United States
Environmental Protection
Agency
Office of Planning and Management
Personnel Management Division
Washington DC 20460
April 1979
vvEPA
001B79100
Summer Employment
Program for Youth
A Guide for
Managers and Supervisors
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EPA
Summer Employment Program
for Youth
A Guide for Managers and Supervisors
April 1979
U.S. Environmental Protection Agency
Personnel Management Division
Office of Management and Agency Services
Office of Planning and Management
Washington, D.C. 20460
Env:-. •
• :;::on Agency
r> • v
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Foreword
This handbook describes the Environmental Protection Agency's
Sunmer Employment Program for Youth for the summer of 1979. It
reiterates and supplements U. S. Office of Personnel Management (OPM)
information and regulations governing the program. Implementing
programs of headquarters components and field installations should
be developed along lines which will most effectively achieve the
objectives of the overall program.
EPA in years past has consistently had an effective summer
employment program which emphasized the employment and training
of enthusiastic and conmitted young men and women to further the
Agency's goals. This program helps join EPA managers/supervisors and
the nation's youth in their mutual efforts to curb environmental
degradation and enhance the quality of life. An effective summer
program for youth should take into account the students' needs as
well as their capabilities. The 1979 program should continue to
emphasize the importance of orientation, meaningful job assignments,
youth involvement in program plans, a well balanced program of the
various types of summer hires, the need for counseling, and
affirmative action efforts to employ minorities and women.
It is hoped that the materials in this booklet will assist EPA
managers and supervisors at all levels to lend full support to the
Summer Employment Program for Youth.
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CONTENTS
Foreword
I. General Information Applicable to All Summer Hires
Program Goals
Preemployment Inquiries
Restriction On Travel For Interviews
Features of the 1979 Summer Program
New Features of the 1979 Summer Program
Application Procedures
Type of Hires
Equal Employment Opportunity
Sons and Daughters of EPA Employees
Employment Ceiling
Youth Involvement
Employment of Minorities and Women
Recognition and Awards
II. Hires from the Summer Employment Examination, Group I.
Types of Skills
Facts You Should Know
III. Group II Summer Hires
Types of Skills
Facts You Should Know
IV. Group III Summer Hires For Specialized Positions
Types of Skills
Facts You Should Knew
Qualifications and Grade Levels
V. Summer Aids — Employment of Needy Youths
General
How Needy Youths Can Apply
Agency Goals
Supervising a Summer Aid
VT. Stay-in- School Campaign
General
Features of the Program
Determining the Need for Earnings
Relation to Summer Program
VII. Federal Junior Fellows (Washington, D.C. only)
General
Work and Pay Levels
Features of the Program
VTII. Other Appointments in Support of Affirmative Action Programs
Employment of Vietnam-Era Veterans
Employment of the Handicapped
Summary
Appendix A.
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I. GENERAL INFORMATION APPLICAPT.R TO ALL SUMMER HIRES
EPA has conducted an action-oriented surrmer employment program
for the past eight years. The key to a successful program is knowledge
on the part of managers and supervisors of the many facets of the
program. The 16 servicing personnel offices Agencywide are available
for guidance and assistance and further information on the hiring and
training of summer employees. Appendix A contains the addresses and
telephone numbers of Summer Employment Coordinators.
Program Goals
With its overall mission to improve environmental quality, EPA
establishes a summer employment program each year to:
-provide students an opportunity to become acquainted with challenges
and opportunities in Government and to participate in environmental
improvement efforts at the Federal level
-stimulate youths' interest in the country and in the environment
specifically
-train future environmentalists as scientific and planning leaders
to serve as a reservoir of potential recruits
-provide training and jobs for the country's young people
-relieve manpower restraints on EPA by involving large numbers of
young people in various part-time and full-time positions
-supplement staffs with temporary help in order to ease the impact
of the heavy concentration of vacation schedules during the summer
period.
Preemployment Inquiries
Preemployment inquiries should be made of all applicants previously
employed by the Federal Government. Only applicants with a satisfactory
work record should be rehired.
Restriction On Travel For Interviews
Do not request applicants for summer employment to appear for
interviews if this would require the applicant to travel beyond the
commuting area of the place where he/she is residing. This restriction
applies to all types of summer employment.
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Features of the 1979 Summer Program
As in the past, the Summer Employment Program is divided into
five groups:
Group I. Clerical jobs in grades GS-1 through GS-4 for which a
clerical and verbal abilities test will be administered by the 0PM.
