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NOAA Workforce Management Office

Serving NOAA's Most Valuable Asset - People


 PMF Development

Agencies assist Fellows along their 2-year developmental journey in the program. It is the responsibility of both Fellows and their supervisors to negotiate the developmental activities and work responsibilities that will prepare the Fellow for a targeted position at the conclusion of the program. Below is a time line that chronicles PMF developmental milestones:

Within 45 days of appointment Agencies approve Individual Development Plans (IDPs) designed to impart the competencies required of the target position.
Within 90 days of appointment Fellow selects a mentor who is a managerial employee outside the Fellow's chain of command.
Fall / Winter Fellow attends the OPM PMF Orientation, the NOAA PMF Orientation, and the Department of Commerce PMF Orientation (totaling 14 hours of the 80 required training hours in year one).
Year 1 and 2 Agency provides opportunities for training, developmental assignments, and other activities in support of the Fellow’s IDP. (Training to total at least 80 hours of formal interactive training in each year of the fellowship; 2 developmental assignments; 1 that is 120-180 calendar days (4-6 months) in length and 1 that is 30-180 calendar days (1-6 months) during the fellowship.)
30 days prior to 2-year anniversary date NOAA Operating Executive Resources Board (OERB) evaluates the Fellow to determine successful completion of the Program no later than 30 calendar days before the expiration of the PMF’s appointment.
March or April OPM hosts the PMF Graduation Ceremony held in conjunction with the Job Fair.

 Supervisor Responsibilities as an Employer of a PMF

As a supervisor of a Presidential Management Fellow (PMF), you will play a critical role in the orientation of the PMF to the Federal government, the achievement of the Fellow's career goals, and the retention of the PMF in the Federal Service. Supervisors play a critical role in the PMF Program and most directly impact the overall experience for their Fellows by providing them with developmental opportunities and meaningful work.

As a supervisor of a PMF, you are required to:

The Mandatory NOAA PMF Training & Development Program Top

Training and development are fundamental components of the PMF Program. Regulations require that Fellows receive a minimum of 80 hours of formal interactive training in each year of their fellowship. In addition, NOAA PMFs must complete 2 developmental assignments; 1 that is 120-180 calendar days (4-6 months) in length and 1 that is 30-180 calendar days (1-6 months) in length during the fellowship. These requirements must be completed prior to the Fellow's anticipated conversion date (2 years from the PMF's entry on duty date). NOAA PMFs must also establish and maintain a relationship with a mentor outside of their chain of command.

NOAA has developed a mandatory NOAA PMF Training and Development Program to ensure that PMFs complete these program requirements. The requirements provide consistency of training. NOAA is also interested in ensuring that the content and quality of training received is beneficial and complimentary to the career development of PMFs. The Fellows' training and developmental assignments must be documented on his/her individual development plan (IDP).

The Fellow's home office (the Program Office within the Fellow's NOAA Line/Staff Office) is responsible for providing funds for the PMF's class fees and associated travel expenses. Additional training is encouraged. Please contact the NOAA PMF Program Manager for additional guidance and suggestions on training opportunities.

NOAA PMF Training Requirements
  - Types of Training That Do Not Count Toward 80 Hour Annual Requirement
NOAA PMF Developmental Assignment Requirements
NOAA PMF Mentor Requirements

NOAA PMF Training Requirements Top
Types of Training That Do Not Count Toward 80 Hour
Annual Requirement
 Top

Fellows are highly encouraged to take supplemental training to gain the most from their PMF experience. However, on-the-job training, independent study, reading managerial/ leadership books, attending brown bag meetings, and attending NOAA Town Hall Meetings do not count towards the minimum 80 hour annual training requirement.

Fellows may count blended interactive learning towards the 80 hour annual training requirement provided that the training is formally structured with specific objectives, provides learners with the opportunity to interact with the instructor and other students (albeit in a virtual setting), and provides an opportunity to evaluate the progress of the participant. The blended learning must combine some form of human instructor interaction with multiple students, whether it be virtual or in person, and any electronic learning component (i.e., webinars, go-to meetings, web-ex meetings, etc.). There are instances of blended learning available in the Commerce Learning Center (CLC).

