CES Background: The CES order of merit listing (OML) was established after:
1) The development of Garrison policy letter #14, dated 01 May 2012, which outlines the priorities for CES
2) Completion of a 100% survey of the garrison workforce in December 2009 to determine our Garrison's CES training status.
Comment: Who establishes the CES OML?
Answer: The CES order of merit listiing was established and is maintained using the priority definitions outlined in the Army Civilian Education Policy dated Nov 2006 (i.e. priorities 1, 2, and 3): Grade, Service computation date for total civilian service, then compassionate considerations. Ultimately, the Garrison Commander approves the CES OML after it is provided for his approval based on the above criterion.
Comment: Who is eligible to be on the CES OML?
Answer: All employees are eligible but, the priority 2 and 3 employees are to be trained following 100% of the priority 1 employees.
Comment: When are employees briefed on the OML (monthly counseling)?
Answer: This is generally up to the supervisor. The information results of the CES OML are analyzed bi-weekly and the inputs are provided by the directorate's training coordinators. This is a great topic for quarterly counseling.
Wednesday, August 1, 2012
01 Aug 2012 (HAAF) - VERA/VSIP Q&A
Comment: Several employees stated they had applied for VERA/VSIP but received no feedback from their supervisor/director.
Answer: RMO receives VSIP requests from the directors only. It is a management decision whether or not to offer VSIP to an employee. It is voluntary on the employees' part. VSIP is not an entitlement. In this era of civilian strength reductions, the directors are offering more VERA/VSIPS than any other time in recent years. We offered a total of 62 so far in FY12 alone. Every employee should have a supervisor look them in the eye and tell them if a VSIP is going forward or not. This is a great topic for quarterly counseling if nothing else.
Comment: Are employees VERA/VISP requests denied because supervisors/directors are afraid to lose the position authorization on the TDA?
Answer: In order to get a VSIP approved, a position must be abolished. Since we have over 100 over-hires right now, RMO is working to abolish the over-hire position instead of the key positions on teh TDA. Sometimes supervisors don't want to lose a valuable employee, as it may cripple their organization. Offering VSIP is a Directors decision. The director recommends to the GC who then recommends to the RD and the RD approves ro disapproves. So far this FY, Region has disapproved zero.
Comment: Who has the authority to stop a VERA/VSIP request?
Answer: The director may start a VERA/VSIP based on the employees volunteering an interest in taking it. The director may also decide to stop a VERA/VSIP request. The GC sould stop it, but he has not disapproved one yet. The RD could stop it, bue he has not disapproved one yet either.
Comment: What mechanism is there to provide feedback to employees on their request as it moves through the system.
Answer: If a Director submits a VERA/VSIP packet to go forward, then RMO now has the task to let the employee know within 24 hours and whether it is approved or disapproved. None that have been submitted by directors have been disapproved. However, VERA/VSIP packets not submitted by the directors are not considered for approval or disapproval. Again, every supervisor should counsel their employees face to face on whether their packet will go forward or not.
Comment: Are position authorizations deleted when VERA/VSIP is approved?
Answer: Yes a position is deleted, but as long as we have over-hires, RMO will delete the over-hire position, not a position with an authorization.
Answer: RMO receives VSIP requests from the directors only. It is a management decision whether or not to offer VSIP to an employee. It is voluntary on the employees' part. VSIP is not an entitlement. In this era of civilian strength reductions, the directors are offering more VERA/VSIPS than any other time in recent years. We offered a total of 62 so far in FY12 alone. Every employee should have a supervisor look them in the eye and tell them if a VSIP is going forward or not. This is a great topic for quarterly counseling if nothing else.
Comment: Are employees VERA/VISP requests denied because supervisors/directors are afraid to lose the position authorization on the TDA?
Answer: In order to get a VSIP approved, a position must be abolished. Since we have over 100 over-hires right now, RMO is working to abolish the over-hire position instead of the key positions on teh TDA. Sometimes supervisors don't want to lose a valuable employee, as it may cripple their organization. Offering VSIP is a Directors decision. The director recommends to the GC who then recommends to the RD and the RD approves ro disapproves. So far this FY, Region has disapproved zero.
Comment: Who has the authority to stop a VERA/VSIP request?
Answer: The director may start a VERA/VSIP based on the employees volunteering an interest in taking it. The director may also decide to stop a VERA/VSIP request. The GC sould stop it, but he has not disapproved one yet. The RD could stop it, bue he has not disapproved one yet either.
Comment: What mechanism is there to provide feedback to employees on their request as it moves through the system.
Answer: If a Director submits a VERA/VSIP packet to go forward, then RMO now has the task to let the employee know within 24 hours and whether it is approved or disapproved. None that have been submitted by directors have been disapproved. However, VERA/VSIP packets not submitted by the directors are not considered for approval or disapproval. Again, every supervisor should counsel their employees face to face on whether their packet will go forward or not.
Comment: Are position authorizations deleted when VERA/VSIP is approved?
Answer: Yes a position is deleted, but as long as we have over-hires, RMO will delete the over-hire position, not a position with an authorization.
01 Aug 2012 (HAAF) - FSBP Q&A
Comment: What is the future of FSBP?
Answer: The FSBP is being turned over to Army units from civilian management effective 01 Oct 2012. The civilians currently managing the barracks are permanent over-hires.
Comment: What happens to these civilian employees/over-hires when the barracks are turned back over to the Army?
Answer: The over-hires in the FSBP program are going to have to find new positions for work. They can help find new jobs, but it is Garrison's responsibility to figure out where they can work instead of FSBP.
Comment: What happens to permanent over-hires if there is a RIF before the transition of the FSBP?
Answer: If there is a RIF, some of them are in danger of being let go and some are not, it depends on the rules of the RIF, their seniority, and their Veteran's preference. We won't know who is in danger of being RIF-ed until we conduct the mock RIF over the next couple of weeks.
Answer: The FSBP is being turned over to Army units from civilian management effective 01 Oct 2012. The civilians currently managing the barracks are permanent over-hires.
Comment: What happens to these civilian employees/over-hires when the barracks are turned back over to the Army?
Answer: The over-hires in the FSBP program are going to have to find new positions for work. They can help find new jobs, but it is Garrison's responsibility to figure out where they can work instead of FSBP.
Comment: What happens to permanent over-hires if there is a RIF before the transition of the FSBP?
Answer: If there is a RIF, some of them are in danger of being let go and some are not, it depends on the rules of the RIF, their seniority, and their Veteran's preference. We won't know who is in danger of being RIF-ed until we conduct the mock RIF over the next couple of weeks.
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