«EPA
United Stages
Environmental Protection
Agency
EPA/600/9-88/003
April 1988
Research and Development
Senior Environmental
Employment Program
Handbook
©HVAS V
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EPA/600/9-88/003
April 1988
SENIOR ENVIRONMENTAL EMPLOYMENT
PROGRAM HANDBOOK
Office of Research and Development
U. S. Environmental Protection Agency
Washington, D.C. 20460
T
, Library (5PL-16)
' De*rborn St:"eet, Room 1670
IL 60604
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TABLE OF CONTENTS
Chapter One Introduction Page
Introduction 1
References 1
Definitions 1
Chapter Two The SEE Enrollee
Position Description 3
Personnel Policies and Procedures 3
Enrollee Salary and Benefits 3
WorkEthics 3
Relationship to Your SEE Monitor 3
Training 4
Travel 4
Performance 4
Awards 4
Grievances 4
Discrimination 4
Chapter Three The SEE Monitor
Grantee Personnel Policies and Procedures 5
Procedures for Obtaining SEE Enrollees 5
Internal Coordination 6
Enrollee Salary and Benefits 6
Training 7
Travel 7
Performance 7
Awards 8
Grievances 8
Discrimination 8
Health and Safety 8
Termination for Nonperformance Reasons 8
Chapter Four The SEE Grantee
Personnel Policies and Procedures 9
Regulatory Requirements 9
Program Requirements 9
Appendices
1 Job Categories and Pay Scales 11
2 Certification 13
3 Placement Record 14
in
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CHAPTER ONE
INTRODUCTION
INTRODUCTION
This handbook discusses the major
personnel policies and procedures that
govern the Senior Environmental
Employment (SEE) Program. The SEE
program is authorized by the
Environmental Programs Assistance Act
of 1984 (P.L. 98-313)." This Act provides
opportunities for senior citizens to work in
environmental programs.
The SEE program is for individuals 55
years of age or older wishing to contribute
to a better environment and needing some
financial support to supplement their
retirement. The program is to help EPA
meet its legislative mandates but in no case
should a SEE person be expected to handle
the responsibility that federal employees
do. They are to support, not supplant,
federal employees.
The growth of the SEE program has
generated many questions regarding
personnel policies and procedures. General
personnel matters are described in the
personnel handbooks and other
publications of the grantee organizations,
in SEE cooperative agreements, and in
other documents. This Handbook discusses
personnel policies and procedures
governing the SEE program which are of
the greatest importance to EPA and to all
other participants in the program.
REFERENCES
ORD Policy and Procedure Manual,
Chapter 14, Section 3.
40 CFR, Part 30, which contains the
general regulations for EPA financial
assistance programs.
40 CFR, Part 7, which contains the
antidiscrimination regulations and
complaint procedures that apply to
enroilees and grantees.
DEFINITIONS
a. Senior Environmental Employment
Corps (SEE). The program authorized by
the Environmental Programs Assistance
Act of 1984 (P.L. 98-313), which allows EPA
to enter into assistance agreements with
specified organizations in order to obtain
the services of older Americans to provide
technical assistance to EPA or to State or
local environmental agencies.
b. SEE Enrollee. An individual at least
55 years of age who is employed by a
grantee and who is engaged in providing
technical assistance to EPA.
c. SEE Monitor. An EPA employee who
assigns and reviews the work of SEE
enroilees and provides an assessment of
their performance for use by the grantee.
d. SEE Grantee. A private nonprofit
organization designated by the Secretary of
Labor, under Title V of the Older
Americans Act of 1965 who has entered into
a cooperative agreement with EPA to
provide the services of older Americans to
the Agency. (Under EPA's assistance
regulations [40 CFR, Part 30] an
organization who has entered into a
cooperative agreement with EPA is referred
to as a recipient. For the purpose of this
publication, however, these organizations
will be referred to as grantees. The SEE
grantee is the employer of the SEE
enrollee.)
e. SEE Corps Program Director. The
EPA official who is responsible for
administering the SEE program and for
serving as the EPA Project Officer in
connection with SEE cooperative
agreements. The SEE Program Director
reviews and approves all requests for SEE
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enrolleeSj monitors funding in all SEE program Agencywide. The Director,
Cooperative Agreements, and acts as a National Workforce Development Staff
liaison with the national offices of the (RD-675), Office of Research and
various SEE grantees. The Program Development. Environmental Protection
Director establishes policies for the Agency, Washington, D.C. 20460, is the
program, monitors their implementation, SEE Corps Program Director.
ana coordinates the operation of the
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CHAPTER TWO
THE SEE ENROLLEE
The SEE workforce is one of great
diversity. Enrollees include chemists,
biologists, environmental protection
specialists, ecologists, and secretaries.