While e-learning courses do not count toward the minimum 80 hour annual PMF requirement, Fellows are highly encouraged to take e-learning courses via the CLC as supplemental training. The CLC contains over 2000 e-learning courses on a multitude of topics that will be of interest to Fellows, including Business Skills/Project Management, Business Skills/Strategic Planning, Business Skills/Team Building, Communication and Interpersonal Skills, Financial Management, Human Resources, Information Technology, Personal and Professional Leadership, and Supervision & Management. To access the CLC, visit: https://doc.csod.com/

OPM PMF Orientation Top

The OPM PMF Orientation is a one-hour Webinar offered several times each year. There is no cost associated with attending the orientation.

NOAA PMF Orientation Top

The NOAA PMF Orientation is a four-hour training session designed to answer participant questions and provide information on NOAA's training requirements, developmental assignment requirements, and program structure.

DOC PMF Orientation Top

The U.S. Department of Commerce conducts an annual Orientation for all Fellows employed by the Department or its bureaus. The program counts as 8 formal classroom training hours in year 1 and is held in Washington, D.C. The Orientation is designed to enhance the Fellow's knowledge of the Department’s organizational structure, increase knowledge of current training and development initiatives such as the Commerce Learning Center, and provide opportunities for Fellows to network.

Supervisory/Leadership Training Top

Requirements
Cost
Recommended Courses

Requirements: NOAA PMFs are required to complete 40 hours of supervisory or leadership training in either year of the fellowship. In order for a course to qualify for this requirement, it must develop and enhance the attendee's personal management, communication and supervisory skills, and be designed for employees transitioning to supervisory/management positions.

Although most supervisory courses by nature will be geared to employees at the GS-13 level (or equivalent) and above, Fellows should not let the "target audience" for a particular course dissuade them from taking that course. The courses below meet the 40 hour requirement. The Fellow and his/her supervisor can also pursue an alternative to the courses listed below. The supervisory/leadership course can be taken either through NOAA or an external vendor. If a Fellow is uncertain if a course would qualify for the supervisory requirement, the PMF is encouraged to send a description of the course to the NOAA PMF Program Manager for review.

Cost:  The cost to complete a course to satisfy the supervisory training requirement will vary depending on the vendor selected and is the responsibility of the Fellow's office. If the Fellow must travel to take the course, travel expenses, per diem and lodging must also be paid by the Fellow's office and travel orders will be required.

Recommended Courses:

Title:
Location:
Cost:
Course Length:
Transition to Management
Silver Spring, MD (and other limited locations
$895
5 Days (40 hours)
 

Audience: New supervisors who supervise two or more employees.

Goal: Master the skills necessary to make a successful transition from technical contributor to manager.

Objectives: Upon completion of this course new supervisors will be able to:

  • Define their new roles and responsibilities as NOAA supervisors
  • Recognize and address common issues associated with making the transition from an individual technical contributor to a supervisory role
  • Identify additional areas for their personal development as managers
  • Apply situational leadership skills
  • Balance their managerial, technical and administrative duties
  • Achieve results within NOAA's governance structure

Register on the Commerce Learning Center (http://doc.csod.com). Look under NOAA Programs, Leader/Manager/Supervisor Development

https://doc.csod.com/catalog/CustomPage.aspx?id=20000462&tab_page_id=20000462

Title:
Location:
Cost:
Course Length:
Introduction to Supervision
USDA Graduate School, various locations
$1,499
5 Days (40 hours)
 

Overview:

Learn solid supervisory techniques in this flagship course. You learn strategies to supervise employees while discovering the latest trends in the federal workforce. You learn the basics of coaching, delegation, communication and motivation and discover the necessary ingredients to understand your new role.

How Will You Benefit:

  • Demonstrate your interpersonal skills and decisiveness
  • Build effective groups or teams
  • Successfully transition to a supervisory position
  • Recognize the "big 10" most common problems facing government supervisors
  • Provide feedback that motivates employees
  • Delegate work confidently
  • Manage employee performance
  • Manage a diverse workforce
  • Define and meet customer expectations
  • Identify staff training needs

Government professionals who are about to become supervisors, new supervisors, managers or team leaders will benefit the most from this course. Experienced supervisors can also update their leadership competencies.

