Purpose and Scope.   This document contains internal placement and external (direct hire) recruitment procedures for filling CIPMS civilian positions. Policy.   Positions will be filled in accordance with applicable requirements found in DOD Manual 1400.34-M, CIPMS Policies and AR 690-13, CIPMS, Policies and Procedures. Selections for CIPMS positions will be based on merit with full regard for equal employment opportunity. All personnel actions to include selections must be free from prohibited personnel practices outlined in section 2302 of title 5, U.S.C. Recruitment sources.   Managers retain the right to select or not select from any appropriate source of candidates subject to the following: Statutory/Regulatory rights.   Rights of any employee or former employee who is entitled to statutory or special DOD or Department of Army (DA) regulatory placement or consideration (e.g., DOD Priority Placement Program, DOD reemployment priority list, DOD restoration from Military duty, restoration after successful appeal, special consideration for repromotion, etc.) must be satisfied prior to filling any position under this plan. The provisions of DOD Instruction 1404.12, "Employment of Spouses of Active Duty Military Members Stationed Worldwide", do not apply to CIPMS, therefore, spouse preference will not be granted when filling CIPMS positions. Veteran's Preference.   When filling positions using external recruitment sources, preference eligible candidates (external) will be granted preference in selection over non-preference external eligibles with substantially equal qualifications. Points for veteran's preference will not be added to ratings, nor will the "Rule of Three" be utilized. (NOTE: Guards, messengers, and custodians are appointed from among preference eligibles as long as preference eligibles are available.) Career Program Referrals.   Recruitment is subject to the provisions of the Defense Intelligence Special Career Automated System (DISCAS) (DOD Manual 1430.10-M-3) and Army Career Program mandatory referral levels established in AR 690-950 as addressed in AR 690-13, Chapter 13. Responsibilities.   The selection of candidates for CIPMS positions is a critical personnel management responsibility. Management officials with the authority to select or recommend selection are expected to be fully involved in developing evaluation criteria, identifying areas of consideration, identifying appropriate recruitment sources/incentives, and interviewing candidates. Civilian personnel office officials will advise and assist managers in this effort and perform the necessary administrative support associated with the recruitment process. CPO's will guide the commander in the execution of his/her responsibilities to insure that the recruitment and placement system is operating within the parameters established by law and regulation. Competitive selections for CIPMS positions will be based on federal merit system principles, and all selections will be free from prohibited personnel management practices specified in law. Coverage.   Competitive procedures apply to the following: Appointments, conversions, promotions or placements outside a grade band, to vacancies that provide promotion potential above that previously held on a permanent basis; Temporary promotions or details of more than 180 days to higher graded positions outside the current grade band; Temporary promotions or details of more than 180 days to higher graded positions within the current grade band which are not in the employee's current line of work; Selections for training required for promotion unless training opportunities are available to all. Exceptions. Competitive procedures do not apply to the following types of actions: Promotions, within or outside the grade band, when an employee was selected through competitive procedures at an earlier stage for an assignment intended to prepare the employee for the position being filled and the intent was made a matter of record (e.g., employee competed and was selected for a GS-5 full performance GS-11; GS-11 full performance 12; GS-13 full performance GS-14 etc.). Promotions resulting from upgrading a position without significant change in duties due to issuance of new classification standards or the correction of an initial classification error; Position changes permitted by Reduction-In-Force regulations; Selections based upon priority consideration offered as a correction action based upon failure to receive proper consideration in an earlier selection action. The decision to offer special consideration resides with civilian personnel officials. Placements required by statute or regulations. Competitive procedures are not required for the following types of actions: Promotions within a grade band in the employee's current line of work to a job under the control of the same appointing office; Promotions outside the grade band resulting from the addition of duties and responsibilities when the conditions in AR 690-300, Chapter 335.1-5c(1)(b) have been met. Promotions or details to a grade no higher than previously held on a permanent basis or repromotion from which an employee was involuntarily demoted without personal cause; Temporary promotions or details to a higher grade outside the grade band for up to 180 days; Reassignments or changes to lower grade to a position at the same or lower full performance level; At management's discretion, placements commonly made using college recruitment programs, or government-wide, DA or CIPMS special employment programs. Placements made in identified shortage category positions, documented hard-to-fill or high-turnover positions. Eligibility Standards.   Applicants for CIPMS positions must meet: Qualification Requirements.   Applicable qualification requirements include minimum qualification requirements of education, training and/or experience relevant to the position for which considered as described in: (1) CIPMS-wide qualification standards, if available; or (2) locally developed qualification standards; or (3) X-115; and (4) any selective placement factors. Time-in-Grade requirements do not apply to CIPMS. Conditions of Employment.   These conditions may include, but are not limited to, U.S. citizenship, security eligibility, favorable completion of a Special Background Investigation within a reasonable time-frame as determined by management, and any physical and/or medical standards or requirements. Suitability Standards.   