CERPO

Engineer Pamphlet

690-2-1

Department of the Army

U.S. Army Corps of Engineers

Washington, DC 20314-1000

EP 690-2-1

1 November 1992

You, the Corps and the Future -

Employment Options Upon Reorganization

Distribution Restriction Statement

Approved for public release;

distribution is unlimited.
EP 690-2-l 

November 1992 

I I I I 

' EmplbymentOptions 

UponReorganization 

US Army Corps 

of Engineers 
FOREWORD 

The Chief of Engineers 

The reorganization of the Corps of Engineers is creating some uncertainty 

about the future for many of our Corps members. We have prepared this 

handbook to help you understand your employment options and entitlements 

if your job is affected by the Corps reorganization. 

I hope you will want to remain with the Corps, and this handbook explains 

what we will do to keep you part of the Corps team including our 

commandwide outplacement program, reimbursement for moving expenses, 

and retraining. It also discusses programs to keep you employed-in the 

Department of Defense, elsewhere in government, or in the private 

sector-if continued employment in the Corps is not possible. Finally, this 

handbook contains information about other personnel programs and benefits 

such as grade and pay retention, early retirement, and continued benefits. 

Of course, no publication can answer every question. Much of what you 

want to know will depend on your individual circumstances. For more 

specific information contact your human resources office. If you have other 

questions about the reorganization, call the Corps Reorganization Program 

Office hotline (202) 504-4053. 

I hope this handbook serves as a good source of general information and 

helps you ask the right questions to determine your role in the Corps of the 

future. 

ARTHUR E. WILLIAMS 

Lieutenant General, USA 

Commanding 
Employment Options 

YOU and the Corps of the Future 

With all this talk about reorganizing the Corps of Engineers, you-as a 

Corps employee-need to understand what the changes really mean 

and how you fit into the Corps of the future. 

To help you make the most of your career inside or outside the Corps 

of Engineers, this handbook- 

* Explains some changes in the organization and its work force. 

l Gives some hints on how to help yourself. 

l Describes several Corps programs already in place. 

Commandwide Outplacement Program 9 

Moving Expenses 12 

DA Relocation Services for Employees 14 

Retraining 17 

l Describes other government placement programs. 

DOD Priority Placement Program 19 

Defense Outplacement Referral System 22 

Reemployment Priority List 26 

Displaced Employee Program 29 

Interagency Placement Assistance Program 32 

Family Member Employment Assistance 36 

Army Career and Alumni Program 41 

l Discusses other programs you should know about. 

Reduction in Force (RIF) 

Grade and Pay Retention 

44 

54 
Discontinued Service Retirement 57 

Voluntary Early Retirement Authority 60 

Severance Pay 62 

Unemployment Compensation 64 

Continued Life and Health Insurance 66 

Leave and Retirement Refunds 69 

l Defines some of the terms and acronyms you may be hearing. 
Changes in the Organization 

The Corps of Engineers is undergoing a major reorganization for many 

reasons. Current events such as base realignments and closures, the 

end of the cold war, and increased emphasis on environmental issues 

impact on our mission. So do other factors including- 

@ Shrinking work load. 

l Fewer traditional projects. 

l Work force/work load imbalance. 

l High overhead costs. 

l Need to enhance technical expertise. 

The goal is to organize the Corps into a more flexible, cost effective, 

competent organization that can adapt quickly to new missions and 

challenges. 

A TRADITION OF CHANGE 

This is not the first time the Corps of Engineers has faced change. A 

dynamic organization, the Corps has a proud history of adapting to its 

changing missions. 

l In 1929, under the Hoover administration, the Corps realigned 

its division boundaries according to river basins. 

l In 1941 it added the military construction function to meet 

the demands of World War II and realigned its organization to 

delegate functions downward. 

R 
l In the 1950s the Corps increased its staff to meet the 

demands of new civil works projects. 

l In 1962 the Hoelscher study transferred the Corps’ military 

education and training functions to TRADOC. 

0 In 1986 the Corps adjusted to a Department of Defense 

reorganization. 

l Currently, the Corps is upgrading aging water and hydropower 

facilities; cleaning up radioactive, hazardous, and toxic wastes; 

and working for other agencies. 

WANT MORE INFORMATION? 

You and the Corps have some big decisions ahead. To help you make 

smart choices, we have prepared this handbook as part of an ongoing 

effort to keep you informed about the current reorganization. 

This handbook provides general information, but doesn’t provide 

details and can’t answer every question. Your specific circumstances 

may be unique, and laws and regulations may govern certain 

situations. Your human resources office has specialists who can 

provide individual help. 

l A companion brochure, Why Reorganize?, describes in detail 

the reasons why the Corps must reorganize. It is being mailed 

to all Corps employees at their home addresses. 

l The Corps Reorganization Program Office is preparing these 

publications to help you and your family understand the changes. 

l The Corps Reorganization Program Office also has a hotline 

that you can call with your questions and suggestions- 

(202) 504-4053. 
l Regular Corpsmail issues of the Reorganization Update offer 

the latest news on the reorganization and answers to questions 

received on the reorganization hotline. If you don’t have 

Corpsmail, check with your public affairs office to find out about 

the latest issue. 

l Private companies publish personnel guides that outline vital 

information on government employment, pay, and benefits. 

Your human resources office, admin office, or library may have 

copies. 

0 Every division and district has a Reorganization Advisory 

Committee member to help keep you informed. 

WHAT THIS HANDBOOK DOESN’T TELL YOU 

You won’t find decisions on two important issues in this handbook. 

Decisions on competitive areas and voluntary early retirement authority 

will not be made until the Corps’ reorganization plan is final. This 

information will be announced and provided to you separately. 

l The regulations on competitive areas and reduction in force 

are explained on pages 44 and 45. Specifically how they will be 

applied and how you will be affected can only be explained in 

the context of a reorganization plan, which had not been decided 

at the time this handbook was prepared. 

l Voluntary early retirement authority is discussed on page 60. 

This authority must be requested from the Office of Personnel 

Management but cannot be made until after the reorganization 

plan is announced. 