Registration Procedures:
http://graduateschool.edu/course_details.php?cid=SUPV7001D

Title:
Location:
Cost:
Course Length:
Leadership Assessment Program Level 1 for Team Leaders and Emerging Supervisors
OPM's Eastern Management Development Center or Western Management Development Center
$5020
5 days (40 hours)
 

Overview:

This intensive, five-day seminar will help you move into a leadership role or support you in the initial phase of your management career. You will complete personal assessment inventories and personality and temperament profiles, perform a case study analysis and participate in various problem-solving activities.

Thorough feedback and videotaped self-observation are integral aspects of the seminar. Assessment center specialist will help you identify your strengths and areas for improvement and provide you with confidential comprehensive guidance. You will leave with new insights to create a personal learning plan for continued leadership growth.

How Will You Benefit:

  • Learn how your skills compare with desired leadership competencies
  • Get a more complete picture of your ability to lead through a 360-degree assessment instrument
  • Receive personalized feedback from assessment specialists, superiors, peers and subordinates
  • Understand how personal behaviors relate to effectively managing workplace interactions
  • Complete your personalized Leadership Development Plan

Registration Procedures:
https://leadership.opm.gov/programs.aspx?c=9


 Elective Training Top

Requirements: NOAA PMFs are required to complete 99 hours of elective training total, to be completed either in year one and/or year two of the fellowship. The courses selected for this training component should develop and enhance the PMF's skills that will be necessary for the Fellow's target position. The courses can be taken either through NOAA or an external vendor. Fellows should consult with PMF alums within their Line/Staff Office, their supervisor, and the NOAA PMF Program Manager for recommendations on potential training courses. OPM-Sponsored PMF Forums also count toward the elective training requirement.

Cost: The cost to complete courses to satisfy the elective training requirement will vary depending on the vendor selected and is the responsibility of the Fellow's office. If the Fellow must travel to take a course, travel expenses, per diem and lodging must also be paid by the Fellow's office and travel orders will be required.

OPM-Sponsored PMF Forums: OPM offers several 1-day training Forums each year that count as 8 hours of formal classroom training each. For NOAA PMFs, these hours would count toward the elective training requirement. These Forums are open to all current Fellows, although attendance is voluntary. They will provide valuable information on specific content issues such as the Federal budget or health care challenges, or on leadership issues such as budget analysis or conflict resolution. There is no cost to the Fellow's office to attend these Forums unless travel and per diem expenses are necessary.



 NOAA PMF Developmental Assignment Requirements Top

Requirements
Cost
Finding Potential Developmental Assignment Opportunities
Building the Developmental Assignment Business Case
Required Documentation for Developmental Assignments
Security Clearance Procedures
Administrative Details Before the Assignments Begin
Host Office PMF Performance Assessment

Requirements: NOAA PMFs must complete 2 developmental assignments; 1 that is 120-180 calendar days (4-6 months) in length and 1 that is 30-180 calendar days (1-6 months) in length during the fellowship. Both assignments must be completed prior to the Fellow's anticipated conversion date (2 years from the PMF's entry on duty date).

The 120-180 day developmental assignment must be in the occupation and/or functional discipline in which the Fellow will most likely be placed, and should assist the PMF in meeting the learning objectives as outlined on the IDP. The 30-180 day developmental assignment can be to any field desired that relates to the overall career path identified by the supervisor and Fellow in the IDP.

The developmental assignments are intended to broaden the Fellow's perspective on the work of NOAA and the Department, produce a more insightful employee and eventually a more effective leader. The assignments allow Fellows to strengthen managerial and technical competencies, learn about program functions from another perspective, and/or contribute on projects that will help NOAA implement its mission. The assignments also benefit the Fellow's home office through the connections and insights the Fellow will gain during the assignments, the technical knowledge and skills the Fellow will acquire, and the Fellow's work on projects that may be mutually beneficial to both the host and home office.

Both developmental assignments must be outside of the Fellow's immediate program office. One or both assignments can take the PMF to another Line/Staff Office within NOAA, another Agency, branch of Government (including Capitol Hill), state/local government, to the private sector, or to a non-profit organization, as appropriate. Assignments outside of the Department of Commerce require Departmental approval before the assignment can begin. Contact the PMF Program Manager to discuss the process at least four months prior to the desired start date.

