Personnel and Human Resources Administration
Personnel and Human Resources Administration
This domain tests the federal civilian personnel framework: how positions are filled, how performance is managed, how leave is administered, and how discipline is imposed. The governing sources are Title 5 U.S.C., 5 CFR, and agency implementing instructions.
Core rules and concepts
- Staffing. A validated position description supports classification, recruitment through USAJOBS, rating against crediting plan criteria, and selection. Veterans' preference applies in the competitive service.
- Appointment types. Competitive service appointments carry the standard probationary period; excepted service appointments follow agency-specific trial periods.
- Performance. Under 5 CFR 430, employees receive a written performance plan, at least one progress review, and a rating of record. An unacceptable element triggers a performance improvement plan before action.
- Discipline. For an employee with competitive-service appeal rights, an adverse action under 5 U.S.C. 7513 requires at least 30 days' advance written notice, the specific reasons, a copy of the evidence, and an opportunity to reply with representation.
- Leave. Annual, sick, family and medical leave (12 weeks), and military leave under USERRA are administered on documented requests and approvals.
- Grievances. Covered by the negotiated procedure or agency administrative grievance system under 5 U.S.C. 7121.
Worked example
A supervisor wants to remove a GS-9 clerk for repeated tardiness. Before acting, the specialist confirms: Is the employee in the competitive service? Has the probationary period been completed? Was the employee given notice of the attendance standard and prior counseling? If the employee has appeal rights, the package must include 30 days' advance notice, the evidence, and a decision on representation. The reasoning: the merits rarely fail on facts; they fail on procedure.
Traps that cost marks
- Proposing discipline before confirming the employee's appointment type and appeal rights.
- Skipping the performance improvement plan when the issue is performance, not misconduct.
- Counting calendar days for a 30-day notice period.
- Denying leave based on staffing preference without checking the governing leave regulation.