We will keep you informed of the status of both competitive areas and 

voluntary early retirement authority. 
Changes in the Work Force 

As the Corps’ missions are changing, so are its staffing needs: 

l We will need to broaden and deepen our expertise in a 

number of specialties so we can respond rapidly to changes in 

mission and workload. 

l We will need fewer employees. Some of this staff reduction 

will occur by attrition, hiring freezes, retirement, and unfilled 

vacancies. The Corps will do everything it can to keep you on 

the team. 

WHAT TO EXPECT 

In many cases jobs will not change. A few jobs will be merged or 

consolidated with others, and you may be given different 

responsibilities. Some jobs will be transferred, and you may be asked 

to move with your job to a new location. And yes, some jobs will be 

eliminated. 

Alternatives to RIF 

You may think a reduction in force (RIF) is the way employees are 

placed in jobs during a reorganization. However, it is not the only 

way. We plan to use RIF procedures only when required. Instead, our 

goal is to increase your choices and your manager’s flexibility. 

This means - 

0 Letting you say what jobs you’d like and reassigning you to 

one of them-where you are or somewhere else in the 

Corps-using the outplacement program (page 9). 
l Paying your moving expenses, including the guaranteed home 

sales provision of the relocation services program-regardless of 

your grade (page 14). 

l Helping you find a job in other federal agencies or outside the 

government, if you cannot leave your current location and we 

cannot find you another job where you are (pages 19 through 

35). 

0 Assisting you prepare your SF 171, write a resume, and use 

the automated job bank where available (page 42). 

Transfers and RIF 

Some missions and jobs will be moved and will meet the criteria for a 

transfer of function. In this case, your assignment at the new location 

will be determined by RIF regulations (page 44). 

Early Retirement 

Sometimes being separated through a RIF provides other benefits, for 

instance early retirement with a lump sum annuity. The lump 

sum-getting back the amount you paid into the retirement fund-is a 

popular benefit not normally available to federal employees. This 

benefit is currently available through 1995 (page 60). 
How to Help Yourself 

Here are some things you can do now to protect all your employment 

rights and benefits in the future. 

l Review your personnel records. (Your human resources office 

will also be updating and verifying the information in your records.) 

o Is the service computation date correct? 

0 Are your veterans or disabled veterans preferences included? 

o Are your last three performance appraisals there? 

o Does it include your performance awards and formal training? 

l Update yotir SF 171. 

l Make the hard decisions early. What kind of job will you 

accept? Are you willing to move to a new location? 

0 Be flexible. You probably have experience or training that 

can be used in other jobs. Most placement programs let you 

register for as many as five skills, provided~ you are well 

qualified. 

o Be mobile. Consider employment outside your current 

commuting area. 

l Don’t rely on only one referral service. Register in as many as 

you can. 

l Be your own career manager. Aggressively pursue as many 

options as possible. Job hunt on your own. 

l Be optimistic. People affected by a reorganization often land 

better jobs than they had before. 
HQUSACE Commandwide 

Outplacement Program 

The Corps values each of you as an important team member and is 

dedicated to placing all employees affected by downsizing in vacant 

positions located throughout the Corps of Engineers. 

ELIGIBILITY REQUIREMENTS 

You are eligible to register in this program ifl You are serving on a permanent appointment. 

l Your job performance is at least fully successful. 

l You have been identified as a potential loss. 

l You volunteer for registration so someone else identified as a 

potential loss may be retained (at your commander’s discretion). 

REGISTRATION 

l You may register for any position at your current grade for 

which you are well qualified. You are encouraged to register for 

a lower grade if it would enhance your placement opportunities. 

l You will remain registered and eligible for referral until you are 

placed or until you remove yourself from the program. 

l If you indicate a geographic preference but later decline a 

valid job offered at that location, you will not be referred there 

again. 

lIzI : 1.1 I 

9 
DISCUSSION 

l This program gives the Corps a head start on any forced 

reduction. The outplacement program offers choices that other 

federal programs cannot provide. 

l This program should not be your only option. Although our 

goal is to keep you within the Corps family, you should consider 

other placement programs such as the Department of Defense 

Priority Placement Program (page 19) and the Defense 

Outplacement Referral System (page 22). 

QUESTIONS AND ANSWERS 

Both my spouse and I are Corps employees. Are we guaranteed 

placement in the same geographic location? 

The Corps will do everything possible to help you and your spouse. 

Although we can’t make guarantees, we will work hard to place both 

of you at the same location. If jobs at your current grades are not 

available, lower graded jobs with grade/pay retention (page 54), 

retraining, or placement with other agencies or local businesses will be 

considered. Of course, our first priority will be to keep you both 

employed with the Corps. 

If I am willing to register for and accept a position lower than my 

present grade, can I retain my current salary? 

Yes, absolutely. The Corps does not intend to fuel the hardship that 

downsizing is having on our employees. It is our policy to grant pay 

and grade retention to employees accepting downgrades to positions 

as low as three grade intervals below their present grade. (See grade 

and pay retention, page 54). 

If I accept a position in another geographic area, will I receive moving 

expenses? 
Yes, ‘definitely. A permanent employee who must move will be paid 

for the relocation (page 12). 

May I be considered for a promotion through the outplacement 

program? 

No. You may only be considered for lateral reassignment or change to 

a lower grade. 

What if I am qualified in several areas? May I be referred for more 

than one occupational specialty? 

Of course. When you register in the program, your credentials will be 

reviewed thoroughly. If you are qualified for more than one field and 

wish referral, then your opportunities for placement should be 

broadened, 

What happens if I decide to turn down a job offer that I stated I was 

interested in? 

As with any program, there are some conditions that must be in place 

if we are to meet the needs of most people. You will have three 

working days to accept or decline a job offer. If you decline a valid job 

offer, you will be removed from consideration for that location so we 

can place someone else in those critical vacancies. You will, however, 

continue to be referred to jobs in other locations for which you 

register. 

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11 
Moving Expenses 

The Corps will reimburse you for moving expenses if you are asked to 

take a job that requires you ?‘J relocate. This includesl One round trip for house hunting. 

l Travel costs (including mileage and per diem for lodging and 

meals) for you and your dependents. 

l Subsistence expenses related to occupying temporary 

quarters allowance at your new location (up to 60 days). 

l Shipment of household goods (up to 18,000 pounds). 

l Temporary storage of household goods (up to 90 days). 

l Certain expenses associated with selling and buying a 

residence. 

