items and allowances for new positions.
■ Recommend and review staff surveys and questionnaires pertaining to uniforms and make
recommendations based on survey results.
■ Seek solutions to problems and concerns submitted to the Committee.
■ Complete other assignments as referred by the Director, the Executive Staff, the HRM
Wardens’ Advisory Group, or the Committee Chairperson.
c. Committee Chairperson Functions. The Chairperson will:
■ Receive suggestions, proposals, and concerns as submitted by management or Union officials
for direct response or processing through the committee, as appropriate.
■ Convene and conduct Committee meetings at least annually, unless it is mutually agreed to
cancel the meeting.
■ Monitor Committee actions and conduct follow-up activities.
■ Respond to questions, concerns, and recommendations that do not warrant a full Committee
meeting for discussion and review.
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d. Committee Coordinator Functions. The Committee Coordinator will:
■ Schedule meetings at the call of the Chairperson, make arrangements for the meeting site, and
notify all members.
■ Prepare and distribute agendas and minutes to the committee members.
■ Coordinate pre-meeting and follow-up activities.
3. ISSUANCE OF UNIFORM ALLOWANCE
a. Amount. Each employee who occupies a position for which there is a prescribed uniform
will be issued an annual allowance of $600.
b. Procedures. Servicing HRM offices will authorize a uniform allowance for each eligible
employee using the Authorization to Receive Uniform Allowance form (BP-A0374), or other form
created locally, when eligibility is established. The servicing HRM office will certify the
employee’s eligibility date annually.
Any employee who changes from one uniformed position to another that requires a different
uniform will be given the full authorized amount for the new uniform. The effective date of the
change becomes the new anniversary date for issuance of the uniform allowance. Pro rata
repayment of the initial allowance is not required.
Any employee detailed to another institution for an extended period due to an emergency situation,
in a position requiring a uniform or a different uniform than the employee usually wears, is entitled
to a minimum of one-half of the uniform allowance for the detailed position. Any determination
of a reasonable allowance over the minimum is to be made on a case-by-case basis.
Employees detailed in non-emergency situations to positions requiring a different uniform are
entitled to an appropriate uniform allowance for the new uniform. For example, an employee
who is detailed for a period of six months or less may receive an allowance no more than half of the
annual authorized amount.
4. APPROVED VENDORS
The Staff Uniform Committee is responsible for the selection of vendor(s) to provide uniform
clothing items that meet established specifications. Employees must purchase authorized
uniform items from the list of approved vendors. Institutions are responsible for providing
employees with specifications for authorized uniform items and information (such as brochures,
order forms, and price lists) from the approved vendors.
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5. PROTECTIVE CLOTHING
Protective clothing and safety shoes/boots are not considered uniform items and will be issued and
controlled in accordance with the Program Statement Property Management Manual and the
Master Agreement.
6. AUTHORIZED UNIFORMS
All employees performing duties in the services described below are required to wear the approved
uniform while performing official duties. Supervisors/HR staff will ensure employees are aware
of the prescribed uniform. With the exception of the optional sweater and windbreaker, uniform
clothing should generally not be worn off duty, and may not be worn in a manner or situation that
negatively impacts the agency or gives the appearance of representing the agency without
authorization. Department heads are not authorized to wear a uniform. To the extent it does not
conflict with the principles and policy of this section, the wearing of uniforms may be further
addressed in other Bureau policy manuals for particular disciplines.
a. Dress Uniform. The dress uniform is authorized for Correctional Systems employees,
Correctional Counselors, and certain Correctional Services employees in high-visibility/public
contact posts (normally front lobby, visiting room, and some escort trips, including Special
Investigative Agents at the joint discretion of the Warden and Regional Director).
Correctional Services employees who normally wear the work uniform may be required to wear
the dress uniform while performing certain services. Wardens may exempt administrative staff in
Correctional Systems and Correctional Services (e.g., Administrative Clerk, Secretary, or
Receptionist) from wearing the dress uniform. The uniform consists of a white dress shirt, navy
blue pants with no leg pockets, skirt, plain black belt, navy blazer, and navy tie.
b. Work Uniform. The work uniform is authorized for all other Correctional Services posts
and departments (Food Services, Facilities, UNICOR Foremen [including the Assistant Food
Service Administrator, General Foremen, and Project Foremen], Warehouse Workers [including
Commissary, Laundry/Clothing Room, and UNICOR], Farm employees, V.T. Instructors,
Recycling Technicians, Environmental Compliance Specialists, and Safety Compliance
Specialists located at institutions with a recycling operation.
Wardens may exempt Assistant Food Service Administrators, General Foremen, Project Foremen,
Engineering Technicians, and V.T. Instructors. Upon the employee’s request, Wardens may
exempt administrative staff in Food Services and Facilities (e.g., Food Service Assistant,
Secretary, or Facilities Assistant) from this requirement. Employees exempted from this
requirement will not receive a uniform allowance. Safety shoes/boots are authorized on
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assignments that are defined as foot hazard areas by the institution’s local supplements. The
uniform consists of navy pants with leg pockets, plain black belt, blue utility shirt, or the
optional approved polo shirt.
