April 23-30, 2004
The Department of Defense is in the process of designing the NSPS. This new system will impact the 700,000 civilian employees that support our national security mission. The Office of the Secretary of Defense, together with the Defense Services/Agencies and representatives from the Office of Personnel Management, the Office of Management and Budget, and the Merit Systems Protection Board recently completed a 3-week NSPS Strategic Review. The purpose of the review was to consider the processes and milestones for NSPS implementation and to identify adjustments that may be necessary. Recommendations were approved by Secretary Rumsfeld on April 13, 2004. The recommendations included a revision to the NSPS implementation schedule. Initial implementation will not begin in October 2004 as previously announced. Currently, a final timetable for implementation within Army has not been established.
For additional information on NSPS, visit the reactivated link on the Army's Civilian Personnel On Line (CPOL) web site. Just click on the Army NSPS logo found on the CPOL Home Page. Recent NSPS briefing charts that resulted from the review and the revised notional implementation schedule have been posted. Links to other Agency NSPS web sites are also provided. Additional information will be posted as it becomes available.
(Tim Burcroff/(703) 325-1585 or DSN 221;
E-mail: Tim.Burcroff@us.army.mil)
Secretary of the Navy, Gordon England, announced on April 27, 2004 that a new Program Executive Office (PEO) is being created to design and implement the new NSPS for all of DOD. Creation of a robust, joint PEO for NSPS was one of the recommendations of a recent 3-week review of the entire NSPS process that was conducted by personnel from OSD, the military services, and the DOD agencies. Secretary of Defense Rumsfeld approved the review's recommendations on April 13, 2004.
Mr. Pete Brown, currently the Executive Director of the Naval Sea Systems Command, has been appointed by Secretary England to head the new office as the Interim Program Executive Officer (PEO). Mr. Brown was one of the team leaders of the integrated process teams that were formed to conduct the 3-week review of NSPS processes. He has been a program manager of complex systems and has considerable experience with various demonstration pilots in the labs and other commands that provide a solid baseline of experience for the development of NSPS. Mr. Brown will serve as the Interim PEO while a new PEO and Deputy PEO are selected and hired over the next several weeks. The NSPS PEO reports directly to Secretary England, who reports to Secretary Rumsfeld.
Reporting to Mr. Brown will be Mr. David Snyder as the Interim Director of the Labor Relations and Appeals Process team and Mr. Bradley Bunn as the Interim Director of the Human Resources and Pay-for-Performance development team. Mr. Snyder comes to the NSPS PEO from being the Army Assistant G-1 for Civilian Personnel Policy; Mr. Bunn comes from the existing NSPS office in OSD (P&R). Mr. Bunn's staff will also become part of the new NSPS PEO. The PEO organization will receive additional personnel from throughout DOD over the next several weeks and is expected to reach a size of more than 60 people.
One of the initial tasks of the PEO will be to formalize the processes and the collaboration that was recommended by the review teams to ensure that the final design of NSPS reflects the input from all stakeholders. Additional NSPS developments will be posted on the new NSPS web site at http://www.cpms.osd.mil/nsps/ as they occur.
(Ann McFadden/(703) 325-9989 or DSN 221;
E-mail: Ann.McFadden@(email address expired))
The Office of Personnel Management's Benefits Administration Letter number 04-201 indicates that forms FE-6, Claim for Death Benefits and FE-6 DEP, Statement of Claim-Option C Family Life Insurance have been revised. The new revision date is April 2004 and it is recommended that you download the forms "as needed" from the Federal Employees Group Life Insurance web site at http://www.opm.gov/insure/life in a PDF-fillable version.
Previous editions of the forms are obsolete and should be discarded since new information has been added to the forms.
(Juanita Benton / (703) 325-8737 or DSN 221;
E-mail: CivilianPersonnelBulletin@conus.army.mil)
As part of the Chief of Staff of the Army Continuum of Service initiative, staff members of the Policy and Program Development Division (PPDD) and the Civilian Human Resources Agency (CHRA) recently met with BG Neal Sealock, Deputy Commanding General, U.S. Army Cadet Command to discuss civilian employment opportunities for newly commissioned Reserve Officers. PPDD and CHRA were briefed on the mission, organization, and recent accomplishments of the Cadet Command, in particular, the increasing numbers of Reserve Component commissions in the current FY and planned increases in FY 05 and 06. PPDD and CHRA briefed BG Sealock and his staff members on several Army civilian employment programs for current and graduating cadets. A Cadet Command staff member demonstrated a Reserve Command website which advertises current U.S. Army Reserve vacancies. Graduating cadets can use this site to select Reserve postings and match with existing Army civilian vacancies, posted electronically on CPOL. Further meetings will be held to develop a marketing strategy that will build on the strengths of both the ROTC program and Civilian HR Intern Programs as well as the projected military to civilian conversions.