ELIGIBILITY REQUIREMENTS 

Eligibility for specific benefits covered in the Joint Travel Regulations 

will vary for each employee based on individual circumstances such as 

marriage status, home ownership, and the timing and distance of the 

move. 

REGISTRATION 

Contact your human resources office. 

12 
DISCUSSION 

Moving expenses will be centrally funded during the Corps 

Reorganization. You may be advanced funds so you will not have to 

use personal funds. 

Note: You are on official business and should use the same care in 

incurring expenses you would use if you were on personal business. 

l YOU will not be reimbursed for expenses incurred before you 

receive your official travel orders. 

l You must agree in writing to reimburse the government for 

any relocation costs if you do not remain in the government 

service for at least 12 months after you move. 

QUESTIONS AND ANSWERS 

What is included in subsistence expenses? 

These expenses include only charges for meals (including groceries), 

lodging, fees and tips (related to meals and lodging), laundry and 

ironing, and the cost of moving household goods to furnish the 

temporary quarters. No local travel expenses will be allowed while you 

occupy temporary quarters. 

How much does the government pay if I drive to my new location? 

If you drive, you will be paid mileage. 

l 15 cents per mile if you travel alone. 

l 17 cents per mile with one family member. 

l 19 cents per mile with two family members. 

l 20 cents per mile with three or more family members. 

Usually the gove’rnment pays for lodging (maximum $40.00 per night) 

and per diem ($26.00 per day). 
Department of Army Relocation 

Services for Employees (DARSE) 

The DARSE program is an alternative to reimbursing you for real estate 

sale expenses when you move to a new location. In this program, a 

relocation service company-under contract to the Army-buys your 

primary residence. 

l The offer to buy your home is based on the current market 

value determined by independent appraisers that you select. 

l The contractor orders two appraisals. 

0 If the appraised values are within 5 percent of each other, 

they are averaged and the contractor makes an offer. 

0 If the appraised values are not within 5 percent of each 

other, the contractor orders a third appraisal. The two closest 

values are then averaged. 

l Other inspections required by the contractor, appraisers, and 

state/local laws are also performed including such things as 

septic tank, well, and radon. 

ELIGIBILITY REQUIREMENTS 

You are eligible if you fall into one of these four categories: 

l Senior executive service. 

0 Mandatory mobility agreement. 

l Management directed move--IF, base closure, transfer of 

function. 
Note: You must have. official notification before you are eligible. 

l The local commander determines that relocation services may 

be offered and that funds are available. 

You must meet all the following requirements. 

0 You must be a current government employee. 

l The relocation must be primarily in the interest of the 

government and not for your personal benefit. 

l You must have signed a service agreement. 

l You received a PCS (permanent change of station) travel 

order before you incurred moving expenses. 

Note: The program lasts for two years from your report date. A oneyear extension may be granted. 

REGISTRATION 

Your human resources office has a relocation services request form 

and will help you fill it out. It then goes to the finance and accounting 

office that will complete the paper work and obligate the funds. You 

will need the completed paperwork, the request form, and your travel 

order. 

DISCUSSION 

DARSE is sometimes confused with the Homeowners Assistance 

Program (HAP). Some of the key differences between the two 

programs arelFll ,...I 

15 
l HAP is a government program for civilians and the military. 

Only Army civilians are eligible for DARSE. 

l Benefits from HAP are triggered only by a significant decline 

in the local housing market directly caused by a Department of 

Defense action such as closure or realignment of an installation. 

We don’t expect this to happen as a result of the Corps 

reorganization. Anyone who meets the requirements on page 14 

(for example, anyone forced to move because of reorganization 

or RIF) is eligible for DARSE. 

The DARSE program also offers destination services at no cost to you 

or the Department of the Army. You don’t need official authorization 

to use destination services that includel Home finding for buyers. 

l Home finding for renters. 

l Mortgage counseling. 

For help, call PHH Homequity. Their toll free number is1-800-243-l 033 

The National Relocation Program Office has published an Employee 

Relocation Handbook, which is available from your human resources 

office. 

For further information, you may call the National Relocation Program 

Office- 

(410) 962-3166 

DSN 283-3311, extension 3166 
Retraining 

You will probably remain in a job for which you are well trained. 

However, if the best job that can be offered is an assignment in a 

related field, the Corps will provide needed retraining. 

ELIGIBILITY REQUIREMENTS 

You are eligible for retraining if you are- 

* A career or career-conditional employee. 

l Transferred to a job for which you need training to perform 

satisfactorily. 

l Interested in the job and have a related occupational skill or 

aptitude needed to complete the training satisfactorily and in a 

reasonable amount of time. 

DISCUSSION 

l You must be.reassigned to or identified for your new job 

before any training is scheduled. 

0 You must be willing to relocate to the new job for which you 

are being trained. 

l Training may be conducted during duty hours, nonduty hours, 

or both. 

l Department of Defense training resources will be used when 

available. 

R3 :.,m: 

17 
l The Job Training Partnership Act (JTPA) will provide 

retraining and readjustment assistance for federal employees 

who have lost their jobs or received a notice of separation or 

expected separation. 

o Assistance includes retraining for jobs outside the federal 

government as well as counseling, testing, and placement 

help. 

o The Department of Labor administers this program through 

the 50 states. 

o Local agencies, which vary by state, provide the services. 

QUESTIONS AND ANSWERS 

Who has the responsibility for retraining me- the organization l*m 

working for now or the office where my new job will be? 

Retraining is a joint responsibility of both offices. Your old 

organization is responsible for getting the ball rolling. Both 

organizations will determine specific training needs, sources, and 

scheduling. During the Corps reorganization we plan to centrally fund 

the cost of retraining. 

If I am eligible for retraining, how do I find out how and where to get 

help? 

As the Corps reorganization is implemented, Headquarters will provide 

more information through your local human resources office. 
Department of Defense Priority 

Placement Program (PPP) 

The Department of Defense Priority Placement Program is a 

computerized, worldwide referral program. It places people affected 

by changing manpower requirements in other Department of Defense 

positions. 

Every eligible Corps employee will be registered as early as possible in 

the Department of Defense Priority Placement Program. 