Group II. Nonclerical jobs in GS-1 through GS-4 for which applicants
apply directly to agencies.
Group III. Positions in grades GS-5 and above which require at
least a bachelor's degree or the equivalent in ejqperience.
Group IV. Trades and labor occupations.
Group V. Programs for Needy Youth and Federal Summer Interns.
Jobs in Groups II through IV are filled through agency-administered
merit staffing plans. 0PM will not maintain lists of applicants for
clerical or nonclerical jobs. Only clerical applicants (Group I) must
take the written test, administered by 0PM which measures clerical and
verbal abilities. After receiving a notice of rating, clerical applicants
then apply directly to the agencies, since each agency will be maintaining
its own register. Nonclerical applicants can apply directly to agencies
where they wish to work. All applicants will be rated and ranked and
the agency registers will be maintained in score order.
For 1979 summer jobs, applicants must apply directly with each
Federal agency where they wish to work. EPA personnel offices will
establish its own lists of eligibles and make selections to fill summer
jobs from these lists.
An agency may continue to reemploy previous summer employees who
were appointed on the basis of the summer written test administered
after 1975.
New Features of the 1979 Summer Program
1. The title "Administrative Aid/Clerk" used to describe some of the jobs
in Group I has been dropped. Group I jobs are identified as
Clerk-typist, Clerk-stenographer, and Clerical positions only.
2. The following occupational series covered by Group I in 1978 will be
covered by Group II in 1979:
Fingerprint Identification Series (GS-072)
Economics Assistant Series (GS-119)
Management Clerical and Assistance Series (GS-344)
Accounting Technician Series (GS-525):
At grade GS-4 the Accounting Technician is covered -.aider Group
the Accounting Clerk, GS-525-1/2/3 is covered under Group I.
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3. If applicant passed last year's (1978) written test, there is no
need to retake the test in 1979.
4. 0PM Form 843A, "Application for Federal Summer Employment"
(for Group I jobs) has been revised to include: (1) geographic
availability; (2) lowest acceptable grade level; (3) telephone
number where the individual can be reached; (4) a checkoff box to
indicate if applicants for typist and/or stenographer positions
meet the minimum skill requirements.
Application Procedures
1. General
If you are holding applications for possible consideration for this
summer, please forward them to the Personnel Office before the deadlines
for applying. If you have students you anticipate hiring, you may name
request them, but be sure to do so as early as possible to allow for
processing time.
You may use selective factors in filling a position provided
(a) the selective requirements are job related and reflected in the
duties and responsibilities of the position, and (b) the requirements
are necessary for satisfactory7 performance in the job to be filled.
The deadline for acceptance of applications for Groups II through IV
is April 16, 1979, and for Group I is May 1, 1979. No applications dated
after these dates will be considered for appointment under the summer
program. The summer employment program begins after May 12, 1979, and
ends before October 1, 1979.
2. Written Test
To be eligible to apply for summer jobs in Group I applicants must
(1) pass the summer written test in 1979, or (2) have passed the summer
written test in 1978.
Applicants who wanted to take the written test in 1979 filed the
application form included in the Summer Jobs Announcement, No. 414,
or OPM Form 5000 AB with the OPM area office having jurisdiction over
the place where they wished to take the test. Applicants were able to
apply for the test between November 15, 1978, and January 12, 1979.
Applications postmarked after January 12, 1979, were not accepted.
The written test for Group I applicants was administered in January and
February.
Applicants who passed the summer written test in 1978 were not
required to retake the test in 1979. These eligibles will be contacted
by OPM to determine their interest in and availability for jobs in
Group I in 1979. Eligibles who are available will be issued a new notice
of written test results to be used when applying for Group I jobs.
However, if an individual files a copy of his/her 1973 notice of results
for a Slimmer job in 1979, this notice will be accepted.
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Applicants for clerk-typist and clerk-stenographer positions will
verify their skills in typing and/or shorthand by certifying their
capability to meet or exceed 0PM standards. A performance test may be
used if the test is administered to all typist and stenographer appli-
cants who are within reach for appointment consideration. Typists and
stenos employed as such by the Federal Government during the previous
summer are not required to submit proof of proficiency.
3. For Group I (Clerical) Positions
Applicants were required to file for the written test between
December 15, 1978 and January 12, 1979, and then take the test in
January or February.
