PCC Career Transition By William

This is the assignment that I am answering right now.

What you should do if transitioning to a new job.

There’s an old saying: for every door that closes, another one opens. When leaving one job for another, make sure that the door doesn’t hit you on the way out.

Before making your decision to leave, think long and hard about it. Make sure that it is the best decision for you and that there is nothing that could change (promotion, pay increase, flexible scheduling, etc.) that would alter your decision.


Do take into consideration, when contemplating leaving, whether your decision to leave may harm your credibility within the sector or field in which you are employed. Be aware that if you plan to continue to work in the same field, potential employers may question your decision to leave a similar organization.

Do have a clear conversation with your manager about your decision and try to time it so that your supervisor is able to absorb the news. Think in advance about his/her possible reactions and be prepared for any possibility; don’t be shocked by your employer’s reaction, whether positive or negative. Often, you can predict how your employer may react by honestly gauging your performance and by thinking about how much of an impact on the organization your departure might have.

Do give as much notice as possible; 30 days is standard, with a minimum of 2 weeks. Be prepared for the possibility of your employer letting you go sooner, however, and plan your remaining time carefully for the smoothest transition.

Don’t try to use your paid vacation days at the end of your employment term. Although you may be legally entitled to this compensation, employers will often view this as petty or insulting if you initiated the resignation process. This practice is more commonly used as severance when an employer initiates a termination.


Do craft a professional explanation of your departure to share with peers, contacts, and others in the field. Review any such notice with your employer before sending it out to any constituents whose opinion they might value.

Do allow your supervisor the opportunity to negotiate with you to stay, but only if you would actually consider staying. Be realistic about the likelihood of any counter-offer coming to fruition and take this into consideration. If you have made up your mind to leave, you should not consider any counter-offers; it will only lead to frustration on the part of your employer and will serve to make you look greedy.

Don’t look for a new job while on-site at your current place of employment, even if you have already decided to leave or you have informed your employer of your decision. It is unprofessional and reflects poor character and judgment.

Do take into account the impact your departure will have on the organization. In most cases, your departure will require the organization to find a replacement, which can be a difficult and time-consuming process. Be willing to help transfer your personal institutional knowledge to others. You might offer to write a manual that outlines the position’s key tasks and projects, including important contacts and systems used. It may also be that the position will be vacant for a period of time after your departure. Ensure that all of your projects are left at a place where they can be put on hold temporarily or easily picked-up by someone not familiar with the project.

Do offer to help write and/or revise the job description for your position. Also, offer to participate in the process of finding and training your replacement, if desired by your employer.

Don’t forget to tie up any logistical loose ends (e.g. final pay, keys, passwords, health insurance and COBRA forms if needed).

Do request an exit interview to share and receive final feedback, if appropriate.

Do use this opportunity to build credibility with your employer. Even though you are leaving, be as available and present as possible in your final weeks on the job, exhibiting a positive attitude and performing at a high level. This will leave your employer with a positive impression of you and your work. As you continue down your career path, you will find that relationships with past employers are vital, so be sure leave the best impression along the way.

And that is what you should do and don't do during a job transition. ALSO MAKE SURE TO NEVER BURN BRIDGES BEFORE YOU TRANSITION AS YOU COULD END UP IN A BAD SITUATION!

Some more info

The reemployment priority list (RPL) is the mechanism agencies use to give reemployment consideration to their former competitive service employees separated by reduction in force (RIF) or fully recovered from a compensable injury after more than 1 year. The RPL is a required component of agency positive placement programs. In filling vacancies, the agency must give RPL registrants priority consideration over certain outside job applicants and, if it chooses, also may consider RPL registrants before considering internal candidates.

Two types of career transition programs exist. One is for employees before they separate, called the Career Transition Assistance Plan (CTAP). The other is for interagency assistance before and after separation, called the Interagency Career Transition Assistance Plan (ICTAP).

Works Cited

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