Date: March 1978
INTERGOVERNMENTAL PERSONNEL ACT
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.
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
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
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
The Office of Human Resource Administration should be contacted for information
the employee's benefit coverage and for calculation of the current benefit costs.
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.
Officials of state and local jurisdictions and federal agencies may initiate a
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.