In federal employment, “bump and retreat” are terms used in the RIF process, which refer to the assignment rights of employees whose positions are eliminated, allowing them to displace other employees with lower retention standing to avoid separation or demotion. Here’s an explanation of how “bump and retreat” works:
Bump: This is when a higher-standing employee, whose position is eliminated during a RIF, displaces an employee in a different competitive level who is in a lower tenure group or a lower subgroup within the same tenure group. The position must be within three grades (or grade intervals) of the employee’s current position, and the employee must be qualified for it. For example, a GS-12 employee might “bump” a GS-11 employee with lower retention standing in a different role.
Retreat: This occurs when a released employee is assigned to a position they previously held (or an essentially identical one) in a different competitive level, displacing an employee with less service within the same tenure group and subgroup. The position must also be within three grades (or five grades for preference-eligible employees with a 30% or more compensable disability) of the employee’s current position. Unlike bumping, retreating is limited to positions the employee has previously held on a permanent basis.
Key Components
Retention Standing:
- Employees are ranked on a retention register based on four factors: tenure of employment (career, career-conditional, or temporary), veterans’ preference, length of service, and performance ratings.
- Tenure groups are divided into Group I (career employees), Group II (career-conditional employees), and Group III (temporary or term employees). Within each group, subgroups are further prioritized (e.g., Subgroup AD for veterans with a 30% or more disability, Subgroup A for other veterans, and Subgroup B for non-veterans).
- Employees with higher retention standing have priority to stay in their positions or exercise bump and retreat rights.
Competitive Area and Level:
- A competitive area defines the organizational and geographic boundaries where employees compete for retention (e.g., an entire agency or a specific office in a commuting area).
- A competitive level groups positions with similar duties, qualifications, and grades. Bump and retreat rights apply within the same competitive area but can involve different competitive levels.
Eligibility for Bump and Retreat:
- Applies to competitive service employees in tenure groups I or II with a performance rating of at least “Minimally Successful” (Level 2) or equivalent.
- The employee must be qualified for the position they seek to bump or retreat to, meeting OPM standards, including any educational or physical requirements.
- The position must be “available,” meaning it lasts at least three months, is in the competitive service, and has the same work schedule (e.g., full-time or part-time) as the employee’s current position.
Complexity and Errors
The RIF process is complex, and agencies may make mistakes, such as incorrect competitive area definitions or failure to apply bump and retreat rights properly. Employees can challenge such errors via MSPB appeals or union grievances. Employees should maintain records (e.g., position descriptions, performance ratings) to prove qualifications for bumping or retreating. If you’re facing a RIF, consult your agency’s HR, union, or a federal employment attorney for specific guidance.