These are addressed in AR 690-13, chapter 4-5. Competitive Procedures.   When competitive procedures are used, managers with the assistance of civilian personnel officials, are expected to identify recruitment sources most likely to meet their organizational/mission needs. Subject to regulatory/statutory requirements, managers have the authority to select the most appropriate source or sources for their positions. Any or all sources may be queried concurrently. Sources and methods of application. External Candidates.   Applications (e.g., SF-171) from external candidates may be accepted for current vacancies or vacancies that might reasonably be expected to occur. FPM 213, Excepted Service Appointments, procedures do not apply. The decision to receive, retain or return applications is based upon an assessment of recruitment needs. Recruitment lists or vacancy announcements are the usual means for announcing the acceptance of applications. Internal Candidates.   Employees will follow application instructions contained in vacancy announcements or in recruitment lists. DISCAS and DA Career Program Referrals.   These systems contain specific requirements for enrollment and referral. Employees interested in career program information should make contact with civilian personnel officials or activity career program managers. Career program referral lists will be requested in accordance with AR 690-13. Vacancy Announcements.   Vacancy Announcements may be used to solicit applications from: Internal sources such as local employees, non-Army CIPMS employees, or other Federal employees; external sources (direct hire) such as contractors, professional organizations, colleges and universities; or any other source that might yield well-qualified individuals and/or further Equal Employment Opportunity goals. (Note that vacancy announcements are not the only avenue for acceptance of applications). There is no mandatory minimum area of consideration established for CIPMS positions. Rather, the minimum area of consideration will be determined based upon management's assessment of what area will best provide well qualified applicants in a reasonable time frame in accordance with mission needs. In addition to standard information, announcements will include a statement indicating that the position is in the statutory excepted service under 10 USC 1590. As appropriate, announcements will also include information pertaining to recruitment incentives and applicable conditions of employment (e.g., security, mobility, citizenship, travel, polygraph requirements, etc.). Evaluation of Applicants is addressed in AR 690-13. Referral of Candidates. Referral of candidates resulting from statutory or regulatory placement or consideration rights will be accomplished prior to referral of candidates from other sources. Candidates from all other appropriate sources may be referred concurrently; however, if referral listings are ready for transmittal at varying times there is no requirement to hold up transmittal until all listings are ready. Candidates from direct hire (external) sources will be grouped separately on referral lists from internal candidates. Any referral list of external candidates will identify veteran's preference eligibles. There is no requirement to refer external candidates in order of veteran's preference or to apply the "Rule of Three". Compensable veterans will not rise to the top of a referral listing but will be considered like other veterans. Selection Procedures.   Managers will make selections expeditiously after receiving referral lists. Selection panels may be used but do not dilute the responsibility the selecting official has for making a selection. Candidates may be interviewed in person or by telephone. Interview questions must be job-related and consistent for all candidates. Not all candidates need be interviewed. Payment of travel expenses associated with interviews will be in accordance with existing regulations (Joint Travel Regulations, AR 690-13). Selecting officials are encouraged to conduct employment reference checks; in addition to any initial vouchering accomplished by CPO. Selecting officials are required to document the reasons for non-selection of any preference eligible when a non-preference eligible is selected from the same list of external candidates. No documentation is required to support the non-selection of a preference eligible if another preference eligible is selected. Managers may negotiate recruitment incentives as provided for in federal, Army, CIPMS specific regulations, or local delegations of authority. Notification of selection or non-selection by selecting officials can be made only after coordination with the civilian personnel office. Selection and notification will be tentative subject to conditions of employment and any other requirements (e.g., review of Preliminary Employment Data (SF-75), if appropriate). Once security requirements and any other conditions of employment requirements are met, a mutually satisfactory release or Entry on Duty (EOD) date will be established. At minimum, the following must be addressed and confirmed when making a formal job offer: Title, grade, salary, any recruitment incentive offers, agreements, and conditions of employment. Any statement of understanding, continuation of service agreements with regard to agreed upon recruitment incentives, or conditions of employment must also be completed and signed on or before selectee's entrance on duty date. All non-CIPMS applicants selected must sign a statement attesting to their understanding of CIPMS provisions as indicated in AR 690-13. Complaints. Applicants who have questions concerning the filling of a particular CIPMS position or the evaluation of their eligibility for consideration should contact either the CPO representative or the selecting official. The CPO response will be final for external applicants. Army employees will resolve grievances as indicated in AR 690-13. Allegations of discrimination in placement procedures will be handled in accordance with AR 690-13. Maintenance of Records and Files.   Records must be maintained and available for review as indicated in AR 690-13.