ELIGIBILITY REQUIREMENTS 

You are eligible to register in this program if- 

@ You are a displaced or potentially displaced employee with 

career or career-conditional status, or 

l You are an excepted service employee with career or careerconditional status, and 

l Your conduct is acceptable and your job performance is at 

least fully successful. 

REGISTRATION 

You ,may register at your human resources office for referral to 

Department of Defense activities within the United States and Puerto 

Rico if you are to be- 

* Separated by reduction in force. 

l Furloughed for six months or more. 

m 

:.,a: 

19 
l Demoted by reduction in force. 

l Separated because you declined a transfer outside your 

commuting area and are not on a mobility agreement. 

l Completing a tour of duty in a foreign area, territory, 

possession, Alaska, or Hawaii. 

DISCUSSION 

l You are eligible for the Priority Placement Program while you 

are still employed. 

l Registration is mandatory during the notice period and for one 

year from separation if you are entitled to severance pay. 

l The. program places you in positions for which you are 

“sufficiently well qualified” to help assure successful 

assignments. 

QUESTIONS AND ANSWERS 

What is a stopper list? 

The stopper list is a computerized list of people eligible for referral 

under the Department of Defense Priority Placement Program. It is 

updated every two weeks and sent to all human resources offices in 

the Department of Defense. As agencies report vacancies, individuals 

on the stopper list are matched with the positions. When a well 

qualified employee matches an appropriate job, the agency with the 

vacancy will make a job offer. 

Can I register in the Priority Placement Program for referral to positions 

in a different series and grade? 

20 
Yes. You can register for up to five skills if you are well qualified and 

meet the appropriate Office of Personnel Management qualification 

standards. You cannot register for referral for any positions higher 

than your current grade or three grades lower than your current grade. 

Can I register if I am an excepted service employee without 

competitive status? 

Yes. However, you must indicate “Available for Excepted Service 

Positions Only” on the registration form. 

I am a part-time employee. Am I eligible to register? 

Yes, if you meet the eligibility requirements. This includes full-time, 

part-time, intermittent, seasonal, or on-call employees with status. 

If I am a full-time employee and I decline a part-time position offered 

under RIF procedures or transfer of function out of my area, do I lose 

my eligibility for registration 7 

No. You will still be registered as if you had not received the offer for 

part-time work. 

Have many people been placed by the Priority Placement Program? 

Yes. The program placed 8,993 Department of Defense employees in 

1990-91, and more than 100,000 since its beginning in 1965. 

21 
Defense Outplacement Referral 

System (DORS) 

The Defense Outplacement Referral System is a voluntary program 

managed by the Department of Defense and the Office of Personnel 

Management. 

This automated referral system matches both military and civilian 

employees and their spouses with vacancies in federal agencies, state 

and local governments, and the private sector. 

This program provides additional placement opportunities because you 

can register in DORS before you are eligible for the Priority Placement 

Program (page 19). 

ELIGIBILITY REQUIREMENTS 

You are eligible to register in this program ifl You may be adversely affected by downsizing (base closure, 

realignment, or RIF). 

l You are seeking employment elsewhere, even if you are not 

being affected by downsizing. 

l You are the spouse of someone adversely affected by 

downsizing. 

l Your spouse has registered for placement outside your 

geographic area. 
REGISTRATION 

l Although registration is not required, we recommend that you 

participate in this program. 

l If you register, you should be ready to consider seriously any 

offers made to you through the program. 

DISCUSSION 

l You may register for positions at your current grade level but 

no more than three grades below. 

l You may register for up to five skills. 

l You and your spouse may register simultaneously for the 

same geographic area. 

l Your local human resources office will counsel you and your 

spouse on available options and will help you register. This 

office will receive any official offers of employment. 

l Registration continues until0 You take yourself off the automated referral list. 

o You accept an offer of permanent employment. 

0 One year has passed from your date of separation by RIF. 

o You decline a valid offer within your commuting area after 

you register in the Priority Placement Program. (Before you 

register in the Priority Placement Program, you may decline 

offers without penalty or removal). 

Note: If you decline a valid offer outside your commuting 

area after you register in the Priority Placement Program, you 

23 
w(ll remain on the register for placement to federal agencies 

within your commuting area. 

QUESTIONS AND ANSWERS 

Is DORS a substitute for the Priority Placement Program IPPPI 

No. DORS is a voluntary referral system to federal agencies and the 

private sector. It does not require mandatory placement. PPF is a 

mandatory placement program within Department of Defense 

activities. 

Do /have to accept the first job offer made to me? 

No. Before receiving a specific RIF notice and registering in PPP, you 

may decline.any offer without penalty or removal from the list. 

Can I select individual federal agencies or specific companies in the 

private set tor? 

No. However, you can limit the geographic area for referral. Before 

the RIF period you can decline an offer without penalty or removal 

from the list. 

If I accept an offer outside my commuting area, will moving expenses 

be paid? 

Payment of your moving expenses is not guaranteed. 

0 If you accept a position with any federal agency, the 

Department of Defense may pay expenses, depending on 

whether your organization is undergoing a reduction or is closing. 

In some cases, the gaining agency may choose to pay expenses. 
o If you accept a position in the private sector, the Department 

of Defense cannot pay moving expenses. 

Can I make changes to my DORS registration? 

Yes. You can change your DORS registration at any time. Also, after 

you register in the Priority Placement Program, your human resources 

office may make changes to comply with the requirements of that 

program. You will be notified of any changes. 

If I accept a temporary appointment, can I remain active in DORS? 

Yes, if the position is with a Department of Defense activity. No, if 

you accept a temporary position with another federal agency or the 

private sector. 

If my spouse has never worked for the government, for what positions 

and grades can he/she register? 

Your human resources office will counsel your spouse, help select up 

to five skills, and determine the appropriate grade level. 

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25 
Reemployment Priority List (RPL) 

A reemployment priority list includes employees who were separated 

by a RIF. The Corps will0 Put all career and career-conditional employees separated by a 

RIF on this list for referral to positions within the Department of 

Defense and in the local commuting area. 

l Give former employees on this list priority consideration over 

most outside applicants for job vacancies that may occur. 

ELIGIBILITY REQUIREMENTS 

You will be entered on the reemployment priority list if- 

@ You are a career or career-conditional employee who has 

received a RIF notice that you will be separated. 

l You have received at least a fully successful performance 

appraisal on your current annual performance rating. 

l You have not declined an official offer of a permanent 

competitive position at your same grade or salary through the 

RIF being conducted at your activity. 