Whatever the enrollee's skill, his/her
position is important and their efforts
essential to the fulfillment of EPA's
missionprotecting the health and welfare
of the citizens of this country and the
environment in which they live.
POSITION DESCRIPTION
Your SEE monitor has developed a
position description which briefly states
your duties and responsibilities. The
position description is not meant to be a
complete listing of everything you will be
called upon to do, nor is it intended to limit
your initiative. Rather, it indicates the
range of your typical assignments, while
allowing for other assignments that are not
specifically mentioned.
PERSONNEL POLICIES AND
PROCEDURES
As a SEE enrollee, you are an employee
of a SEE grantee organization and are
subject to its personnel policies and
procedures. These are described in a
handbook or other material provided to you
by the SEE grantee. You should study this
material because it provides needed
personnel information and guidance. Any
questions on personnel policies and
procedures should be directed to your
employer (the SEE grantee) or your SEE
monitor.
ENROLLEE SALARY AND BENEFITS
However? EPA sets limits on how much
of that pay is reimbursable to the grantee
(see Appendix 1). The grantee determines
the exact pay of the enrollee.
Enrollee benefits, such as vacations,
retirement, unemployment insurance, ana
workman's compensation, are governed by
the policies of the grantee organization ana
these are described in its personnel
handbook. Consult this or contact the
grantee's representative if you have any
questions.
WORK ETHICS
Although you are not an EPA employee,
your presence in EPA imposes an important
responsibility on you. Because of the nature
of EPA's mission, EPA must operate as in a
fishbowl.
Since you are associated with EPA, you
must be aware that anything you say or do
could reflect upon the Agency. Therefore,
you are asked to dress and oehave with
decorum, and you must avoid any action
which might result in, or create the
appearance of, using your EPA association
for private gain or undermining public
confidence in the integrity of EPA
programs.
RELATIONSHIP TO YOUR SEE
MONITOR
Although you are an employee of the
SEE grantee organization, your association
with EPA requires that you accept direction
from a SEE monitor who will assign and
review your work, provide an assessment of
your performance for use by the grantee,
provide counseling, review/approve your
time and attendance, and certify the
necessity of travel. You are expected to
perform your work in a manner that meets
with the satisfaction of the SEE monitor. If
you have any problems or questions about
your work, you should discuss these with
your monitor, or in exceptional cases, with
your grantee organization representative.
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TRAINING
Normally, you are expected to be
already trained for your position. However,
there are exceptional circumstances, such
as the introduction of new equipment.
technological changes, or new revised
program requirements, that may
necessitate training in order for you to do
your job satisfactorily. Usually, this
training will consist of short courses
ranging from one day up to one week. Your
monitor will initiate training requests
when training is needed. The cost of the
training will be covered by the cooperative
agreement.
TRAVEL
If it is necessary for you to travel to
carry out your responsibilities, your EPA
monitor will make the request to the
grantee organization. The grantee will
make all arrangements and the travel costs
will be charged to the cooperative
agreement. In traveling, you must abide by
the regulati9ns of the grantee which are
discussed in its handbooks.
PERFORMANCE
Your monitor will periodically provide
an assessment of your performance and
complete the necessary forms required by
the grantee. You will receive counseling
from your monitor whenever needed, and
you will be given an opportunity to improve
your performance, whenever needed and
feasible.
AWARDS
EPA is not permitted under current
regulations to grant monetary awards to
SEE enrollees. EPA may, however, give
nonmonetary awards, such as Certificates
of Appreciation, to SEE enrollees.
