An order may be terminated at any time at the choice of the federal or non-federal organization. Where possible, the party terminating the agreement before the original completion date should give all parties 30 days. This notification should be made in writing and contain the reasons for the termination. The Office of Human Resources Management may terminate a mandate or take other corrective action if a transfer is found to be contrary to the provisions of the Intergovernmental Personnel Act. A mobility task must be completed immediately when the agent is no longer employed by his or her original employer, whether it is a detail or an appointment. The Financial Management Office (OFM), the NIH, is responsible for the assistance necessary to obtain the necessary financial arrangements; Provide information on travel and transportation requests and to ensure that the financial provisions set out in the transfer agreement are respected. Agencies are no longer subject to transfer agreements to the Office of Human Resources Management. The information contained in this publication will help agencies manage the mobility programme on a daily basis. Questions or comments on these procedures. Tasks under the Intergovernmental Personnel Act are initiated by the administration. The evolution of the proposed allocation should be controlled by management. Benefits to the federal agency and the non-federal organization are the main considerations in launching contracts; not the personal wishes or needs of a single employee.
The assignment is voluntary and must be agreed by the staff member. The regulations stipulate that an assignment must be implemented by a written agreement. The directors of the Institute and Centre (IC) and their designated coordinators are responsible for promoting the use of IAP contracts; Identifying endowments that are mutually beneficial to the NIH and the institution; Ensure that external organizations are certified conducting negotiations with the institution; Approval of transfer agreements; Consideration of the OFM and the OHR on the early cancellation of contracts; and to ensure that their CTCs follow program guidelines and procedures. Any substantial changes to a staff member`s obligations, responsibilities, salary, employment or supervisory relationships should be properly accounted for as a change in the original agreement. The award agreement for each employee must always be precise, complete and current. Minor changes, such as wage increases due to annual wage adjustments, benefit changes resulting from revised insurance coverage and very short-term changes in tariffs, do not require changes to the original agreement. Ic doesn`t pay any wages. Exception: if the non-federal organization`s salary is less than the worker`s federal salary, the ICR must pay an additional salary. The cost of the salary supplement may vary over the course of the allowance, depending on comparability increases, localization rate and increases within the rank, etc. The transfer agreement may provide for the reimbursement of the additional fee to the ICR. Any substantial changes to a staff member`s obligations, responsibilities, salaries, duty stations or supervisory relationships must be documented as a change in the original agreement, with approval and distribution in accordance with Section L. Minor changes, such as wage increases due to annual wage adjustments, benefit changes resulting from revised insurance coverage and very short-term changes to customs duties, do not require changes, provided that the approved agreement indicates acceptance of these expectations (see Section 2, Part 8, Chapter 24).