II.   COMPETITIVE AREA AND RETENTION STANDING INFORMATION

17. Q. What are the factors that determine the outcome of a RIF?
    A. RIF regulations require the documentation of a series of retention factors for all competing employees. These include: establishment of competitive areas, competitive levels, and retention registers which contain information relevant to each employee's tenure group, veteran preference subgroup, and length of service augmented by performance credit. When RIF becomes necessary these retention factors are applied to determine which employees will actually be affected.
    
    
18. Q. How can I be sure that the information used to determine my standing in a RIF is accurate?
    A. The information used to determine each employee's retention standing is contained in the Official Personnel Folder (OPF) or Merged Record Personnel Folder (SF-66C) as appropriate. Employees should periodically review their OPF/SF66C's to assure that all information is current and accurate. Special attention should be given to the Standard Form 50, Notification of Personnel Action, which documents the employee's competitive level, type of service (CIPMS), veteran preference status, and service computation date.
    
    

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    The illustration shows the relationships between the various elements used to determine the outcome of RIF. Note that the Competitive Area encompasses the Competitive Levels. Two competitive level Retention Registers are shown here, but there could be any number within a given competitive area. Actual retention registers would differ in appearance, but the content of the registers would include as a minimum the group categories shown. Employees are listed under the correct Tenure Group/Subgroup in descending order according to Service Computation Date as augmented by performance credit.
    Further information about each of these elements is found in the answers to questions 19-36 below.
    
    
19. Q. What is a competitive area?
    A. Competitive areas are defined solely in terms of the organization and geographic boundaries in which employees compete in a RIF. CIPMS employees can be in the same competitive area as competitive service employees, but in the event of RIF they would be treated as two separate groups, and could not displace each other. Your CPO can provide additional information about the competitive areas established within its serviced population.
    
    
20. Q. What is a competitive level?
    A. A competitive level is comprised of positions in the same grade and classification series; which are similar enough in duties and qualification requirements that they are considered interchangeable. Separate competitive levels are established for competitive service and excepted service positions. Within the excepted service, separate competitive levels are established for each appointment authority. This means that CIPMS employees would not compete with non-CIPMS excepted service employees. Competitive levels are also separated according to: Type of work schedule (e.g., full-time, part-time); supervisory or non-supervisory status; and trainee status (e.g., interns).
    
    
21. Q. How many positions can be assigned to the same competitive level?
    A. A competitive level may consist of a single position, or an almost unlimited number of positions provided they meet the criteria cited in the answer to question 20 above.
    
    
22. Q. Can positions in different grades be assigned to the same competitive level?
    A.No, Competitive levels (CL's) are separated by grade. CPO's may use the same number to identify positions at all grades within a particular specialty (e.g., the number 14 may indicate all positions within the information security specialty). Though the numbers may be the same, they serve only to identify the specialty. Competitive levels for the specialty are separated by grade, (e.g., separate CL-14 registers would be developed for GS-09, GS-11, GS-13, etc.).
    
    
23. Q.If my position has promotion potential can it be in the same competitive level as another position with no promotion potential?
    A. Yes. Competitive levels cannot be separated based upon the grade promotion potential of the position.
    
    
24. Q. Can positions in different organizations be assigned to the same competitive levels?
    A. Yes, provided the organizations are within the same competitive area and the positions meet the criteria cited in the Q. Can positions paid from different accounts (e.g., P2, P3, P8) be on the same competitive levels?
    A. Yes, provided the positions are in the same competitive area and the criteria cited in the answer to question 20 above are met.
    
    
25. Q. As a veteran do I have preference over all of the non-veterans in my competitive level?
    A. Not necessarily. Persons who have veteran preferences for RIF have higher retention standing than non-veterans within their assigned tenure groups, and all employees in lower tenure groups. They do not, however, have higher retention standing than veterans or non-veterans in higher tenure groups. It is important to note that not all persons who have completed military service are entitled to veteran preference for RIF purposes. CIPMS employees have the same eligibility for entitlement as competitive service employees. Your CPO can provide additional information, (also see questions 29 and 31 below).
    