GRIEVANCES
If you believe that an unfair action has
been taken against you by EPA, you should
discuss the problem informally with your
monitor or contact the representative of the
grantee organization for assistance and
guidance. If you believe a formal grievance
is necessary, this must be filed with the
grantee organization in accordance with its
personnel policies. No formal grievance,
other than a complaint of discrimination,
may be filed with EPA.
DISCRIMINATION
If you believe that you have been
discriminated against by EPA or the SEE
grantee (based on your membership in the
SEE program) on the basis of race, color,
national origin, sex, age, or handicap, you
may at your option, discuss the matter
informally with your monitor or a
representative of the grantee. You may also
file a formal discrimination complaint with
the grantee or with EPA within 180 days 9f
the alleged discriminatory act. Specific
procedures governing discrimination
complaints are found in the grantee
personnel handbooks or other publications
and in 40 CFR, Part 7. (The latter may be
obtained from the grantee or any EPA civil
rights director whose name, location, and
telephone number are included in your local
EPA telephone book.)
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CHAPTER THREE
THE SEE MONITOR
The SEE monitor provides daily
direction to SEE enrollees; for example,
assigns and reviews work, provides
assessments of enrollee performance for the
grantee's use, and reviews/certifies
enrollee's time and attendance reports.
However, the monitor is not the supervisor
of the enrollee because he or she does not
have the authority to hire, fire, discipline,
or terminate enrollees. The SEE grantee is
the enrollee's supervisor/ employer and a
representative of the grantee must be
consulted in matters of hiring, discipline, or
termination. Please note however that the
monitor does set the condition of work, for
example, hours, work practices, and calling
to attention failure to follow office rules
(e.g., excessive telephone use, tardiness).
GRANTEE PERSONNEL POLICIES
AND PROCEDURES
A SEE monitor should be familiar with
the personnel policies and procedures of the
grantee organization of the SEE enrollee(s)
assigned to them. The grantee organization
publishes its policies in a handbook which
can be obtained from the grantee. The SEE
monitor should also acquaint himself with
the grantee representative who is available
to provide personnel advice and assistance,
and to resolve questions and problems that
may arise. Any apparent conflicts between
EPA policies and those of the grantee
should be referred to the SEE Program
Director for resolution.
PROCEDURES FOR OBTAINING SEE
ENROLLEES
The following procedures should be
followed for obtaining SEE enrollees.
a. Submit a memorandum to the SEE
Program Director, (through your
organizational channels) indicating
your SEE position requirements. For
each SEE position, you must attach a
one-paragraph job description
indicating the duties and
responsibilities. These must be
described in sufficient detail so that
the grantee can match candidates with
the position. The SEE program jobs are
divided into four categories, each with
its own pay scale. These are described
in Appendix 1. The position
description must make it clear into
which category your position fits. If the
job has special conditions; e.g.,
inspecting hazardous areas or
exposure to asbestos or PCBs, state
this in a second paragraph of the
position description entitled, Special
Conditions. In such cases, special
medical monitoring and/or safety
training may be required. If you have
any questions on this, contact the SEE
Program Director.
b.The SEE Program Director reviews all
requests for SEE positions and notifies
the requesting office when the request
is approved.
c. Upon receipt of approval, the requester
must prepare two additional items:
(1) Commitment Notice (EPA Form
2550-9).
The commitment notice should be
prepared in accord with your office's
policies and procedures. The amount of
funding required on the commitment
notice should be discussed with the SEE
Program Director.
(2) Certification.
The Environmental Programs
Assistance Act of 1984 (P.L. 98-313)
requires a certification prior to the
award of any SEE grant that the grant
does not: (a) result in the displacement
of any Federal, State, or local
governmental employee; (b) result in
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the employment of any individual
under the SEE program wlien any other
person is in a layoff status from the
same or a substantially equivalent job
within EPA's jurisdiction; (c) affect
existing service contracts.
The certification is to be made by the
manager of the office or laboratory
funding the cooperative agreement.