(Steve Lewis/(703) 325-9419 or DSN 221;
E-mail: Steve.Lewis@(email address expired))
The TSP Open Season began on Thursday, April 15th and will close on Wednesday, June 30th. Federal Employees Retirement System (FERS) employees may contribute up to 14% of their base pay and Civil Service Retirement System (CSRS) employees may contribute up to 9%. The Internal Revenue Service elective deferral limit for 2004 is $13,000. (Note: The maximum percentage that you can contribute has not changed since the last Open Season.)
If you are a Department of the Army (DA) civilian employee, you may visit the Army Benefits Center-Civilian (ABC-C) website at https://www.abc.army.mil/ to make your TSP Open Season election. You must click on the Benefits/EBIS button, input/create your Point-of-Entry (POE) password, and input/create your 6-digit Personal Identification Number (PIN). If you have never created your PIN, you will need to first create a temporary 4-digit PIN that consists of your mmyy of birth (e.g. July 1945 would be 0745). Once inside the Employee Benefits Information System (EBIS) web application, you should click on the Transactions button and make your election in the TSP Current Coverage section.
If you prefer, you may use the Interactive Voice Response System (IVRS) at 1-877-276-9287 or 1-877-276-9833 for the Telecommunication Device for the Deaf (TDD). You must press 1 for DA Civilian employee, 2 to bypass the TSP Catch-Up instructions, 2 for Benefits and Entitlements, and 1 for current Army serviced employee. You will need to enter/create your 6-digit PIN and enter/verify your duty telephone number. If you have never created your PIN, you will need to first create a temporary 4-digit PIN that consists of your mmyy of birth (e.g. July 1945 would be 0745). At the "main menu", press 3 for TSP and follow the prompts to make a TSP Open Season election. A POE password is not required on the IVRS automated telephone system.
If you are having technical issues accessing either the EBIS website or IVRS automated telephone system, please contact the Southwest Civilian Personnel Operations Center (SWCPOC) Helpdesk at (785) 239-2000 or DSN 856-2000. They are available Monday through Friday from 7:30 a.m. to 4:00 p.m. Central Time.
(Canary Scullark/(703) 325-0352 or DSN 221;
E-mail: Canary.Scullark@(email address expired))
The Policy and Program Development Division, Workforce Effectiveness Branch, Position Classification Team, announces that FASCLASS, Release 4.8, was fully and successfully deployed on April 26, 2004. Numerous new features were contained within this release such as:
- Drug test statement has been placed on all existing MEDCOM position descriptions (PDs). Application will automatically add statement on all PDs created within the occupational series of 0600.
- An Army Acquisition and Technology Workforce (A&TWF) statement has been added to existing Acquisition PDs and the system will automatically add the statements when the Acquisition field is clicked Yes. Two different statements have been created, one for grades 13 and below positions, and one for grades 14 & 15 positions.
- An automatic Financial Disclosure statement has been added when a PD is created with Yes clicked on the Financial Disclosure Required field.
- New fields have been added to the Vacant Sequence report, they include, Command Code, UIC and Org Code.
(Deborah K. Todd/(703) 325-1331 or DSN 221;
E-mail: deborah.todd@(email address expired))
The suspense for submitting applications for the Sustaining Base Leadership and Management (SBLM) Course, Class 04-3 and NR-05 is approaching. The course is scheduled to take place September 13, 2004 through December 8, 2004. Interested individuals may apply via the Electronic Application Process (EAP) System. The EAP System can be accessed through the CPOL website in the FY 2004 ACTEDS Training Catalog at http://cpol.army.mil/library/train/catalog/, or through the Army Management Staff College home page at http://www.amsc.belvoir.army.mil. Both sites also provide a description of the course and eligibility requirements. The suspense for submissions into the system is May 31, 2004.
The SBLM course is a 12-week graduate level program that covers the body of knowledge and experience of sustaining base leadership, management, and decision making by blending student experience with program design and development. Active participation in seminars, case studies, independent and team research, topical discussions by guest speakers, and practical exercises will meet leadership objectives and reinforce Army concepts and principles.
In order to compete successfully in the selection process, it is crucial that you prepare your application package carefully. Applications submitted by means other than the EAP will not be accepted and will be returned without action. Applicants should ensure that their correct parent command, career program, title, series, and grade are annotated on their package.
The points of contact for this course are Ms. Vern Carter or Ms. Valerie Peyton. Contact information is below.
