- Reassignment is the movement of an employee to another position for
which he/she qualifies at the same grade level and with an equivalent
promotion potential. A reassignment action may be directed by management
or initiated at the request of the employee.
- A "management directed" reassignment is initiated by management to
laterally move an employee to another position within the organization
or between organizations. The agency's right to reassign includes the
right to reassign an employee from a special rate position to a
non-special rate position at the same grade, or to a position with less
promotion potential than the present position. The position to which the
agency reassigns an employee may be located in the same or a different
geographic area (e.g., reassignment from Honolulu, HI to Washington,
DC). This may occur to avoid reduction-in-force or for other reasons
such as to better utilize the employee's skills in another equivalent
- An employee may also request to be reassigned to another position.
If approved, this is considered a voluntary action.
- When considering a possible reassignment action management should
consider the following questions:
- Is there a legitimate organizational reason for the
- Is the vacant position at the same grade, or rate of pay (i.e.,
if the movement is between pay systems such as from a General
Schedule position to a Federal Wage System position), as the
employee's present position?
- A reassignment to a position with more promotion potential requires
competition and merit promotion rules apply.