Section 1.5
Date: March 1978

INTERGOVERNMENTAL PERSONNEL ACT

I.        PURPOSE:

           All levels of government are being called upon to provide more and better services for a growing number of
           citizens. To do this, the federal government, states, and local governments must share their resources and
           cooperate in solving mutual problems.  One way governments are already doing this is the temporary
           assignment of employees under the Intergovernmental Personnel Act of 1970 (IPA), Public Law 91-648.

            Under the mobility provisions of the IPA, employees may be assigned between federal executive agencies
            and states, local governments, and institutions of higher education for periods up to two years. Assignees can
            provide expertise for priority projects, solve problems involving two levels of government, and build
            intergovernmental understanding by gaining experience in another administrative environment.  All fifty
            states, as well as numerous governments, universities, and federal agencies, are participating in the
            IPA mobility  program.

            Title IV of the IPA authorizes temporary assignments between the federal government and state and local
            governments or educational institutions for work of mutual concern or benefit.  This may involve assignment
            of a single person or persons to another jurisdiction or an exchange of employees and employers and the
            impact to the effective delivery of public services.

II.        APPLICABLE TO:

            All faculty and staff members presently employed by The University of Rhode Island in full-time, unlimited
            positions, who have been so employed for at least ninety (90) days preceding their IPA appointments (In
            rare instances by exception and approved by the appropriate Vice President and the President, a limited
            position may be eligible for an IPA assignment).  Refer to the first paragraph under General Policy.

III.        RESPONSIBILITY:

            Each Dean or Department Chairman, and supervisor is responsible for the proper application of the provisions
            of this policy within his jurisdiction.  Each should insure that all subordinate employees are informed of this
            policy and that is it carried out in accordance with the set policy.

            The Assistant Vice President for Human Resource Administration is responsible for the general
            administration and maintenance of the IPA program and is the authorizing officer who signs all
            assignment agreements.

IV.        GENERAL POLICY

            A university employee who accepts a temporary assignment under this program will take a leave from his/her
            present position and must return to the position at the end of the assignment. If the position from which the
           employee is on leave is federally funded and the grant becomes exhausted during the interim, the University of
            Rhode Island is under no obligation to place the employee in another position upon expiration of the IPA
            appointment.

            The assignment may last from a few weeks to two years depending upon the needs of the organization
            involved.  Assignments may also be part-time or intermittent.  Under special circumstances an assignment
            may be extended for an additional two years if it is for the mutual benefit of the agencies involved.  This
            extension should be documented and signed by all three parties to the agreement.

            1.    Salary and Benefits

                    The employee remains on the URI payroll for the duration of the assignment.  The salary may be
                    shared by the two jurisdictions or be paid entirely by one or the other.

                     All benefits from the prior position will continue at the same level and will be paid for by the contracting
                    agency.  Any salary increases or benefits received by the individuals in the position from which the
                    employee is on leave will be granted upon return to the old position.  Seniority in the old position is
                    retained but not accumulated during the temporary assignment.

                     Employees accepting IPA assignments are bound to the pay rates and increases negotiated prior to
                    the acceptance of the appointment or those awarded upon amendment or renewal of the contract.
                    When a state or university employee is given an IPA appointment in the federal service, within grade
                    increases under the Federal Government's General Schedule do not apply.  That is, salary while on
                    temporary assignment will be established in advance by mutual agreement between the contracting
                    agency and individual.  The salary administration program afforded IPA employees will not necessarily
                    be comparable to salary administration guidelines of employees under the jurisdiction of the Board
                    of governors.

                    The Office of Human Resource Administration should be contacted for information concerning
                    the employee's benefit coverage and for calculation of the current benefit costs.

            2.     UNIONS

                    An IPA appointment is a limited time appointment with no union status.  Union membership may be
                    retained by individuals at their own discretion.  However, they will not be represented by the union
                    nor will they be covered by the terms and conditions of the contract.

           3.      AFFIRMATIVE ACTION

                    These positions are filled solely at the discretion of the contracting agency.  The University
                    Affirmative Action Officer will be consulted prior the appointment of an employee to an IPA
                    position.  The affirmative action policy and guidelines of the contracting agency will apply.

V.                PROCEDURE

                    Officials of state and local jurisdictions and federal agencies may initiate a mobility assignment
                    request by:

                    1.    Addressing an assignment proposal directly to a counterpart agency in another jurisdiction
                           that shares a mutual concern in strengthening a program or solving a problem.

                    2.    Addressing a proposal involving a "core management" skill to a Federal Executive Board (FEB)
                           or Federal Executive Association (FEA).

                    In order to give the organization to which the proposal is addressed a basis for evaluating the request
                    and deciding how it can help, an assignment proposal should outline the:

                    a.    Purpose of the assignment, including its general priority;

                    b.    Employee's skills and background required;

                    c.    Estimated length of the assignment;

                    d.    Share of salary and other expenses the requesting organization is willing to assume.

                    Once the two agencies have agreed upon the assignment and all terms and conditions for the assignment,
                    it is put into effect by a written assignment agreement.