REGISTRATION 

Contact your human resources office. 
DISCUSSION 

l A reemployment priority list will be established for each 

commuting area. 

l You can be placed on the list the day after you receive a RIF 

notice, but no later than 30 days after the RIF separation date. 

l You are eligible for the list foro Two years from the date of registration if you are a career 

employee. 

o One year from the date of registration if you are a careerconditional employee. 

l You are eligible for consideration over most outside 

candidates for permanent and temporary vacancies-for which 

you are qualified and available-in your commuting area. 

QUESTIONS AND ANSWERS 

Can I be entered onto the reemployment priority list for positions that 

are not in my current series and grade? 

Yes. To give you proper consideration and to operate the reemployment priority list as efficiently as possible, your activity may ask you 

to indicate other jobs at the same salary that you would accept. This 

lets you specify the grades and job series that you are interested in 

and for which you are qualified. 

Can my name be eliminated from the list for any reasons, or am I 

guaranteed referral for my entire period of eligibility (two years for 

career/one year for career-conditional employees)? 

27 
Your name can be removed from the list for several reasons if you- 

* Request it. 

l Decline a position at a salary no lower than what you had 

when you were separated. 

l Accept a permanent reemployment in the Corps or a different 

agency. 

0 Fail to respond to a specific job offer at the appropriate grade. 

I live in a large metropolitan area. Since the location of some Corps 

components will require extensive commuting, am I still required to 

accept an offer of employment anywhere in this commuting area? 

No. If your activity is in a large commuting area such as Washington, 

DC, Los Angeles, or Chicago, the Corps will let you indicate your 

availability for only certain subareas within the total commuting area. 

However, be prepared to accept a valid offer of employment in any 

subareas if you indicated you were available. 
Displaced Employee Program (DEP) 

The Displaced Employee Program helps employees find jobs in other 

federal agencies including the Department of Defense. Qualified 

displaced employees will be automatically considered by federal 

agencies filling vacancies from the Office of Personnel Management 

applicant lists. 

If you qualify for this program, your application will be referred ahead 

of other candidates. Referrals may be at or below your current grade. 

ELIGIBILITY REQUIREMENTS 

You are eligible to register in this program if- 

* You are a career or career-conditional employee. 

l You are an excepted service employee with competitive 

status (but not under Schedule C). 

0 You have received a specific RIF notice. 

0 You declined to transfer with your function to another 

commuting area. 

0 You declined to accept a new assignment in another 

commuting area. 

REGISTRATION 

l You may register for positions at or below the grade you held 

when you were separated. 

m :a,,: 

29 
0 You may register for positions if you meet the current Office 

of Personnel Management qualification standards. 

DISCUSSION 

l You are eligible for this program foro Two years if you are a career employee. 

0 One year if you are a career-conditional employee. 

l This eligibility runs from the date of separation or from the 

date you entered the program, whichever is later. 

l If you accept a permanent federal job, eligibility ends. 

l If you accept a temporary federal job, eligibility continues and 

placement help will continue. 

QUESTIONS AND ANSWERS 

Can I register for DEP placement in geographic areas outside my 

commuting area? 

Yes. You may enroll for any geographic area where the Office of 

Personnel Management provides service. However, if you decline to 

transfer with your function or decline an assignment to another 

commuting area, you are eligible for DEP assistance only in the 

commuting area where you live. 

Is there a time limit for applying for assistance through the Displaced 

Employee Program? 

Yes. You may apply as soon as you receive an official RIF notice or 

other notice of displacement but not later than 90 days after you have 

been separated. 
If I am placed through the Displaced Employee Program, am I entitled 

to my highest previous salary? 

Agencies are not required to match your previous salary. They may 

offer you the entrance salary of the grade rather than the step you 

previously held. 

Can I be dropped from this program if I decline an offer out of my 

geographic area? 

Yes. But be realistic when choosing geographic areas where you will 

accept a job. If you decline a permanent job offer under conditions 

that your application showed you would accept, you will no longer be 

eligible for referral assistance. 
Interagency Placement Assistance 

Program (IPAP) 

The Office of Personnel Management administers the nationwide 

Interagency Placement Assistance Program to give priority referral to 

other agencies. Because it goes into effect before a RIF action, it 

helps you find new employment before you are separated. 

ELIGIBILITY REQUIREMENTS 

You are eligible to register in this program ifl You are a career or career-conditional employee, or 

l You are an excepted service employee with or without 

competitive status, or 

l You are serving an appointment not limited to one year or 

less, and 

l You have been identified as a potential loss under one of the 

following conditions: 

0 Your position is scheduled to be abolished. 

o Your activity is undergoing an efficiency (contracting out) 

study and solicitation of bids has begun. 

0 You are liable to be separated in a RIF because a higher 

standing employee whose job was abolished can bump or 

retreat into your position. 
REGISTRATION 

You can register in this program before any RIF, as soon as you meet 

the eligibility requirements. 

You can receive placement assistance for 120 days after you register. 

l After each 120-day period, your agency must notify the 

Office of Personnel Management if you still face losing your job 

through a RIF. If so, you are eligible for another 120 days. 

l These increments will continue until you are placed or are no 

longer eligible. 

DISCUSSION 

l This program provides nationwide placement opportunities in 

all federal agencies before official RIF notification. 

l This program provides placement assistance for vacancies at 

or below your current grade level in agencies that are filling 

positions through Office of Personnel Management registers, 

delegated examining authority, special recruiting, or direct hire 

authority. 

QUESTIONS AND ANSWERS 

How does the interagency Placement Assistance Program differ from 

the Displaced Employee Program? 

Both the Displaced Employee Program and the Interagency Placement 

Assistance Program are administered by the Office of Personnel 

Management. They are essentially alike in how they operate except 

that: 

m 

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33 
l IPAP is opened to both employees who are on competitive 

and excepted service appointments. 

l IPAP is a pre-RIF program that lets you enroll before 

separation. You can enroll in DEP only after you have received 

an actual notice of separation by RIF. 

l IPAP registration is effective for renewable periods of 120 

days until you are no longer eligible. DEP registration is effective 

for two years for career employees and one year for careerconditional employees. 

l Both programs offer placement assistance for employees 

losing their jobs because of a RIF or because they declined a 

transfer of function out of the commuting area. DEP also offers 

assistance to employees separated or furloughed because of a 

compensable injury or because they have applied for an annuity, 

retired under the discontinued service provision, or retired due to 

disability. 

