Nancy

What is the Difference Between a RIF and a Transfer of Function?

by

While being separated from the organization can be a result of either a RIF or a Transfer of Function, these are two different kinds of personnel actions with differing rules and procedures. It is important to understand the differences between them.

Reduction in Force:

When an agency must abolish positions due to reorganization, shortage of funds, insufficient personnel ceiling, or lack of work, the RIF regulations establish procedures for determining how employees are released and whether an employee has retention rights to a different position. In determining who is affected by a RIF, agencies take 4 factors into account:

  1. Tenure of employment (type of appointment—permanent, TERM, temporary, etc.)
  2. Veterans’ preference
  3. Length of service
  4. Performance ratings

Transfer of Function:

A transfer of function takes place when a function ceases in one competitive area, and moves to one or more other competitive areas that do not perform the function at the time of transfer. OPM’s transfer of function regulations apply only when, after transfer, the gaining competitive area uses Federal employees to perform the function. For example, a transfer of function does not take place when after transfer the gaining competitive area performs the work through contract employees, a reimbursable agreement with a different competitive area, or by members of the Armed Forces. The movement of work solely within a competitive area is a reorganization, and is not a transfer of function.

A transfer of function also takes place when the entire competitive area moves to a different local commuting area without any additional organizational change. A transfer of function may be intra- or interagency. The transfer of function regulations use the same procedures for both types of transfers.

An employee has no right to transfer with the function unless the alternative in the competitive area losing the function is separation or demotion by reduction in force.

An agency may always direct an employee’s reassignment to another position (regardless of location) in lieu of transfer of function rights. The vacant position may be in the same or in a different classification series, line of work, and/or geographic location.

Finally, there are realignment actions that are not considered a transfer of function. An employee has no right to transfer with a function if, at the time of transfer, the gaining competitive area performs the same type of work as the function that is transferring from the losing competitive area. Also, an employee has no right to transfer if the function does not cease in the losing competitive area at the time of transfer. In these situations, the employee has a right to compete in a reduction in force in the losing competitive area if the agency does not offer the employee another position at the same grade. The offered position may be in the same or in a different local commuting area. The agency must use adverse action procedures to separate an employee who declines relocation (e.g., by reassignment, change of duty station, realignment, etc.) to a different local commuting area.

As you can see, this gets pretty complicated and employees’ individual situations matter. This is just intended as a basic overview. Again, it is important to understand the nuances and recognize that different actions have different procedures and employee rights.

If you have any questions or need resume writing assistance, don’t hesitate to contact us!

Think You Might Get RIF’d?

by

It is a challenging period for federal employees. The Office of Personnel Management (OPM) estimates that the federal workforce will have 350,000 fewer employees by the end of 2025. Additional cuts are expected for 2026. So it behooves every federal employee to prepare for further potential cuts. Here are 7 things to know about:

  1. Get a copy of your eOPF and check it carefully to ensure it is complete and accurate. Alert your HR office in writing of any problems. While you can still request your eOPF after separation, several media outlets are reporting that HR offices are overwhelmed with requests and HR staffs are depleted. The sooner you start, the better. And it is best practice to keep a hard copy of every SF-50 whether or not you think you might leave the government.
  2. If you are RIF’d and in the competitive service, you are entitled to advanced notice and appeal rights. Excepted service rights are more complicated and depend on individual situations and agencies. Again, if you plan to appeal, recognize that the Merit Systems Protection Board (MSPB), the Equal Employment Opportunity Commission (EEOC), and similar agencies are also overwhelmed and resolution is unlikely to be quick.
  3. You should not wait to start considering your options. The current job market is challenging and most recruiters are suggesting job searches will take 6-9 months—or more. Of course, you could be the exception but why take the chance?
  4. What about becoming a contractor? Federal contractors have been a traditional place for separating federal employees to land. However, many federal contractors are also laying off staff,. especially in the National Capitol Region, so targeting federal contractors only may not be the answer for everyone.
  5. What about getting another federal job? Competitive service employees who are RIF’d have CTAP (Career Transition Assistance Program) and ICTAP (Interagency Career Transition Assistance Program) rights. Basically employees who have been RIF’d must receive priority consideration in their own agency (CTAP) or in another federal agency (ICTAP) for positions at their grade or below in the same commuting area if they  are rated well qualified or higher. CTAP and ICTAP candidates must be offered a position before someone from outside the advertising agency is selected. RIF’d employees interested in exercising their CTAP / ICTAP rights must follow the instructions on the vacancy announcement. https://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/
  6. Can I come back to the government if I retire? The short answer is yes—in many cases. Employees in this category are called reemployment annuitants. The specific rules and impact on a person’s annuity depend on the applicant’s  retirement system and the kind of reemployment. https://www.fedweek.com/experts-view/want-to-un-retire-returning-to-work-for-the-government/
  7. Ethics requirements can be complicated depending upon your federal position and agency. Employees should check with their Ethics Officer before reaching out to potential employers. https://www.fedweek.com/issue-briefs/oge-addresses-post-employment-restrictions-other-ethics-issues-for-deferred-resignation/

This is just a brief overview of things to be thinking about if you believe you might be RIF’d. Individual circumstances vary and it is those individual circumstances which affect eligibility and other details.

