1. Are CIPMS benefits the same as those for competitive service personnel? What about retirement benefits?

All major employee benefits existing in the federal service apply to CIPMS. Such benefits as health and life insurance, worker compensation, leave and retirement are the same for competitive service and CIPMS employees. Federal employees who move into CIPMS retain their current retirement coverage (either Civil Service Retirement System (CSRS) or Federal Employees Retirement System (FERS)). Movement from one personnel system to the other does not authorize a change in retirement system coverage.

2. Are CIPMS employees eligible for Special Salary rates and locality pay?

Yes. CIPMS employees are paid using the same salary schedules as other Federal employees at the same location.

3. Are there EEO and Affirmative Action programs and procedures under CIPMS?

Yes. CIPMS follows the merit system principles as currently set forth in Title 5 US Code (USC) and the EEO principles contained in Title 7 USC. The policy of equal opportunity applies to and must be an integral part of every aspect of personnel policy and practice in the employment, development, advancement, and treatment of CIPMS employees. Procedures for handling complaints or allegations of discrimination are the same for CIPMS as for the rest of the Army civilian community.

4. Are CIPMS qualification standards the same as those used by OPM?

Not necessarily. Army-wide CIPMS qualification standards have been published for GS-132 (Intelligence), and GS-080 (Security) occupations. These CIPMS standards must be used when recruiting for covered positions. OPM standards can be used as guides, or approved locally developed CIPMS standards may be used if Army-wide standards are not available. The personnel servicing organization will apply the same qualification standard to all candidates, both internal and external, for any given position. CIPMS standards are designed to clearly focus on the unique needs and concerns of the Army intelligence community in identifying well-qualified individuals for CIPMS positions. As with the newer OPM standards, specialized experience requirements in these standards are driven by job specific knowledges, skills, and abilities (KSAs).

5. What recruitment incentives are allowed under CIPMS? When can they be used?

A feature of CIPMS is the ability of managers to provide supplemental compensation in the form of recruitment incentives in order to attract superior or scarce skill employees or to fill positions in remote or undesirable duty stations. The recruitment and retention incentives available under the Federal Employees Pay and Comparability Act of 1992 are applicable to CIPMS. In addition, CIPMS provides managers additional incentive tools such as setting basic pay for new employees above the step 1 level, payment of travel to an interview and payment of travel expenses to the first duty station. These can only be offered, however, where supportable and if permitted by the budget. Other incentives, such as the establishment of special salary rates in certain occupational categories or locations, a possible step increase upon reassignment, increased use of the incentive awards system to reward performance, and special training opportunities are also available as means to promote retention of employees.

6. Are there any restrictions on the use of recruitment incentives?

Yes. The restrictions vary, however, dependent upon the type of incentive. General eligibility criteria for receipt of an incentive are specified in AR 690-13. In some cases the granting of an incentive causes the employee to incur an employment obligation for a specified period of time. For some incentives the AR prescribes maximum payments/percentages allowable. Restrictions are minimized, however, in order to allow managers needed flexibility to attain quality candidates. Budget limitations, not arbitrary restrictions, should normally control use of appropriate recruitment incentives. (For additional information on "retention" incentives see Section VI, Question 2.)

7. Will I be required to serve a probationary/trial period under CIPMS?

CIPMS requires new government employees to serve a one year trial period. Federal employees who already have completed a one year trial or probationary period prior to accepting a CIPMS position do not serve a new trial period. CIPMS employees who have started but have not completed a probationary/trial period and who accept a CIPMS position without a break in service will have the time already served count toward the one year CIPMS requirement. In addition, CIPMS does not require a "probationary period" for its new supervisors and managers, as does the competitive service.

8. Does CIPMS require any special conditions of employment?

Conditions of employment will be imposed when required by law or regulation, or when determined by appropriate management authority to be in either the interest of national security or mandatory for effective performance of the position. Intelligence and security work, not CIPMS, determines conditions of employment. Examples of possible conditions of employment are the requirements to obtain and maintain access to the level of classified information required of the position, to undergo a periodic polygraph examination, to meet physical or medical standards, to be mobile, or to obtain and maintain professional certification, or license. Conditions of employment will require a statement of understanding and should be communicated to employees and applicants and agreed to in writing prior to employment or assignment to a CIPMS position.

9. Why is my SF-50 important to me?

Your SF-50-B (Notification of Personnel Action) is official documentation of your employment. It indicates such data as position title, series and grade, and tenure. It can be used to verify the length and nature of your employment in CIPMS. The remarks section will indicate any trial period requirement and should indicate your eligibility under the Interchange Agreement. It is a good idea to attach your most current SF-50 (or one which verifies your interchange or reinstatement eligibility) to any job application when applying for competitive service positions to verify your eligibility to apply directly for competitive service vacancies.

10. If I am currently in the competitive service, what will happen to my competitive status if I accept a CIPMS position?

