ASSUMPTIONS
HUMAN RESOURCES STRATEGY
MANAGEMENT TOOLS
TRANSPORTATION SUPPORT
EMPLOYEE ASSISTANCE PROGRAM
SEPARATION INCENTIVES
BENEFITS AND ENTITLEMENTS
TRAINING, EDUCATION, & DEVELOPMENT
MILITARY PERSONNEL HR STRATEGY
PROTECTING PERSONNEL & EQUIPMENT
TAKING CARE OF OUR PEOPLE
ASSUMPTIONS
Human Resource Support to Our Civilian Workforce
Every permanent employee will be offered the opportunity to transfer with his or her function. There is no Reduction-in-Force anticipated in the National Capital Region. MPS and DFAS STO will facilitate timely and effective civilian personnel support to management and to the civilian workforce, as a whole.
Development of the Human Resource Plan and Oversight of its Accomplishment
MPS1 will have primary responsibility for oversight and development of the HR plan and its accomplishments. MPS will work in coordination with DFAS STO and management to identify and facilitate the use of existing mechanisms and resources. The Plan will be updated to reflect the application of new resources or mechanisms as they become available or as they are developed and made available to meet newly identified requirements.
Transfer of Function
In accordance with Office of Personnel Management regulations, it has been determined that the relocation of the DISA Headquarters to Ft Meade, Maryland is a transfer of function. A transfer of function (TOF) occurs when work is moved from one competitive area to another or when an entire competitive area is moved to a new commuting area.
In a TOF, employees are given the option to decline, which if done, may result in the employee being separated. By memorandum dated 29 October 2008, the workforce was updated on DISA's base realignment and closure move to Ft. Meade which specifically addressed Transfer of Function (TOF), Priority Placement Program (PPP), Permanent Change of Station benefits, and severance pay.
TOF letters serve as the official notification that an employee's job is moving to Ft Meade. DISA employees will receive a TOF letter approximately one year prior to their position being relocated to Ft Meade. The receipt of letters will depend upon the scheduled move of an employee's specific organizational element. Letters began to go out to employees in early October 2009 - which is one year prior to the anticipated start of the first phase of scheduled moves (October 2010). Upon receipt of a TOF letter, employees were asked to indicate whether they intend to accept or decline the transfer. If an employee declines the transfer, recruitment to fill his or her position will begin, at some point to determined, and the employee may remain on DISA's payroll until no later than the effective date their position relocates to Ft. Meade.
PPP is an automated mandatory placement program used to match eligible employees with vacant DOD positions. DISA employees who do not accept the transfer will not be eligible to be registered in the PPP 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 that no one 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 the local commuting area.
If eligible for voluntary (optional) retirement, employees may have the option to choose Discontinued Service Retirement if declining the transfer. Employees will need to discuss this option will a Defense Finance and Accounting Service (DFAS) retirement/benefits counselor.
Equal Employment Opportunity (EEO) Services
DISA's guiding principles value diversity in the workforce and recognize the unique contribution each individual has to make. To this end, the Director, DISA has issued policy statements affirming his commitment to the goals and objectives of the Equal Employment Opportunity Program and to agency human resource management programs that promote a quality workforce that is representative of this Nation's cultural diversity and is well prepared to provide information technology support to our warfighters.
DISA is committed to the agency's Equal Employment Opportunity policies and supports goals to employ a quality, inclusive and diverse workforce in all occupations and pay levels. DISA managers and supervisors will promote good corporate conduct through a positive "value added" emphasis on affirmative action, valuing differences, managing diversity and cooperative problem solving.
Equal Employment Opportunity (EEO) services will continue through existing servicing agreements or memorandums of understanding. Employees will be instructed to direct EEO questions directly to the DISA Headquarters EEO Office.