Additional Personnel Policies

Other personnel issues such as computation of pay, reductions in force, adverse actions, service credit, performance appraisals, and personnel ceilings that may affect part-time employment are discussed below.

• Pay
• Reduction in Force
• Adverse and Performance-based Actions
• Service Credit
• Personnel Ceilings

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Pay

Gross pay is computed by multiplying the employee's hourly rate of basic pay by the number of hours worked during the pay period. Except for certain employees on alternative workweek schedules, overtime rates apply only to the hours in excess of 8 hours in a day or 40-hours in a week. Non-overtime hours above those normally scheduled are paid at the basic rate of pay (5 U.S.C. 5542 and Fair Labor Standards Act).

Reduction in Force

In a reduction in force (RIF), part-time employees compete separately from full-time employees. A part-time employee can compete only for other part-time jobs and has no assignment rights to full-time positions. Similarly, a full-time employee has assignment rights only to full-time positions and cannot displace a part-time employee.

Adverse and Performance-based Actions

Part-time employees have the same rights as full-time employees when disciplinary actions or performance-based actions are taken against them. Adverse and/or performance-based actions include suspensions, removals, furloughs, and reductions in grade. (A reduction in scheduled hours is not subject to adverse action procedures.)

Service Credit

A part-time employee earns a full year of service for each calendar year worked (regardless of schedule) for the purpose of computing dates for the following:

• retirement eligibility;
• career tenure;
• completion of probationary period;
• within-grade pay increases;
• change in leave category; and
• time-in-grade restrictions on advancement.

Personnel Ceilings

Regular, non-overtime hours worked by part-time employees count toward an agency's full-time equivalent (FTE) work year personnel ceiling. A part-time position counts as a percentage of a full-time job. For example, an employee who works 24-hours a week is counted as 0.6 FTE.