After 0PM administers the written test, the test papers are
forwarded to the central office of the 0PM where they are scored. Next,
0PM sends a notice of results to each applicant. The notice sent to
applicants who passed the written test indicates the grade levels for
which applicants are qualified and for which consideration should be
given.
Applications for G^oup I jobs will be accepted by EPA between
March 15 and May 1. 19/9. No applications dated after May 1 will be
considered for appointment under the Summer Program. Those who passed
the test must file a photocopy of their notice of rating and a copy
of their "Application for Federal Summer Employment" (0PM Form 843 A)
with each EPA location where they wish to work. The appropriate office
will review the applications for minimum job qualification requirements
and minimum standards for Federal employment, enter the names of
qualified candidates on their lists of eligibles, and make selections
from these lists after the May 1 deadline has passed.
4. For Group II through IV Positions
Applicants for jobs in Groups II (nonclerical) through IV may file
directly with agencies where they wish to work. For nonclerical positions,
applicants must file a Standard Form 171, "Personal Qualifications
Statement," with each EPA location where they wish to work. Their
qualifications will be evaluated and qualified candidates will be entered
on tiie lists of eligibles from which selections will be made. The
deadline for acceptance of applications for Groups II through IV is
April 16, 1979.
Types of Hires
The EPA Summer Hire Program provides enployment and/or training to
three major categories of employees: (a) high school and college students
hired through the Summer Employment Examination, (b) college students and
graduates hired under EPA's merit program, and (c) economically or
educationally disadvantaged youths hired under special authoriti.es. These
major categories are described in more detail later in this handbook.
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Equal Employment Opportunity
It is EPA's policy to provide equal opportunity in employment
for all persons, to prohibit discrimination in employment because of
race, color, religion, sex, age, or national origin, and to promote
the full realization of equal employment opportunity through a
continuing affirmative action program.
Sons and Daughters of EPA Employees
Restrictions on the summer employment of sons and daughters of
EPA employees apply in all cases except where the applicant's family
meets the income criteria under the Needy Youth Program or the applicant
is selected from a list of eligibles resulting from an 0PM examination,
and employment has first been offered to all other available candidates
with the same or higher scores. However, the children of Agency
personnel are on the same footing as anyone else when applying for
summer employment with government agencies other than the ones for which
their parents work.
Employment Ceiling
All summer employees with the exception of Summer Aids and
Federal Junior Fellows count against the other-than-permanent full-time
(OPFT) ceiling under full-time equivalence hours (FTE). For summer hires
in FY 1979, and offices planning to hire summer employees before the new
fiscal year can do so only if they have vacancies within the prescribed
FY '79 OPFT ceiling.
Youth Involvement
Some of the more successful programs over the past few years have
been those which involve young people in program planning and
administration. Consideration should be given to setting up program
planning committees which include representatives from among young
workers. Some organizations also have found it desirable to involve
former summer employees or other young workers with whom summer
employees can identify and communicate.
Employment of Minorities and Women
The summer employment program, should include affirmative action
efforts to employ minority and women candidates, particularly from local
colleges and universities which provide a possible source of candidates
for permanent jobs after graduation.
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Recognition and Awards
The fact that sunnier employees are on temporary appointments
should not deter managers and supervisors from giving them full
consideration for any kind of special recognition they may earn.
Rather, all EPA components are encouraged to recognize outstanding
contributions from their summer employees by means of letters of
commendation, cash awards, special certificates of accomplishment,
etc., whenever such recognition is merited and appropriate.
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II. HIRES FEOM THE SUMMER EMPLOYMENT EXAMINATION — GROUP I.
Types of Skills
Group I jobs are in grades GS-1 through GS-4 which involve a variety
of clerical work in support of office, business or fiscal operations, such
as clerk-typist, clerk-stenographer, and clerk.
Facts You Should Know
1. Applicants must pass a written test (administered by the U.S.
OPM), and receive an eligible notice of rating from the Summer
Employment Examination, Announcement No. 414, November 1978.
Applicants who passed last year's summer written test were not
required to retake the test in 1979.
2. In addition to passing the written test, the applicant must have
experience and/or education appropriate to the kind of job for
which he or she wishes to be considered in the amounts shown
below:
Grade Experience or Education
GS-1 . None
GS-2 High school graduation or 6 months
experience.
GS-3 1 year of college or 1 year of
experience.
GS-4 2 years of college or 2 years
experience.
3. All undergraduates must have a notice of rating (be on the Summer
Roster) unless they qualify under one of the other categories.