Recreation Staff will wear the polo shirt, navy recreation shorts with BOP logo on the left leg, or
the long navy pants with leg pockets.
Staff Training Academy (STA) instructors’ required attire is listed under a memorandum signed
by the Director of the STA.
Health Services staff performing clinical duties (patient care-related duties) will wear uniforms
consistent with community standards, taking into consideration the correctional aspect of the
duties and security level. Uniform types and colors will be determined locally (excluding inmate
uniform, camouflage, or SORT colors). Approved uniform types are as follows:
■ Scrubs type tops and pants (usually worn by Nurses, Central Supply Technicians, Nursing
Assistants, Medication Technicians, Dental Assistants, etc.).
■ Polo shirts (plain or with approved bop emblem) and pants (cargo type with multi-pockets and
belt loops; usually worn by EMTs and Paramedics).
Physician Assistants, Nurse Practitioners, Dental Officers, and Medical Officers can opt out of
wearing an approved uniform by completing and submitting a BP-A0374 to Human Resources,
and wear the lab coats provided by the BOP over their own clothing of choice. No uniform
allowance will be provided to those clinical staff who elect not to wear the required uniform.
c. Optional Items - All Uniforms. Where appropriate for health and comfort reasons, and in
conformance with local policy and procedures, any uniformed employee may wear a navy blue
long-sleeved monogrammed (with BOP seal) sweater or navy blue monogrammed (with BOP
seal) windbreaker with the uniform.
7. EMBLEMS, ILLUSTRATIONS, AND LETTERING
Bureau of Prisons emblems or lettering may not be sewn, embroidered, or printed on any item of
clothing unless it is herein approved for that clothing item or specifically approved by the Director.
Unless expressly authorized by the Director, protective clothing or uniform items must not display
slogans, printing, or lettering other than that identifying the Bureau of Prisons and the official
name of the institution. Any protective clothing or uniform item that includes the Bureau of
Prisons emblem or lettering must be purchased from an approved vendor.
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Personal clothing items that may be authorized to be worn with the uniform may not display any
emblem, slogan, printing, or lettering.
8. NAME TAGS AND OTHER ADORNMENTS
Name tags, approved by the Director, will be provided by the institution to all employees.
Supervisors, managers, and uniformed staff are required to wear the provided name tag while in
official duty status. All other staff will be encouraged to wear the provided name tag.
Monogrammed names are included on uniformed staff uniforms.
In the interest of professionalism, uniformed employees will not wear jewelry that detracts from
the overall professional appearance of the uniform while on duty. As a matter of professionalism,
personal safety, or institution security, specific items of jewelry or other adornment may be
prohibited altogether, consistent with the Master Agreement.
Adornments denoting any agency or organization other than the Bureau of Prisons, or any cause or
belief, must not be worn on or with the uniform unless specifically authorized by the Director or in
accordance with the Master Agreement.
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Section 20. Staff Vacancy Rate
It is Bureau policy that the vacancy rate of staff positions that work directly with inmates will not
exceed 10 percent during any 18-month period. Vacancies kept open by legislative or fiscal
controls imposed from outside the institution will not be considered in computing the vacancy rate.
If unusual conditions cause an excessive number of vacancies, the Chief Executive Officer will
document the reasons and notify the Regional Director in writing of the number of vacancies
compared to authorized positions and the potential impact on institutional operations.
Chief Executive Officers at non-institution locations will exercise individual discretion based on
workload requirements and funding levels when determining positions to be filled.
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Section 21. Training Agreements
This section describes the Bureau’s training agreements.
References
5 CFR 300.603
5 CFR 410.307;
OPM Qualifications Standards for General Schedule Positions
1. PROCEDURES
The Office of Personnel Management and the Department of Justice have approved an accelerated
promotion program through the use of training agreements for Physician Assistant, Nurse, and
Nurse Practitioner positions. Under the terms of these agreements, a Physician Assistant or Nurse
Practitioner may be promoted from GS-7 to GS-9 or from GS-9 to GS-11 after satisfactory
completion of the required six-month training agreement. Registered Nurses may be promoted
from the GS-4 to the GS-5, or from the GS-5 to the GS-7, or from the GS-7 to the GS-9, or from
the GS-9 to the GS-10 after satisfactory completion of the required six-month training agreement.
Any other approved training agreements by OPM/DOJ will follow the approved guidelines in the
agreement. Employees serving on temporary appointments are not eligible for accelerated
promotions.
Satisfactory completion of the training program will be certified by the Health Services
Administrator and the Human Resource Manager on the Training Agreement Completion Form
(BP-A1073) before the employee is promoted to the next grade level. The Human Resource
Office will then key the completed training into BOP-Learn, where it will be reflected on the
employee’s training record. A copy of the certification will then be forwarded to CPU for
inclusion as a temporary document in the employee’s eOPF. Accelerated promotions based on
training agreements will be documented on the SF-50 with the remark code E37, showing the
employee satisfactorily completed training prescribed under an OPM-approved training
agreement.