However, before signing this
certification, the official must obtain
verbal concurrence from the
appropriate EPA Servicing Personnel
Office. The Servicing Personnel Office
should ensure that (a), (b), and (c) above
are satisfied. The certification
document will state that the Personnel
Office's concurrence was obtained and
will contain the name of the Personnel
Officer with whom the action was
discussed and the date of the
conversation. In order to ensure that a
complete record is kept, the EPA official
who signed the certification will send a
copy to both the Director of the
Servicing Personnel Office and to the
individual who gave his concurrence.
A sample Certification is contained in
Appendix 2.
d. Upon receipt of the required
documentation as described above, the
SEE Program Director submits the
request to the grantee for action, and
names an EPA official (usually the
requester) for the grantee to contact. If
you are named as the contact person,
submit any references or resumes you
have obtained to the grantee's
representative for processing along with
other candidates. If not, work through
the grantee's representation to obtain
candidates for your position.
e. Upon receipt of the vacancy
information, the grantee will distribute
the information in an attempt to attract
as large a number of candidates for the
position as practicable under the
circumstances. The grantee must be
given sufficient lead time to provide as
large a number of candidates as is
possible. Name requests are to be
avoided except in extraordinary
circumstances.
f. The list of candidates is forwarded to
the selecting official, who then weighs
the qualifications of each candidate
carefully and makes a selection and
informs the grantee (through the SEE
Corps Program Director) The selection
and pay recommendation must be based
strictly on the candidate's qualifications,
and tne selecting official must make
available to the grantee his evaluation of
each candidate for inclusion on the
placement record the grantee is required
to keep. See Appendix 3 for an example
of this. Discrimination on the basis of
sex, race, color, national origin, age, or
handicap is prohibited and any
appearance thereof shall be avoided. The
selecting official shall not discuss salary
with the candidates; as salary is to be
negotiated between the grantee and the
enrollee.
g. Upon completion of the recruiting
process, the grantee will hire the
candidate, arrange for an entrance-on-
duty date, and provide the enrollee with
copies of this handbook, the grantee's
personnel handbook, and other required
documents.
INTERNAL COORDINATION
In addition to coordinating recruiting
efforts with the appropriate grantee
organization, the SEE Monitor is also
responsible for arranging for office space,
equipment, and supplies for the SEE
enrouees. This shoula be done in accord
with your office's internal policies and
procedures.
ENROLLEE SALARY AND BENEFITS
A SEE enrollee's salary and benefits are
determined by the grantee. EPA sets the
pay ranges for tne various types of
positions. Thepay ranges, which represent
the amounts EPA will reimburse grantees
for paying wages to SEE enrollees, are
found in Appendix 1.
If the existing pay ranges constitute a
barrier to recruiting well-qualified
candidates, an exception for a higher pay
range may be needed. The monitor must
submit a request for higher pay to the SEE
Director through appropriate channels. The
request for an exception must include the
following information:
job title and location;
efforts made to obtain candidates;
list of candidates, if any, that were
considered and reasons for
nonselection;
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rationale or justification for higher pay
scale; and
any other special circumstances.
Periodic pay increases are authorized for
enrollees whose work is satisfactory (see
Appendix 1). This is done in connection
with the grantee's periodic performance
evaluation process. If the pay ranges as
stated are too high (for example, federal
employees are being paid less), lower
salaries may be paid.
TRAINING
Generally, SEE enrollees are considered
to be fully trained and experienced when
hired, and little or no training should be
needed. However, technological change,
new equipment, new or revised program
requirements, etc., may require enrollees to
receive further training. If an enrollee
needs training that incurs costs, the
monitor shoula submit a memorandum
requesting training to the SEE Program
Director. (Training that would not incur
cost can be arranged locally.) The
memorandum must include:
name, job title, and location of enrollee;
description, length, cost, and
justification for the training; and
any other special circumstances that
would help the Program Director
understand the basis for the request.
(Normally, training courses range
from a few days to one week. Courses
that last more than a week must be
fullyjustified.)
The Program Director will inform the
monitor of the approval/disapproval of the
training request. All training costs are
charged to the grant that covers the
enrollee.
TRAVEL
If travel is necessary for the
performance of the duties assigned to a SEE
enrollee, the SEE monitor submits the
travel request to the grantee organization.
The grantee makes alltravel arrangements
and the costs of the travel are charged to the
cooperative agreement. The enrollee must
abide by the grantee's travel regulations.