Acceptance of a CIPMS position does not affect an individual's personal competitive status. Competitive status is initially acquired by a career or career-conditional appointment in the competitive service, as a result of an open competitive exam under the auspices of the Office of Personnel Management (OPM). Once an employee possesses competitive status, he/she retains it for at least as long as he/she is continuously employed in the federal government. Individuals with personal status who move back into the competitive service by "reinstatement" (generally without a break in service) receive full credit for their period of CIPMS service toward completion of any competitive service career tenure requirements. Movement between the two systems has no effect on retirement or benefit coverage. Specific questions about competitive status, tenure, and reinstatement eligibility rules should be directed to your Civilian Personnel Advisory Center. (Also see Question 11 below on the Interchange Agreement.)

11. What is the Personnel Interchange Agreement and how can it be helpful to me?

Interchange refers to a formal agreement between the Department of Defense and the Office of Personnel Management which permits movement of employees between competitive service and CIPMS excepted service positions. Under the agreement, nontemporary CIPMS employees who do not have competitive status may be considered for positions in the competitive service without first going through the OPM examining process after serving at least one continuous year in a CIPMS position. Employees who meet qualification standards and requirements are considered in the same manner that current competitive service employees are considered for "transfer". CIPMS employees appointed to competitive service positions under the terms of this agreement will receive competitive civil service status. In addition, CIPMS service will count toward completion of the three years required for civil service career tenure. Since you have previously completed a probationary or trial period, you will not be required to serve a new one in the competitive service. CIPMS employees who have personal competitive status as a result of prior competitive service may be appointed to competitive service positions either through reinstatement or under the Interchange Agreement, whichever is most beneficial. Each new CIPMS employee should receive a copy of the Interchange Agreement which should be retained with his/her personnel records. Questions about the applicability of the agreement and other details of the agreement should be directed to your servicing Civilian Personnel Advisory Center.

12. If I've never held a competitive service job, how soon can I accept a job in the competitive service?

CIPMS employees new to the federal service must stay in CIPMS without a break in service for one full year before being eligible for non-competitive consideration for competitive service jobs under the Personnel Interchange Agreement. You can apply for competitive service positions through the Office of Personnel Management examination process at any time. (See Question 11 for further information on interchange.) [NOTE: For more specific information related to Questions 13-18 below refer to CIPMS Memo Number 92-2 dated 04 Sep 92.]

13. Are CIPMS Reduction in Force (RIF) procedures the same as the competitive service?

CIPMS RIF procedures differ from those of the competitive service. They are designed to reduce the number of employees displaced and to minimize disruption of mission accomplishment. The emphasis is on placement of displaced personnel. Affected employees can be placed in vacant CIPMS positions, or competitive service positions if eligible; cannot be displaced by competitive service employees affected by RIF; are entitled to register in the DoD Priority Placement Program if they have personal status or interchange eligibility; and can receive placement assistance through other DoD intelligence programs.

14. Do CIPMS employees have Bump and Retreat rights in RIF?

No. CIPMS RIF allows for one round of competition. An employee whose position is identified for abolishment can displace other employees within the assigned competitive level. However, once released from his/her competitive level, no further displacement occurs. Released CIPMS employees may be offered placement in a vacant position in lieu of separation. The competitive service has a second round of competition during which an affected employee may be able to displace another employee who has lower retention standing. This type of displacement is called "bump" or "retreat".

15. Are CIPMS employees in the same competitive levels as competitive service employees?

No. Competitive service and CIPMS positions are always in separate competitive levels, even if series and grade are the same. Competitive levels are assigned according to a position's series, grade, duties, and tour of duty. If a RIF affects both competitive service and CIPMS positions, the positions will be placed in competitive levels according to whether they are CIPMS positions or competitive service positions.

16. Can CIPMS employees be displaced by competitive service employees in RIF?

No. A CIPMS RIF is conducted separately from a RIF taking place at the same location in the competitive service. Competitive service employees cannot bump or retreat into CIPMS positions. During a CIPMS RIF, CIPMS employees who have personal competitive status or are eligible under the Personnel Interchange Agreement may be placed in vacant CIPMS or competitive service positions for which they are qualified, as management deems appropriate.

17. Can a CIPMS employee be offered placement in a vacant position?

Yes. Management can offer placement of qualified surplus employees in vacant CIPMS positions. Employees who have personal competitive status or are eligible under the Interchange Agreement also may be offered placement in vacant competitive service positions for which they are qualified, as management deems appropriate.

18. As a CIPMS employee, am I eligible for Voluntary Early Retirement Authority (VERA) or Voluntary Separation Incentive Pay (VSIP) programs?

Yes. VERA and VSIP are available for both competitive service and CIPMS employees. The same rules apply to both. The authority to approve VERA or VSIP is based on a critical need for an installation or activity to reduce its civilian strength, usually in specifically identified series and grades of positions. The positions identified for reduction will be based on mission essential requirements determined by the Commander and key management. To achieve the required number of reductions, VERA or VSIP may be offered at your installation. If it is, the memo announcing the VERA or VSIP should clearly explain who is eligible to apply. Application does not mean approval. Every employee who applies for VERA or VSIP does not automatically receive approval. That decision will be up to key management and the Commander.

19. Does the hiring of a military retiree within 180 days of retirement require a waiver before appointment to CIPMS positions?

Yes, the same rules apply to CIPMS as to competitive service appointments. However, waiver requests are forwarded to the Intelligence Personnel Management Office (IPMO) for review and approval rather than to the Policy and Program Development Division of ASA(M&RA).