Employees who have received an accelerated promotion based on a training agreement are eligible
for subsequent promotions based on the “add-on rule” described in the OPM Operating Manual
for Qualification Standards for General Schedule Positions. Qualifications rating sheets for
subsequent promotions following an accelerated promotion will include a remark to document the
employee’s eligibility for promotion based on the “add-on rule.”
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Section 22. Upward Mobility Program
This section establishes objectives of the Upward Mobility Program. This program is a systematic
management effort to develop career opportunities for lower-level employees who are in
positions or occupational series that do not enable them to realize their full employment potential.
References
5 CFR 536.301.
Office of Personnel Management (OPM), Policies and Instructions for the Qualification Standards
Operating Manual.
Master Agreement
1. OBJECTIVES
The following are the objectives of the Upward Mobility Program:
■ To assist employees in identifying and fulfilling their career goals.
■ To provide a system that enables employees and managers to better utilize the knowledge,
skills, and abilities of employees.
■ To provide training and developmental opportunities for employees to better enable them to
meet the current and future mission of the Bureau of Prisons.
■ To enable the Bureau to meet current and future staffing needs by preparing employees to meet
those needs and increasing the number of qualified applicants.
■ To motivate employees to achieve their full potential, enhancing morale and employee
satisfaction.
■ To implement merit principles and affirmative action goals.
2. RESPONSIBILITIES
a. The Assistant Director, Human Resource Management Division, is responsible for the
development and implementation of the Upward Mobility Program throughout the Bureau.
b. Chief Executive Officers at all levels of the organization are responsible for fostering a
climate in which employees are encouraged to achieve their full potential through training and
developmental opportunities.
c. Human Resource Managers are responsible for developing and implementing the elements
of an upward mobility program at their facilities in accordance with Article 4 of the Master
Agreement. This includes counseling employees interested in participating in upward mobility,
explaining the nature of the program, determining career interest, and planning activities.
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d. Employees are responsible for identifying their career goals, taking advantage of training and
developmental opportunities to assist in achieving their goals, and seeking advice and assistance
from their supervisors, Human Resource Managers, and others who can help them achieve their
full employment potential. Employees are ultimately responsible for their own careers.
3. COVERAGE
a. Employees Covered. Permanent employees with one year of BOP service in a single
increment series GS-1 through GS-8 position may participate. Any Federal Wage System
employee may also participate, provided he/she has completed one year of BOP service.
Supervisory employees are excluded from participation in the Upward Mobility Program unless
occupying a one-grade interval series position below the GS-9 grade level.
b. Positions Covered. General Schedule positions that follow a two-grade interval pattern may
be identified as target or bridge position (e.g., human resource specialist to human resource
manager) in the Upward Mobility Program. Positions for which OPM’s General Schedule
Qualification Policies describe a positive education requirement are excluded from the Upward
Mobility Program.
4. ELEMENTS OF UPWARD MOBILITY
The objectives of upward mobility can be met through a variety of existing human resource
management programs, such as:
a. Workforce Utilization Planning. Through the regular activities of workforce utilization
committees, institutions identify projected vacancies, turnover data, anticipated workload or
mission changes, and other factors that affect the ability to meet staffing and mission needs. The
assessment of these factors often reveals opportunities to restructure or fill positions below the full
performance level, or identify training needs, all of which can lead to upward mobility
opportunities for staff.
b. Detail for Training. In order to take advantage of the correctional skills of Bureau staff, the
concept of competitive training is encouraged.
These details are announced under merit promotion procedures and afford all employees an
opportunity to acquire the knowledge, skills, and abilities needed to move into a target position.
Details for training also allow an employee to “try on” a new line of work before committing
themselves to a different career path.
P3300.03 5/8/2017 80
c. Filling Positions Below the Full Performance Level. It is common practice in the BOP to
announce vacancies under merit promotion procedures at multiple grade levels. This practice
benefits management by increasing the applicant pool and benefits employees by enabling them to
qualify for career ladder positions for which they would otherwise not be eligible.
d. Modifying Qualification Requirements. As described in OPM’s General Schedule
Qualification Policies, general and specialized experience requirements may be modified to allow
placement of applicants who have closely related experience. Use of this element must be in
accordance with Section 9, Modifying Qualifications Standards for Inservice Placement.
e. Career Development Program. OPM’s General Schedule Qualification Policies require
qualifications to be met, unless modified. Career development programs are designed to help
employees identify career goals. Employees have an opportunity to achieve their goals through
preparation of Position Development Plans (for their current position), including formal training,
developmental assignments, cross-development courses, self-study courses, counseling, and
mentoring.