How do I register in IPA P? 

Your human resources office will help you register. This office assists 

you with the required registration forms, assures the forms are 

completed accurately, and sends your registration package to the 

appropriate personnel management offices or agencies with delegated 

examining authority. 

I am an excepted service employee who will be separated by RIF. Can 

I be placed through IPAP in a competitive service position? 

If you are an excepted service employee who holds competitive status 

(for example, you previously held competitive status before accepting 

an excepted appointment without a break in service) you may be 

referred for competitive service positions. However, if you hold an 

excepted service appointment and do not have competitive status, you 

can be referred only for other excepted service jobs. 

34 
If I accept a permanent job outside the federal service, can I continue 

to be referred for federal jobs through IPAP? 

No. If you accept a permanent job offer outside the federal service, 

you are no longer eligible for referral through IPAP. 

Can I register for job placement opportunities outside my commuting 

area? 

Yes. Placement assistance for both IPAP and DEP is available through 

Office of Personnel Management offices nationwide unless you have 

already declined a transfer of function or reassignment outside your 

commuting area. 
Family Member Employment 

Assistance 

These programs help family members who are relocating because their 

military or civilian sponsor changes permanent duty station. 

Note: Although there are many employment initiatives available to 

assist relocating families, the number of people seeking employment 

normally far outnumbers the actual job opportunities. 

ELIGIBILITY REQUIREMENTS 

Eligibility requirements vary for different programs. See the discussion 

below. You should contact your local human resources office for 

complete details on your eligibility. 

REGISTRATION 

Registration requirements also vary for different programs. See the 

discussion below. Your local human resources office will help you 

register. 

DISCUSSION 

The Department of the Army has incorporated several employment 

initiatives into its family member employment program. 

l Family Member Employment Assistance Program (FMEAP). 

The human resources office and the Army Community Services 

work together to provide family members with a full range of 

services including: 

0 Local federal and nonfederal employment information. 

36 
0 Individualized career counseling. 

o Help completing employment applications. 

0 Job skills training information and classes. 

o Educational opportunities information. 

o Job search and personal development workshops. 

Family members should use these services before leaving an area 

and after arriving at the new location. 

l Hiring Preference. 

0 Military Spouse Preference. Military spouses relocating 

because of permanent change in duty station (not separation 

or retirement) are eligible for employment preferences in the 

Department of Defense at grades GS-1 through GS-15. 

0 Family Member Preference. Family members of military 

and civilian sponsors are eligible for hiring preferences in 

overseas areas. Contact the human resources office in the 

overseas area for additional eligibility information. 

l Noncompetitive Appointment. Under Executive Order 12721, 

family members may be noncompetitively appointed (they do not 

have to apply through the Office of Personnel Management) in 

the competitive service to any position in the United States if 

they meet all qualifications and time-in-grade restrictions. 

l Priority Placement Program. Family members are eligible for 

several programs under the Department of Defense Priority 

Placement Program. 

lFll ;a,.: 

37 
0 DOD Program. Family members of Department of Defense 

personnel who have competitive status and are located in 

Alaska, Hawaii, or overseas may register in the program for 

placement in the United States. In addition, family members 

who are employed overseas and family members who are 

former employees that meet the appointment eligibility of 

Executive Order 12721 also may register for placement in the 

United States. 

0 DA Family Member Program. Current Department of the 

Army employees who are family members of Department of 

the Army civilian or military personnel, have personal 

competitive status, and are accompanying or joining their 

sponsor on a permanent duty station move from one 

Department of the Army activity to another in the United 

States may register for a maximum of one year. 

0 DOD Military Spouse Preference Program. This program is 

the only way an eligible spouse of active duty military will be 

offered priority referral for competitive positions in the United 

States at Department of Defense activities within the 

commuting area of the duty station of the military sponsor. 

l Family Member Counseling. The Department of the Army 

provides family members with accurate and supportive 

information needed to make a smooth transition from one 

location to another. 

0 Employment Information Sheets. The Department of the 

Army has prepared detailed information sheets for each 

Department of the Army human resources office. These sheets 

provide information about Army employment, names of other 

federal agencies in the commuting area, and information about 

nonfederal personnel offices. You can get copies of the 

information sheets from your human resources office. 

l Training Resource Access Information Network (TRAIN). 

Employment information is also available through this network, 
an automated system located in most human resources offices in 

the United States. 

l Leave without Pay (LWOP). 

o Family members with status can be granted leave without 

pay for a minimum of SO days to relocate with a sponsor to a 

new duty location. This allows the family member to obtain 

employment without a break in service. Extensions beyond 

the initial period may be granted if the family member does 

not find employment immediately. 

0 Overseas family members serving on family member 

appointments who accompany their sponsors to a new duty 

station also can be granted leave without pay. 

QUESTIONS AND ANSWERS 

Is there a hiring preference for spouses of civilian sponsors? 

No. Congress is considering proposed legislation to expand military 

spouse preference to certain civilian spouses. If the legislation is 

enacted, Department of Defense civilian spouses who are on 

mandatory mobility agreements or relocating to/from an overseas 

assignment will get the same preference currently given to military 

spouses. 

My spouse does not work for the federal government. What 

assistance is available to help with our relocation? 

Your spouse can get assistance in finding nonfederal employment 

through the Family Member Employment Assistance Program (FMEAP) 

and through the Army Career and Alumni Program (ACAP). Both 

programs provide job search information and individualized career 

assistance and counseling. 

m ,.,a: 

39 
My son worked for the federal government while I was assigned 

overseas. Is he entitled to a job with the government now that we 

have returned to the United States? 

Although your son would not be entitled to a job, he may be 

noncompetitively appointed to the competitive service in the United 

States if0 He is a United States citizen or owes allegiance to the United 

States. 

o He worked 12 months in an appropriated fund position under 

an overseas local hire appointment within any 1 O-year period 

beginning 1 January 1980. 

o You were officially assigned to the overseas area during the 

12-month period of service. 

