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Leaving TTS

This guide covers the offboarding policy and process.

When it’s time to leave TTS

These steps apply to all TTS employees: permanent employees, term employees who are at the end of their term, and term employees choosing to resign before their term ends. Begin this process at least two weeks before your last day of work. Your last day at TTS cannot be a federal holiday.

1. Email your resignation letter

Send an official email to your supervisor and

Please include the following information:

Note: If you plan on taking time off during your last week, please also include those dates so that offboarding meetings can be scheduled accordingly.

Once you’ve sent your official letter of notice we will assume your departure is public knowledge, so if you would like to tell folks yourself, please handle those notifications ahead of time.

2. Provide summary reviews for direct reports (Supervisors only)

If you are a supervisor and you are leaving within 120 days of the next review period, you need to provide to your supervisor a summary review of each of the employees that report into you. An employee’s review needs to come from a supervisor that they’ve worked under for 120 days.

3. Review your benefits

If you have any questions, please contact Mary Robinson (GSA HR).

4. Download copies of important personal documents

5. Update your accounts

6. Complete the clearance checklist

Keith Wilson from the TTS Talent Team (#talent) will set time with you to complete the GSA Pre-exit Clearance Checklist.

7. Return your equipment

When you leave TTS, you are responsible for returning all TTS-issued equipment. Failure to do so may lead to your final paycheck being withheld until the equipment is returned.

Offboarding process

A member of the Talent Team will Duplicate the Template in the Off-Boarding Tasks doc to make a new checklist once has been notified that a team member is leaving. If the checklist hasn’t been created, please email or ping #talent for help. More detail for certain tasks is below. Note that, per GSA policy, the “technical offboardings” (access to any work system) need to happen within 24 hours of the person ending their work at GSA.


Talent Team

Saying goodbye

Sending an email

You are under no obligation to send out a farewell email, but if you do, please use bcc: for any distribution lists you’re sending it to. This allows people to respond to you directly without creating additional email noise for coworkers.


As you leave, you’re encouraged to join the #alumni channel on Slack.

Writing a post on your personal blog

If you want to write a post on your personal blog about your experiences in government or why you’re leaving, we recommend that you wait until you are no longer on staff before you hit “Publish.” This helps to avoid any issues with Hatch Act compliance and with inadvertently writing or speaking on behalf of GSA without permission.

Post-employment restrictions

From GSA’s Office of General Counsel (OGC):

As a government employee, you are subject to restrictions on current duties when seeking post-government employment. This section provides a brief description of those restrictions, when they begin, when they end, and what steps to take.

Seeking Employment

An employee is “seeking employment” as defined in Subpart F of 5 C.F.R. part 2635, and the recusal requirement applies, if:

  • the employee is engaged in actual negotiations for employment;
  • a prospective employer has contacted the employee about possible employment and the employee makes a response other than rejection; or
  • the employee has contacted a prospective employer about possible employment, unless the sole purpose of the contact is to request a job application. (An employee is seeking employment with any person to whom he sends an unsolicited resume, regardless of how many resumes the employee sends to other employers at the same time.)

If a search firm, an online resume distribution service, or other intermediary is involved, recusal is not triggered unless the intermediary identifies the prospective employer to the employee.

First Step

Contact the Deputy Ethics Counselor or other Ethics Law staff. They will advise on what actions to take and whether a conflict of interest exists with a prospective employer.


An employee must recuse themselves from a matter when they have a conflict of interest. If the recusal requirement applies, it extends to any particular matter (virtually any Government matter) that would have a direct and predictable effect on the financial interests of the prospective employer. However, an employee may work on particular matters of general applicability that affect the prospective employer if the employee’s only communication with the prospective employer is the submission of an unsolicited resume and the prospective employer has not responded to indicate an interest in employment discussions. Here, work on this category of particular matters is permissible until the employee receives an expression of interest from the employer.


When an employee becomes aware of the need to be recused from a particular matter, the employee should notify the person responsible for his or her assignments, and may choose to document the recusal in writing. Notification permits a supervisor to minimize any disruption of the agency’s mission by arranging assignments accordingly.

When are you no longer seeking employment?

Two months have elapsed since the employee’s dispatch of an unsolicited resume and the employee has received no expression of interest from the prospective employer; or Either the employee or the prospective employer rejects the possibility of employment and all discussions of possible employment have ended. A response that merely defers discussion until the foreseeable future does not constitute rejection.