PERFORMANCE
A monitor is expected to assess the
performance of SEE enrollees assigned to
him both on a day-to-day basis and
periodically as required by the grantee. The
monitor should orient enrollees when they
first come to work by explaining the policies
of the office in regard to dress, decorum,
conduct, lunch Hours, coffee breaks,
telephone use, job requirements, etc.
If an enrollee is not performing the job in
a satisfactory manner, or is a problem in
other ways, e.g., attitude or attendance, the
monitor should apply the grantee's
performance policies as described in its
handbook. You should:
(a) discuss problem areas with the
enrollee in an informal confidential
meeting;
(b) tell the enrollee about specific
deficiencies and what action must be
taken to correct those deficiencies; and
(c) contact the grantee's representative,
and advise him/her of the situation.
If the enrollee fails to improve after
informal discussion and counseling, you
should contact the grantee's representative
for advice. You could also prepare a
memorandum to the grantee's
representative with a copy to the enrollee,
documenting the problem. The
memorandum should:
refer to previous discussions;
identify the enrollee's deficiencies;
describe how performance, conduct,
leave, etc., can be improved and what
guidance and assistance EPA will give;
and
contain other information, which
would help the enrollee improve.
If the enrollee still fails to improve to the
monitor's satisfaction, discuss the
possibilities of further action (such as
termination) with the grantee's
representative. You must maintain
complete records about whatever action is
proposed and keep in contact with the
grantee's representative during this period
to assure that all appropriate procedures
are followed and adequate documentation is
maintained. All formal disciplinary actions,
including termination, must be carried out
by the grantee.
If at any time the enrollee's continued
presence in the work area would be
disruptive or cause other severe problems,
the grantee's representative should be
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notified immediately, so that appropriate
action may be taken quickly.
Any questions on performance issues
should, be referred to the SEE Program
Director or to the grantee's representative.
AWARDS
Current regulations prohibit the giving
of monetary awards to grantees; thus, EPA
may not give a SEE enrollee a cash award
in recognition of outstanding performance.
EPA may, however, give nonmonetary
awards such as certificates of appreciation
to its SEE enrollees. Monitors who would
like to give such awards should coordinate
these with their Administrative Officer and
with the SEE Program Director.
GRIEVANCES
Enrollees may not file formal grievances
with EPA because they are not EPA
employees. However, they may be able to
file grievances and/or appeals with the
grantee. In cases where an enrollee may
ave indicated the possibility of filing a
grievance, do not hesitate to consult with
the grantee representative or the SEE
Program Director.
DISCRIMINATION
Enrollees have the right to file
discrimination complaints based on race,
creed, color, sex, age, national origin, or
handicap with either the grantee or EPA.
Monitors should familiarize themselves
with 40 CFR, Part 7, which covers
nondiscrimination in assistance programs
from EPA.
HEALTH AND SAFETY
In spite of best efforts to provide safe
working conditions for all located on EPA
premises, an accident or a severe illness
may unexpectedly strike an enrollee on the
job. If such a situation arises, the EPA
monitor should contact the EPA Program
Director and the grantee's Field
Representative (or national office if the
Field Representative cannot be reached)
within 24 hours to notify them of the
situation. This first notification should be
oral and should be followed up with
whatever written reports the grantee
requires. Consult the grantee's handbook
for details on the reports.
TERMINATION FOR
NONPERFORMANCE REASONS
Sometimes due to programmatic or
managerial changes, a SEE enrollee's
services may no longer be required. In such
a case it may be possible to have the
enrollee transferred to another
organization or terminated when the funds
are used. Contact the SEE Program
Director for specific instructions if this
situation arises.
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CHAPTER FOUR
THE SEE GRANTEE
PERSONNEL POLICIES AND
PROCEDURES
Each grantee has a personnel handbook
or material which describes personnel
policies and procedures applicable to SEE
enrollees. The grantee must provide a copy
of these materials to each enrollee and to
the monitor of each enrollee. Any enrollee
or monitor who does not receive a copy
should contact the representative of the
grantee.
