Proposed Rule2026-10552
Elimination of Time-in-Grade
Primary source
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Published
May 28, 2026
Issuing agencies
Personnel Management Office
Abstract
The Office of Personnel Management (OPM) proposes eliminating the Time-in-Grade (TIG) restriction on advancement to competitive service positions in the General Schedule. Currently, employees in competitive service General Schedule positions in grades 5 and above must serve 52 weeks in grade before becoming eligible for promotion to the next grade level. Abolishing the restriction would eliminate the 52-week service requirement. If the requirement is eliminated, an employee must continue to meet occupational qualification standard requirements, and any additional job-related qualification requirements.
Full Text
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<title>Federal Register, Volume 91 Issue 102 (Thursday, May 28, 2026)</title>
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[Federal Register Volume 91, Number 102 (Thursday, May 28, 2026)]
[Proposed Rules]
[Pages 31669-31673]
From the Federal Register Online via the Government Publishing Office [<a href="http://www.gpo.gov">www.gpo.gov</a>]
[FR Doc No: 2026-10552]
========================================================================
Proposed Rules
Federal Register
________________________________________________________________________
This section of the FEDERAL REGISTER contains notices to the public of
the proposed issuance of rules and regulations. The purpose of these
notices is to give interested persons an opportunity to participate in
the rule making prior to the adoption of the final rules.
========================================================================
Federal Register / Vol. 91, No. 102 / Thursday, May 28, 2026 /
Proposed Rules
[[Page 31669]]
OFFICE OF PERSONNEL MANAGEMENT
5 CFR Parts 300, 315, 316, 352, and 410
[Docket ID: OPM-2026-0067]
RIN 3206-AP05
Elimination of Time-in-Grade
AGENCY: Office of Personnel Management.
ACTION: Proposed rule.
-----------------------------------------------------------------------
SUMMARY: The Office of Personnel Management (OPM) proposes eliminating
the Time-in-Grade (TIG) restriction on advancement to competitive
service positions in the General Schedule. Currently, employees in
competitive service General Schedule positions in grades 5 and above
must serve 52 weeks in grade before becoming eligible for promotion to
the next grade level. Abolishing the restriction would eliminate the
52-week service requirement. If the requirement is eliminated, an
employee must continue to meet occupational qualification standard
requirements, and any additional job-related qualification
requirements.
DATES: Comments must be received on or before July 27, 2026.
ADDRESSES: You may submit comments by using the Federal rulemaking
Portal: <a href="https://www.regulations.gov">https://www.regulations.gov</a>. Follow the instructions for
submitting comments.
All submissions must include the agency name and docket number or
RIN for this Federal Register document. Please arrange and identify
your comments about the regulatory text by subpart and section number.
If your comments relate to the supplementary information, please refer
to the heading and page number in the supplementary section. All
comments must be received by the end of the comment period for them to
be considered. All comments and other submissions received generally
will be posted on the internet at <a href="https://regulations.gov">https://regulations.gov</a> as they are
received, without change, including any personal information provided.
However, OPM retains discretion to redact personal or sensitive
information, including but not limited to personal or sensitive
information pertaining to third parties.
As required by 5 U.S.C. 553(b)(4), a summary of this rule may be
found in the docket for this rulemaking at <a href="http://www.regulations.gov">www.regulations.gov</a>.
FOR FURTHER INFORMATION CONTACT: Ms. Michelle Glynn at (202) 606-1571
or by email at <a href="/cdn-cgi/l/email-protection#aff8ffe6c1dbcec4caefc0dfc281c8c0d9"><span class="__cf_email__" data-cfemail="6730372e0913060c022708170a49000811">[email protected]</span></a>.
SUPPLEMENTARY INFORMATION:
I. Background and Purpose
TIG restrictions in 5 CFR part 300, subpart F, were established to
prevent excessively rapid promotions in the competitive service. Under
these provisions, employees generally must complete 52 weeks at
specified lower grades before becoming eligible for promotion. On June
14, 1995 (59 FR 30717) and January 10, 1996 (60 FR 2546), OPM published
proposals to eliminate time in grade. In 2008, OPM again proposed
eliminating TIG and sought public comment (73 FR 6857, Feb. 6, 2008). A
final rule was published in 2008 but later withdrawn (74 FR 40057, Aug.
