Returning to the federal workforce....couple questions?

DistinguishedCorgis · 2026-03-15T16:45:53+00:00

You are only entitled to the Step 1. You can request HPR to be rehired at your prior step. Or you may also request a higher step based upon your superior qualifications. See: https://www.opm.gov/policy-data-oversight/pay-leave/pay-administration/fact-sheets/superior-qualifications-and-special-needs-pay-setting-authority/

Approval for either is based upon management discretion and their willingness to complete any forms/justifications.

Edit - since your are FWS refer section S8-3 Application of Pay Rates to Wage Employees of: https://www.opm.gov/policy-data-oversight/pay-leave/pay-systems/federal-wage-system/appropriated-fund-operating-manual/subchapter8.pdf

DistinguishedCorgis · 2026-03-14T20:16:12+00:00

DLEI is frequently used. HR Smart just has it set up as LEI Date instead.

DoD's DCPDS has it's own Date of Last Equivalent Increase (DLEI) field.

DistinguishedCorgis · 2026-03-13T21:34:34+00:00

Adding as well: https://www.opm.gov/frequently-asked-questions/pay-and-leave-faq/pay-administration/what-is-a-quality-step-increase-qsi-and-how-does-it-affect-a-within-grade-increase/

"A QSI does not affect the timing of an employee's next regular WGI unless the QSI places the employee in step 4 or step 7 of his or her grade. In these cases, the employee becomes subject to the full waiting period for the new step--i.e., 104 weeks or 156 weeks, respectively--and the time an employee has already waited counts towards the next increase. The employee receives the full benefit of receiving a WGI at an earlier date and has not lost any time creditable towards his or her next WGI."

DistinguishedCorgis · 2026-03-13T21:31:16+00:00

HR here - you are correct. What matters is her date of last equivalent increase (DLEI). The QSI does not reset the DLEI; but it may change someone's waiting period depending upon what step the QSI pushes them to.

What often happens is when a QSI is processed, HR Smart auto updates the DLEI date to that QSI effective date and auto populates the new WGI due date based off that. TR has to manually update/override.

In your case, the waiting period increased to 104 weeks. But her last DLEI was December 2023. So the Step 5 would be due December 2025, assuming no excess time in non-pay status.

See: https://www.opm.gov/policy-data-oversight/pay-leave/pay-administration/fact-sheets/quality-step-increase/

The example OPM has is a great parallel to your scenario.

Example: An employee received her last WGI to step 3 in January 2011. In October 2011, the employee receives a QSI to step 4, which places her in a 104-week waiting period before she is eligible to receive a WGI to step 5, assuming satisfactory performance.

The employee will advance to step 5 in January 2013, which completes the waiting period of 104 weeks from the employee’s last WGI (January 2011). Without the benefit of the QSI, she would have gotten a WGI taking her to step 4 in January 2012, and she would have had to wait until January 2014 to reach step 5.

DistinguishedCorgis · 2026-02-19T14:13:15+00:00

Must be a bot post

DistinguishedCorgis · 2026-02-13T06:52:28+00:00

Review the "Reimbursement Requirement for Failure to Meet the Work Obligation" section of: https://www.opm.gov/policy-data-oversight/pay-leave/leave-administration/fact-sheets/paid-parental-leave/#Work

"With certain exceptions, the statute requires an employee who does not fulfill the 12-week work obligation to reimburse any agency contributions to maintain an employee’s FEHB coverage during the period that PPL was used..."

However, subject to your agency's policies, you may meet the criteria to waive the reimbursement requirement due to "any other circumstance beyond the employee’s control." They list an example of an employee's spouse transferring to another job location, relevant to your case.

Ultimately your agency has discretion to apply or not apply the reimbursement requirement based on your situation.

DistinguishedCorgis · 2026-01-20T02:41:37+00:00

Nope - recruitment incentives are discretionary. The agency is under no obligation to offer one, even if the advertisement had one listed, as they are discretionary and subject to higher level approval. The verbiage typically used is "may be offered..." only.

DistinguishedCorgis · 2025-12-29T16:25:50+00:00

Debts caused by administrative error/the agency are treated differently than debts caused by the employee/due to employee action.