5. PROGRAM REQUIREMENTS
Each year, as part of the Annual Staffing Plan developed by the Workforce Utilization Committee,
each institution will identify positions or types of positions that will be filled through the upward
mobility process described above. The identification of upward mobility positions should be
based on an assessment of anticipated vacancies, the availability of potential applicants, and the
impact on the organization; that is, whether positions can be restructured or filled at a lower level,
qualifications modification, or other actions taken without a negative effect on the operation of the
institution. The fact that a particular position is not identified in the Annual Staffing Plan as an
upward mobility position does not prevent the institution from using any or all of the procedures in
this policy to fill a vacancy.
6. PAY CONSIDERATIONS
Pay retention is mandatory for an employee receiving pay higher than the maximum rate of the
grade in which he/she is placed under a formal upward mobility or apprenticeship program if the
general requirements for program participation are met.
To document the employee’s eligibility for pay retention, the vacancy announcement for any
position or detail for training that is covered by the Upward Mobility Program must identify it as
an upward mobility opportunity. Further, the SF-50 must reflect the employee’s participation in
the program.
P3300.03 5/8/2017 81
Attachment A. CONTRACTOR RISK DESIGNATION CHART
Risk Designation: HIGH RISK Description of Services Performed:
Services that have the potential for exceptionally Attorneys.
serious impact, involving duties especially critical to Law Enforcement Personnel.
the BOP mission with a broad scope of policy or Policy development or implementation.
program authority. Higher level management assignment.
Independent spokespersons or non-management positions with
MINIMUM investigative Requirements authority for independent action.
for High Risk Significant fiduciary and procurement authority and responsibilities
(BOP funds).
Initial: Bl ADP-computer positions responsible for the planning, direction, and
Reinvestigation: PRI implementation of a computer security program; the direction,
planning, and design of a computer system, including the hardware
and software; or accessing a system during the operation or
maintenance in such a way, with relatively HIGH Risk to cause grave
damage or realizing significant personal gain.
Services involving direct contact with Witness Security inmates;
related sensitive information/data; and/or any material that may
provide disclosure of a Witness Security inmate’s identity.
Risk Designation: MODERATE RISK Description of Services Performed:
Services that have the potential for moderate to Assistance to policy development and implementation.
serious impact involving duties very important to the Mid-level management assignments.
BOP mission, with significant program Non-management services with authority for independent or
responsibilities and delivery of customer services to semi-independent action.
the public. Delivery of services that demand public confidence or trust.
ADP-computer positions of a lesser degree or risk than required for
MINIMUM Investigative Requirements High Risk positions.
for Moderate Risk Services involving FOIA/PA duties.
Services that require Grand Jury information.
Initial: MBI * Services that require access to sensitive information.
Reinvestigations: NACLC
Risk Designation: LOW RISK Description of Services Performed:
Non-sensitive services that do not fall into any of the Services performed during the construction phase of an institution,
above categories and include those positions with prior to the arrival of inmates.
potential for impact involving duties of limited relation Services without access to sensitive information.
to the BOP’s mission. Any contract employee who is issued an HSPD-12 Personal Identity
Verification (PIV) Card must have had, at a minimum, a National
Long Term Contractors must have a minimum of a Agency Check with Inquiries (NACI) background investigation
NACI (a NACI would only apply to Low Risk, as initiated (obtained schedule number and date).
Moderate Risk and High Risk require higher level
investigations as noted above).
MINIMUM Investigative Requirements
for Low Risk
Initial: NACI (Long Term)
Reinvestigations: NACI (Long Term)
P3300.03 5/8/2017 82
Attachment B. Rating Panel Scoring Instructions
The following scores will be used for all detail for training positions, Wage Grade and
General Schedule, when determining total points for applicants in the detail for training
process. These scores will be recorded on a Detail for Training Ranking Form (BP-A0520).
Job Element Rating
Enter the scores (derived from the detail for training crediting plan) from the job element rating
portion of the Qualification Rating Form (BP-508(33)).
Performance 15 points maximum
Outstanding 15 pts
Exceeds/Excellent 10 pts
Fully Successful/ Achieved Results 5 pts
Minimally Satisfactory 0 pts
Unacceptable 0 pts
Awards 6 points maximum
Awards are credited if received within the last five years.
Each QSI or SSP 4 pts
Each Cash Award (Special Act, Time-Off) 2 pts
Letter of Commendation (from CEO or higher) or Suggestion 1 pt
P3300.03 5/8/2017 83
BP-A0156 DETAIL FOR TRAINING ANNOUNCEMENT
DEC 16
U.S. DEPARTMENT OF JUSTICE FEDERAL BUREAU OF PRISONS
Position Announcement Number
Number of Vacancies Date Issue Closing Date
Location
There will be no discrimination i n e m p l o y m e n t o n t h e b a s i s o f r a c e, c o l o r, r e l i g i o n, s e x ( i n c l u d i n g
pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital
status, disability, genetic information, age, membership in an employee organization, retaliation,
parental status, military service, or other non-merit factor.
