The federal RIF moratorium under Section 120 of P.L. 119-37 expired on January 30, 2026, and agencies have resumed reduction-in-force actions. If you’ve received a RIF notice — or think you might — there are three acronyms worth understanding before you do anything else: CTAP, ICTAP, and RPL.
You’re entitled to notice
Before anything else: you must receive at least 60 days’ written notice before your RIF effective date. That notice period is time to act, not time to wait.
CTAP — priority inside your own agency
The Career Transition Assistance Plan gives you selection priority for vacancies inside your own agency if you’re surplus or displaced. If a position opens at your agency that you’re qualified for, CTAP-eligible candidates get considered ahead of the general public.
ICTAP — priority across other federal agencies
The Interagency Career Transition Assistance Plan extends similar priority consideration to vacancies at other federal agencies, if you’ve been separated involuntarily and meet eligibility requirements. This is what keeps a RIF from meaning you have to start over from zero in the broader federal system.
The Reemployment Priority List (RPL)
The RPL is agency-specific and gives RIF-affected employees priority consideration for future vacancies at their former agency. Eligibility depends on your tenure group:
| Tenure Group | RPL Eligibility Window |
|---|---|
| Group I (career employees) | 2 years from the date entered on the list |
| Group II (career-conditional employees) | 1 year from the date entered on the list |
What to do with the 60 days you have
- Confirm your CTAP and ICTAP eligibility with your agency HR office in writing.
- Request position descriptions for roles at your grade and one grade below, and check whether your experience meets the 52-week specialized experience requirement for each.
- Update your resume now — while you still have access to your personnel files, past performance ratings, and details of acting assignments or special projects.
- Start documenting: save commendation emails, performance ratings, and records of any additional duties. This becomes evidence for qualifications determinations later.
This post is general information based on published federal RIF policy, not legal advice. Confirm your specific rights and deadlines with your agency HR office or an employment attorney.