(Vernessa Carter/(703) 325-7261 or DSN 221;
E-mail: Vernessa.Carter@(email address expired))
(Valerie Peyton/(703) 325-0615 or DSN 221;
E-mail: Valerie.Peyton@(email address expired))
This article, the third in a series highlighting what the Army is doing to support the PMA in the area of Strategic Management of Human Capital, focuses on two more of the seven factors that the Office of the Secretary of Defense (OSD) uses to measure achievement or progress. OSD uses a red-yellow-green stoplight metric to rate or score progress. Parts 1 and 2 covered in previous Civilian Personnel Bulletin articles on PMA provided an overview of the PMA and addressed the first two factors: Human capital strategies linked to agency mission and goals and Organization restructured to provide optimal service at lowest cost and respond to changing business needs. The next two factors we want you to know more about are:
- Continuity of leadership and knowledge is assured through succession planning and professional development. To obtain a "Green" rating, Army must have a well-defined succession strategy for all levels, including structured executive development programs that result in a continuously updated leadership pool. This requires us to show that statistical data and information is analyzed to determine if staffing and retention levels for executives and managers meet the needs of the organization. This is one component of the MACOM revitalization plans presently being worked. We must also have a plan to recruit, retain, and develop potential leaders, and to encourage Army employees to accept more responsible positions and assignments that provide for leadership opportunities. The Senior Army Workforce concept provides this plan.
- Performance appraisals for SES and managers link to agency mission and are appropriately cascaded throughout more than 60% of the agency. To reach "Green", performance appraisal plans for Army SES and managers must effectively differentiate between various levels of performance and provide consequences based on performance levels. At least 60% of SES and managers' performance management plans must be linked to organizational mission and reward managers based on mission accomplishment. The management of human capital should be reflected in all SES and managers' performance plans since it is an important component of mission accomplishment. In addition, individual development and training plans must be developed for leaders and managers and integrated into the performance management system. A December 3, 2002 memorandum signed by the Secretary of the Army directed that SES performance plans contain specific actions necessary to accomplish those PMA Government-wide initiatives directly impacting their respective mission or organizational strategic plan. Some SES referral offices have checked SES performance plans to ensure they are linked. We are in the planning stage of establishing a process for formal tracking of this requirement. We welcome ideas on how to track accomplishment of this objective with minimal extra effort.
Army, like all Components, reports progress quarterly to OSD on all seven factors of the Strategic Management of Human Capital. You may be asked to provide input in response to this reporting requirement.
(Rose Foster/(703) 325-1333 or DSN 221;
E-mail: Rose.Foster@(email address expired))
It's election time again, and time to remind civilian employees of the restrictions on their political activities. On January 21, 2004, Deputy Secretary of Defense Paul Wolfowitz issued a letter identifying in detail many of the proscriptions relating political activities. The letter is linked here, in Adobe Acrobat format.
In addition to the information in Mr. Wolfowitz's letter, the Office of the Special Counsel (OSC) has information on its web site and will also issue advisory opinions (see http://www.osc.gov/hatchact.htm) when presented with a question involving Hatch Act activities. If you think that you've heard all of this before and wonder why we remind you about Hatch Act requirements because surely everyone must be aware and wouldn't think of violating the Act, you might be interested to read some of the OSC press releases. One of the most recent cases involved a Department of Defense employee at the Deputy Assistant Secretary of Defense level, a member of the Senior Executive Service staff, who violated the Hatch Act by becoming a candidate for political office in a partisan political election (see OSC press release at http://www.osc.gov/documents/press/2004/pr04_02.htm). This individual signed a settlement with OSC and resigned from his DoD position as a result of his political conduct. This is a big price to pay for something that has been so widely publicized and where you can get an advisory opinion in advance if there is any possible way you may be involved in prohibited partisan political activity.
If you have questions regarding this communiqué, contact Ms. Nancy Skates,
703-325-1334, DSN: 221-1334; e-mail: nancy.skates@(email address expired).
For questions regarding the Hatch Act, contact your servicing CPAC or CHRA.
(Ann McFadden/(703) 325-9989 or DSN 221;
E-mail: Ann.McFadden@(email address expired))
Mr. Michael Mack, Labor Relations Officer for U.S. Army Training and Doctrine Command (TRADOC), Fort Monroe, Virginia, is retiring from Federal service on May 31, 2004 after 33 years of service. Mike started his career with the military by serving in the United States Marine Corps from 1966-1970 - Semper Fi! He became an Army civilian in 1975 and worked as a personnel assistant for the Military District of Washington until 1978. At that time he moved back to his native New York and served as the Technical Services Office Chief and Management Employee Relations (MER) Specialist at Fort Drum until 1979. He was a Labor Relations Specialist at Fort Indiantown Gap, Pennsylvania from 1979-1981. Mike served as the MER Chief at Seneca Army Depot, New York from 1981-1985 and then as the MER Chief in Mannheim, Germany from1985-1986. He returned to Seneca Army Depot in 1986 as the Civilian Personnel Officer. Mike joined HQ TRADOC in 1993, as a Personnel Management Specialist. He moved to Fort Eustis, Virginia, as the CPAC Chief in 1998, and then on to Wuerzburg, Germany, in 1999, as the CPAC Chief. Mike re-joined the HQ TRADOC staff in 2001 and has been the Labor Relations Officer and Lead HR Specialist since that time. Mike's visionary thinking and expertise in the LMER area has made him a real asset in providing seasoned Labor and MER advice and assistance to HQDA and to CPAC staffs. His dedication to excellence and true commitment to the goals and mission of the Army will be missed by the TRADOC staff and CP-10 community. Mike and his wife intend to stay in the local area. He plans to do some traveling but his number one priority will be to play lots of golf!