Thinking About Those 4 New Questions for Federal Applications?

by

As many of you know, the Office of Personnel Management (OPM) will be implementing 4 essay questions for new federal employees, GS-5 through 15. Agencies are also being encouraged (but not required) to use the questions for existing federal employees seeking promotions and reassignments.

Here are the 4 questions:

  1. How has your commitment to the Constitution and the founding principles of the United States inspired you to pursue this role within the Federal government? Provide a concrete example from professional, academic, or personal experience.
  2. In this role, how would you use your skills and experience to improve government efficiency and effectiveness? Provide specific examples where you improved processes, reduced costs, or improved outcomes.
  3. How would you help advance the President’s Executive Orders and policy priorities in this role? Identify one or two relevant Executive Orders or policy initiatives that are significant to you, and explain how you would help implement them if hired.
  4. How has a strong work ethic contributed to your professional, academic or personal achievements? Provide one or two specific examples, and explain how those qualities would enable you to serve effectively in this position.

Essay responses are considered voluntary, limited to 200 words, and not be scored or rated, according to OPM. Responses may only be reviewed by hiring managers and agency leadership (not HR). Applicants must certify that they completed the essays themselves, without the use of AI or a consultant.

If you do decide to respond to the essay questions, here is a possible approach for each question:

  • For question 1, think about:
    • A specific constitutional principle or founding ideal that resonates with you (e.g., separation of powers, individual rights, democratic governance)
    • A concrete example that demonstrates this principle in action
    • Make a clear connection between example and how it prepared you for federal service
    • Mention the specific role and how your constitutional commitment will guide your work
  • For question 2, think about:
    • Brief statement of your approach to efficiency (data-driven, process improvement, stakeholder engagement, etc.)
    • 2-3 concrete examples with specific metrics (cost savings, time reduction, improved outcomes)
    • Different types of improvements: process streamlining, technology implementation, resource optimization)
    • Clear connection to how these  skills apply in the federal role
  • For question 3, think about:
    • Brief acknowledgment of your research into current administration priorities
    • 1-2 specific Executive Orders or policy initiatives (use actual titles/numbers)
    • Clear explanation of why these resonate with you personally or professionally
    • Specific, actionable steps you would take to implement them in role
    • Understanding of potential challenges and how to address them
  • For question 4, think about:
    • Brief discussion of your work ethic philosophy (persistence, accountability, excellence, etc.)
    • 1-2 specific examples from different contexts (professional/academic/personal)
    • Clear demonstration of the challenges you overcame through work ethic
    • Quantifiable results or meaningful outcomes
    • Direct connection to how these qualities will benefit the federal role

Some agencies have already implemented these questions—they are effective government-wide on October 1, 2025. You’ll need to read job postings carefully. If you are thinking about federal employment and wish to respond to the questions, you may want to start drafting your responses now.

How To Convert Your Federal Resume To The New 2-Page Style

by

Thinking about converting your multi-page federal resume to the new 2 page style? The hiring freeze should lift for many agencies in July or so; you’ll want to be ready! Many federal employees’ resumes are 4-6+ pages (the longest I’ve seen is 67 pages and it included footnotes!!). Getting your resume down to 2 pages will take a strategic approach and some effort.

Here are some ideas that might help:

  • Focus on the past 10 years; most resumes these days only go back 10 years or so–no need to include what you did in the 1990s.
  • Edit your training and awards–and think horizontally, rather than vertically. Rather than listing training, certification, awards, and whatever, one to a line, list them horizontally with a pipe or a bullet in between.
  • Be sure to include strong accomplishments (not just duties).
  • Use symbols such as $, M, %, rather than spelling out dollar, million, percent; ditto for using numerals rather than spelling out numbers.
  • Include key words from the postings you’re targeting.
  • Use a .5 margin all around (nothing smaller) and 11-point font (again, nothing smaller) unless the job posting specifies otherwise.
  • Include key words from the new essays that will be required for positions at the GS-5 through 15. It is still unclear whether they essays will apply to current federal employees but it doesn’t hurt to include at least some of the key words.
  • Include required information such as current grade, job series, title, employer, City, ST, hours per week, and supervisor. Again you want to think horizontal, rather than vertical.
  • Recognize that OPM is working on changing USAJOBS (there’s no way to control how many pages your resume is in the current system) so if you’re applying, recommend that you upload your resume rather than use the builder.