REGULATORY REQUIREMENTS
Grantees must comply with the terms
and conditions of their assistance
agreements including compliance with EPA
policies and objectives in governing
regulations such as 40 CFR, Part 30
(General Regulations) and 40 CFR, Part 7
(Nondiscrimination). Portions of these
regulations of interest in the operation of
the SEE Program include the following:
40 CFR 30.600. Grantees must comply
with Title VI of the Civil Rights Act of
1964 and related laws and directives
governing nondiscrimination. (40 CFR,
art 7, provides specific requirements.)
40 CFR 30.613. Grantee officials and
employees (including SEE Corps
enrollees) must avoid any action which
could undermine public confidence in
the integrity of the EPA program.
40 CFR 7.35. Grantees may not
discriminate in employment on the
basis of sex, race, color, national origin,
age, or handicap.
40 CFR 7.45. Grantees may not
exclude qualified handicapped persons
from participation in the SEE Corps
solely on the oasis of handicap.
40 CFR 7.90. Grantees must adopt
grievance procedures that assure the
prompt and fair resolution of enrollees'
complaints of discrimination.
PROGRAM REQUIREMENTS
In order to ensure compliance with
Federal and EPA policies governing
nondiscrimination, each grantee is required
to establish certain minimum program
requirements to supplement tnose
prescribed by governing regulations. These
include:
Employment, In recruiting candidates
for the program, grantees must take
steps to assure the widest and most
practicable distribution of job
information in order to assure that
potential senior citizen candidates are
made aware of the program.
Selections. Grantees are required to
keep a record of selections for each
position. The record should consist of
the names and identifying data for
each of those persons referred for the
position, and the reasons for selection
or nonselection. This record must be
retained for at least three years after
the submission of the final financial
status report. (See 40 CFR 30.501(a)(l)
and (d). A sample form is enclosed as
Appendix 3.
Pay. Grantees determine what the SEE
enrollee will be paid. However, this
pay is reimbursable to the grantee only
to the extend allowed by the EPA
schedule for each job category (see
Appendix 1). Exceptions may be given
by the EPA SEE Corps program
director in special cases.
Training. Grantees are required to
cooperate in arranging training for
enrollees as specified by the SEE
monitors. Training that would incur
cost must be approved by the SEE
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Corps Program Director and will be
charged to the Cooperative Agreement.
Employee Relations and Services.
Grantees, through their
representatives, are required to
provide advice and assistance to SEE
enrollees and monitors in connection
with performance, conduct, time,
leave, and other related matters.
Performance Appraisal. Grantees are
required to provide SEE monitors with
performance assessment forms to be
used in connection with the completion
of the probationary period, recom-
mendations for increases in pay, and
periodic evaluation. Samples of the
forms required by the various grantees
are available from the SEE Corps
Program Director.
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APPENDIX ONE
SEE PROGRAM JOB CATEGORIES AND PAY SCALES
INTRODUCTION
The design and intent of the SEE
program is to provide job opportunities not
otherwise available to senior citizens 55
years of age and older. The program
provides the enrollees with meaningful
work: while they are gaining new
experiences and skills enaoling them to
move into better paying, more permanent
positions outside the SEE program, should
they wish. The program was not intended to
ana does not compete with the Civil Service
system.
Jobs in the SEE program are divided
into four categories, each with its own pay
scale. These are described below. For help
in creating job titles that are consistent
with those of Federal employees, you may
consult the Handbook of Occupation Groups
and Series of Classes and the OPM Position
Classification Standards, both of which are
available in your EPA servicing personnel
office. The standards provide useful
occupational information and are especially
helpful in determining the difference
between a Technical and a Professional
position or between a Clerical/Assistant II
position and an Administrative position.
They also provide useful occupational
information.