Ms. Marilyn J. Burgoon, Human Resources Specialist with the Army Reserve CPAC at St. Louis, MO is retiring on May 1, 2004. Marilyn has almost 37 years of Federal service. She began her Federal career as a Data Transcriber GS-2/3 in June 1967 with the then U.S. Civil Service Commission/Office of Personnel Management (St. Louis Regional Office). She was later selected for a Staffing Specialist position and remained there until May 1983. During this time Marilyn worked on Civil Service Registers; advised Federal Agencies in the St. Louis area and worked on Missouri State Agencies intergovernmental personnel programs funded by the Federal government.
Marilyn had a brief assignment with the Department of the Navy in St. Louis before she transferred to DA in June 1984. She has been employed with the DA in St. Louis since that time providing personnel support to the U.S. Army Reserve/Human Resources Command; U.S. Army Printing Agency and the Army Review Board Agency.
Marilyn and her husband will remain in the St. Louis area where they can enjoy their extended circle of family and friends including Marilyn's mother and their three grandchildren. We wish them the best of good health and happiness.
It is with deep regret that the Southwest region announces the death of Mr. James (Jim) Stein, Human Resources Specialist (Staffing), SWCPOC. Jim served 14 years in the United States Army, to include a tour in Vietnam and had been employed as a DA civilian since 1997. He came to the SWCPOC in March 1998 as a Personnel Actions Clerk. Jim was selected for the DA Intern program in September 2000 and graduated from the program in September 2002.
As a staffing specialist, Jim serviced some of our Corps of Engineer activities, however, and perhaps more significantly, Jim had just returned to the SWCPOC on April 5th, from a 6-month deployment (in a civilian capacity) to support the Army's efforts in Iraq. He answered CHRA's call for volunteers because he wanted to help others who were there supporting our troops and because he had a tremendous desire to serve. We have a deep appreciation for Jim's service to the civilian personnel community. He will be sorely missed.
Dr. Pamela Clay recently joined the Policy & Program Development Division, Training, Integration, & Proponency Branch, as the HQDA Training Team Leader. Pam came to us from the General Services Administration where she worked as a Role Design Specialist and managed the Human Capital Strategy Initiative. Prior to that, she worked for the Defense Contract Audit Agency as an instructor and course developer. Her primary role was to deliver instruction to employees in over 40 cities across the United States. Additionally, she developed personnel management policy, leadership, teamwork, and accounting courses. Pam received her Doctorate Degree in Education with a concentration in Instruction and Curriculum Leadership. She can be reached at DSN 221-1794 or
pamela.clay@us.army.mil.
Mr. Tim Burcroff joins us from the Army Intelligence Personnel Management Office (IPMO), where he served for the past 5 years as the Senior Army Action Officer for the Training and Professional Development Program. Prior to working with IPMO, Tim served in key positions within the U.S. Army Materiel Command, to include responsibility as the primary action officer for the regionalization of 19 Civilian Personnel Offices in the Northeast Region of the U.S. Tim has also worked in Europe as part of the Heidelberg Civilian Personnel Office. You will be hearing and seeing more from Tim as he moves forward on NSPS communications, marketing, and training. Tim can be reached at DSN 221-1585 or
tim.burcroff@us.army.mil.
Please join us in congratulating Ms. Valerie Vetter on her recent promotion to Team Leader of the CP-10 Proponency Office. For the past several years, Valerie has been responsible for program management in support of the Army's civilian personnel modernization initiatives. Previously, Valerie worked at the Defense Civilian Personnel Management Service where she served as a member of the training team responsible for designing and developing the User's Guide for the DoD Defense Civilian Personnel Data System. Valerie also has several years of expertise working in the Employee Development arena for the Department of Navy. You can reach Valerie at DSN 221- 0746 or valerie.vetter@us.army.mil
This section of the bulletin is dedicated to providing information regarding retirements, promotions, deaths, etc. of those in our civilian personnel community. If you have information of this nature you would like included, please contact the editor at the address below.