These are just some ideas to fit your experience into the new 2 page format. Agencies are supposed to start the transition to the 2 page version at the end of this month with full implementation scheduled for October first (which is closer than it sounds).

The details for the new Merit Hiring Plan are still being fleshed out but there is no reason that you cannot start on your resume re-do today!

If you’re needing further assistance, don’t hesitate to contact us and reach out about our resume writing services.

Developing Strong Accomplishments

by

We are in a highly competitive job market; many employees do work that is similar to yours. How do you differentiate yourself? Through the use of accomplishments.

Accomplishments are different than duties; duties tell what you did; accomplishments tell how well you did it. Most employers want to see your successes—and hope that you will bring that same success to them!

One way to think about accomplishments is to use the CAR method. CAR stands for challenge-actions-result. Here are several examples:

Challenge: Accidents increased by 25% over the past year.

Actions: Updated internal safety plan, created and distributed a new safety guide for staff, and instituted new training program for employees to reduce accidents and injuries.

Results: In just 3 months, employee accidents were reduced by 30%–the lowest in more than 5 years.

Challenge: Customer complaints about slow response times.

Action: Developed a new ticketing system and trained staff on efficient workflows.

Result: Reduced average response time from 48 hours to 12 hours

Challenge: High costs in the supply chain.

Action: Negotiated new contracts with vendors and optimized inventory management.

Result: Cut supply costs by 15% annually

Ideally, the accomplishments you identify should relate to the role you’re pursuing. Here is a guide to writing CAR accomplishments:

  1. Identify the Challenge

Start by thinking about situations where you faced a problem, a goal, or a responsibility. The challenge doesn’t have to be dramatic—it could be anything from improving a process to meeting a tight deadline.

  • Describe the Actions You Took

Next, explain what you did to address the challenge. Focus on your specific contributions, not just what the team did. Use strong action verbs like improved, initiated, created, led, or developed.

  • Show the Results

Finally, describe the outcome of your actions. Whenever possible, quantify your results with numbers, percentages, or other measures. If you can’t quantify, describe the positive change or recognition you received.

CAR accomplishments are not just for your resume; they work for interviews as well. Using strong accomplishments—and quantifying your impact—on the challenges you faced, the actions you took, and the results you achieved, you’ll present yourself as a proactive and successful candidate—exactly what employers are looking for!

Stay in the know with more career-related resources and information by subscribing to our newsletter!

Is Your Resume Giving the Wrong Impression?

by

Employers often rely on first impressions when reviewing resumes. A well-crafted resume can make a positive first impression. But certain things on the resume can raise concerns with prospective employers. Are these red flags on your resume?

  • Errors and Inconsistencies. The resume should contain no spelling errors, grammatical mistakes, or inconsistencies in formatting. These kinds of mistakes indicate a lack of attention to detail.
  • Gaps in Employment History. Employers prefer a work history without significant, unexplained gaps.
  • Job-Hopping. While employers aren’t expecting employees to stay in a job forever, a pattern of staying in jobs for a short time (6 months to a year), could indicate a lack of commitment or difficulty adapting to workplace culture.
  • Vague Descriptions of Skills and/or Experience. A generic resume doesn’t help anyone showcase their qualifications.
  • A Focus on Responsibilities, Not Accomplishments. A resume that focuses only on duties and responsibilities suggests that the candidate does the bare minimum and doesn’t make an impact in the workplace.
  • Cliches and Buzzwords. Vague phrases and buzzwords are useless on a resume.
  • Fake Information. Don’t inflate your job title, make up skills, or fabricate accomplishments.
  • Irrelevant Information. Don’t include hobbies or irrelevant extracurricular activities, outdated skills, or marital status on the resume.
  • A Haphazard Career Path. A work history that lists conflicting job titles or an erratic work
  • Your Resume Isn’t Targeted to a Specific Job. A generic resume that is not customized for a specific role can indicate a lack of interest or effort in applying for a position — specifically, that the candidate is mass applying for jobs.
  • Your Resume Goes Back to the 1980’s. Most resumes these days focus on the past 10-12 years; employers want to know what you have done recently.
  • Unprofessional Email Address. While not a major red flag, an email address that is unprofessional (i.e., hotgirl2005@example.com or partyanimal25@example.com) can give the impression that you lack good judgment.

If you have red flags in your employment history, a strong cover letter can help, as can working with a professional resume writer to help you position yourself effectively in your resume. Click here to check out our resume writing services if you need assistance!