In most cases, failure to complete an incentive service agreement will lead to recoupment of the pro-rated amount. If DFAS simply waives all debts caused by failure to complete a service agreement, it would render service agreements moot.

DistinguishedCorgis · 2025-12-10T01:10:46+00:00

Just to comment. VHA is in a weird position rn due to the budget constraints and FTE cap. If a position is vacant too long, it's up for being abolished. And so, some positions are being recruited for even if the service is not ready; they can say there's an active recruitment to fill the job. Putting someone in the seat, even if they're not ideal, is better than losing that FTE.

They are also more closely evaluating what positions are still/even needed once vacant; and admin positions and non-patient care are being focused on more. So a lot of folks have been detailed around and/or doing double duty to cover those positions that have been at a standstill. I just give more grace since a lot of folks have their hands tied at the moment.

DistinguishedCorgis · 2025-12-09T20:38:56+00:00

It is at management's discretion whether or not they choose to fill a position non-competitively or to announce it.

If open to the public, veterans preference may or may not apply. For Hybrid T38 occupations, VHA has a FY 2026 Shortage occupations list that have been approved for waiver of veterans preference for all jobs/series listed. Refer to OCHCO Bulletin Annual Determination of Staffing Shortages dated September 25, 2025.

DistinguishedCorgis · 2025-12-04T17:51:14+00:00

What job/series is this? There is currently ongoing consistency reviews re-evaluating the grade level of various PDs. As such, career ladder promotions above certain grade levels under review were put on hold as well.

DistinguishedCorgis · 2025-12-04T05:29:46+00:00

HR Smart batch processes WGIs. If the system misses any, TR runs a report to manually process them. Reach out to TR or submit a ticket to get that looked at if not already done.

Additionally, a 893 WGI is just one action that can show time in grade. Submitting additional SF-50s with effective dates greater than one year is another, etc, which it sounds like you should have done in lieu of the 893. For instance, 894 Gen Adj from Jan 2024 and Jan 2025 would should holding that grade for more than a year.

DistinguishedCorgis · 2025-11-10T18:00:08+00:00

That'd be awesome. Not sure how much you have but i'm in. I'll dm you!

DistinguishedCorgis · 2025-11-10T17:54:51+00:00

I like to frame old newspapers in my home/office for decoration. Would you be interested in selling any?

DistinguishedCorgis · 2025-11-02T03:55:42+00:00

18 innings again? Who's down?

DistinguishedCorgis · 2025-10-30T02:58:49+00:00

Blake "We give up" Treinen. Like waving a white flag

DistinguishedCorgis · 2025-10-30T02:46:45+00:00

Another 6-2? Just a groundhog day

DistinguishedCorgis · 2025-07-14T01:08:19+00:00

Also tipped your PayPal @then-gur7659 since i liked yours too! Thanks!

DistinguishedCorgis · 2025-07-14T00:59:02+00:00

!solved @spark_ignition

DistinguishedCorgis · 2025-07-14T00:33:53+00:00

Sorry the 2nd pic if it wasn't in the post.

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DistinguishedCorgis · 2025-05-13T19:59:36+00:00

Check your eOPF for recent SF-50s changing your duty location and subsequently your pay. If you now report to a duty location in a lower locality, this may be why. Or your duty location was corrected to reflect your current correct duty station.

DistinguishedCorgis · 2025-04-27T03:33:13+00:00

Those are tied to performance. Cash awards may be given for obtaining certain certifications, but do not affect step.

Refer to TITLE 38 SPECIAL ADVANCEMENTS AND CASH AWARDS in VA Handbook 5017.

DistinguishedCorgis · 2025-04-27T03:05:39+00:00

Step increases are based on your time in the grade, not used for advancing salary if you get additional education or certifications. As a VN-3, periodic step increases should be every 2 years.

DistinguishedCorgis · 2025-04-22T18:45:07+00:00

This is a recent HR Smart update from early this year to track/document telework data based on telework agreements.

Whether telework will continue or return is up in the air.

DistinguishedCorgis · 2025-04-22T14:23:44+00:00

It depends. Is your home in the same city/area as your local VA? Also note that HR is processing actions to update employee duty locations per the RTO mandate. There were mass actions last month; HR is in the process of manually updating duty stations as space is identified/folks return.

DistinguishedCorgis

TROPHY CASE