11, 2009) before taking effect in order to consider TIG as part of a
broader review of pay, performance, and staffing. OPM never finalized
that review, however.
After almost 20 years, OPM has again assessed whether TIG remains
necessary in light of current statutory protections (including merit
system principles and prohibited personnel practices), Governmentwide
qualification standards, agency merit promotion procedures, Executive
Order (E.O.) 14170 titled Reforming the Federal Hiring Process and
Restoring Merit to Government Service issued on January 20, 2025, (90
FR 8625; Jan. 31, 2025) and the Executive Office of the President and
OPM joint implementing guidance memorandum of May 29, 2025, (``Merit
Hiring Plan'' available at <a href="https://www.opm.gov/chcoc/transmittals/2025/Merit%20Hiring%20Plan%205-29-2025%20FINAL.pdf">https://www.opm.gov/chcoc/transmittals/2025/Merit%20Hiring%20Plan%205-29-2025%20FINAL.pdf</a>). OPM preliminarily
concludes TIG is not necessary to protect merit or budgetary interests
and may unduly restrict agencies' ability to make selections based on
job-related- qualifications and performance.
OPM issues this proposed rule under 5 U.S.C. 3301 and 3302 and E.O.
10577 (19 FR 7521), which authorize OPM to prescribe regulations for
the competitive service. Eliminating TIG does not alter statutory
qualification, classification, or competition requirements; agencies
must continue to comply with 5 U.S.C. chapter 33; 5 CFR part 335; and
OPM's qualification standards.
Since the early 1950s, Federal employees in General Schedule (GS)
competitive service positions at grades 5 and above have qualified for
promotions to higher grades if they met two criteria: (1) have at least
one year of specialized experience equivalent in difficulty to the next
lower grade level or (in some cases) the equivalent education; and (2)
have service of at least 52 weeks at their current grade (known as
``TIG''). We propose eliminating the TIG restriction as a prerequisite
for promotion.
The TIG restriction originated in a statute called the Whitten
Amendment. Sec. 1302, Public Law 81-843, 64 Stat. 1066. The Whitten
Amendment was passed by Congress in 1950 during the Korean conflict.
The statute was created to prevent the permanent buildup of the civil
service with expanded grade levels during the Korean conflict, as had
happened during World War II.
The Whitten Amendment consisted of a series of personnel controls.
The controls included a requirement to effect all promotions and
appointments on a temporary basis to simplify adjusting personnel
actions downward at the end of the conflict; to conduct an annual
survey of positions to assure each was properly graded; and to
implement the TIG restrictions to prevent excessively rapid promotions
of Federal employees in GS competitive and excepted service positions.
Before the Whitten Amendment expired, Congress sought a review by
the predecessor of OPM, the Civil Service Commission (Commission), to
determine whether to retain any of the provisions in the amendment. The
Commission reported that the TIG restriction for competitive service GS
positions had been placed in regulation and would continue even if the
Whitten Amendment expired. The law expired September 14, 1978, and the
TIG restrictions continue in regulation for competitive service GS
positions.
II. Reasons for Proposed Elimination
We propose eliminating TIG for the following reasons:
[[Page 31670]]
--Grade Control No Longer Needed. When the Whitten Amendment was first
enacted, no effective means existed to prevent employees from advancing
quickly through GS grade levels. Today, Governmentwide qualification
standards, established by OPM, are in place for competitive service GS
positions. (The OPM Operating Manual Qualification Standards for
General Schedule Positions is available on the OPM website
(<a href="http://www.opm.gov">www.opm.gov</a>)).
