Local Employment Policy Handbook - ICASS

(USPSC, 3 FAM 8100) up to the five-year maximum before transitioning the position to the Local
Employment Policy. Therefore, Mission management had the option to transition positions currently
encumbered by Ordinarily Resident US Citizens under a USPSC or Temporary (formerly called PIT)
Appointment at either the:
A. End of the current contract or appointment period (not to exceed the five-year maximum); or
B. Next renewal or extension period.
Transitioning to the Local Employment Process (2001-2008)
If a current Ordinarily Resident US Citizen employee hired under a USPSC or Temporary Appointment
voluntarily applies and is selected for any position recruited at the Mission, then HR terminates the
current USPSC or Temporary Appointment and staffs the position under the Local Employment Policy.
The employment mechanism is a PSA, and compensation is under the Local Compensation Plan at the
FSN grade of the new position as CAJE evaluated. HR must observe the required break in service as
stated in local labor law before hiring the individual under a PSA.
Otherwise, Mission management decides when to transition a position currently encumbered by an
Ordinarily Resident US Citizen under either a USPSC or Temporary Appointment. Under no
circumstances may transitioning exceed the five-year maximum limit of the current USPSC or Temporary
Appointment.
There is no authority for exceptions beyond the five-year maximum limitation of the USPSC or
Temporary Appointment. HR also may not “grandfather” the individual in the current position, allowing
the individual to indefinitely maintain current compensation and benefits. (See Topic: Grandfathering)
It’s important that HR review the expiration date of all USPSCs and Temporary Appointments currently
encumbered by Ordinarily Resident US Citizens and advertise the positions three months prior to
expiration using the Model Vacancy Announcement. The Model Vacancy Announcement is available on
the HR/OE website under “Recruitment.”
HR must transition all affected positions to the Local Employment Policy by December 31, 2008.
Transitioning Process for the Mission
Since this may be the first time HR establishes the position under the Local Compensation Plan, HR must
open recruitment on the Vacancy Announcement (VA) to all sources (i.e., All Interested Applicants.)
This will help determine the appropriate compensation rate in the local market for the skills set. HR may
not restrict recruitment for positions transitioned to the Local Employment Policy to either:
A. US Citizen EFMs only; or
B. Current employees of the Mission only.