Fellows are also encouraged to pursue assignments in the field (outside of the Washington D.C. metro area) if the budget of the home and host offices can accommodate costs for housing, transportation, and per diem if required.

Cost: During the developmental assignments, the Fellow remains an employee of the home office. The Fellow's home office continues to pay the salary and benefits of the PMF. If the Fellow pursues a field assignment, the Fellow's home office and the potential host office should come to an agreement beforehand with regard to paying for the Fellow's housing, transportation, and per diem expenses.

Finding Potential Developmental Assignment Opportunities: The developmental assignments are arranged between the PMF, the Fellow's supervisor, and the interested host office. While some home offices arrange the Fellow's assignments, many PMFs take the initiative to identify assignments they are particularly interested in. Fellows should also query PMF alumni within their Line/Staff Office to gain ideas for potential opportunities.

PMFs are encouraged to be flexible and to have reasonable expectations regarding their home office's approval of the location and timing of the developmental assignments. The assignments are to be clearly outlined and negotiated in advance with the Fellow's supervisor. In addition, the Fellow's home and host office supervisors should mutually agree on the timing of the assignment to preclude conflict with work in the Fellow's home office.

The NOAA PMF Program Manager and/or PMF alumni will periodically e-mail available NOAA developmental assignment opportunities to current PMFs. For available assignments outside of NOAA, Fellows are encouraged to monitor potential opportunities on the OPM PMF website at: https://www.pmf.gov/current-pmfs/training-and-development/rotational-opportunities.aspx.



Building the Business Case: If the Fellow takes the initiative to identify potential developmental assignments, it is recommended that they search to find more than 1 potential assignments for both the 120-180 day and 30-180 day assignments. Fellows should then consider developing a business case to share with their supervisor. Building a business case is recommended but is not required. The business case should include several possible assignments, with the favored option first. The business case should include the following:
  1. Name of Fellow and PMF class year;
  2. Name and location of the host office;
  3. Brief description of the host office;
  4. Time frame (assignment start and end date & duration in calendar days);
  5. Description of the duties, products & outputs that the PMF will perform/produce;
  6. Relationship of the assignment to the Fellow's career goals;
  7. Long-term benefit to home office/NOAA of the Fellow's developmental experience;
  8. Benefits to the host office of the Fellow's developmental experience;
  9. Explanation of costs and responsibility for payment between the host and home offices; and
  10. How the Fellow's performance will be appraised during the assignment. (See the Host Office PMF Performance Assessment section and the Host Office PMF Performance Assessment Template.)

For an example, view the PMF Developmental Assignment Business Case Template. Be sure to extend the business case to include several options in addition to the favored option.

Required Documentation for Developmental Assignments: Once the assignments have been approved by the Fellow's supervisor, the Fellow must prepare a learning agreement in conjunction with their home and host office supervisor. The learning agreement must be completed and e-mailed to the NOAA PMF Program Manager by the end of the first week of each assignment.

In addition to containing all of the elements of the business case above, the plan must also include the following information, to be inserted between the time frame (section D) and description of duties, products & outputs (sections E):

Your learning agreement must be submitted using the format as shown on the PMF Developmental Assignment Learning Agreement.

Security Clearance Procedures: Most NOAA PMF positions do not require security clearances and the vast majority of developmental assignments within other NOAA Line/Staff Offices do not require clearances. However, some external assignments to other agencies (such as to the Department of State or the Office of Management & Budget) as well as a few select NOAA assignments do require security clearances, so it's recommended that Fellows start the process early if a clearance will be required to allow time for a background investigation.

The procedures for obtaining the security clearance will vary from office to office. If a clearance will be necessary, the PMF should work with their host office supervisor and security office to determine the best way to obtain the clearance. Fellows may be required by the host office to complete a SF-86 and get finger printed. Fellows should clarify with the host office who is responsible for paying for the clearance (the host or home office).