4. Skill in typing and stenography will not be tested in the
OPM examining room. However, stenographers and typists must
certify as to their proficiency in typing and stenography.
This claimed proficiency may be verified at the time of appointrrent.
5. The deadline for acceptance of applications for Group I positions
is May 1, 1979. No application dated after this date will be
considered for appointment under the Summer Program.
6. Applicants may be hired only after May 12 and before October 1.
7. EPA will appoint students to temporary limited positions not to
exceed 700 hours (Section 316.402 (a) [summer]).
3. Students count against other-than-permanent full-time (OPFT) ceiling.
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9. Restrictions against the employment of sons or daughters of EPA
employees apply.
10. High school graduates who have not yet entered college will only
be considered for Group I positions , unless they are Federal
Junior Fellows or Summer Aids.
11. Minimum age requirement, established for clerical positions is
18 at time of appointment to a summer job. However, this require-
ment is waived for high school graduates who are at least 16
years old at time of appointment.
12. Applicants must be citizens to apply.
13. Selective factors may be used in filling a position provided (a)
the requirements of the position to be filled are job related
and reflected in the duties and responsibilities of the position,
and (b) the requirements are necessary for satisfactory performance
in the job to be filled. Any selective factors used must be fully
documented. Selections will not be made until after the May 1
deadline date has passed and the names of all qualified candidates,
who applied within the filing period, have been entered on the
list of eligibles.
14. Previous years' summer hires may be reemployed provided EPA initially
appointed them on the basis of the summer written test administered
after 1975. These individuals may be reappointed in EPA up to
grade GS-4 provided they meet the qualifications requirements.
The reemployment of previous years' summer hires will be temporary
limited appointments, not to exceed 700 hours (316.402 (a) [summer
rehire]).
III. GROUP II SUMMER HIRES
Types of Skills
The jobs in Group II are in grades GS-1 through GS-4 and involve
subprofessional, technical, or nonclerical work. The jobs require college
study or experience in specific occupational fields.
Facts You Should Know
1. Most positions are in grades GS-3 and GS-4. Applicants must have
completed at least one year of college for GS-3 and two years of
college for GS-4.
2. Applicants do not take the Summer Examination (written test).
They must apply directly to EPA.
3. Typical qualifications are:
30 to 60 semester hours — GS-3
over 60 semester hours — GS-4
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4. May be hired after May 12 and before October 1, 1979.
5. Total work is limited to 700 hours.
6. Students count against OPFT ceiling.
7. Restrictions against the employment of sons or daughters
of EPA employees apply.
8. Applicants must be U.S. citizens.
9. Jobs filled through an agency-administered merit plan.
10. Applicants for these positions must be at least 16 years of
age at the time of appointment, whether or not they are high
school graduates, and must meet physical conditions, and suitability
requirements.
11. The deadline for acceptance of applications for Group II
positions is April 16, 1979.
IV. GROUP III. SUMMER HIRES FOR SPECIALIZED POSITIONS GS-5 AND ABOVE
Types of Skills
These positions involve professional and administrative duties usually
in the physical sciences, biological sciences, or engineering.
Facts You Should Know
1. Applicants do not take the summer examination. They must apply
directly to EPA.
2. Positions are in grades GS-5 through GS-12.
3. Total work is limited to 700 hours after May 12th and before
October 1, 1979.
4. Students count against OPFT ceiling.
5. Restrictions on the employment of sons and daughters apply.
6. Students may be direct hired.
7. Jobs are filled through an agency-administered merit plan.
8. Applicants must be citizens.
9. Applicants for these positions must meet physical conditions and
suitability requirements.
10. The deadline for acceptance of applications for Group III positions
is April 16, 1979.
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Qualifications and Grade Levels
Applicants must be college graduates, graduate students, faculty
members or possess the equivalent experience in fields related to EPA's
work.
The following table shows the general requirements which must be
met to qualify for the grades covered in this group.
Grade Education Required
GS-5 4 years college
GS-7 1 year graduate work (30 semester hours)
GS-9 Master's degree or 2 years graduate work
(60 semester hours)
(Law students with 2 years law school only
qualify for GS-7).
GS-11 Doctoral degree
GS-12 Doctoral degree — research position only
V. SUMMER AIDS - EMPLOYMENT OF NEEDY YOUTHS
General
Needy youths who are employed under this program have the oppor-
tunity to make use of the skills they already have, and, through special
training and on-the-job experience, are able to develop new skills.