Eliminating the TIG restriction will not have an impact on how
agencies now use qualification standards to evaluate candidates. Under
current standards, candidates may demonstrate possession of either
experience of at least one year (acquired through any paid or unpaid
work or non-work setting or situation in which the experience enabled
the individual to acquire the required competencies/knowledges, skills,
or abilities) and/or the appropriate level of education, where allowed,
as outlined in the OPM Operating Manual. Consistent with the Federal
shift toward skills-based hiring, OPM is providing agencies with
greater control for determining whether an employee has the skillsets
needed for promotion to the next higher grade level. Agencies must
continue to apply the existing requirements, including any experience
at the appropriate grade level (as defined in classification standards)
and any applicable education provisions.
In addition to applying OPM qualification standards, agencies may
establish additional, job-related requirements for career ladder
promotions, as many already do. Examples include a required level of
performance, demonstration of specific job-related competencies/
knowledge, skills, and abilities, evidence that higher-level duties
exist, and/or confirmation that funds are available.
Eliminating the TIG requirement does not remove an agency's
responsibility to determine whether a candidate is qualified to perform
the essential higher-level duties. Rather, removing the 52-week waiting
period reinforces the principle that promotions should be based on
demonstrated ability and merit--particularly the skills and readiness
needed to perform the work--rather than time served.
--Performance Management Accountability Continues. Managers are
responsible for ensuring there are sound performance management
criteria based on job-related factors at the appropriate levels of
proficiency when considering promotions of employees to higher graded
duties. Eliminating the TIG requirement will help dispel the myth that
promotion automatically follows a set period of time spent in a
particular grade and instead emphasizes the importance of the
qualification requirements, as well as the quality and level of
performance needed to succeed at the next higher grade level.
Elimination would also underscore the manager's responsibility to
decide which individual is best qualified to perform the essential
duties of the higher-level position. Overall, eliminating time in grade
will give managers the flexibility to more strategically align their
human capital and the ability to more efficiently use their employees
to meet the mission of the agency.
--Safeguards Are Now in Place. When TIG expired in the Whitten
Amendment, the merit system principles (title 5, United States Code
(U.S.C.), section 2301) and prohibited personnel practices (5 U.S.C.
2302) did not exist. Together they ensure that personnel policies and
procedures uphold the merit system values that are the foundation of
the Civil Service. In the context of promotions, the merit system
principles serve as safeguards and the prohibited personnel practices
protect against potential misuse, because violation allegations are now
investigated and prosecution is now possible.
--Inconsistencies Exist Among Federal Employees. TIG applies to
competitive service General Schedule (GS) employees but does not apply
to competitive service employees under other pay plans, including
employees in Wage Grade positions. TIG does not apply to those
competitive service GS employees who apply for other competitive
service positions through a competitive examination. The TIG
restriction does not apply to excepted service GS employees, although
individual agencies can, at their discretion, require TIG for their
excepted service employees. This disparate treatment of employees under
varying appointments and pay plans highlights the inequities of
retaining TIG.
Eliminating TIG enables any Federal competitive service GS employee
(regardless of current occupation or grade), who meets the
qualification standards for a particular position, to become eligible
for promotion to a competitive service GS position. Thus, promotions
will have a more skills-based focus without TIG, consistent with E.O.
14170 and the Merit Hiring Plan. This can be done through a competitive
examination or under an agency's internal merit promotion procedures,
as applicable. Elimination also gives agencies the flexibility to
continue requiring employees to meet a specified amount of time in
their current grade, regardless of their qualifications.
Over the years, many demonstration projects have waived the use of
TIG, especially when pay banding was incorporated. In these cases,
agencies imposed their own internal policies regarding promotions that
were similar to TIG. In the China Lake demonstration project, OPM data
indicate workers progressed through the bands at a slower rate, at
least initially, than people in the GS pay scale. (To illustrate, an
employee in a competitive service GS position can sometimes receive a
pay raise, a within-grade increase, and a promotion in the same year
and do so again in consecutive years, whereas a more disciplined pay
system makes movement through the band less automatic and rapid.)
Therefore, based on the China Lake findings and the fact that we are
not aware of any widespread abuses concerning those positions that do
not have a TIG requirement, we do not believe TIG elimination will lead
to a large number of excessively rapid promotions Governmentwide.
