Relocation Provided Jobs in Vermont (NOW HIRING)

Organizational Location: This position is located with the U.S. Border Patrol at various locations throughout the United States.
GS Salary: Salary listed reflects the Rest of U.S. (RUS) scale and, if applicable, will be adjusted to meet the locality pay or special rate of the duty location and position.
Please Note: Job offers for this position may be extended in waves or phases. Not all candidates will receive a final decision at the same time.Qualifications:***Funded Operational Mobility reassignments are contingent upon the availability of relocation budget funds. It is important to note that budgetary funding during any particular cycle of Operational Mobility IS NOT guaranteed. This includes any additional funding during this particular cycle.***
You qualify for this position if you are currently serving as a Border Patrol Agent that is a member of the bargaining unit (i.e., eligible to be a member of NBPC/Union), within U.S. Customs and Border Protection. This experience must demonstrate responsibility for applying a comprehensive range of Federal laws, rules, regulations and procedures aimed at preventing the illegal entry of noncitizens into the United States by land, water, or air. If you are selected for this reassignment opportunity, you will be ineligible for a funded reassignment to a new duty location under the Operational Mobility or any other relocation program for a period of 4 calendar years after reporting to the new duty location.
Qualifications by Closing Date: You must meet all qualification requirements and eligibility requirements by 07/10/2026. Please note that qualification and eligibility claims will be subject to verification through a review of your application. This verification could occur at any stage of the application process. Falsification of your application will remove you from consideration and could subject you to disciplinary action.
Relocation Expenses and GSA Lump Sum (VRP) Payments: Agents relocating as a part of the Operational Mobility Program will receive the following lump sum amount, depending on their status. These lump sum payments are in lieu of any other relocation payments, the home buyout is not included under this relocation.

• $13,600 for one-person households who do not own a home.
• $25,625 for multiple person households who do not own a home.
• $36,175 for one-person households who own a home.
• $48,175 for multiple person households who own a home.

These lump sum amounts are before taxes. CBP will treat the entire lump sum as fully taxable and accordingly will use the flat rate method for withholding appropriate Federal Income Taxes, FICA and Medicare. All lump sum payments will be received through direct deposit.
A GSA Lump Sum (VRP) Verification Process has been established. Please be informed that, within 90 days after your report date, you will be requested to provide valid documentation confirming that you have established a residence closer to the new duty location. Further information on this process will be provided during the selection process.
Agents relocating into or out of Puerto Rico will receive a Permanent Change of Station (PCS) move in lieu of a GSA Lump Sum (VRP) payment, subject to the availability of relocation funding.
Distance Test: (1) Effective August 2011, cost transfers are subject to the "distance test". The "distance test" is met when the new official station is at least 50 miles further from the employee's current residence than the old official station is from the same residence. For example, if the old official station is 15 miles from the current residence, then the new official station must be at least 65 miles from that same residence in order to receive relocation expenses for residence transactions. The distance test does not take into consideration the location of a new residence. Note: Station address is the physical address of the station not the official mailing address.
Agents who accept a job offer with a relocation incentive are required to sign a one-year service agreement in addition to the one-year relocation payment service agreement. Additionally, agents are ineligible for reassignment to a new duty location under this or any other relocation program for a period of 4 years as outlined in the Operational Mobility Agreement MOU. The service agreement for the relocation incentive, relocation payment service agreement, and the 4-year ineligibility period will all run concurrently (beginning on your Enter on Duty (EOD) date at the new station).
Relocation Information: To compare cost of living data, calculate mortgage scenarios or gather information on communities and school districts, please visit: Relocation Essentials.
An employee will lose their Relocation Benefits if they begin any portion of their relocation prior to the receipt of the signed/approved Relocation Package (CBP Form 4501 and/or CBP Form 4504) et. al; referred to below as the travel authorization) from the National Relocation Coordinator at the USBP/MROD office.

• 302-2.1 When may I begin my transfer or reassignment? You may begin your transfer or reassignment only after your agency has approved your travel authorization (TA) in writing (paper or electronic).
• 302-2.2 May I relocate to my new official station before I receive a written travel authorization (TA)? No, you must have the written TA (paper or electronic) before you relocate to your new official station.

Per CBP Form 4505 Employment Agreement for Relocating within the Continental United States (CONUS), Agents accepting the relocation offer are required to remain an employee of the agency at the new duty location for at least one full year from reporting date to that location or they will be required to repay the full lump sum payments to the agency with the following exceptions:

• Employee receives a promotion within CBP,
• Moves at the requirement of CBP,
• Qualifies for a relocation under the Spousal or Compassionate Transfer Program,
• Involuntary separation from CBP; or
• Moves back to the former duty location due to significant financial hardship due to the housing market.

Administrative Leave: A cumulative total of 40 hours will be authorized for pre/post move requirements (to include finding a home) for both funded and unfunded/no-cost transfers.
Two CBP Employees: In a multiple person household where two people are CBP employees, only one lump sum amount will be paid.
Change in Residence: In order to receive the GSA Lump Sum (VRP) payment, agents must change residence from which they normally commute to work and meet all requirements outlined in the Federal Travel Regulations (FTR): Travel Regulations.
Official Residence: Official residence is defined as the residence address listed with the National Finance Center (NFC). It is the agent's responsibility to ensure that his/her official residence is correctly annotated in the NFC and updated as necessary.

• Your NFC address will be used to complete all distance test calculations in accordance with this job announcement.
• Please be sure that your Application Manager Profile address is updated as well as your resume to reflect your permanent physical address.
• PO Boxes will not be accepted as they are not permanent addresses.

Reporting Time: If you do not own a residence, you will have 45 calendar days from the date of formal acceptance to report to your new duty location. If you own a residence, you will have up to 90 calendar days from the date of formal acceptance to report to your new duty location.
Unfunded/No-Cost Transfer: No-cost transfers are transfers for which selected agents are not eligible for the GSA Lump Sum (VRP) payment. Management will make as many of these no-cost transfers as determined to be consistent with operational needs. The procedures for selecting agents for no-cost transfers will be the same procedures as outlined above.
If you are currently serving on a Recruitment Incentive Service Agreement or a Relocation Incentive Service Agreement for a specific location, your existing service agreement and incentive will automatically terminate as of the effective date of your reassignment under the Operational Mobility Program.Education:ADDITIONAL INFORMATION:
***Funded Operational Mobility reassignments are contingent upon the availability of relocation budget funds. It is important to note that budgetary funding during any particular cycle of Operational Mobility IS NOT guaranteed. This includes any additional funding during this particular cycle.***
Bargaining Unit: This is a bargaining unit covered position, represented under the National Border Patrol Council - NBPC. For local chapter contact information see https://bpunion.org/about-nbpc/.
Language Requirement: Must be proficient in the Spanish language (i.e. able to speak and read in Spanish).
Motor Vehicle Operation: You must have a valid automobile driver's license at the time of appointment.
Security Clearance: You may be required to obtain a Secret or higher level clearance for this position.
Shift Work/Overtime: This position requires regular and recurring shift work. You must be willing and available to work rotating shifts. You may also be rotated between assignments and duty locations. You could be required to work overtime on a daily basis and will be compensated up to an additional 25% of your base pay in accordance with the Border Patrol Agent Pay Reform Act of 2014.
Uniforms: This position requires you to wear an officially-approved uniform while in duty status.
Preview the job questionnaire https://apply.usastaffing.gov/ViewQuestionnaire/12869555.Employment Type: OTHER