Youths employed as summer aids are hired at the minimum pay scale.
They are certified to the Agency by the State Employment Service, or
through the Mini-Employment Center at their schools as being
economically deprived and need the earnings from their summer employment
to continue their education. Students may work after May 12 and before
October 1. Summer Aids do not count against EPA's ceiling.
How Needy Youths Can Apply
Young people who are interested in these summer jobs should register
with the local office of their State Employment Service. The address
in each community can be found in local telephone directories under
the State Government listings.
Agency Goals
The Federal Goal, used as a general guide in EPA, is the employment
of one needy youth for every 40 regular employees. This includes youths
employed during the school year under the Stay-in-School Campaign whose
duty hours are extended to 40 hours a week and youths employed under the
Federal Junior Fellowship Program. (Both of these programs are described
further in this booklet.)
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Supervising a Summer Aid
Because it is important that supervisors understand the Summer
Aid Program and their significant role in its success, we are reproducing
in part below 0PM Pamphlet BRE-49 "So You're Going to Supervise a
Surmer Aid!" This material was developed to explain the purpose and
operation of the Summer Aid Program and to offer some tips on hew to
make this summer's experience more rewarding for both you and your
Summer Aid.
1. Background
The Summer Aid Program was first initiated in the spring of
1965. Each summer since then, it has opened the way for large
numbers of needy youths to work in Federal agencies. The three
main goals have remained fairly constant:
- To give economically and educationally deprived young
people a chance to "break into" the world of work;
- To give them a chance to earn money for school and
their families;
- To develop knowledges, skills and attitudes that will
help them become useful and productive adults.
2. Work Preparation and Indoctrination
By the time your Summer Aid reports for duty, you should have
thought about what kind of work assignment you might want to give.
Most will have to be of a relatively routine nature. Without further
education or the opportunity for training, there's a limit to the level
at which the Summer Aid can be expected to work.
Avoid making any final decisions on your Aid's work assignments
until you've had a chance to meet and talk with him/her. In making
assignments, you'll need to consider the nature of the work involved
as well as the special characteristics of your employee. Thus, an
Aid who has had good grades and an interest in mathematics might
adjust better to work that requires careful attention to detail
than one who has not. You may find, unfortunately, that a shortage
of possible jobs for your Aid will prevent you from taking such
considerations into account.
When your new employee reports for work, your first job will be
to interview him/her carefully. Find out as much as you can about
strengths, weaknesses, and interests. Always try to encourage
questions, and avoid doing most of the talking yourself. You'll
find out a lot more about the Aid if, for example, you first ask
"What do you know about what we expect from our employee,?" rather
than simply talking about hours of duty, sick leave, lunch periods,
etc.
The impression you make in this first talk with your Summer
Aid will usually have a lasting impact on the kind of worker he/she
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becomes. An orientation check-list follows to aid you in covering
appropriate topics.
Summer Aid Orientation Check List
Prepare for the employee.
- Decide the general area(s) of the Aid's work and responsibility.
- Discuss these plans with others in the office.
Welcome the new employee.
- Introduce the Aid to co-workers and explain their jobs.
- Show the Aid the work area.
- Arrange for a regular employee to serve as a "buddy."
- Try to put the Aid at ease.
Explain the work of the unit.
- Functions of the office.
- Functions of the organization.
- How the Aid's job relates to others in the unit.
Explain office facilities.
- Explain where and how to get supplies.
- Point out elevators, washrooms, cafeterias, etc.
Explain rules, regulations, and job requirements.
- Hours of work.
- Lunch period.
- Using the telephone.
- What should be done if the Aid must come in late, or
not at all.
- Leave regulations.
- Performance requirements.
Instruct the Aid about the job.
- Explain fully the job assignments and what the Aid is
responsible for.
- Indicate to whom he/she can go for information or assistance
and explain to whom, he/she reports.
Introducing your new employee to the job is the most important
phase of orientation. This will be your opportunity to interest the
employee in the work and to establish an effective working relationship.
For most of us, work occupies a central place in our lives. A
teenager, however, will not yet have his/her attitudes toward work
fully molded. Although most Summer Aids will come to work eager to
learn about their jobs and anxious to please, they will feel
uncomfortable in their new surrounding until they've found out what's
expected of them.
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Here are sane suggestions for orienting your employee to the
new job and motivating him/her to perform well.
* Set aside a block of time that will permit uninterrupted
instruction.
* Break the job into teaching units. Arrange these units
in an order that will help the Aid learn as quickly and
easily as possible.