--Labor Market Challenges Exist. Competitive pressures in the labor
market challenge the Federal Government's ability to recruit, select,
and retain highly qualified employees. These pressures did not exist
during the time of the Whitten Amendment. Applying TIG sometimes
results in eliminating from consideration candidates who are in fact
able to successfully perform the essential duties of the position. The
merit system requires determining the qualifications of individuals;
identifying appropriate recruitment sources; ensuring there is
representation of all segments of society in the workforce; determining
that selection and advancement are based solely on relative
competencies/knowledge, skills, and ability; and ensuring that all
receive equal opportunity through fair and open competition. Agencies
already must meet these requirements; TIG does not enhance agency
ability to recruit, select, and retain the broadest pool possible of
qualified Federal employees. In fact, TIG can limit the pool of
possible qualified candidates. The proposal to eliminate TIG is
[[Page 31671]]
consistent with upholding merit principles and has the added benefit of
helping agencies recruit and hire in tight labor market conditions.
--Agencies Gain Flexibility. Eliminating the TIG requirement will
simplify OPM and agency operations. It will remove administrative
burdens because agencies will no longer need OPM approval of training
agreements that provide for consecutive accelerated promotions. Also,
agencies will be able to implement flexibilities, such as pay banding
or new ideas proposed in demonstration projects, without being required
to obtain approval from OPM to waive TIG.
Other Regulatory Changes
OPM proposes to make conforming changes in 5 CFR part 315, Career
and Carer-Conditional Employment; 5 CFR part 316 Subpart I, Hiring
Authority for Post-Secondary Students; 5 CFR part 352, subpart C--
Detail and Transfer of Federal Employees to International
Organizations; and 5 CFR part 410, Training. This proposed rulemaking
would amend Sec. Sec. 315.714(b)(4), 316.909(a) and (c)(iii),
316.910(d)(iv), 352.311(d), and 410.307(a) by removing all references
to time in grade or 5 CFR part 300, subpart F.
III. Regulatory Analysis
A. Statement of Need
The proposed change is needed because current rules governing
advancement to a General Schedule position in the competitive service
are outdated and no longer address the needs of agencies in the twenty-
first century. The statutory unpinning for TIG, the Whitten Amendment,
expired on September 14, 1978. TIG is an arbitrary and unnecessary
obstacle preventing agencies from promoting qualified employees to
higher-graded positions with the skill sets agencies need. Elimination
of this requirement modernizes the rules pertaining to employee
advancement, creates a more efficient process by allowing agencies to
promote an employee when the individual first demonstrates that he or
she is qualified for a higher-graded position, and thus gives agencies
greater flexibility in managing their workforces.
B. Impact
OPM expects the impact of this proposed rulemaking, once finalized,
will be a streamlined, more efficient and merit-based promotion
process. The elimination of TIG will result in promotions based on an
employee's skill sets and qualifications for the next higher grade
level. This increases the impact of merit on advancement through the
General Schedule grade levels by eliminating TIG, a non-merit factor.
OPM expects elimination of TIG will result in better recruitment and
retention of employees because it attunes promotions in the federal
sector with those in non-federal sectors.
C. Regulatory Alternatives
OPM considered leaving TIG regulations in place. We determined this
was not a viable alternative. TIG rules are not merit-based because
they require the passage of time (i.e., one year) before an agency
could promote an otherwise qualified employee. This is inconsistent
with E.O. 14170 and the Merit Hiring Plan. The requirements of the
Merit Hiring Plan may result in talented employees leaving their
employing agency or Federal service for positions and salaries more in
line with the employee's skill sets. OPM aims to create a more
efficient and modernized employee advancement process by eliminating
this non-merit factor.