PDF Prescribed by P3300 (Replaces BP-A0156 of JUN 10)
BP-A0159 DETAIL FOR TRAINING CERTIFICATION
DEC 16
U.S. DEPARTMENT OF JUSTICE FEDERAL BUREAU OF PRISONS
Position Title: __________________________________________________ Series: ________________________
Location: ______________________________________________________ Announcement: _________________
Qualifications Standards Used: _____________________________________________________________________
In accordance with the provisions of the Federal Prison System Merit Promotion Plan, the following applicants were found to be Best
Qualified for the above position by the Detail for Training Promotion Board, which met on __________________________________.
The life of this certificate must not exceed ninety (90) days from the date Detail for Training Promotion Board met.
BEST QUALIFIED:
Detail for Training Board members:
(1)
(2)
Action by the selecting official:
From the candidates listed above, is selected.
Other action directed:
Date: Signature:
Above candidates notified in accordance with the Federal Prison System Merit Promotion Plan on.
PDF Prescribed by P3300 Replaces BP-A0159 of JUN 10
BP-A0520
DETAIL FOR TRAINING RANKING U.S. DEPARTMENT OF JUSTICE
DEC 16
FEDERAL BUREAU OF PRISONS
INSTRUCTIONS: Each member of the detail for training board reviews total scores entered.
Name Job Element Rating Job Element Rating Performance Awards Total BQ
Rater #1 Rater #2
Institution Detail for Training Board Number Position Title BQ Average
Board Members' Signature Title Date
PDF Prescribed by P3300 (Replaces BP-A0520 of JUN 10)
BP-A1102 TRAINING AGREEMENT: Detail for Training
DEC 16
U.S. DEPARTMENT OF JUSTICE FEDERAL BUREAU OF PRISONS
It is understood that selection for and participation in this detail for training does not guarantee promotion to the full
performance level of the position upon completion of the detail. It is further understood, while this detail for training is
structured not to exceed one year, ordinarily it will not be terminated prior to its expiration date. Failure to successfully
complete the training plan or non-selection for the target position will result in the trainee being returned to the position from
which detailed or to a position at the same grade level.
_________________________________ ________________
Signature, supervisor of the position to which Date
detailed
_______________________________________ ___________________
Signature, employee selected for detail for Date
training
Distribution: eOPF
Human Resource Manager (with copy of training plan)
PDF Prescribed by P3300
BP-A0138 Employee Notification of Federal Prison System Training
MAR 16 Requirements (Law Enforcement Officer Applicants Only) CDFRM
U.S. DEPARTMENT OF JUSTICE FEDERAL BUREAU OF PRISONS
NON-BUREAU OF PRISONS APPLICANTS
I understand that as a condition of my employment, I must attend and successfully complete
the three-week Introduction to Correctional Techniques training course. Failure to
achieve satisfactory scores in any of the three areas which include, firearms, physical
abilities test, or the written test of job knowledge, will result in the termination of my
employment.
Signature of Applicant Date
CURRENT BUREAU OF PRISONS NON-LAW ENFORCEMENT EMPLOYEES
I understand that as a condition of my tentative selection into a law enforcement
position, I must attend and successfully complete the three-week Introduction to
Correctional Techniques training course. Failure to achieve satisfactory scores in any of
the three areas which include, firearms, physical abilities test, or the written test of
job knowledge, will result no further consideration for the position.
Only after successful completion of the ICTP may the relocation process begin which would
include a house hunting trip, if applicable.
Signature of Applicant Date
PDF Prescribed by P3300 (Replaces BP-A0138 of JUN 10)
U.S. Department of Justice
BP-A0374
MAR 16
Authorization To Receive Uniform Allowance
Federal Bureau of Prisons
Identifying Data
Name (Last, First, MI) Type of Position
Effective Date of Allowance
City, State, Zip Code Social Security Number
Authorization of Entitlement
I, the undersigned, have determined that the above named employee is entitled to receive a uniform allowance in accordance with Federal Prison
System policy. I acknowledge that I am the authorized agency official responsible for making such a determination.
Signature and title
Certification of Issuance
I certify that the above named employee received a uniform allowance, in the amount indicated on
above Month, Day, Year
Schedule no. Dated:
Signature and title of issuing official
REMARKS:
PDF Prescribed by P3300 (Replaces BP-A0374 of JUN 10)
BP-A0508 U.S. DEPARTMENT OF JUSTICE
MAR 16 QUALIFICATIONS RATING FORM FEDERAL BUREAU OF PRISONS
A. NAME: Vacancy Ann. #
Current Title, Series and Grade- (if Wage Schedule, include hourly rate):
Current Promotion Potential:
(What is the highest grade you can be promoted to in your current position?)
Title, Series and Grade of position applied for:
Lowest grade you are willing to accept:
B. Performance Rating: Date
(Include a copy of your most recent performance evaluation dated within the last 13 months.)
C. EXPERIENCE (Title, Series, Grade, Location)
From To All experience credited here should be detailed in your application.
application.
D. EDUCATION: (Include college/university, degree, date, major subject areas. (A copy of your transcipt if applicable.)
E. List any awards you have received within the last five years. Include the date and type of award.
I certify that, to the best of my knowledge and belief, all information
Signature Date provided is true and correct.