Fellows should be mindful that some offices will not grant a security clearance for developmental assignments and that a potential assignment may fall through if that is the case. However, in some cases, clearances can be transferred from agency to agency. To pursue a clearance transfer, a Fellow should discuss with their home office supervisor if a clearance at NOAA may be possible based on the PMF's job responsibilities. If so and the clearance is granted, the Fellow can work with the Security Offices of both the home and host agency to "transfer" the clearance. Pursuing a temporary clearance may be another option that should be discussed with the host office.

Administrative Details Before the Assignments Begin: Before beginning each developmental assignment, the Fellow should meet with the home office supervisor to discuss who will be covering the PMF's projects during his/her time away from the office. The supervisor should assist the Fellow to set his/her automatic voice-mail and e-mail greetings as necessary to reflect the assignment and provide alternate points of contact. Expectations should also be set regarding whether or not the Fellow will check home office email and phone messages during the assignment. Fellows should spend no more than 1 hour a week on the work of the home office during the period of the assignment.

Host Office PMF Performance Assessment: The Fellow should share the Host Office PMF Evaluation Form with his/her host office supervisor, who is responsible for preparing the Fellow's performance assessment at the end of the assignment. The assessment should provide written documentation about the training received and the work accomplished. The assessment must be signed and dated by the host office supervisor and the Fellow.

Upon returning to the home office, the Fellow is responsible for providing his/her home office supervisor and the NOAA PMF Program Manager with a copy of the assessment. The assessment will be used by the Fellow's home office supervisor to complete the Fellow's annual performance evaluation.



 PMF Program Mentor Requirements Top

NOAA PMFs are required to establish and maintain a relationship with a mentor in a managerial position outside of their normal chain of command. The mentor must be identified within 90 days of the Fellow’s entry-on-duty date. PMF mentors provide leadership, insight, guidance and objectivity to Fellows during their fellowship and thereafter. Mentors serve as role models and personal advisors to convey positive information about the Department and NOAA's missions, policies, rules and regulations. The PMF's supervisor and the NOAA PMF Program Manager will assist Fellows in identifying appropriate mentors and will ensure the PMF/mentor relationship has been established.

A mentor's activities include:

Critical mentoring skills include:

Characteristics of a good mentor include:



 The PMF's Individual Development Plan (IDP) Top

The initial draft of the Fellow's IDP will be completed within 45 days after the PMF enters on duty and will be submitted to the NOAA PMF Program Manager. Fellows will prepare the IDP in consultation with their supervisors and with oversight from the NOAA PMF Program Manager. The PMF IDP is tailored to specific learning objectives that will provide the Fellow with the knowledge and skills needed in the current and target positions.

A realistic, well-researched, clearly written IDP is a valuable tool for charting a successful 2-year PMF appointment. The PMF and his/her supervisor should use the IDP to communicate and clarify expectations for training, developmental assignments, and other developmental activities. As such, the IDP is an ever-changing document that shows where the PMF is going and how they will get there.

In total, 3 versions of the IDP must be submitted to the NOAA PMF Program Manager. These include the 45 day, 1-year and final 2-year IDPs. The NOAA PMF Program Manager can provide assistance in developing learning objectives, identifying training opportunities, and assisting with developmental assignment opportunities.

NOAA PMF IDP


 Section 1: Contact Information Top

The first section of the IDP should clearly state the Fellow's name, position, series, current GS-Level (or equivalent), agency, bureau, Line/Staff Office, Program Office, and contact information, including telephone number, e-mail address and mailing address. This section should also contain contact information for the Fellow's home office supervisor, including their name, title, telephone number and e-mail address. The Fellow's entry-on-duty date (typically a Monday) and anticipated conversion date (two calendar years from the entry-on-duty date, typically a Wednesday) should also be included in this section.

 Section 2: Target Position Top

This section should contain a brief description of the target position and the specific knowledge, skills and abilities that will be needed to qualify for the target position upon successful completion of the 2-year program. The IDP must indicate the skills required to transition to the next level (e.g., from theZA-2 to the ZA-3, as well as provide a benchmark identifying the successful acquisition of the needed skills. For examples of skills identified for this section by former NOAA PMFs, visit: NOAA PMF IDP Skill Examples.