D. Costs
OPM estimates the proposed rule, once finalized, may require
agencies to modify their merit promotion plans under 5 CFR 335.103. For
this cost analysis, OPM assumed the average salary rate of Federal
employees performing this work will be the rate in 2026 for GS-14, step
5, from the Washington, DC, locality pay table ($163,104 annual
locality rate and $78.15 hourly locality rate). We assume that the
total dollar value of labor, which includes wages, benefits, and
overhead, is equal to 200 percent of the wage rate, resulting in an
assumed labor cost of $156.30 per hour. We estimate that, in the first
year following publication of the final rule, this will require an
average of 250 hours of work by employees with an average hourly cost
of $156.30. This would result in estimated costs in that first year of
implementation of about $39,075 per agency, and about $3,126,000 in
total Governmentwide. We do not believe this rule will substantially
increase the ongoing administrative costs to agencies (including the
administrative costs of administering the program and hiring and
training new staff).
E. Benefits
This proposed rule has several benefits for agencies and their
employees. Eliminating TIG gives agencies greater flexibility to apply
internal, job-related experience or performance prerequisites for
advancement consistent with merit system principles. TIG removal
promotes consistency across the Federal workforce by lessening the
differences across pay systems and appointment types and better
aligning competitive service practices with excepted service and pay-
banded systems (movement within the excepted service is not subject to
TIG nor is movement within a payband). OPM anticipates administrative
costs of implementing the proposed rule, once finalized, may be offset
by eliminating agency TIG-related approvals and reviews prior to
executing internal promotion actions. Agencies may experience
efficiency gains by filling positions more quickly with qualified
employees, and employees can advance to higher-graded positions based
on their qualifications rather than having to wait one year before
advancing based on their qualifications. This may improve retention of
talented employees within and across agencies.
IV. Regulatory Compliance
A. Regulatory Review
OPM has examined the impact of this rule as required by E.O.s 12866
and 13563, which direct agencies to assess all costs and benefits of
available regulatory alternatives and, if regulation is necessary, to
select regulatory approaches that maximize net benefits (including
potential economic, environmental, public, health, and safety effects,
distributive impacts, and equity). A regulatory impact analysis must be
prepared for rules that have an annual effect on the economy of $100
million or more or adversely affect in a material way the economy, a
sector of the economy, productivity, competition, jobs, the
environment, public health or safety, or State, local, or tribal
governments or communities. This rulemaking does not reach that
threshold but has otherwise been designated as a ``significant
regulatory action'' under section 3(f) of Executive Order 12866.
B. Regulatory Flexibility Act
This proposed rule will not have a significant economic impact on a
substantial number of small entities because it affects only Federal
agencies and employees.
C. Federalism
This regulation will not have substantial direct effects on the
States, on the relationship between the National Government and the
States, or on distribution of power and responsibilities among the
various levels of government. Therefore, in
[[Page 31672]]
accordance with E.O. 13132, it is determined that this rule does not
have sufficient federalism implications to warrant preparation of a
Federalism Assessment.
D. Civil Justice Reform
This regulation meets the applicable standard set forth in section
3(a) and (b)(2) of E.O. 12988.
E. Unfunded Mandates Reform Act of 1995
Section 202 of the Unfunded Mandates Reform Act of 1995 (UMRA)
requires that agencies assess anticipated costs and benefits before
issuing any rule that would impose spending costs on State, local, or
tribal governments in the aggregate, or on the private sector, in any 1
year of $100 million in 1995 dollars, updated annually for inflation.
That threshold is currently approximately $206 million. This rulemaking
will not result in the expenditure by State, local, or tribal
governments, in the aggregate, or by the private sector, in excess of
the threshold. Thus, no written assessment of unfunded mandates is
required.
F. Paperwork Reduction Act
Notwithstanding any other provision of law, no person is required
to respond to, nor shall any person be subject to a penalty for failure
to comply with, a collection of information subject to the requirements
of the Paperwork Reduction Act of 1995, as amended (44 U.S.C. 3501 et
seq.) (PRA), unless that collection of information displays a currently
valid Office of Management and Budget (OMB) Control Number. This rule
involves the following OMB-approved collections of information subject
to the PRA: USAJOBS 3.0 (OMB Control Number 3206-0219).
OPM believes any additional burden associated with this final rule
falls within the existing estimates currently associated with this
control number. OPM does not anticipate that the implementation of this
final rule will increase the cost burden to members of the public.