*** ANNOUNCING OFFICE USE ONLY***
F. Annoucing Office Review Qualified Not Qualified
Under Operating Manual of Qualification Standards
Comments/Justification:
Signature of Application Date
G. TIG Restrictions Met? H. Proposed Nature of Action:
Yes No N/A
PDF Prescribed by P3300
(Replaces BP-A0508
of JUN 10)
PDF Prescribed by P3300 (Replaces BP-A0508 of JUN 10)
Name
ALL APPLICATIONS MUST FILL IN ALL JOB ELEMENTS BELOW AS LISTED IN THE VACANCY ANNOUNCEMENT
I. Job Element Rating:
Applicant's Name
Vacancy
Number:
General Schedule
Wage Schedule
Knowledge, Skills, Abilities and Other Personal
Characteristics Needed in the Job to be Filled
(see crediting plan for instructions and elements).
*
H B
I A
G R
H E
L L
Y Y
A A A
C C C
C C C
E E E
P P P
T T T
A A A
B B B
L L L
E E E
P
O
T W
E E
P N A
O T K
T I '
B E A B
A N L U
R T L T
E I Y
L A O
S Y L S F
A L A
T A Y T S
I C I O
S S C S S M
U F E U F E
P A P P A
T E C T E C V
O R T A R T A
T I O B I O L
A O R L O R U
L R Y E R Y E
I
C P
O A O
F N I
N N
N O T
O T
V
V J A
A U L
L D U
U G E
E E S
Elemen t 5 3 1 4 3 2 3 2 1 0 1.5
1.
2.
3.
4.
5.
6.
Total Points for KSA's
First Rater's Signature & Title Date
1. MEETS REQUIREMENTS
(Both boxes must be checked.)
2.
At least 2 points on the
3 screen-out element
4.
Total score = ½ the number
of possible points. (Possible
5. points = 4 x number of
elements.)
6.
DOES NOT MEET
REQUIREMENTS
Less than 2 points on
the screen-out element
Total score less than
2 x number of elements.
Second Rater's Signature & Title Date
BP-A0596 APPLICANT NOTIFICATION OF FEDERAL BUREAU OF PRISONS
MAR 16 REQUIREMENT TO MAINTAIN A TELEPHONE
U.S. DEPARTMENT OF JUSTICE FEDERAL BUREAU OF PRISONS
(To be read, signed and dated by all applicants at the time of the initial interview).
I, understand that as a condition of my employment, I must at all times during my
employment with the Bureau of Prisons, maintain a telephone and provide my current telephone number to the
Captain and/or Human Resources Department or other designated office.
Print Name:
Social Security Number:
Signature:
Date Signed:
Form will be filed on the right side of the eOPF
PDF Prescribed by P3300 Replaces BP-A0596 of JUN 10
BP-A1073 Accelerated Promotion/Training Agreement
MAR 16
U.S. DEPARTMENT OF JUSTICE FEDERAL BUREAU OF PRISONS
It is understood that selection for and participation in this detail for training does not guarantee promotion to the full performance
level of the position upon completion of the detail. It is further understood, while this detail for training is structured not to exceed
one year, ordinarily, it will not be terminated prior to its expiration date. Failure to successfully complete the training plan or non-selection for the target position will result in the trainee being returned to the position from which detailed or to a position at the
same grade level.
Signature, Supervisor of the Position Date
to Which Detailed
Signature, Employee Selected Date
for Detail for Training
Distribution: eOPF
Human Resource Manager (with copy of training plan)
PDF Prescribed by P3300
BP-A1074 Internship Program Participant Agreement &
MAR 16 Individual Development Plan
U.S. DEPARTMENT OF JUSTICE FEDERAL BUREAU OF PRISONS
Appointee’s Full Name:
Location: Department: Type of Appointment (EXC APPT or NTE):
Does this position offer noncompetitive conversion to the competitive service? Yes No
Appointment Date(s): Work Schedule: (Insert Hours or “NA” as applicable)
Entrance on Duty (EOD) Date: Monday
Program Not To Exceed (NTE) Date (Internship Completion Date): Tuesday
Wednesday
If NTE APPT, the program will be completed in (must circle one): Thursday
3 months or less 6 months 1 year Friday
Position Title, Series, and Grade/Step: Pay:
Intern’s Responsibilities: Human Resource Office/Supervisor’s Responsibilities:
Provide proof of enrollment. Complete a Participant Agreement with each Intern.
Notify the BOP (in writing) of any change in enrollment status and/or Verify enrollment and eligibility for continued participation in the
work schedule. Program.
Maintain a GPA of 2.5 and above with no grade below a “C” or Provide the Intern with program requirement information.
equivalent during the internship. Ensure any special training requirements are met.
Maintain at least a half-time course load as defined by the educational Identify job duties and responsibilities.
institution. Identify performance goals and evaluation criteria.
