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FOREST SERVICE MANUAL
ALASKA REGION (REGION 10)
JUNEAU, ALASKA
FSM 6100 – PERSONNEL MANAGEMENT
CHAPTER – ZERO CODE
Supplement No.: R-10 6100-2006-1
Effective Date: June 9, 2006
Duration: This supplement is effective until superseded or removed.
Approved: /s/ Mary Anne Young (for)
DENNIS E. BSCHOR
Regional Forester
Date Approved: 05/18/2006
Posting Instructions: Supplements are numbered consecutively by title number and calendar
year. Post by document; remove the entire document and replace it with this supplement. Retain
this transmittal as the first page(s) of this document. The last supplement to this title was R-10
6100-99-1 to chapter 6i50.
New Document
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6 Pages
Superseded Document(s) by
Issuance Number and
Effective Date
6100 Zero Code (6100-93-4, 11/5/93)
5 Pages
Digest:
Changes staff name from Personnel Management to Human Resources.
This supplement converts the format and style to the new FSM template using the agency’s
current corporate word processing software.
Although some minor typographical and technical errors have been corrected, this supplement
contains no changes to substantive direction.
R-10 SUPPLEMENT 6100-2006-1
EFFECTIVE DATE: 06/09/2006
DURATION: This supplement is effective until superseded or removed.
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FSM 6100 – PERSONNEL MANAGEMENT
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6103 - POLICY
The personnel management delegations of authority for the Alaska Region are in 6104.1 Exhibit 01. Employees serving as "Acting" may exercise these authorities, except for Position
Classification authority. To exercise the authorities, the "Acting" assignment must be designated
in writing, and used only in the absence of the employee with the delegated authority. Position
classification authority may be exercised only by employees who have completed the training
requirements listed below. Employees detailed to positions which usually exercise delegated
personnel management authorities can exercise those authorities only if they have been
specifically delegated those authorities in writing.
6104 - RESPONSIBILITY
6104.1 - Line Officers
Forest Supervisors may redelegate personnel management authorities to professional (two-grade
interval) personnel staff in grades GS-9 and above. Delegations of authority for employment,
position classification, and discipline/adverse action must be concurred with and approved by the
Director of Human Resources. These delegations will be made in writing to the individual
employee under file designation 1230/6100. A copy of each delegation of authority will be filed
in the permanent 1230 - Delegations of Authority file at the unit making the delegation, and in
the employee's Official Personnel Folder. See Exhibits 6104.1 - 02, 03, and 04. Regional Office
Staff Directors may not redelegate any personnel management authorities, except for approval of
annual and sick leave which may be delegated to work supervisors.
All delegations for employment and position classification authority must be documented in the
position description to which the delegate is assigned, except the position classification authority
delegated to supervisors and managers under the pilot position classification program.
A delegation of authority does not prohibit a higher organization from imposing pre-audit
controls or clearances. Controls should be imposed when coordination is needed, lack of training
or skills exists, or there is an impending action or decision that has far-reaching implications.
1. Employment Authority. Forest Supervisors may delegate employment authority to
appropriate employees as follows:
a. The Tongass NF Deputy Forest Supervisor may receive the full delegation of
personnel authorities equal to the Forest Supervisor. This delegation must be in
writing, signed by the Forest Supervisor, and filed in the 1230 permanent file. A
copy of the delegation must be sent to the Director, Human Resources (HR).
b. HR specialists and personnel officers may receive the full delegation of personnel
authorities equal to the Forest Supervisor, if the following conditions are met.
R-10 SUPPLEMENT 6100-2006-1
EFFECTIVE DATE: 06/09/2006
DURATION: This supplement is effective until superseded or removed.
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(1) Must be GS-9 or higher, except that employment authority for positions limited to
one year or less may be delegated to HR Assistants, GS-6 and above, who meet the
criteria listed in c below.
(2) If transferring from another Forest Service unit or another Federal agency, must
have exercised employment authority after meeting the requirements in (3) through
(6) below, or equivalent, and after a 3- to 5-day detail in the Regional Office to orient
them to R-10 policies and procedures and assure understanding of appropriate rules
and regulations.
(3) Work experience of at least 6 months at the GS-9 level in staffing and
employment activities on a National Forest or in the Regional Human Resources Staff
that demonstrates the ability to administer an employment program.
(4) Have completed the Office of Personnel Management course, "Basic Staffing and
Placement," or its equivalent.
(5) Have one or more details to the Regional Human Resources staff of at least 5working days spent working on employment and staffing projects.
(6) Have a pre-audit of all personnel actions prior to delegation of employment
authority. There is no set length of time or number of cases, but pre-audit will be by a
personnel specialist, GS-9 or above, with delegated employment authority. Pre-audit
will continue until the auditing HR specialist feels the candidate has demonstrated a
full knowledge and understanding of employment laws, rules, and regulations, and a
depth of understanding of practical management problems, priorities, and concerns.
c. Personnel assistants, GS-203-6 and above, may be delegated employment
authority for temporary positions limited to 1 year or less under the following
conditions.
