|
Number 04-19 |
|
In this Issue
From the Desk of Dave Snyder
Announcement of Acting Assistant G-1 for Civilian Personnel Policy Effective October 4, 2004
Pilot HR Certification Program
Military To Civilian Conversions And Modularity
Study of Position Classification Records
New Additions to myPay
Ethics Gram on Politics
WASS-CIVFORS Training Schedule for FY05
Interactive Leave Chart Through 2009
National Security Personnel System (NSPS) Update
Senior Army Workforce Management Office (SAWMO) Developmental Assignments
On a Personal Note
From the Desk of David Snyder
Those of you who know me personally know that it is rare for me to pass up an opportunity to share my thoughts with you on a wide variety of subjects, some of which even relate to civilian human resources program. So, as the date of my retirement approaches, I want to take this opportunity to say a few words of farewell and tribute to the Army civilian human resources community. I also want to share with you a few thoughts about the way ahead.
First let me say that it has been a privilege to serve this Army with so many of you in the advisory centers, operations centers, major commands, the Civilian Human Resources Agency, and Headquarters. During my tenure as the Assistant G-1 for Civilian Personnel Policy and in all the years leading up to that, I have considered myself extremely fortunate. Fortunate to have been able to work with all of you, and with our colleagues in the legal, equal employment, resource management, and information technology communities, to name a few. Together we faced some of the most challenging times for civilian human resource managers that this department has ever seen. I have truly valued our association and your contributions to the success of the Army Civilian Human Resources program. No leader can succeed without the lasting contributions of a multitude of dedicated professionals pushing toward the same goals. You have been there and done that right along with me. For that, I am profoundly grateful.
We have many accomplishments of which we can be proud. While it may not have been an easy path or a short one, those of you who have been here for the duration may agree that the journey to regional servicing has been worth it. We have gone from a manual, paper-driven system to state-of-the-art electronic personnel actions. We have reengineered our processes, developed supporting automated tools, managed workload, improved productivity, and reduced Army-wide average fill times to their lowest point in recorded memory. On top of that, we've implemented a modernized database that is unrivaled in scope or size in either the private or federal sectors
As you know, the Army and rest of the Department of Defense are about to embark on yet another journey toward the unknown as we develop, implement and administer the new National Security Personnel System. This journey promises to hold as many or even more challenges as regionalization and modernization. Similarly, as a Nation at war, the civilian human resource programs of the Army are about to be challenged and tested by other Army transformation initiatives. Among those that will have far-reaching effects on our community are the Army's drive to create modular forces and to change the way the force is reset. Other initiatives that will affect how civilian human resources are managed and administered are the senior Army workforce, the civilian education system, and the next round of base realignment and closures.
The drive for a more modular Army will result in nearly 15000 jobs performed by the military being converted to civilian positions. The resulting recruiting effort will be unprecedented. Changes to where and how troops are stationed will have significant effect on where and how civilians are stationed and the availability of a civilian labor pool to support the troops. As we implement the recommendations of the Army Training and Leader Development Panel for the civilian workforce, we will see fundamental changes in how senior civilian employees are trained, developed, assigned, promoted, and recognized for their contributions to the Army. Likewise, fundamental changes in civilian professional education and development will occur. These changes will provide an unprecedented level of professional growth opportunities within the civilian workforce. Add to this mix the implementation of the next round of base closure and realignment decisions and you have full employment for civilian human resources professionals for the next 10 to 15 years, at least. So, if you're sticking around, hang on tight, the ride is about to get interesting.
As for me, I'm looking forward to opening the next chapter in my book of life. As I'm not the type to sit still for any length of time, you're most likely to find me (if you can) working on improving (or not) my golf game, wandering the prairies and marshes of South Dakota in search of wild canards and other critters in need of being managed, or dreaming up ways to automate the housekeeping chores on my honey-do and home improvement project list.
Farewell, thank you, and may you find continued success in your future with the Army.
As most are aware, Mr. David L. Snyder will be retiring on October 2, 2004.
Effective October 4th, Ms. Elizabeth B. Throckmorton will be Acting Assistant G-1 for Civilian Personnel Policy.You may reach Ms. Throckmorton at 703-695-5701, DSN 225-5701,
or email: elizabeth.throckmorton@us.army.mil)A pilot program is being offered to provide CPAC, CPOC, CHRA/Regional, HQ, and MACOM Human Resources Specialists the opportunity to obtain the Society for Human Resources Management (SHRM) certification. This initiative is designed to enhance professionalism within our HR community as well as evaluate the value of the SHRM certification as a developmental tool. Thirty employees will be selected to participate in the pilot program from the CPOCs, CPACs, CHRA, HQDA, and MACOMs.
The program is scheduled to start in early fall and scheduled to be completed in March 2005 so those participants can take the SHRM certification examination during the testing window in May 2005. The cost of the training materials and the examination will be centrally funded by ACTEDS.