* Identify the elements that "make or break" the job and
stress them in your instructions.
* Encourage feedback to insure that the employee understands
what you are saying. After you have finished describing
each step, have him/her show you how it is done and tell
you what he/she has just done and why.
* Repeat your instructions where necessary. You may also need
to demonstrate the job to the new employee. If you're giving
a lot of detailed information, be sure to provide a written
guide or let the Aid take notes. Include the WHY when you
explain the WHAT and HOW of the job. Let him/her know how
your office is organized, what its functions are, and how
his/her work contributes to the goals you're expected to
accomplish. Like any other employee, your Summer Aid will
perform better if he/she feels the duties are important to
the work of your office or organization.
To encourage accuracy: You'll be better able to impress the
importance of accurate work on your Aid if you emphasize that
doing things right the first time will make his/her own work
easier later. If the work includes filing duties, for example,
the Aid readily will see that quick retrieval of material
from the files depends on how accurately it has been alphabetized
and filed initially.
* In the beginning, at least, you probably won't be able to
expect both quality and quantity in your Aid's work. Decide
which is more important, and make sure that he/she understands.
Once the Aid has achieved an acceptable level in one respect,
he/she can concentrate on improving the other.
3. Proper Attention
Your Summer Aid will normally require less close supervision as
the summer passes. As he/she grows in skill and self-confidence,
the Aid will begin to show initiative and do things beyond the minimum
you've instructed him/her to do. Not all Summer Aids, of course, will
reach this stage within the three-month period. But if the experience
of past supervisors is any guide, most will perform a? regular members
of the work team by summer's end. The effort you put into training and
supervising your Aid will almost, always repay itself
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Make sure your Summer Aid has enough work to keep him/her busy.
In a poll of previous Summer Aids, 20 percent said that they had
insufficient work to do and, as a result, were often bored. None
complained of being overworked.
Go out of your way once in a while to assign a job that will be
sure to challenge and interest your Summer Aid. He/She may be relatively
untrained, but there's also a good chance he/she has useful native
talents or an ability to learn quickly. Unless the Aid gets an
opportunity to stretch his/her abilities, however, he/she is likely to
develop neither useful skills nor a positive attitude toward work.
And you risk wasting potential that could be put to good use in your
office.
Finally, there's no substitute for shewing a personal interest in
your summer employee, and recognizing accomplishments. Summer workers
may qualify for the same kinds of formal recognition as regular employees —
certificates of achievement, cash awards, etc. But remember ... in the
end, it's the day-to-day encouragement you give that will count.
4. Future Consideration
If your Summer Mo works out well this summer and will be resuming
studies in the fall, lie/she may be given an opportunity to continue working
under the Stay-iri-Scriool Program. To be eligible, the student: (1) must
have an acceptable academic standing and must maintain it while working,
and (2) must need the earnings to stay in school. Stay-in-Schoolers receive
job assignments similar to those for Summer Aids, but may work for no more
than 16 hours a week when school is in session.
Contact your personnel office if you think your Summer Aids should
be considered for this program or other future employment. If they
can't be used in your office, the personnel office will try to place
them elsewhere in the agency.
VI. STAY-IN-SCHOOL CAMPAIGN
General
For more than a decade, the Federal Government has been encouraging
youths to continue or resume their education by way of the Stay-in-School
Campaign. Employers have been providing part-time jobs to disadvantaged
youths when employment might make the difference between a student's
staying in school or dropping out. To facilitate employment in Federal
agencies, the Office of Personnel Management established a special excepted
appointment authority, Schedule A, Section 213.3102 (W) .
Features of the Stay-in-School Program
(1) Appointments are part-time or intermittent positions venose
duties are of a routine nature,.
•2} Appointments are made for one year or less but may be extended
if the conditions for initial appointment are still rret.
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(3) Appointees must be enrolled in or accepted for enrollment
in a high school or institution of higher learning accredited
by a recognized accrediting body.
(4) Employment cannot exceed 16 hours in any calendar week when
school is in session, or 40 hours in any calendar week which
falls within a vacation period.
(5) While employed, the appointee must continue to maintain an
acceptable school standing.
(6) Appointees must be at least age 16.
(7) They must need the earnings to stay in school.
(8) Pay is fixed at a level commensurate with the duties assigned,
or if unclassified, at the local minimum wage rate.
(9) Restrictions against the employment of sons or daughters of
EPA employees apply.
