U.S. DEPARTMENT OF THE INTERIORBUREAU OF LAND MANAGEMENT
EMS TRANSMISSION 12/06/2005
Instruction Memorandum No. 2006-052
To: All Washington Office and Field Office Officials
Attn: Managers, Human Resources Officers, EEO Officers
From: Chief Human Capital Management Project Director
Subject: Federal Career Intern Program
Program Area: Human Resources
Purpose: The purpose of this Instruction Memorandum is to establish the Bureau of Land Management’s Plan for implementing the Federal Career Intern Program and for converting successful program participants to competitive service appointments.
Appointing Authorities: This plan is established in accordance with Department of the Interior Personnel Bulletin No. 02-6 dated Dec 5 2001, and in accordance with Title 5 Code of Federal Regulations Section 213.3202 (o), Part 302, and Part 315, Subparts B and G.
Program Description: The Federal Career Intern Program is designed to help agencies recruit and attract exceptional individuals into a variety of occupations. It was created under Executive Order 13162, and is intended for positions at grade levels GS-5, 7, and 9 or other trainee positions (such as GS-5/6/7 technicians). In general, individuals are appointed to a 2-year internship. Upon successful completion of the internships, the interns may be eligible for permanent placement within an agency.
Positions Covered: Use of this appointing authority applies to all professional and administrative occupations. It can also be used for technician positions with a full performance level of at least GS-9. Bureau requests to cover additional grades to meet unique or specialized needs must be submitted through DOI to OPM.
Accepting, Rating, Arranging Applications: Veterans’ preference applies to the selection of Career Interns. Since Career Interns are appointed to positions in the excepted service, Human Resources Offices must follow the procedures described in 5 CFR 302. There are many options for applying preference within the excepted service. An office may consider candidates:
Training: The supervisor is responsible for ensuring every intern is provided with at least two years of training as documented in a written training plan. An individualized training plan must be completed within 60 days of the employee’s start date. Training should include developmental assignments, formal coursework, targeted reading, and the assignment of a mentor.
Promotions: Promotion to the next higher level is provided if all qualifications and eligibility requirements are met and all recommended training and developmental assignments have been successfully completed. Time in grade restrictions, extended to excepted service positions by 370 DM 300, Subchapter 6, does not apply to the Federal Career Intern Program positions.
Extensions: BLM’s Chief Human Capital Management Project Director may approve extensions of up to 120 days beyond the initial 2 year period when warranted. Extensions beyond 120 days must be approved by the Office of Personnel Management.
The Web Page for the Department of the Interior Federal Career Intern Program is http://www.doi.gov/hrm/guidance/pb02-6.htm.
Timeframe: Immediate implementation.
Budget Impact: Budget Impact is minimal.
Background: This authority is to be used in conjunction with other college recruiting efforts including the Student Education Employment Program and the Presidential Management Fellows Program to meet the Bureau’s long-term employment needs.
Manual/Handbook Sections Affected: None.
Coordination: WO-710 and the servicing Human Resources Offices.
Contact: The point of contact for this IM is Judy M. Williams, Human Resources Specialist, WO-710, 202-208-6952.