Q:	Is a student pursuing a GED eligible for the Student Educational Employment Program?
A:	Yes, a student enrolled in GED courses and pursuing a GED diploma meets the definition of student [see 5 CFR 213.3202]. Due to the general nature of the coursework, the student might not be eligible for the Student Career Experience Program but would be eligible for the Student Temporary Employment Program.

Q:	May agencies appoint students who are home-schooled to the Student Educational Employment Program?
A:	Providing they are otherwise eligible, home-schooled students may participate in the Student Educational Employment Program as long as they are participating in either 1) an accredited home school, or 2) a home-school curriculum approved by their State.

Q:	What are the age requirements for students to participate in the Student Educational Employment Program?
A:	Age 16 is the minimum age allowed for Federal employment.

Q:	May a son or daughter of an agency employee participate in that agency's Student Educational Employment Program?
A:	Yes. There is no longer a restriction that would bar a student from working at the same agency as his/her parent. The only requirement is that the parent and student have no direct reporting relationship and that the relative not advocate the employment, promotion or advancement of the student.

Q:	Must students be U.S. citizens at the time they are appointed?
A:	CBP requires all employees to be U.S. Citizens.

Q:	Are students required to be registered with the Selective Service before they may be appointed under the Student Education Employment Program?
A:	Male applicants born after 12/31/59 are required to register with the Selective Service under the Military Selective Service Act or must have registered at the time that they were required to do so in order to be eligible for appointment under this program.

Q:

May students appointed to one of these programs remain on the appointment once they have completed their educational requirements?

A:

Students appointed to the Student Career Experience Program may continue on the appointment for 120 days beyond the date of completing their work and academic requirements. At the end of the 120-days, if the graduate has not been converted to a position in the competitive service, he/she must be separated. Once a student appointed to the Student Temporary Employment Program has completed the requirements for his/her degree/diploma/certificate, he/she is no longer a student, and must be separated, even if the NTE date on their current appointment has not been reached. The reason for the separation is that people in this situation are no longer "students" and therefore no longer meet the basic eligibility for the program. If enrolled or accepted for enrollment in an additional educational program, they may be given a new appointment.

Q:	Do students get within-grade increases?
A:	Students in the Student Career Experience Program are eligible for within-grade increases. Students in the Student Temporary Employment Program, eligibility for within-grade increases depends on the pay system of the occupation. Temporary WG employees are eligible for within-grade increases; temporary GS employees are not eligible for within-grade increases.

Q:	May students be promoted?
A:	Yes. Students in both programs are eligible for promotion, granted they meet the minimum qualifications for the grade level determined by the Office of Personnel Management.

Q:	Are students eligible for annual and sick leave?
A:	Yes. Students in both programs earn annual and sick leave.

Q:	May students be placed on intermittent schedules?
A:	An intermittent schedule is appropriate only when the nature of the work is so sporadic and unpredictable that a regularly scheduled tour of duty cannot be scheduled in advance. Students may work full- or part-time schedules, however, as best meets their needs and the needs of the agency.

Q:	May students still alternate school and work (e.g. work full-time this semester, and next semester go to school full-time, and not work at all)?
A:	Yes. The student, school and agency need to work together to accommodate the academic needs of the student and the work related needs of the agency.

Q:	Does a student's work experience, while on the student temporary appointment, count towards the required 640 hours necessary for noncompetitive conversion to career-conditional employment?
A:	Yes, if the work performed is related to the student's academic studies and career goals. There should be clear documentation showing the relatedness between the work (actual duties/tasks/assignments) performed while on the Student Temporary Employment Program appointment and the Student Career Experience Program appointment.

Q:	Does a student's work experience, while on the former Stay-In-School program and prior to conversion to the new Student Temporary Employment Program, count toward the required 640 hours?
A:	Yes. Agencies may consider and count work experience gained under the former Stay-in-School Program toward the 640 hours. However, there should be clear documentation showing the relatedness between the work (actual duties/tasks/assignments) performed under the Stay-in-School appointment and the work being performed under the Student Career Experience Program.

