2 The law provides that a worker must agree in writing, before a worker is employed for training, to remain at the federal level for at least three times longer than the training period. If the worker voluntarily leaves the Confederation before the agreed period of service, the Agency has the right to recover the remuneration. Each agency must develop its own policy for implementing this law. The Agency must indicate in its CSA directive and agreement whether staff are to reimburse the full cost of the training or a proportionate amount on the remaining part of the APF. The Office of Personnel Management (OPM) has received numerous requests regarding Continuing Service Agreements (CSAs). UNITED STATES OFFICE OF PERSONNEL MANAGEMENT Washington, DC 20415 Strategic Personnel Policy SEP 4 2009 Division MEMORANDUM FOR HUMAN RESOLJ,CE DIRECTORS`-n. (.~ FROM: N~<N~ICHAK ASSOCIATE DIRECTOR STRATEGIC HUMAN RESOURCES POLICY Theme: Fact Sheet on Continuing Service Agreements Training resources within the federal government were generally limited. Leaders continue to do what they can to achieve a culture of continuous learning with limited resources, and so it`s extremely important for agencies to protect their investments in people. The Government Employees Training Act (GETA), codified in 5-4108, gives Agency officials the authority to set the terms and conditions for requiring Continuing Service Agreements (CSAs) for proposed training.) A Continuing Service Contract (CSA) is an agreement made by an employee to continue working for a predetermined time for the government in exchange for training or publicly funded training. The performance obligation begins at the end of the training. If the worker voluntarily leaves the public service before fulfilling the duty to perform, he must reimburse the government all or part of the training costs (without pay).
The required length of service of the worker may not exceed six months and may not exceed four years. An agency may pay a retention incentive to a current employee if the Agency finds that the abnormally high or unique qualifications of staff or a particular need of the Agency in terms of personnel services make it essential to retain the employee, and that staff would likely leave federal service in the absence of an incentive to retain . . .