Federal Job Search

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

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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?

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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?

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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.

New Year, New Job

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A new year is a great time to assess where you’re at professionally. Is it time for you to make a job change? Or a career change? Here are concrete actions you can take over the next month to assess your situation and begin to move forward.

During this 21-day period, you’ll take consistent action in 5 different areas:

  • Where Are You Now?
  • Where Are You Going?
  • What Sets You Apart?
  • What’s Your Plan?
  • Let’s Do This!

For best results, enlist an accountability partner to help you complete the actions. Ideally, it will be someone who is looking to make a job or career change too, so you can keep each other accountable and on track. For best results, check in with each other daily.

Sample New Year, New Job Challenge Planner

  Day 1  Find the most recent version of my résumé and current job description.  
  Day 2  Brainstorm a list of what I need to add to my résumé (work experience, accomplishments, education, training, etc.)  
  Day 3  Spend 30 minutes considering whether I want a new job or a new career. Make a pros/cons list.  
  Day 4  Take the Clifton StrengthsFinder skills assessment.
  Day 5  Spend 30 minutes pulling together information for my brag book.
  Day 6  Brainstorm 10 possible job titles for the position I want.  
  Day 7  Create my “Dream Job” job description.  
  Day 8  Conduct a review of my skills, experience, and qualifications compared to my “Dream Job” job description.  
  Day 9  Spend 15 minutes answering these questions: What am I meant to do? How can I use my skills, education, and experience for maximum benefit? What kinds of problems can I solve for an organization?  
  Day 10  Outline five C-A-R accomplishments that I can add to my résumé and/or use in a job interview
  Day 11  Write up a list of honors and awards I’ve received.  
  Day 12  Research my target job salary.  
  Day 13  Think about how I got my last job and figure out if I can try that again.  
  Day 14  Make a list of the skills, training, and education I need for my next job. Research how to obtain one of these.  
  Day 15  Line up an accountability partner to help support me in my job search.  
  Day 16  Make a list of 10 organizations I’d like to work for.  
  Day 17  Make a list of everyone I know in my network.  
  Day 18  Spend 30 minutes researching prospective employers.
  Day 19  Reach out to one person in my network and let them know I’m looking for a new opportunity.  
  Day 20  Research 3 recruiters I’d like to work with and send them a LinkedIn connection request.  
  Day 21  Reach out to someone who works for the organization I want to work for. Ask them if they will meet me for lunch this weekend.  
Completing the 21-Day Challenge

At the end of the 21 days, review your progress. Do you have any leads on unadvertised openings? Any interviews or job offers yet? If not, don’t worry. The majority of this 21-day challenge is focused on preparing yourself for the job search, not conducting the job search.

Fact or Myth? What Do You Know About the Modern Job Search?

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MYTH: Job postings represent real jobs. Job postings on USAJOBS do not always represent a specific opening. It is critical to read the fine print; you can recognize such jobs when you see language such as: This Public Notice will serve as a resume repository – positions may or may not be filled from this announcement. This is also true of private sector job postings. According to ResumeBuilder, 40% of companies admit to posting fake jobs on job boards in 2024.

MYTH: USAJOBS is an Applicant Tracking Software. USAJOBS is not an ATS; it is a system to collect applications for positions and then forward those applications to the hiring Human Resources office. Real Human Resources personnel read the resumes of qualified applicants.

MYTH: If I know I can do a job, I should apply. You should read the job qualifications; if you don’t have what they’re looking for in terms of skills, education, or number of years of experience, just “knowing” you can do the job is generally not enough. You’ll be competing against people who have all of the qualifications.

MYTH: My resume should reflect everything I have ever done. Most resumes these days only go back 10 years or so. I promise that no one cares what you did in the 1970’s or 80’s. And think about it, who would you rather hire? Someone who is doing it now or someone who hasn’t done in 20 or 30 years?

MYTH: Getting a job is quick. While it is possible to get the first job you apply for, it isn’t that likely. The ease of online applying means that hundreds if not thousands of applications are received for every posting.

MYTH: I can talk my way into a remote job, even if the posting says otherwise. Federal postings clearly articulate whether a job is remote or not; if it’s not listed as remote, do not count on being able to talk the hiring manager into making the job remote just for you (absent a reasonable accommodation). The private sector side has more flexibility but if the posting is specific about how many days per week you are expected to be in an office, believer them. At least until after you have proven yourself.

MYTH: I only need one resume. At a minimum, your resume needs to be tweaked for key words with each application. There is no such thing as a standardized generic resume anymore.

MYTH (sometimes): I need a cover letter. If you’re applying for a federal job and the posting does not require a cover letter, I recommend not providing one. If you’re targeting the private sector then yes, it is considered customary to include one. If you do write a cover letter it needs to be targeted toward the job you’re applying for, use key words, and clearly articulate your qualifications vis-a-vis the job.

These are just a few of the myths that exist about job search. What would you add?

Looking For A Job While Still Employed?

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The best time to look for a job is when you already have one. No hiring manager purposely decides to hire someone who is unemployed. Keeping your options open and making sure that you’re paying attention to what’s going on and having a resume ready to go is called “career cushioning;” something that should be part of your career strategy.

Here are some strategies for career cushioning:

  • Monitoring the job market
  • Preparing/updating job search documents and LinkedIn profile
  • Networking with recruiters and others who can assist with a job search
  • Arranging for informational interviews to learn more about an organization
  • Activating job search alerts and browsing job listings
  • Creating a target list of prospective employers
  • Applying for jobs
  • Researching opportunities in new career fields
  • Inventorying your skills and interests for alignment with future opportunities
  • Improve your personal brand by increasing your online visibility (blogging, social media engagement, etc.)
  • Upskilling/reskilling/training
  • Starting a side hustle that could become a job/career or taking on freelance work
  • Working with a resume writer and/or career coach

One of the most important parts of career cushioning is protecting your future.

  • What kind of job or career do you see yourself in a few years down the road?
  • What skills would that job or career require?
  • What steps do you need to take today to prepare yourself for a job search tomorrow or in the near future?

One key tactic for setting yourself up for success is networking. Connecting with individuals inside and outside your field can help you land your next role. Networking can help you identify unadvertised job opportunities, connect with recruiters and hiring managers, and learn more about an organization before you apply for an advertised opening.

Especially when pursuing a confidential job search, networking can help open door to finding the next job opportunity. No longer does networking mean just attending industry conferences and trade shows — connecting with contacts on LinkedIn and using LinkedIn messages to stay in touch can be just as effective.

Even if your position isn’t threatened, career cushioning is a smart strategy to ensure you’re being paid a market rate and you’re ready for an opportunity if it arises.

If you’re looking to learn even more, check out our other career resources.