Q:	May a student work any of the required 640 hours necessary for conversion, after he/she completes his/her educational requirements?
A:	The required work experience must be gained prior to, or concurrent with the completion of the student's education.

Q:	Is a student eligible only for noncompetitive conversion in the agency where the student worked prior to the completion of his/her education?
A:	No. A student is eligible to be noncompetitively converted in any Federal agency. Agency student employment coordinators are urged to try and place the graduates with other agencies, if placement in their own agency is not possible. Checking the job listings on the USAJOBS is one way to locate appropriate positions for graduated students.

Q:	If an agency wants to hire a graduating career experience student does the agency have to clear the Career Transition Assistance Program (CTAP)?
A:	No.

Q:	If an agency wants to hire a graduating career experience student who worked, while on the student appointment, with another agency, does the gaining agency have to clear The Interagency Program Career Transition Assistance (ICTAP)?
A:	Yes.

Q:

If an agency wants to hire a graduating career experience student who worked, while on the student appointment, with another agency; does the gaining agency have to clear the Reemployment Priorities List (RPL)?

A:

Yes, if the student is from a different agency. However, if the student is going from one location/activity/component to another location/activity/component in the same agency, the agency would not have to clear the RPL. For purposes of the RPL, all DOD agencies are considered the same agency. DOD agencies (e.g., Defense Logistics Agency, Defense Investigative Service) and the Departments of Army, Navy, and Air Force are all considered DOD.

Q:	What type of military experience is creditable towards the 640 hours required for conversion?
A:	Agencies may credit any type of active duty military service (including active duty for training) performed by a SCEP student as long as the active duty service is related to the SCEP position, as determined by the agency.

Q:

What criteria should agencies use to determine if a non-Federal intern program is comparable to the SCEP?

A:

Agencies must use the criteria set forth in 5 CFR 213.3202(b)(11)(ii). The non-Federal intern program must also have been a formally structured program requiring a written agreement between the school, student, and Federal agency. For example, the agreement would have addressed issues such as the nature of work assignments, schedule of work assignment and class attendance, evaluation procedures, and requirements for continuation and successful completion of the program.

Q:	May an agency add or combine these flexibilities to credit a student the entire 640 hours required for conversion?
A:	No. An agency may credit only up to a total of 320 hours toward the required 640 hours. However, agencies may add or combine these flexibilities to credit a student up to 320 hours for non-SCEP work experience.

Q:	May an agency waive up to 320 hours for exceptional job performance and outstanding academic achievement for time a student spent on a non-Federal internship (i.e., worked in, but not for, a Federal agency)?
A:	No. Agencies may consider only exceptional job performance and outstanding academic achievement that was demonstrated under a Student Educational Employment Program appointment (i.e., STEP or SCEP).

Q:	May an agency waive up to 320 hours for exceptional job performance and outstanding academic achievement for time a student spent on a STEP appointment when that student is subsequently converted to a SCEP appointment?
A:	Yes. Agencies are reminded when considering the outstanding academic achievement and exceptional job performance accomplishments from a STEP appointment, the outstanding academic achievement and exceptional job performance must have been related to the student's current SCEP position.

Q:	How may an agency waive up to 320 hours of the 640-hour work requirement for a student with outstanding academic achievement and exceptional job performance if that student has not worked in the agency long enough to receive a performance appraisal?
A:	Agencies may wish to modify their performance plans to allow student evaluations after a minimum of 320 hours in order to take advantage of this new flexibility. If the student meets the criteria for exceptional job performance and outstanding academic achievement, the program allows an agency to evaluate a SCEP student after 320 hours.

Q:	Are SCEP students who are converted to career or career-conditional appointments subject to the probationary period required by 5 CFR 315.801?
A:	Yes. However, time spent on the SCEP appointment may be credited towards probation provided it meets the requirements of 5 CFR 315.802.

Q:	May an agency credit time spent in a non-Federal internship or active duty military service towards the probationary period?
A:	No. 5 CFR 315.802 only allows for prior Federal service in the same agency and in the same line of work.