    
26. Q. What is a retention register?
    A. A retention register is a list of competing employees within a competitive level who are grouped by tenure, veteran preference, and length of service augmented by performance credit.
    
    
27. Q. If I was in the competitive service before I was converted to CIPMS, can I be placed on a competitive service retention register?
    A. No. The competitive levels from which retention registers are developed are established for positions currently officially occupied by employees. As stated in the answer to question 20 above, competitive levels for CIPMS employees are separate from those of competitive service employees.
    
    
28. Q. What are the CIPMS tenure groups?
    A. There are three tenure groups for CIPMS Employees:
    
    Tenure Group I
    Permanent employees whose appointments carry no restriction or condition.
    Tenure Group II
    Employees serving a trial period.
    Tenure Group III
    Indefinite employees (i.e., without specific time limit but not actually or potentially permanent); or employees with specific time limitation of more than one year; or employees currently under temporary appointment Not-To-Exceed (NTE) one year but who have completed one year of current continuous service.
    
    
29. Q. Are CIPMS tenure groups for RIF the same as those used in the competitive service?
    A. No, there are differences between CIPMS and competitive service tenure groups I and II. CIPMS employees who have completed the one year trial period (or one year probationary period for employees who were previously in the competitive service) are assigned to tenure group I. Employees in the competitive service must complete three years of creditable service before they are assigned to tenure group I.
    
    
30. Q. How are employees identified within the tenure groups?
    A. Each tenure group lists employees according to veteran preference subgroup. These subgroups are the same for CIPMS as those used in the competitive service. The subgroups are:
    
    Subgroup AD
    Preference eligibles who have compensable service-connected disability of 30% or more.
    Subgroup A
    Preference eligibles not in Subgroup AD.
    Subgroup B
    Employees not eligible for veteran preference.
    
    It is important to note that not all persons who have completed military service are entitled to veteran preference for RIF purposes. CIPMS employees have the same eligibility for entitlement as competitive service employees. Your CPO can provide additional information.
    
    
31. Q. What if I don't agree with my standing on a retention register?
    A. Retention standing is determined from specific information documented in the employee's Official Personnel Folder (OPF) or Merged Record Personnel Folder (SF-66C). If you disagree with your standing on a retention register, you should review the items in question with your Civilian Personnel Office to ensure their accuracy.
    
    
32. Q. Can I displace an employee with less service than I have?
    A. Yes, but only within your own competitive level. If your position is abolished you can displace an employee in your competitive level who has lower retention standing. Please note that an employee's service date for RIF is augmented by credit for performance. See questions 34-36 for additional information. CIPMS employees cannot displace employees in different competitive levels.
    
    
33. Q. How do performance ratings effect my standing on the retention register?
    A. Credit for performance in RIF is given by adjusting an employee's service computation date. The procedure for crediting performance is the same for CIPMS employees as for employees in the competitive service. A specific four-year period immediately prior to the RIF is designated by your CPO. The three most recent annual performance ratings of record received during this period will be credited using a mathematical average of the total value of the ratings. An exceptional rating=20 years of service, Highly Successful=16 years, Fully Successful=12 years, and Below Fully Successful=0 years. (As an example, an employee with two Fully Successful ratings and a Highly Successful rating receives 12+12+16=40 divided by 3=13.3, rounded to 14 years of service added to the employee's service computation date.) Only annual performance ratings of record are counted. No credit is given for monetary or honorary awards, probationary ratings, or special ratings.
    
    
34. Q. What happens if I don't have three years of performance ratings?
    A. The effective date of annual performance ratings is defined as the actual final approval date. Employees who have not received three annual ratings of record during the four-year period designated by the CPO will be credited with presumed ratings of fully successful.
    
    
35. Q. Does a probationary/trial period appraisal count for RIF?
    A. No. Only annual performance ratings of record will be used to determine additional years of service for RIF purposes. Probationary/trial period ratings, special ratings, and other types of ratings will not be used.