(10) Appointments do not count against the Agency's ceiling.
Determining the Need for Earnings
In determining whether a student needs the earnings to continue in
school, any of the following criteria might be appropriate: if the
student's family is eligible for benefits of private or public welfare
programs; when the student's school or a welfare agency provides a
statement of the student's need; or when other reliable sources can
document an individual student's case showing a need for earnings from
employment to stay in school. ,
Relation to Summer Programs
While the Stay-in-School Campaign is not specifically a summer program,
since appointments can be made all year, the vast majority of candidates
become available during the summer between school terms. To the extent
practical, this program should be utilized in lieu of summer appointment
authorities when the Agency's needs are continuing and all of the program's
requirements are met.
VII. FEDERAL JUNIOR FELLOWS (Washington, D.C. only)
General
The Federal Junior Fellowship Program is designed to provide Federal
job opportunities for outstanding, college-bound high school seniors who
need earnings from such employment to heip meet ccilege costs. It
•provides selected high school seniors with career related work experience
:,/;•! Federal agencies during summers and other vacation periods while they
. i co 1 leqe.
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EPA first participated in the Federal Junior Fellowship Program in
1971, The program is designed to provide first-hand knowledge in the
technical and socio-political areas which impact on the environment. The
Federal Junior Fellowship Program is a pilot program which can only
be utilized in the Metropolitan Washington, D.C. area. Appointments
made under this program do not count against the Agency's ceiling.
Each year the Office of Personnel Management asks officials at local
high schools to nominate several seniors as candidates for the Federal
Junior Fellowship Program.
EPA officials evaluate each applicant separately, taking into
account such considerations as degree of financial need, academic
achievements, counselors' and teachers' evaluations, and performance in
an interview.
Students in the Junior Fellowship Program, unlike other summer
employees, are hired with the expectation that they will return to
work each summer and vacation period throughout their undergraduate study.
Work and Pay Levels
Junior Fellows are appointed at the GS-2-4 levels, with salaries
being paid by the participating EPA office. The work assigned to a
Junior Fellow may include some routine clerical work in the first two
years but rarely in the last two years. Junior Fellows should be assigned
progressively responsible work each year commensurate with their increasing
knowledge and ability.
Features of the Federal Junior Fellowship Program
(1) Students are graduating high school seniors who are going on
to college.
(2) Students must rank in the upper 10% of their class.
(3) Students must need the earnings from their summer employment
to pursue a college education.
(4) 0PM contacts the participating schools.
(5) Schools will nominate the eligible students, but EPA officials
make the final selections.
(6) Positions are matched with anticipated college majors.
(7) Students are not separated at the end of the summer; they
are placed on leave without pay and may return to duty during
vacation periods. Each summer the appointment is extended and
the student is promoted until he reaches grade GS-4.
(8) Employment nay not exceed 1C40 working hours per year.
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(9) Students do not count against ceiling.
(10) New students are hired into the program after May 12 and
before October 1 each year.
VIII. OTHER APPOINTMENITS IN SUPPORT OF AFFIRMATIVE ACTION PROGRAMS
Employment of Vietnam-Era Veterans and Disabled Veterans
Agencies are authorized to hire eligible veterans under temporary
limited appointment without regard to the Summer Employment Examination.
EPA managers and supervisors are encouraged to use this authorization
(VRA) to provide initial employment for Vietnam-Era veterans. (See
FPM chapter 316, paragraph 4-8i and Chapter 332, appendix J, paragraph
3F (3), and 0PM Bulletin 307-13.)
Employment of Handicapped Youth
EPA managers and supervisors are also encouraged to provide summer
employment opportunities for the mentally retarded and persons with
severe physical handicaps. Those who meet the needs criteria are appointed
under section 213.3102(v) of Schedule A. Agencies may continue during
the summer to provide initial or trial appointments for handicapped
persons under the delegated authority to make 700-hour appointments when
applicants do not meet the needs criteria for employment as Summer Aids.
Mentally retarded applicants who do meet the needs criteria of the
Summer Aid Program may be appointed under section 213.3102(t) of
Schedule A. EPA Selective Placement Coordinators can advise further as
to the use of these authorities.
SUMMARY
One underlying concept is true for all aspects of the Summer
Employment Program: it should provide young employees — from the
Summer Aid to the third-year law student — with meaningful work.
Meaningful work is not "made work." It is necessary work, work that
contributes to the Agency's mission.