JOB CATEGORIES
The jobs in the SEE program are divided
into four job categories:
a. Clerical/Assistant I. This category
covers clerical, assistant, and related
positions largely concerned with routine
office or laboratory operations. Neither
proficiency in typing or stenography nor
I* 11 ** »* i «y C? JZ. ,»/_ ,
mil-performance or journeyman skills in
operating compute/ or laboratory
equipment are required. Jobs in this
category include: messenger, receptionist,
mailclerk, file clerk, clerk-typist (less than
40 wpm), laboratory assistant, office
equipment operator, office assistant, and
data transcriber (includes keypunch
operator-less than journeyman level).
b. Clerical/Assistant H. This category
includes clerical, technician, assistant, and
related positions involved in office or
laboratory operations. These positions
require proficiency in either typing or
stenography or lull-performance or
journeyman skills in operating computer or
laboratory equipment. These positions may
also require the performance of
nonprofessional work in support of
administrative specialists or technical
professionals. These activities require a
substantial knowledge of administrative
rules, regulations, procedures, program
requirements, or tne application of a
variety of laboratory and technical
processes and procedures acquired through
on-the-job training and experience. Jobs in
this category include: secretary, clerk-
typist, clerk-stenographer, administrative
technician, environmental protection
assistant, computer clerk/assistant,
accounting clerk/assistant, budget
clerk/assistant, management
clerk/assistant, data transcriber (includes
keypunch opera tor--full performance level),
computer operator2 laboratory technician
(including biological, engineering and
physical science specialties), legal
clerk/technician, editorial assistant, and
library technician.
c. Technical/Administrative. Positions in
this category involve creative, analytical,
evaluative, and interpretive work. They
require a range and depth of knowledge and
judgment which can be acquired^ only
through familiarity with the principles,
methods, and techniques of a particular
occupational field. These skills are typically
acquired through completion of a full
curriculum at a college or university,
11
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several years of on-the-job training and
experience or a combination of the two.
Included in this job category are
journeyman-level administrative positions,
such as environmental protection specialist,
paralegal specialist, program analyst,
computer specialist/ programmer/analyst,
management analyst, technical writer-
editor, librarian, technical information
specialist, investigat9r; and the like. Also
included are technician positions that
operate at the senior journeyman level,
such as senior laboratory technician
(including biological, engineering, and
physical science specialties).
d. Professional. This category includes
positions that involve full-performance.
creative, analytical, evaluative, ana
interpretive work. This requires a range
and depth of knowledge and judgment such
as can be acquired only through Tamiliarity
with a professional field. This is typically
acquired through completion or a full
curriculum at a recognized college or
university. This job category includes:
attorney, auditor, accountant,
mathematician, life scientist (such as
toxicologist, zoologist, and biologist),
engineer (such as, environmental,
mechanical, nuclear, and chemical), and
physical scientist (such as, hydrologist,
physicist, chemist, and geologist). There are
limits on the activities professionals hired
under the SEE program can perform for
EPA; for example, they cannot serve as
EPA's official representative in
negotiations with other Agencies or
countries. If you have any questions on the
activities which can be performed, contact
the SEE Program Director.
EPA SCHEDULE OF PAY SCALE
REIMBURSABLES LIMITS
Below are given the limits of pay
reimbursable to the grantee by EPA.
Exceptions can be made by the EPA SEE
Corps program director in exceptional
cases. These limits are periodically
reviewed, and if necessary revised by EPA.
Maximum Per Hour
Clerical/Assistant I $7.00
Clerical/Assistant H 8.25
Technical/Administrative $10.00
Professional 12.00
PAY INCREASES
Pay increases are provided for enrollees
whose work is satisfactory. This is done in
connection with the grantee's periodic
performance evaluation process.
A pay increase of $0.25 an hour (until
the top of the range is reached) may be
granted every six months.
If the time interval between increases
is greater than nine months, a $0.35
increase may be given.
If the time interval between increases
is one year or more, a $0.50 increase
may be given.
If you wish to compensate a senior
citizen at a rate higher than the SEE
program approved rate, you should consider
other employment options such as a
reinstated annuitant, consultant or the
regular Civil Service System.
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CERTIFICATION
UNITED STATES ENVIRONMENTAL PROTECTION AGENCY
OFFICE OF
RESEARCH AND DEVELOPMENT
In accord with the requirements of the "Environmental Programs
Assistance Act of 1984" (PL-98-313) I certify that this grant/cooperative
agreement will not:
(1) result in the displacement of individuals currently employed by
the environmental agency concerned (including partial
displacement through reduction of nonovertime hours, wages, or
employment benefits);
(2) result in the employment of any individual when any other
person is in a layoff status from the same or substantially
equivalent job within the jurisdiction of the environmental
agency concerned; or
(3) affect existing contracts for services.
