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An employee must reimburse the paying agency for all benefits received if he or she is separated voluntarily or separated involuntarily for misconduct, unacceptable performance, or a negative suitability determination under 5 CFR part 731. Service AgreementĪn employee receiving this benefit must sign a service agreement to remain in the service of the paying agency for a period of at least 3 years. Each agency must develop a plan to describe how the program will be implemented.

Discretionary AuthorityĪs with any incentive, this authority is used at the discretion of the agency. ( See Q&A 17 for examples of the types of student loans that are eligible for repayment.) LimitationsĪlthough the student loan is not forgiven, agencies may make payments to the loan holder of up to a maximum of $10,000 for an employee in a calendar year and a total of not more than $60,000 for any one employee. Loans eligible for payment are those made, insured, or guaranteed under parts B, D, or E of title IV of the Higher Education Act of 1965 or a health education assistance loan made or insured under part A of title VII or part E of title VIII of the Public Health Service Act. 2105) is eligible, except those occupying a position excepted from the competitive civil service because of their confidential, policy-determining, policy-making, or policy-advocating nature (e.g., Schedule C appointees). Employee CoverageĪny employee (as defined in 5 U.S.C. 5379, which authorizes agencies to set up their own student loan repayment programs to attract or retain highly qualified employees. The Federal student loan repayment program permits agencies to repay Federally insured student loans as a recruitment or retention incentive for candidates or current employees of the agency. Voluntary Separation Incentive Payments.Training Program Management Toggle submenu.Snow & Dismissal Procedures Toggle submenu.Presidential Rank Awards Toggle submenu.Senior Executive Service Toggle submenu.Recruitment, Relocation & Retention Incentives.Federal Labor-Management Information System.Labor-Management Relations Toggle submenu.Federal Workforce Priorities Report (FWPR).Human Capital Management Toggle submenu.Frequently Asked Questions for Hybrid Work Environment.Selective Placement Program Coordinator.Data, Analysis & Documentation Toggle submenu.

General Schedule Qualification Standards.

General Schedule Qualification Policies.

Classifying Federal Wage System Positions.

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Choice of such an institution will depend on its proximity to industry, the relevance of its learning programme to real-time industry and the active connect that a student will have with industry professionals. Industry -readiness of its students is what will eventually elevate an institution to star status and its competitiveness in the job market. The ability to connect to the future challenges and deliver industry-ready human resources is a credibility that KGISL Educational Institutions have progressively excelled at. College Profile: The main objective of KGiSL Institute of Technology is to provide industry embedded education and to mold the students for leadership in industry, government, and educational institutions to advance the knowledge base of the engineering professions and to influence the future directions of engineering education and practice.