The pilot was announced to CHRA and MACOM HR Specialists with a closing date of October 1. A panel will determine which nominees will participate in the pilot during the month of October.
If this pilot is successful, we hope to extend the opportunity to obtain professional certification to more CP-10 specialists. Evaluations of the program will be done throughout the pilot to determine if this effort is worthwhile and in the Army's best interest.
For more information, contact Marian Bellis at (410) 306-1725, DSN: 458-1725, or email: marian.bellis@chra.army.mil)
(Annette Good/(703) 325-6639 or DSN 221;
Annette.Good@us.army.mil)On September 16, 2004 the acting Secretary of the Army, the Honorable R. L. Brownlee, approved conversion of 8360 military positions to civilian performance in fiscal year (FY) 2005. In December of 2003, the Office of the Secretary of Defense released Program Budget Decision 712 directing the services to convert 20,070 (10,000 Army) positions from military positions to civilian and/contractor positions. The increased operational tempo of U.S. Forces require the Department of Defense to maximize use of human resources and ensure that military personnel perform "military essential" tasks. Concurrently, the Army initiated action to build and sustain at least 10 (and potentially 15) new active component combat modular brigades. This initiative enhances Army force capabilities, reduces stress on the current force, and spreads the operational tempo over more units. The army will transition to a modular, brigade-based Army that is more responsive to regional combatant commanders' needs. As a result, the Army increased its goal of military to civilian conversions from 10,000 to 15,000. This will move an additional 5,000 soldiers to the operational units.
The Army's September 16th decision to convert 8360 military positions to civilian will help alleviate stress on the operating forces. Converting these 8360 military positions to civilian jobs is a critical link to kick-starting the additional modular brigades (rapidly deployable, self-contained units capable of full spectrum operations). Each Major Command and Army functional proponent submitted a proposed list of positions for conversion while using the inherently governmental commercial activities (IGCA) database to identify positions that were not military essential.
The Army has reserved one-half work year funds for each conversion planned for FY 05. Total allocation will be based on the MACOM average salary and civilian manpower execution. Funds for FY 05 will be allocated in the FY 05 Funding Letter. Additional funds are being programmed for FY 06-11. However, MACOMS and agencies should begin to recruit for these positions immediately. Expenditure of FY 05 funds can be controlled by managing entrance on duty dates of civilians selected for these positions.
Of the 8360 positions approved for conversion in FY 05, 1,507 are on hold pending further discussions between the applicable MACOMs and Headquarters, Department of the Army (HQDA). HQDA will notify applicable MACOMs of final decisions on the remaining 1,507 conversions.
(Eddie L. Smoot/(703) 325-8733 or DSN 221;
E-mail: eddie.smoot@us.army.mil)The Policy and Program Development Division (PPDD), Classification Team, has been conducting a large-scale consistency and data quality study of Army civilian position classification records. The study was launched to assess options for reducing the number of position records and position descriptions (PDs) and for improving classification business processes. Study results indicated that upwards of 200,000 vacant, unused, or no longer valid positions and PDs can be archived or otherwise purged from Defense Civilian Personnel Data System (DCPDS) records and the Fully Automated System for Classifcation (FASCLASS) position description library. The study also revealed a number of areas for improvement in data quality and position classification series assignments and titling practices.
The Classification Team is collaborating with PPDD's Functional Automation Branch, Program Support Division, and staff of the Civilian Human Resources Agency (CHRA) and Civilian Personnel Evaluation Agency on a phased program of action in response to the study findings. In the first phase, over 70,000 vacant, unused and/or invalid FASCLASS PDs were archived and Civilian Personnel Operations Centers were tasked with scrubbing DCPDS of at least 100,000 non-obligated, vacant positions that are outdated and/or invalid. In later phases of the effort, headquarters staffs will work with personnel officials and other stakeholders to plan business process improvements and prioritize resolution of data problems and classification issues that are significant to the integrity of the Army's position management and classification program.
(Rosann Hill/(703) 325-9228 or DSN 221;
E-mail: rosann.hill@us.army.mil)New capabilities have been implemented to myPay: Restricted Access Personal Identification Number (RAPIN). The RAPIN allows the member to provide a spouse or trusted individual with a view-only PIN. This is a great tool for deployed members.
With the RAPIN the spouse or family member can view and print the LES and W2 but CANNOT make pay changes.
- The member can set the RAPIN by signing into myPay and from the main menu and clicking on the "Personal Settings" page.
- Then, click on the "Restricted Access PIN".
- Next, input the RAPIN and provide it to your spouse/trusted individual.
- For the spouse/family member to use the RAPIN, they simply sign into myPay with the member's SSN under "LoginID" and then enter the provided RAPIN.
myPay now allows you to provide a personal email address for future correspondence. The email address will be used to keep you apprised of future events and capabilities, such as, email notification of pay changes and other items of interest. Provide your email address by setting up your "Personal Preference" page.