This has been discussed with
(provide name and title of the appropriate Personnel Officer) on
(date) and he/she has concurred in this certification.
Signature Date
(type) Name and Title
Organizational Unit
Grant/Cooperative Agreement Number and Name
13
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APPENDIX THREE
SENIOR ENVIRONMENTAL EMPLOYMENT PROGRAM
PLACEMENT RECORD
POSITION
LOCATION
MONITOR
DATE OF
JOB ORDER
Biology Technician
Pay Hours
$7.50 35
Biology Division, Environmental Research Center, Nowhere, Iowa
Dr. Richard Jones, Chief, Exobiology Branch
DATE JOB GRf
Sep.9,1986 FILLED Sep.19,1986 REF
^NTEE
'R. Bill Smith
Other
Exobiology experience vital
CANDIDATES
NAME
Jane Jones
Henry Irving
Thomas Gomez
Eleanor Whiteagle
1
Sex
F
M
M
F
2
Race
Status
B
W
H
AI
3
Hand
HP
4
Action
NS
NS
NS
S
Comments
No exobiology experience
Poor references. Performance problem
No recent exobiology experience
Recent exobiology experience
w/N ASA. Excellent references.
Key:
1 Sex- M = Male, F = Female.
2 Status- Designations described in 40 CFR 7.25 AP = Asian/Pacific Islander, B = Black, AI = American
Indian or Alaskan Native, H = Hispanic, W = White.
3 Hand - Handicapped. Enter HP for handicapped person (see 40 CFR 7.25)
4 Action S = Selection, NS = Nonselection.
* This information is required for statistical purposes only.
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PUBLIC LAW98-313-JUNE 12,1984
Public Law 98-313
98th Congress
An Act
To establish a program of grants administered by the Environmental Protection Agency
for the purpose of aiding State and local programs of pollution abatement and control.
Be it enacted by the Senate and House of Representatives of the United States of
America in Congress assembled.
SHORT TITLE
98 STAT. 235
June 12.1984
(S. 518)
Environmental
Programs
Assistance Act of
1984.
SECTION 1. This Act may be cited as the "Environmental Programs Assistance Act of 42 USC 4368a
1984". note.
ENVIRONMENTAL PROGRAMS
SEC. 2. (a) Notwithstanding any other provision of law relating to Federal grants and
cooperative agreements, the Administrator of the Environmental Protection Agency is
authorized to make grants to, or enter into cooperative agreements with, private nonprofit
organizations designated by the Secretary of Labor under title V of the Older Americans
Act of 1965 to utilize the talents of older Americans in programs authorized by other pro-
visions of law administered by the Administrator (and consistent with such provisions of
law) in providing technical assistance to Federal, State, and local environmental agencies
for projects of pollution prevention, abatement, and control. Funding for such grants or
agreements may be made available from such programs or through title V of the Older
Americans Act of 1965 and title IV of the Job Training Partnership Act.
(b) Prior to awarding any grant or agreement under subsection (a),the applicable Federal,
State, or local environmental agency shall certify to the Administrator that such grants or
agreements will, not-
(1) result in the displacement of individuals currently employed by the environmental
agency concerned (including partial displacement through reduction of nonovertime
hours, wages, or employment benefits);
(2) result in the employment of any individual when any other person is in a layoff
status from the same or substantially equivalent job within the jurisdiction of the
environmental agency concerned; or
(3) affect existing contracts for services.
(c) Grants or agreements awarded under this Act shall be subject to prior appropriation
Acts.
Aged persons.
42 USC 4368a.
42 USC 3056.
42 USC 3056.
29 USC 1671.
Employment and
unemployment
98 STAT. 236
Approved June 12,1984.
LEGISLATIVE HISTORY-S.518:
CONGRESSIONAL RECORD. Vol. 130(1984):
Mar. 26, considered and passed Senate.
May 23, considered and passed House, amended.
May 24, Senate concurred in House amendment.
15
&U. S. GOVERNMENT PRINTING OFFICE: 1988/548-158/67122
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