Additional information regarding this collection of information--
including all background materials--can be found at <a href="https://www.reginfo.gov/public/do/PRAMain">https://www.reginfo.gov/public/do/PRAMain</a> by using the search function to enter
either the title of the collection or the OMB Control Number.
List of Subjects
5 CFR Part 300
Freedom of information, Government employees, Reporting and
recordkeeping requirements, Selective Service System.
5 CFR Part 315
Government employees.
5 CFR Part 316
Employment, Government employees.
5 CFR Part 352
Administrative practice and procedure, Government employees.
5 CFR Part 410
Education, Government employees.
Signing Statement
The Director of OPM, Scott Kupor, reviewed and approved this
document and has authorized the undersigned to electronically sign and
submit this document to the Office of the Federal Register for
publication.
U.S. Office of Personnel Management.
Jerson Matias,
Federal Register Liaison.
Accordingly, OPM proposes to amend 5 CFR parts 300, 315, 316, 352,
and 410 as follows:
PART 300--EMPLOYMENT (GENERAL)
0
1. Revise the authority citation for part 300 to read:
Authority: 5 U.S.C. 552, 2301, 2302, 3301, and 3302; E.O. 10577,
19 FR 7521, 3 CFR, 1954-1958 Comp., page 218, unless otherwise
noted.
Secs. 300.101 through 300.104 also issued under 5 U.S.C. 7201,
7204, 7701; E.O. 11478, 34 FR 12985, 3 CFR, 1966-1970 Comp., page
803; E.O. 13087, 63 FR 30097, 3 CFR 1998 Comp., p. 191; and E.O.
13152, 65 FR 26115, 3 CFR 2000 Comp., p. 264.
Sec. 300.301 also issued under 5 U.S.C. 3341 and E.O. 13562, 75
FR 82585, 3 CFR 2010 Comp., p. 291.
Secs. 300.401 through 300.408 also issued under 5 U.S.C.
1302(c).
Secs. 300.501 through 300.507 also issued under 5 U.S.C.
1103(a)(5).
Subpart F--[Removed and Reserved]
0
2. Remove and reserve subpart F, consisting of Sec. Sec. 300.601
through 300.606.
PART 315--CAREER AND CAREER-CONDITIONAL EMPLOYMENT
0
3. The authority citation for part 315 continues to read as follows:
Authority: 5 U.S.C. 1302, 3301, and 3302. E.O. 10577, 19 FR
7521, 3 CFR, 1954-1958 Comp., p. 218; E.O. 14284, 90 FR 17729.
Secs. 315.601 and 315.609 also issued under 22 U.S.C. 3651 and
3652.
Secs. 315.602 and 315.604 also issued under 5 U.S.C. 1104.
Sec. 315.603 also issued under 5 U.S.C. 8151.
Sec. 315.605 also issued under 22 U.S.C. 2051, 42 U.S.C. 2991.
Sec. 315.606 also issued under E.O. 11219, 30 FR 6381, 3 CFR,
1964-1965 Comp., p. 303.
Sec. 315.607 also issued under 22 U.S.C. 2560.
Sec. 315.608 also issued under E.O. 12721, 55 FR 31349, 3 CFR,
1990 Comp., p. 293.
Sec. 315.610 also issued under 5 U.S.C. 3304(c).
Sec. 315.611 also issued under 5 U.S.C. 3304(f).
Sec. 315.612 also issued under 5 U.S.C. 3330d.
Sec. 315.613 also issued under 5 U.S.C. 9602.
Sec. 315.710 also issued under E.O. 12596, 52 FR 17537, 3 CFR,
1987 Comp., p. 264.
Subpart I also issued under 5 U.S.C. 3321, E.O. 12107, 44 FR
1055, 3 CFR, 1978 Comp., p. 264.
Subpart G--Conversion to Career or Career-Conditional Employment
From Other Types of Employment
0
4. Amend Sec. 315.714 by revising paragraphs (b)(2) and (b)(3) and
removing paragraph (b)(4).
Sec. 315.714 Conversion based on service in a post-secondary student
appointment under part 316, subpart I, of this chapter.