Just as important is the need that summer employment plans provide
for consideration of all persons, including minorities, women, the
handicapped, and the Vietnam-Era and Disabled Veterans.
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ENVIRONMENTAL PROTECTION AGENCY
PERSONNEL OFFICES
Summer Employment Coordinators
Agency Coordinator
Region I
Serving States:
Conn., Ma., Mass.,
N.H., R.I., Vt.
Region II
Serving States:
N.J., N.Y., P.R.,
Virgin Is.
Region III
Serving States:
Del., Md., Pa.,
Va., W. VA.
Region IV
Serving States:
Ala., Fla., Ga.,
Ky., Miss., Term.
N.C., S.C.
Region V
Serving States:
111., Ind., Minn.,
Mich., Ohio, Wise.
Thomas Wyvill
Employment & Special Programs Officer
Environmental Protection Agency
Personnel Management Division
401 M. Street, S.W.
Washington, D.C. 20460
Telephone: 8-755-2719
Personnel Office
ATTN: Georgianna Bishop
Environmental Protection Agency
John F. Kennedy Bldg.
Boston, Mass. 02203
Telephone: 8-223-7215
Personnel Office
ATTN: Andy Porcelli
Environmental Protection Agency
26 Federal Plaza
New York, N.Y. 10007
Telephone: 8-264-0593
Personnel Office
ATTN: Henrietta Moore
Environmental Protection Agency
Curtis Bldg., 6th & Walnut Streets
Philadelphia, Pa. 19106
Telephone: 8-597-8925
Personnel Office
ATTN: Belinda Linsey
Environmental Protection Agency
345 Courtland Street, N.E.
Atlanta, Ga. 30308
Telephone: 8-257-3486
Personnel Office
ATTN: Rick Slagle
Environmental Protection Agency
230 S. Dearborn Street
Chicago, 111. 60604
Telephone: 8-353-2026
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Region VI
Serving States:
Ark., La., N.M.,
Tx., Okla.
Region VII
Serving States:
Iowa, Kan., Mo., Neb.
Region VIII
Serving States:
Colo., Mont., N.D.,
S.D., Utah, Wyoming
Region IX
Serving States:
Az., Guam, Ca., Nev.,
Ha., Am., Samoa, Wake Is.,
Trust Territories
Region X
Serving States:
Idaho, Ore., Wa.,
Alaska
Headquarters
Serving Washington, D.C.
Metropolitan area.
LABS
Cincinnati, Ohio
Personnel Office
ATTN: Billie Jones
Environmental Protection Agency
1201 EM Street, 1st International Bldg.
Dallas, Texas 75270
Telephone: 8-729-2712
Personnel Office
ATTN: Carolyn Thorp
Environmental Protection Agency
324 E. llth Street
Kansas City, Mo. 64106
Telephone: 8-758-2366
Personnel Office
ATTN: Jill Van Duyne
Environmental Protection Agency
Lincoln Tower Bldg.
1860 Lincoln Street
Denver, Colo. 80203
Telephone: 8-327-2725
Personnel Office
ATTN: Christopher Arntzen
Environmental Protection Agency
215 Fremont St.
San Francisco, California 94105
Telephone: 8-556-0961
Personnel Office
ATTN: Delores White
Environmental Protection Agency
1200 Sixth Ave.
Seattle, Wa. 98101
Telephone: 8-399-1240
Personnel Office
ATTN: Amy Kearns
Environmental Protection Agency
401 M. Street S.W.
Washington, D.C. 20460
Telephone: 8-755-0614
Personnel Office
ATTN: Nancy Foster
Environmental Protection Agency
26 W. St. Clair
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Research Triangle Park
Durham, North Carolina
Las Vegas, Nevada
Ann Arbor, Michigan
National Enforcement
Investigative Center
Personnel Office
ATTN: Beth Williamson
Environmental Protection Agency
Research Triangle Park, N.C. 27711
Telephone: 8-629-3014
Personnel Office
ATTN: Susan Hager
Environmental Protection Agency
P.O. Box 15027
Las Vegas, Nevada 89114
Telephone: 8-595-2969
Personnel Office
ATTN: Mary Norris
Environmental Protection Agency
Mobile Source Pollution Control
Programs
2565 Plymouth Rd.
Ann Arbor, Michigan 48105
Telephone: 8-374-8258
Personnel Office
ATTN: Les Ogden
P.O. Box 25227
Denver Federal Center
Denver, Colo. 80225
Telephone: 8-234-4065
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