Adhere to an established work schedule. Establish a mutually agreeable work schedule that does not interfere
Adhere to the Intern Program requirements. with the Intern’s academic schedule.
Participate in required training classes or programs. Supervise daily work activities of the Intern.
Successfully perform the assigned duties listed in the position If the position offers conversion to the competitive service, identify the
description. eligibility requirements for conversion and ensure Intern is converted
Observe all workplace rules. within the applicable timeframe (120 days from completion of all
academic requirements).
Interns on NTE 1 year agreements are eligible for renewal in 1 year
increments.
Work Assignments (Provide a brief description of duties or attach a position description)
Training Requirements Administered and Acquired (As described in the Memorandum Of Understanding)
Evaluation Procedures (Summarize Performance Appraisal process and discuss elements to be rated)
Program Requirements (For continuation and successful completion of the Pathways Internship Program)
The student intern has successfully completed all program requirements for the Pathways Student Internship? Yes No
Minimum Eligibility Requirements for Noncompetitive Conversion:
To be eligible for conversion to the competitive service, an Intern must:
Be a U.S. citizen.
Successfully complete academic course of study.
Complete a minimum of 640 hours of work experience under the Internship Program.
Meet the OPM Qualification Standard for the position the Intern may be converted to.
Maintain acceptable performance under the Performance Appraisal system.
Receive favorable recommendation for conversion from Supervisor.
**It is important to remember that eligibility for conversion does not guarantee placement into a permanent position.
The student intern has successfully completed all program requirements for Noncompetitive Conversion? Yes No
SIGNATURES:
Intern:
Print Name Signature Date
Supervisor:
Print Name Signature Date
Human Resource Approving Official:
Print Name Signature Date
Regional Human Resource Representative (If applicable):
Print Name Signature Date
PDF Prescribed by P3300
BP-A1075 Priority Placement Program Form
MAR 16
U.S. DEPARTMENT OF JUSTICE FEDERAL BUREAU OF PRISONS
Name:
Current Title, Series and Grade:
Location:
In order to receive consideration for the Priority Placement List (PPL), please provide information on the position(s)
that you wish consideration for on the PPL. If PPL consideration is being requested for more than one grade level for
the same position, please list each individually by grade level. If additional space is needed, please use another copy
of this form.
Position Title Grade Level Series Location
Please include the following documentation applicable to your request, prior to submitting the PPL package to your
local Human Resource Office:
Documentation Yes No
Current Optional Application for Federal Employment (OF-612) or
resume (mandatory).
Copy of Notice of Personnel Action (SF-50), if applicable.
Copy of memo notifying applicant of personnel action taken and
eligibility of PPL, if applicable.
Copy of any other written documentation indicating the employee’s
eligibility for PPL, if applicable.
Employee: Date:
Human Resource Representative: Date:
Prescribed by P3300
BP-A1076
MAR 16
C O N F I D E N T I A L
REFERENCE CHECK
U.S. DEPARTMENT OF JUSTICE FEDERAL BUREAU OF PRISONS
Applicant: Vacancy Announcement:
Title/Location of Vacancy:
As noted in the Human Resource Management Manual (CN ***), selecting officials, or their designee, may elect to check the references of Best
Qualified or non-competitive applicants for a vacancy. The questions outlined below are required when references are checked and follow-up
questions for clarification purposes are permissible. Additionally, should the reference-checker determine that additional job-related questions are
necessary for a specific vacancy, those questions are to be added to this form and asked of all applicants who are referenced checked for that
vacancy. Care should be taken in framing questions so information being solicited would not indicate an applicant's race, color, sex, religion,
national origin, age, disability, sexual preference, genetic information, or participation in EEO activity.
A summary of the reference-checking results for each applicant is to be recorded on this form and retained in the applicable promotion
file. Results are not to be directly linked to the reference contacted.
