An agency may address similar target groups (for example. B of the same occupational categories, interdisciplinary positions, titles or tasks) that have been difficult to fill in the past or may be difficult to fill in the future, and face the necessary desire to offer an incentive to recruit on a group basis. Agencies must review each decision to allow incentives to hire a group of similar organizations at least once a year to determine whether positions are likely to be still difficult to fill. An incentive to the commitment is paid to a current employee under the following conditions: If it is found that the abnormally high or unique qualification of the employee or a particular need of the organization for the benefits of the employee requires the commitment of the employee and that the worker would probably leave the federal service without an incentive to the employment. An incentive to commit may also be paid to an employee who is likely to leave the department prior to the closure or transfer of the employee`s office, establishment, activity or organization to another federal position and who has a particular need for the employee`s services. In general, the commitment incentive should not be used as an instrument to stop the pursuit of highly qualified candidates through traditional recruitment efforts. The use of 3Rs-Incentives is subject to AMT review for OHRM accountability and strategic recruitment. These controls will be comprehensive and will include, among other things, compliance with all regulatory incentive requirements; Compliance with departmental and OPM guidelines and procedures; Reason for granting incentives. These audits will form part of the opm Center for Merit System accounting audit program, which reviews agency personnel management systems to ensure that authorities are properly used in accordance with the Division`s law, regulations and plan.
The head of the operations unit may authorize a relocation incentive of up to $10,000; for amounts over $10,000, the application must be submitted for approval to the Director of Human Resources Management/Departmental Director of Human Resources Management. The amount of the incentive must be justified in writing by the receiving authority and the decision to pay the incentive must be made before the potential worker enters the position for which he or she has been relocated.