* * * * *
(b) * * *
(2) Have completed not less than 640 hours of current continuous
employment in an appointment under Sec. 316.902 of this chapter; and
(3) Meet the OPM qualification standards for the position to which
the student will be converted.
* * * * *
PART 316--TEMPORARY AND TERM EMPLOYMENT
0
5. The authority citation for part 316 continues to read as follows:
Authority: 5 U.S.C. 3301, 3302, 3316. E.O. 10577, 19 FR 7521, 3
CFR, 1954-1958 Comp., p. 218; E.O. 14284, 90 FR 17729. 5 CFR 2.2(c).
Subpart I--Hiring Authority for Post-Secondary Students
0
6. Revise Sec. 316.909 paragraphs (a) and (c) to read as follows:
Sec. 316.909 Promotion.
(a) Students on term appointments. An agency may promote a student
who was appointed for an initial period expected to last more than 1
year but less than 4 years provided the student meets the qualification
requirements for the higher graded position, and the public
notification for the position filled by the student stated the
potential for promotion and specified a career ladder.
* * * * *
(c) Promotions at the time of conversion. Students (on temporary or
term appointments) may be eligible for
[[Page 31673]]
non-competitive promotions upon conversion if:
(1) the agency has established a career ladder or promotion
potential for the position; and
(2) the public notification for the position filled by the student
stated the potential for promotion and specified a career ladder.
0
7. Amend Sec. 316.910 by revising paragraphs (b) and (c) and removing
paragraph (d). The revisions read as follows:
Sec. 316.910 Conversion.
* * * * *
(b) Has completed not less than 640 hours of current continuous
employment in an appointment under Sec. 316.902; and
(c) Meets the OPM qualification standards for the position to which
the student will be converted.
PART 352--REEMPLOYMENT RIGHTS
Subpart C--Detail and Transfer of Federal Employees to
International Organizations
0
8. The authority citation for part 352, subpart C, is revised to read
as follows:
Authority: 5 U.S.C. 3584. E.O. 11552, 35 FR 13569, 3 CFR 1966-
1970 Comp., p. 954. Section 352.313 also issued under 5 U.S.C. Ch.
77.
0
9. Revise Sec. 352.311(d) to read as follow:
Sec. 352.311 Reemployment.
* * * * *
(d) The period of separation caused by the employment of the
employee with the international organization and the period necessary
to effect reemployment are creditable service for all appropriate civil
service employment purposes (e.g., tenure, service computation date,
retirement). Employees, upon return, are also entitled to restoration
of any sick leave.
* * * * *
PART 410--TRAINING
0
9. The authority citation for part 410 continues to read as follows:
Authority: 5 U.S.C. 1103(c), 2301, 2302, and Ch. 41. E.O.
11348, 32 FR 6335, 3 CFR, 1967 Comp., p. 275; E.O. 11478, 34 FR
12985, 3 CFR, 1966-1970 Comp., page 803, unless otherwise noted;
E.O. 13087, 63 FR 30097, 3 CFR, 1998 Comp., p. 191; and E.O. 13152,
65 FR 26115, 3 CFR, 2000 Comp., p. 264.
Subpart C--Establishing and Implementing Training Programs
0
10. Amend Sec. 410.307(a) by revising paragraphs (1) and (2) and
removing paragraph (3) to read as follows:
Sec. 410.307 Training for promotion or placement in other positions.
(a) * * *
(1) Agency authority to modify qualification requirements in
certain situations as provided in the OPM Operating Manual for
Qualification Standards for General Schedule Positions; and
(2) Agency authority to establish training programs that provide
intensive and directly job-related training to substitute for all or
part of the experience (but not education, licensing, certification, or
other specific credentials), required by OPM qualification standards.
Such training programs may be established to provide employees with the
opportunity to acquire the experience and knowledge, skills, and
abilities necessary to qualify for another position (including at a
higher grade) at an accelerated rate.
* * * * *
[FR Doc. 2026-10552 Filed 5-27-26; 8:45 am]
BILLING CODE 6325-39-P
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