(1) They have demonstrated an in-depth knowledge of the differences between
Excepted and Competitive Limited appointments and when each should be used.
(2) They have demonstrated full knowledge of the appropriate rules and regulations
governing temporary limited employment, including recruitment procedures,
qualification determinations, rating processes, preparation of certificates, selection
procedures, noncompetitive rehire eligibility, basic pay, leave regulations, and so
forth.
R-10 SUPPLEMENT 6100-2006-1
EFFECTIVE DATE: 06/09/2006
DURATION: This supplement is effective until superseded or removed.
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(3) An HR specialist, GS-9 or above, with delegated employment authority will preaudit all personnel actions prior to delegation of employment authority. There is no
set length of time or number of cases. Pre-audit will continue until the auditing HR
specialist feels the personnel assistant has a good knowledge of all of the rules,
regulations, and procedures of temporary employment.
2. Position Classification Authority. Forest Supervisors may delegate position
classification authority when the following conditions have been met. (Note: Delegated
classification authority for Supervisors and managers is covered under section c.)
a. Candidates working for their first delegation of classification authority:
(1) The candidate is a professional (two-grade interval) personnel specialist or
personnel officer.
(2) Satisfactory completion of the Office of Personnel Management course "Basic
Position Classification."
(3) Evaluation of a variety of positions and submission of them to the appropriate
Regional Office personnel specialist for review and feedback. There is no set number
of positions or series, but the reviewing personnel specialist, together with the
personnel officer, will determine the progress of the candidate and, from that, identify
additional training needs.
(4) A 2-week detail to the Regional Human Resources staff to work directly with the
appropriate personnel specialist on classification of position descriptions, audits, and
evaluations.
b. Transfers into the Region from other Forest Service units or other agencies who
have received and exercised delegated classification authority at their old location
may have the same delegation as other classification delegates in the Region.
Transfers from Forest Service units will complete a 5-day detail to the Regional
Human Resources Staff to work in classification prior to delegation. Transfers from
other agencies will have to document training received at least equivalent to item 'a'
above, and will have to complete a 5-day detail in the Regional Human Resources
Staff.
c. Delegated authority to supervisors and managers:
(1) The Regional Forester may delegate limited authority to a Forest Supervisor, RO
Staff Director, and Assistant Directors, or Group Leaders, who report directly to RO
Staff Directors, and who supervise three or more employees.
R-10 SUPPLEMENT 6100-2006-1
EFFECTIVE DATE: 06/09/2006
DURATION: This supplement is effective until superseded or removed.
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(2) The Forest Supervisor may delegate limited authority to District Rangers, and
primary staff at Supervisor's Offices who supervise three or more subordinates.
(3) Satisfactory completion of an intensive one week training session sponsored by
the Regional Office, or completion of the Office of Personnel Management course,
"Basic Position Classification."
(4) Evaluation of the first two positions by a HR Specialist for review and feedback.
These positions do not include standard position descriptions.
3. Discipline, Adverse Actions, and Performance-Based Actions. Authority may be
redelegated on a Forest basis when employee relations expertise is present and anticipated
volume of actions is sufficient to maintain expertise.
To qualify for delegated adverse action authority, the individual must have demonstrated the
appropriate skills, knowledge, and abilities to successfully exercise adverse action authority.
Delegation will be made in three phases to match the individual's skill and knowledge levels:
1. PHASE I - Minor Suspensions (14 days or less).
a. Successful participation in Office of Personnel Management Adverse Actions and
Unacceptable Performance Actions course or equivalent.
b. Minimum of a 1-week detail to the Regional Office on active case preparation
after completion of item 'a' above. Satisfactory completion of cases is required.
c. Regional Office review of at least two cases prior to granting authority.
2. PHASE II - Major Suspensions (15 days or more, demotion, removal).
a. Successful participation in the following courses or equivalent:
(1) Representing the agency before the Merit System Protective Board (MSPB).
(2) Legal Research.
(3) Analysis and Writing.
(4) Office of Inspector General (OIG) Misconduct Investigation.
b. Experience in minor suspension cases work.
R-10 SUPPLEMENT 6100-2006-1
EFFECTIVE DATE: 06/09/2006
DURATION: This supplement is effective until superseded or removed.
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3. PHASE III - Full Authority (including removal/demotion for unacceptable
performance).*
a. Successful participation in a "Dealing With Unacceptable Performance" course.
b. Successful preparation and completion of at least two unacceptable performance
cases.
* Letters of decision to demote/remove for unacceptable performance require concurrence by
Regional Office level.