0 He accompanied or joined you on your official assignment 

overseas. 

0 He was appointed within three years of returning to the 

United States or before 1 January 1994. 

Note: The 7 January 1994 period of eligibility is meant to 

benefit all family members-including those who have never met 

the previous requirement and those whose eligibility has since 

expired. Contact your local human resources office to determine 

the period of eligibility. 
Army Career and Alumni Program 

(ACAP) 

The Army Career and Alumni Program provides transition and job 

assistance. It helps develop an individual transition plan and provides 

counseling on the effects of career change. 

The program also provides individual career counseling, resume 

preparation, access to national employers, and referral to other job 

assistance agencies. 

ELIGIBILITY REQUIREMENTS 

To receive ACAP services, you must be planning to leave the federal 

government. Separation can be voluntary or involuntary. 

l Voluntary separations include Department of the Army 

civilians who leave the federal service because of retirement or 

voluntary resignation. 

l Involuntary separations include reduction in force, transfer of 

function, or base realignment and closure. 

You are not eligible if you are separated for personal cause. This 

includes separation because of (or to avoid) formal disciplinary action 

due to performance or conduct. 

REGISTRATION 

Contact your human resources office for information. 

m ,*,a: 

41 
DISCUSSION 

The Corps is working with the Army Career and Alumni Program to 

provide services at Corps locations affected by the reorganization. 

This may include setting up ACAP offices at divisions and districts. 

(There are already over 60 offices at Army installations.) 

The offices have an automated job assistance center with thousands 

of potential employers listed in an Army employer network. 

The offices also provide individual counseling and workshops to help 

you- 

* Establish realistic career goals and objectives. 

l Prepare an effective resume. 

l Network and follow-up job opportunities. 

l Improve interview techniques. 

l Negotiate pay and benefits. 

l Write letters and improve telephone techniques. 

l Evaluate strategies. 

QUESTIONS AND ANSWERS 

Since this program is for both military and civilians, who has priority? 

A priority order helps schedule services and make the best use of 

available resources. Priorities are based on the need for services and 

length of time remaining before separation, not on whether you are 

military of civilian. 

It includes Army military and civilian service members and their family 

who are42 
- 

Priority 1. Projected to separate within 90 days. 

Priority 2. Projected to separate within 91 to 120 days. 

Priority 3. Projected to separate within 121 to 180 days. 

Priority 4. Moving voluntarily and projected to separate within 

more than 180 days. 

Non-Army Department of Defense personnel serviced by Army 

installations or activities also fall into priority 4. 

Do I have to take leave to participate in any of the workshops or 

seminars presented by ACAP? 

No. Army civilians may be authorized excused absence to use ACAP 

services. 

My spouse needs help finding a job. Can my spouse use ACAP 

services if I may be leaving federal service? 

Yes. Family members are eligible for these services if the sponsor 

looking for employment is also participating. 

IEj o*.l: 

43 
Reduction in Force (RIF) 

A reduction in force is a process an organization may use to reduce the 

number of positions or employees in its work force. Your job may be 

affected by a RIF for several reasons: 

l Lack of work. 

l Shortage of funds. 

l Insufficient personnel ceiling. 

l Reorganization. 

l A former employee is exercising his reemployment or 

restoration wrights. 

l Reclassification of your position due to erosion of duties that 

occurs within 180 days of a formally announced RIF. 

ALTERNATIVES TO A RIF 

The Corps will use a RIF only when required. We will first use all other 

possible ways to restructure our work force. These include: 

l Attrition. 

l Freeze or limited hiring and promotion. 

l Separation of temporary employees or reemployed annuitants. 

0 Corps of Engineers and Department of Defense outplacement 

programs (pages 9 and 22). 

l Voluntary Early Retirement (page 60). 
If a RIF becomes the only remaining option, the Corps willl Determine which jobs are essential to accomplish its mission. 

l Determine which jobs will be abolished. 

l Determine which employees about to lose their jobs have 

rights to other positions (bumping/retreating). 

l Issue notices to employees at least 60 days before the RIF 

takes effect. 

l Help employees find other jobs. 

COMPETITIVE AREA 

The competitive area is the area in which you will compete for jobs. 

The competitive area will be- 

* Geographic. 

l Organizational. 

For example, if you work at the North Pacific Division, you will not be 

in the same competitive area as someone who works at the Portland 

District, even though both are in Portland, Oregon. This is because the 

organizations have different missions. 

Competitive areas can be changed, but should be in effect at least SO 

days before a RIF-less than SO days requires OPM approval. 

COMPETITIVE LEVELS 

All employees in a competitive area are grouped into competitive 

levels. 

Ii3 :.,a: 

45 
l Each level consists of positions at the same grade that are so 

similar the positions are interchangeable. Similarities includeo Duties. 

0 Responsibilities. 

0 Pay schedule. 

0 Experience, training, and skill requirements. 

l A competitive level may consist of many positions, only a 

few, or only one job. That means a position that is highly 

specialized and not interchangeable with any other positions is 

put in a competitive level by itself. 

l Every position in a competitive area must be assigned a 

competitive level. 

l During a RIF, the names of all employees in a competitive 

level are listed on a retention register in the order of their 

retention standing. 

RETENTION STANDING 

Your assignment rights are determined by your retention standing in 

the competitive area and competitive level. Four factors, established 

by law, affect your retention standingl Tenure group. 

l Veterans preference. 

l Length of service (military and civilian). 

l Performance ratings. 
Tenure Group. The type of appointment (tenure) determines the group 

you will be ranked in on a retention register. The three groups in a 

competitive service are: 

Group I Career employees not serving a probationary period 

for initial appointment. 

Group II Career employees serving a probationary period for 

initial appointment and career-conditional employees. 

Group Ill Indefinite, term, and status quo employees; 

employees serving under temporary* appointments 

pending establishment of a register (TAPER); and 

employees under any nonstatus, nontemporary 

appointment. 

‘An employee serving under a temporary 

appointment with a specific time limit is not in group 

Ill and is not a competing employee in a RIF. 

Excepted service employees are similarly grouped but do not compete 

with employees in the competitive service. 