 Section 3: Learning Objectives Top

The learning objectives are skills that will be developed throughout the fellowship. They should include general management areas, as well as specific technical skills and experiences, which will qualify the Fellow for the target position at the end of the fellowship. For more information on how to write learning objectives, visit: http://www.nwlink.com/~donclark/hrd/templates/objectivetool.html.

 Section 4: Details & Timeline - How Learning Objectives will be Accomplished Top

The IDP should clearly indicate when and how the learning objectives will be accomplished. This section includes two training portfolios, one for each year of the fellowship, that outline training opportunities to compliment the learning objectives listed in the previous section. The tables include information on the training titles and vendors, course descriptions, the dates of the classes and formal training hour equivalents, targeted learning objectives, and the status of the trainings (planned or completed).

In compliance with NOAA's PMF program requirements, this section must also contain information on both developmental assignments; 1 that is 120-180 calendar days in length and the other that is 30-180 calendar days in length. This section outlines the location of the assignments, start and end dates, duration of the assignments in calendar days, host office supervisors, descriptions of the duties, products & outputs accomplished by the Fellow, the relationship of the assignments to the Fellow's learning objectives, and the long-term benefits to the home office/NOAA of the Fellow's experiences.

 Section 5: Signature Blocks Top

45-Day IDP Approval Procedures:

The 45-day IDP must be signed and dated by the Fellow and his/her supervisor, and be submitted electronically to the NOAA PMF Program Manager using the NOAA PMF IDP. This version provides a basis for the PMF and the supervisor to outline projected projects, training and developmental assignments.

1-Year IDP Approval Procedures:

For the 1-Year IDP versions, the Fellow will e-mail the NOAA PMF Program Manager the entire IDP for review. Once comments have been provided and the Fellow has incorporated any suggested changes, the Fellow email the IDP, signed and dated by both the Fellow and the supervisor, to the NOAA PMF Program Manager.

Final 2-Year IDP Approval Procedures:

For the final 2-Year IDP, the Fellow will e-mail the NOAA PMF Program Manager the entire IDP for review. Once comments have been provided and the Fellow has incorporated any suggested changes, the Fellow and their supervisor will sign and date the IDP and then **email it** to the NOAA PMF Program Manager, who will forward it on for certification. See the PMF Certification Process for more information.

The NOAA PMF IDP Top

The NOAA PMF IDP is available in a Word document and should be modified for each Fellow to reflect their PMF development plans.

PMF Promotion Criteria Top

Fellows may be promoted up to the GS-13 level or its equivalent. Promotions may not be recommended by the supervisor until the PMF meets all requirements for promotion as identified by his/her IDP. The IDP must indicate the competencies required for each level as well as provide a benchmark identifying the successful acquisition of the needed competencies. Future promotions after completing the PMF program are dependent upon the Department's or bureaus' Merit Assignment Program, the position's career ladder and full performance level, the employee's time-in-grade, and his/her performance.

PMF Performance Top

Satisfactory Performance: To progress in a grade and complete the program, Fellows must attain a performance rating of "fully successful" or equivalent for all the critical elements established in their performance plans. Supervisors cannot allow a conversion action to occur if the Fellow's performance is less than fully successful or equivalent.

Marginal Performance: In the unusual circumstance that a Fellow's performance is below "fully successful" or equivalent, Fellows will be given assistance by the supervisor. The supervisor should contact the NOAA PMF Program Manager and their servicing HR advisor in such instances for oversight and guidance.

PMF Certification Process Top

Approximately 2 ½ months prior to the Fellow's anticipated conversion date, the NOAA PMF Program Manager will ask the Fellow to email the final 2-year IDP for review. Once the Fellow has incorporated suggested changes, the Fellow and the Fellow's supervisor will sign and date the final version of the IDP and email it to the NOAA PMF Program Manager. The NOAA PMF Program Manager will send the IDP forward for review and certification by the NOAA Operating Executive Resources Board (OERB).

The results of the OERB certification will be forwarded to the NOAA PMF Program Manager, who will forward the certification results to the Department of Commerce's PMF Coordinator for transmission to OPM.

Fellows must be notified no later than 30 calendar days prior to the expiration of their appointment in the Program with the results of their OERB certification. If the Fellow is not certified, he/she may request reconsideration by the OPM Director/designee.