Don't have a myPay PIN? Go to https://mypay.dfas.mil/. Click on "Need a New PIN". Request the PIN and a temporary PIN will be sent directly to your email account.
In light of the Presidential Election this year, this ethics gram will discuss the Do's and Don'ts of political activity of federal employees. To access the questions and answers, click on Ethics Questions & Answers. Please note that while the questions are about Navy employees, the guidance applies to all Federal Employees.
In addition, please be aware that the Hatch Act prohibits the sending of politically partisan email messages while on duty. An article on the subject appears at http://www.washingtontimes.com/national/20040909-111003-7164r.htm.
The Workforce Analysis and Forecasting Office (WAFO) and the Civilian Human Resources Agency (CHRA), Training Management Division (TMD) are pleased to announce the WASS-CIVFORS training schedule for FY05.
The course dates are located on the CHRA TMD FY05 Course Schedule (http://www.chra.army.mil/catalog/fy05_sched.htm - Systems).
The course description is also located on the CHRA web site at http://www.chra.army.mil/catalog/Crs-Descr/WASS_CIV.htm.
Applicants will need to have a designated substitute from their organization identified on their application in the event that the primary is unable to attend. For additional information or questions please contact the POC below.
(Greg Wert/(410) 306-1729 or DSN 458;
E-mail: greg.wert@chra.army.mil)The attached web link provides calendars on which you can record your annual and sick leave for years 2002 through 2009. If you earn 8 hours annual leave each pay period instead of 6 hours, then change the number 6 to 8, enter your Service Computation Date (SCD), and both leave balances and it automatically calculates and tallies all balances. http://www.fedweek.com/Downloads/2003FederalLeaveCharts.xls
(Juanita Benton/(703) 325-8738 or DSN 221;
E-mail: Juanita.Benton@asamra.hoffman.army.mil)The NSPS Working Groups recently concluded a nearly 2- month effort to develop and evaluate over 200 potential design features for the Human Resources (HR) Management System. These options will be briefed to the Senior Advisory Group and will be submitted to the Overarching Integrated Product Team in mid-October for consideration and decision. Along with other related NSPS information, broad, pre-decisional HR, Labor Relations and Appeals design options may be reviewed at http://www.cpms.osd.mil/nsps/overview.html.
Initial NSPS implementation (Spiral One), is projected for July 2005. A broad cross-section of Department of Defense activities will be included.
(Tim Burcroff/(703) 325-1585 or DSN 221;
E-mail: Tim.Burcroff@us.army.mil)The Senior Army Workforce Management Office is seeking applicants for a 3 to 6 month developmental assignment that will focus on the refinement of the SAWMO concept to include the coordination of output from the Career Program Focus Group sessions with Functional Chief Representatives and other proponency offices. The ability to think strategically, with good program planning skills is a necessary attribute for the ideal candidate. Selected candidates will participate on the ground floor in this highly visible and important step into the future of how we manage the civilian workforce. The suspense for receipt of applications is 15 October 2004. See SAW CPD announcement for further information
Pam Myers (703) 325-1491, DSN 221,
E-mail pamela.ann.myers@us.army.mil)
Please Note: Publications and events offered by commercial sources are published here for the convenience of the Bulletin reader and are not endorsed by the Department of the Army.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.
(Juanita Benton/(703) 325-8738 or DSN 221;
E-mail: Juanita.Benton@asamra.hoffman.army.mil)
Editorial Policy:
The bulletin editor encourages you to share your opinions, ideas, and suggestions. Comments and feedback from both individuals and organizations are very welcome. All correspondence must have the name and location of the originator in the event there is a need to reach the author for additional information. Final approval for Publication will be made by the Chief, Operations Office. Please forward comments, suggestions, or news items for publication to Cindy Perry, the editor. Her e-mail address is Cindy.Perry@asamra.hoffman.army.mil.
OPERATIONS OFFICE
ATTN: DAPE-CP-ESO (Cindy Perry)
200 Stovall Street
Alexandria, VA 22332-0300
FAX: (703) 325-9050
DSN: 221-8739; COM (703) 325-8739
Cynthia K. Perry
Chief, Executive Support Office
This is a Functional Bulletin prepared in accordance with AR 25-30. It contains official information of importance to the Civilian personnel community of the Department of the Army. The information in this bulletin expires 60 days from the date of publication
The appearance of hyperlinks does not constitute endorsement by the U.S Army of these Web sites or the information, products or services contained therein. For other than authorized activities such as military exchanges and Morale, Welfare and Recreation sites, the U.S. Army does not exercise any editorial control over the information you find at these locations. Such links are provided consistent with the stated purpose of this DoD Web site.
Library
CPOL HOME