BRAC Services and Incentives

What expenses will PCS cover?

ANSWER: The cost of PCS for relocation of employees will be paid in accordance with the DoD Joint Travel Regulation. JTR Chapter 5 provides detailed information on authorization for PCS. The Agency has discretion to approve on a case-by-case basis exceptions to the JTR when the "one-way commuting distance between the residence being occupied while serving at the old duty station and the new duty station increases by at least 10 miles" (C50890.F of the JTR). This exception will be utilized to the maximum extent possible as outlined in the DISA Human Resources BRAC Transfer Plan. Every permanent DISA employee who meets the 10 mile threshold will be offered PCS entitlements, if otherwise eligible.

To begin, Chapter 5, volume II, Joint Travel Regulation is the authoritative source for Civilian Permanent Change of Station (PCS) relocation allowances. Column 1, Table 4, of the JTR identifies those relocation allowances that must be paid or reimbursed when DISA authorizes PCS within CONUS. Column 2 identifies relocation allowances that DISA has discretionary authority to pay or reimburse when authorizing PCS. There is also a Civilian Permanent Duty Travel pamphlet provided by the Defense Finance and Accounting Agency (DFAS), which provides additional easy to understand information on PCS allowances, including tax withholdings and reimbursement.

A simplified list of PCS entitlements is available on the "Relocation 101" section of this Web site.

Destination services are available to all employees at no cost to the employee. The services include information about temporary housing, realtors, and mortgage lenders. For additional, personalized information on PCS entitlements, please contact the DISA Travel Team, MPS4. Employees may obtain general information on travel and transportation expenses from the JTR, Vol 2, Chapter 5.

Can I take advantage of PCS benefits now?

ANSWER: Per a memo dated July 26, 2006, current regulations permit moving up to one year in advance of the employee's position transferring to Fort Meade. At this time there is no avenue to permit extending the one year time limit or to enact retroactive entitlements for those employees wishing to relocate earlier.

Will employees be offered retention or recruitment bonuses to continue working for DISA at Fort Meade?

ANSWER: A retention incentive may be paid to a current Federal employee in a professional or technical series position with unusually high or unique qualifications if there is a special need of the organization to retain the employee's services and if the absence of a retention incentive would likely result in the employee leaving Federal service to accept a position with the private sector. A retention incentive may be authorized for employees in other series on a case-by-case basis. Payment of a retention incentive must be fully justified. The retention incentive may be up to 25% of the employee's annual rate of basic pay (to include locality or a special rate supplement). A written justification for the retention incentive must be submitted to MPS1 and approved by the Senior Champions Forum. Retention incentives are reviewed annually. Recruitment bonuses would not be authorized for current DISA employees (since they are already employed), but can be authorized when warranted for new hires. In addition, DISA now has the authority to use the enhanced retention incentive to retain employees in their current position during a period of time before closure or relocation if the employee(s) would be likely to leave to accept another position in the Federal service. The retention incentive may be up to 25% of the employee's annual rate of basic pay (to include locality or a special rate supplement). DISA's Senior Champions serve as the Agency's approving body for enhanced retention incentives.

Will DISA offer relocation incentives?

ANSWER: Relocation incentives are not authorized for current DISA employees but may be offered to new hires. Payment of a relocation incentive to encourage relocation of uniquely qualified employees may be made. Payment of a relocation incentive must be fully justified and may be authorized for vacancies that DISA will likely have difficulty filling without the bonus. The relocation incentive is a one-time lump sum payment and may be up to 25% of the employee's annual rate of basic pay (to include locality or a special rate supplement). A written justification for the relocation incentive must be submitted to MPS1 and approved by the DISA Senior Champions Forum. Employees in receipt of a relocation incentive must maintain a performance rating of "Fully Successful" or equivalent and sign a written service agreement to complete a service period not less than 6 months and not more than 4 years.

Will DISA offer a buy out, early retirement, VERA/VSIP, or similar option for those employees not moving to Fort Meade?

ANSWER: There is no plan to offer early retirement or separation benefits to everyone impacted by the headquarters relocation to Fort Meade. DISA plans to offer voluntary separation incentive pay (VSIP) and voluntary early retirement authority (VERA) for reshaping or transformation purposes only.

If an employee is eligible for voluntary (optional) retirement, he or she may choose Discontinued Service Retirement if declining the transfer. Employees will need to discuss this option with a Defense Finance and Accounting Service (DFAS) retirement/benefits counselor.

Can BRAC affected individuals carry over more than 240 hours of leave?

ANSWER: Yes. Based on DoD guidance, employees assigned to DoD activities designated by the BRAC Commission for realignment, within or outside a commuting area, are entitled to have otherwise forfeited annual leave restored under 5 U.S.C. 6304(d)(3). Employees located at DISA activities within the National Capital Region who will be impacted by the BRAC are eligible for restoration of annual leave under this special BRAC provision. BRAC-affected employees are excepted from the use or lose process requirements (i.e., scheduling and using excess leave prior to the end of the leave year.). MPS/DFAS has identified all BRAC-affected employees in their accounting/payroll system by geographic area. For purposes of using BRAC leave, the code in ATAAPS is "LO." As of Leave Year 2006, eligible employees have had their excess leave reflected in a separate leave account on their Leave and Earning Statement (LES). Leave retention for BRAC will cease as soon as the BRAC moves are completed. Employees will not remain in a BRAC status once the move is completed. More detailed information is available in the DISA Human Resources BRAC Transfer Plan and MPS Memo dated 26 Oct 06 on Leave Restoration for BRAC Affected Employees.

Will employees who choose not to transfer be eligible to participate in the Priority Placement Program (PPP) or receive severance pay?

ANSWER: PPP is an automated mandatory placement program used to match eligible employees with vacant DoD positions. DISA employees who do not accept the transfer to Ft Meade will not be eligible to be registered in the PPP. The reason employees will not be eligible for PPP is because no one will be losing their job and the transfer of positions will not be outside of the local commuting area.

Similarly, employees who decline the transfer will not be entitled to severance pay. As with the PPP, the reason employees will not be eligible for severance pay is because nobody will be losing their job; no positions are being abolished; and employees will be offered the opportunity to transfer with their job, which will not be outside of the local commuting area.

Is there any type of program that provides retraining and other forms of assistance in preparing for a job search?

ANSWER: Yes. Through the Workforce Investment Act (WIA), the Department of Labor provides funding for retraining and readjustment assistance to displaced Federal employees, including non-appropriated fund employees. In addition to retraining, the WIA provides for counseling, job testing, placement assistance, and other related support activities. This assistance is made available to employees through the appropriate state employment security agencies. Employees assigned to DoD installations approved for closure or realignment may apply for WIA assistance up to 24 months in advance of the effective date of the closure or realignment.

Will Maryland universities grant in-state status for DISA employees (and family members) located in D.C. and VA?

ANSWER: DISA employees and their family members who move to the state of Maryland as a part of the realignment of military bases will be allowed to immediately pay in-state tuition at Maryland's universities. The University System of Maryland Board of Regents agreed to allow workers, their spouses, and dependent children waivers of the 12-month residency requirement to qualify for the lower tuition rate charged to state residents.

Will part-time employees be eligible for PCS entitlements?

ANSWER: Yes. As stated in the BRAC HR Plan, the cost of PCS for relocation of employees will be paid in accordance with the DoD Joint Travel Regulation (JTR).  JTR Chapter 5, Vol 2 provides detailed information on authorizations for PCS.  DISA has determined that every permanent employee who meets the 10 mile threshold will be offered PCS entitlements, if otherwise eligible.