 PMF Conversions Top

An Operating Executive Resources Board (OERB)-certified Fellow may be appointed without further competition to a full-time, permanent position. Fellows who are appointed to permanent positions must be noncompetitively converted to career or career conditional appointments and may be converted and promoted simultaneously. Conversions must be effective on the expiration date of a Fellow's appointment; e.g., on the 2-year anniversary date of beginning the program. Conversions to competitive service appointments are not allowed prior to satisfactory completion of requirements of the Program, and the NOAA's OERB certification of the 2-year appointment. Once a Fellow is non-competitively appointed to a career or career-conditional position, he/she does not serve a probationary period and acquires competitive status immediately upon appointment.

 PMF Appointment Extensions Top

Under rare and unusual circumstances, heads of bureaus/offices may extend the 2-year appointment for up to 120 days. Requests for extensions for more than 120 days, and up to 1 year, must be submitted in writing to the NOAA PMF Program Manager up through the Department of Commerce's PMF Coordinator to OPM. Extension requests must be received at least 90 days before the end of the appointment. The request must include specific reasons for requesting the scheduled extension. At anytime during an extension, the PMF may be converted to a career or career-conditional appointment if performance is satisfactory, and certification is grant by the NOAA OERB.

PMF Movement to Other Federal Agencies or Another Office
within NOAA
 Top

A Fellow may move to another agency, another NOAA Line/Staff Office, or another program office within their Line/Staff Office at any time during his/her appointment in the program. Fellows should contact the NOAA PMF Program Manager for assistance as soon as a potential move is identified to avoid potential complications.

 PMF Terminations Top

The Fellow's appointment expires at the end of the 2-year fellowship period. If the Fellow has not been granted an extension or has not successfully completed the Program, the Fellow's appointment terminates.

If the Fellow is not appointed at the end of the Program or the initial appointment has not been extended, the appointment expires when certification for program completion is denied or when the OPM Director, or the Director's designee, denies the agency's request for an extension. Either the supervisor or the Fellow can terminate the PMF appointment. If a proposed termination is initiated by the supervisor, the basis of the termination will be related to misconduct, poor performance, or suitability.

 Withdrawal from the Program Top

Fellows may withdraw from the Program at any time by resigning his/her appointment. Such withdrawal will be treated as a resignation from the Federal service. However, any obligations established upon admission and appointment will apply.

Readmission Top

If a Fellow withdraws from the program for reasons that are related to misconduct, poor performance, or suitability as determined by the NOAA PMF Program Manager, he or she may not be readmitted to the program.

If a Fellow withdraws from the program for reasons that are not related to misconduct, poor performance, or suitability, he/she may petition the NOAA PMF Program Manager for readmission and reappointment to the program. Such a petition must be in writing and include appropriate justification.

Resignation Top

Fellows who resign at any time prior to completion of the program do not have reinstatement eligibility for competitive service positions based on the PMF appointment and cannot be reinstated into the PMF Program.

Student Loan Deferment Top

The PMF Program is not a graduate fellowship program for the purposes of Federal student loan deferment. Borrowers may not defer repayment of their loans based on their participation in the PMF program. Additional information can be obtained on the Federal Student Aid website at: http://studentaid.ed.gov.

Additional Resources & Contacts for the NOAA PMF Program Top

OPM's Presidential Management Program Guide for Agencies: Working for America (updated 2/06/09)

OPM PMF Webpage Portal

Department of Commerce Office of Human Resources Management Human Resources (HR) Bulletin #179, FY13 (issued 09/12/13)

NOAA PMF IDP

PMF Developmental Assignment Business Case Template

PMF Developmental Assignment Learning Agreement

Host Office PMF Evaluation Form

NOAA PMF Program Contacts

NOAA Pathways Programs Manager
Theodoris Corbett (acting)
Theodoris.L.Corbett@noaa.gov
(301) 713-6366
Contact Theodoris if you have any questions about the NOAA PMF recruitment or job opportunities.
NOAA's PMF Training Program Manager
Tracy Levstik
Tracy.Levstik@noaa.gov
(303) 497-4231
Contact Tracy if you have any questions about the training and development components of NOAA's PMF Program.

Page last edited: February 16, 2017

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