Current Skill/Ability Level Not
Observed
Below
Average Average Above
Average
Administrative Skills (e.g., establishes plans, develops systems and processes, prioritizes and
organizes work)
Oral Communications Skills (e.g., fosters open communications, listens, delivers presentations,
interpersonal skills, builds relationships, diplomacy)
Written Communications Skills
Technical Expertise
Responsiveness (e.g., commitment to quality, meets expectations and deadlines)
Analytical Ability (e.g., problem solving abilities, sound judgment, ability to analyze issues)
Additional Job Related Questions/comments
Additional Job Related Questions/comments
Disciplinary Actions within last two years, if known:
Would you employ the individual in this position? Yes/No
Supervisory Positions Only: Leadership Skills (e.g., provides direction, fosters teamwork,
motivates staff, values diversity, promotes agency mission, ability to train subordinates)
Not
Observed
Below
Average Average
Above
Average
Supervisory Positions Only: Is applicable mobile? Yes No Unknown
References: (Name)
(Title)
(Name) (Title)
(Name)
(Title)
Form completed by: (Name) (Title): (Date): ___________________________________________________________________________________________________________
PDF Prescribed by P3300
BP-A1077 SCHEDULE A HIRING
MAR 16 Applicant Review/Recommendations
U.S. DEPARTMENT OF JUSTICE FEDERAL BUREAU OF PRISONS
Applicant’s Name:
Position of Interest/Request:
Announcement Number (if applicable):
Location:
Geographical Request:
Checklist:
Proof of Disability Documentation (Please check all that are applicable)
Statement or letter on a physician’s/medical professional’s letterhead stationary
Statements, records or letters from a Federal Government agency that issues or provides
disability benefits
Statements, records or letters from a State Vocational Rehabilitation Agency counselor
Certification from a private Vocational Rehabilitation or other Counselor that issues or
provides disability benefits
Other (applicable documentation)
REVIEW/RECOMMENDATIONS: (SPC Assessment; Job Recommendations, if applicable; Concerns)
SPC Signature: Date:
PDF Prescribed byP3300
PDF Prescribed by P3300 Page 1 of 3
____ ____
BP-A1078 Student Volunteer Program Service Agreement
MAR 16
U.S. DEPARTMENT OF JUSTICE FEDERAL BUREAU OF PRISONS
Educational Institution: Facility:
Volunteer’s Name: Academic Level:
The student will be given academic credit for the volunteer service. _ Yes _ No
Appointment Date(s): Work Schedule: (Insert Hours or “NA” as applicable)
Entrance on Duty (EOD) Date:
Length of Service:
Tour of Duty:
Monday
Tuesday
Wednesday
Thursday
Friday
Work Assignments (Provide a brief description of the student’s work assignments)
Educational Institution Responsibilities
The educational institution understands and agrees to:
Work performed is with the permission of the educational institution and relates to the Student’s educational experience.
Designate a representative to work with the agency liaison officer.
Inform all likely student candidates of the volunteer service opportunity.
Refer all interested and qualified candidates to the agency without discrimination.
Furnish the agency with requested information about the student's field of study and academic standing.
Hours scheduled and duties performed are approved as appropriate for the course of study or training he/she is pursuing.
Volunteers must maintain a grade point average of at least 2.0 on a scale of 4.0 or the equivalent, a grade C or above in all major fields of
study at all times and a record that is in all ways predictive of graduation.
Inform the agency of any change in a student's status, including termination of study, change from full-time to part-time enrollment, shifts
to other major areas of study and failure to maintain required standards of the educational institution or the Federal Bureau of Prisons.
Receive a record of attendance and a written evaluation of the student’s performance to the student and the educational institution at the
end of the assignment.
Student Responsibilities
The student understands and agrees to:
Work performed is with the permission of the educational institution and relates to the Student’s educational experience.
Be enrolled in a curriculum on a substantially full-time or half-time basis and be pursuing a major field of study closely related to the work
assignment.
Follow the Federal Bureau of Prisons Standards of Employee Conduct and Responsibility.
Adhere to a work schedule mutually agreed upon by the agency and the student.
Maintain a grade point average of at least 2.0 on a scale of 4.0 or the equivalent, a grade C or above in all major fields of study at all times
and a record that is in all ways predictive of graduation.
Be fully aware that he/she is an uncompensated volunteer.
Be fully aware that he/she is not a Federal employee for any purposes other than injury compensation and laws related to the Tort Claims
Act.
Receive a record of attendance and a written evaluation of the student’s performance to the student and the educational institution at the
end of the assignment.
Human Resource Responsibilities
The Human Resource Office understands and agrees to:
Supervision of the student volunteer.
Volunteer services performed by the student, as outlined in the Volunteer Service agreement will not displace any employee.
Provide a record of attendance and a written evaluation of the student’s performance to the student and the educational institution at the
end of the assignment.
PDF Prescribed by P3300 Page 2 of 3
SIGNATURES:
Educational Institution Approving Official:
Print Name Signature Date
Student Volunteer:
Print Name Date
Human Resource Approving Official:
Print Name Signature Date
PDF Prescribed by P3300 Page 3 of 3
BP-A1081 CERTIFICATION OF COMPLETION OF TRAINING FOR ACCELERATED
MAR 16 PROMOTION FOR PHYSICIAN ASSISTANT, NURSE PRACTITIONER OR NURSE
U.S. DEPARTMENT OF JUSTICE FEDERAL BUREAU OF PRISONS
Trainee:
Position:
Institution:
I hereby certify that this trainee has satisfactorily completed all aspects of the training program, is
performing at or above a fully successful level and is eligible and recommended for an accelerated
promotion consistent with provisions contained in the Training Agreement Section of the Employment Policy
and 5 CFR 603.
Health Systems Administrator Date
Human Resource Manager Date
PDF Prescribed by P3300
History
PS 3300.03 dated 2017-05-08
Provenance
- Source
- bop.gov
- Retrieved
- 2026-09-20
- Edition
- bop-ps-2026-09-20
- Content hash
767332e2574ee0538bf36880ec416f05c8a89445b96d2ffb2fe3145323be63fc
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