Veterans Preference. Each of the above groups is divided into three 

subgroups: 

AD Veterans with 30 percent or more service-connected 

compensable disability. 

A Veterans not in AD. 

B All other employees. 

Note: If you are eligible for veterans preference and are a retired 

member of a uniformed service, you must meet further conditions 60 

be considered a veteran for RIF purposes. 

m 

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47 
Length of Service. Within each subgroup, you will be ranked by your 

service computation date. Employees with the most years of total 

federal service (civilian and military) will be listed first. 

Performance Ratings. You will be given additional service credit based 

on the average of your last three annual performance ratings received 

during the four years before a RIF notice. If you have not received 

three appraisals in the last four years, the missing appraisals are 

assumed to be fully successful. 

Additional service credit will be added to your service computation 

date for each rating that isExceptional 20 years 

Highly successful 16 years 

Fully successful 12 years 

Minimally acceptable 0 years 

Unsatisfactory 0 years 

For example, if your last three performance ratings were fully 

successful (12), fully successful (12) and highly successful (161, you 

would receive credit for 14 years of additional service. 

12 + 12 + 16 = 40 

40 + 3 = 13.3 (rounded up = 14 years) 
RETENTION REGISTER 

Employees in a competitive level are ranked on a retention register-in 

order of adjusted length of service-as follows: 

I-AD Disabled veterans on career appointments. 

I-A Other veterans on career appointments. 

I-B 

II-AD 

Nonveterans on career appointments. 

Disabled veterans on career-conditional appointments 

or serving probationary periods (except supervisors or 

managers). 

II-A Other veterans on career-conditional appointments or 

serving probationary periods. 

II-B Nonveterans on career-conditional appointments or 

serving probationary periods. 

For example: 

Performance 
ASSIGNMENT RIGHTS 

In first round competition, you have assignment rights in your own 

competitive level. According to RIF regulationsl Each employee in groups I and II who has a current annual 

performance rating of marginal or higher has assignment rights 

and remains in competition for positions. 

l Each employee in group III or with a current annual 

performance rating of “unacceptable” has no assignment rights. 

BUMPING AND RETREATING 

In second round competition, you have assignment rights for jobs in 

other competitive levels. This process is called bumping and 

retreating. 

If you are in group I or II, you cannot be demoted, separated or 

furloughed if you qualify for a job in some other competitive level 

occupied by someone you can displace by bumping or retreating. 

Bumping. You may bump someone in a lower subgroup at your same 

or lower grade. For example: 

l An employee in subgroup I-A may bump someone in I-B or 

anyone in group II or III but may not bump another person in 

group I-A. 

l An employee in group I-B may bump someone in group II or Ill 

but not another I-B. 

l An employee in group II-A may bump someone in II-B or 

anyone in group III but not another II-A. 

0 An employee in group III may not bump another employee. 
You may bump someone, even if that person has more service than 

you. For example, a veteran on a career appointment with 5 years of 

service can bump a nonveteran on a career appointment with 30 years 

of service. 

If you are bumping into a different type of position, you must meet the 

job qualifications-including positive education requirements-and 

must move into the duties and responsibilities of the job without any 

undue disruption of the activity. 

Retreating. You may retreat back to a job you once held and were 

promoted from or through-or a job substantially the same. You can 

retreat to that job if you are qualified, if it is occupied by someone in 

the same subgroup, and if you have longer service than the person 

who now occupies the job. 

The theorybehind retreating is that you would have been safe from a 

reduction in force if you had not been promoted. Therefore, you 

should not be laid off just because you were good enough to be 

promo ted. 

EMPLOYEE NOTICES 

You are entitled to a 60-day notice if you are being released from your 

competitive level. The notice must be in writing and must explain all 

your rights concerning the proposed action-including your right to file 

a grievance or appeal. 

A general notice may be issued advising all employees that a RIF 

action may be necessary although the activity has not yet determined 

the specific action to be taken. 

m ,*,a: 

51 
TRANSFER OF FUNCTION 

A transfer of function occurs when a continuing function is moved to 

another competitive, area or when an entire competitive area is moved 

to another commuting area. 

Note: A transfer of work is not a transfer of function if the function is 

already being performed in the other competitive area. 

For example, it is a transfer of function if the military construction 

function of District A is transferred to District B, which does not have 

a military construction function. It is not a transfer of function if the 

planning function of District X is transferred to District Y, which 

already has a planning function. Even though District Y would be 

getting more work, it would not be getting a new function. 

What is important about the difference? Transfer of function 

provisions deal with your right to accompany your work when it is 

moved to a different competitive area or geographic location. RIF 

regulations govern the following: 

When a transfer of work is a transfer of function- 

@ You have the right to move with your work if the alternative 

at your current location is separation or downgrading. 

l If the new location has more employees than needed to do 

the work, everyone identified for transfer competes for existing 

jobs with employees already in that competitive area. 

l If you decline to transfer with your function, you cannot 

bump or retreat into positions that may remain at your current 

location-again, according to RIF regulations. However, if a RIF 

is being conducted there for other reasons, you may be included 

in the RIF. 
When a transfer of work is NOT a transfer of function - 

0 You do not have any right to jobs at the new location. 

0 Instead of being filled by RIF regulations, the transferred jobs 

and existing vacancies created by attrition can be filled through 

outplacement programs. The primary program for placement under 

these circumstances in the Corps is explained on page 9. 
Grade and Pay Rete~ntion 

Grade retention lets you keep your current grade for two years after 

you accept another position at a lower grade because of a RIF. 

Pay retention, often called “saved pay,” lets you keep your current rate 

of basic pay if you accept a lower paying position because of 

management actions not due to an official RIF. It is effective until 

your new pay catches up. 

ELIGIBILITY REQUIREMENTS 

l Grade retention is used if you are on a permanent 

appointment and have served for at least 52 consecutive weeks 

at a,grade higher than the new position. Grade retention ends 

after0 The two-year period is completed. 

0 You are placed at the same or a higher grade level than the 

previous grade. 

0 You decline a placement offer. 

0 You are placed at a lower grade for cause or at your 

request. 

l Pay retention is used if you do not meet the 52-week 

condition for grade retention or if you decline to transfer with 

your position. Its primary use is for situations not associated 

with RlFs or reorganizations. You are also eligible for pay 

retention when grade retention expires. Pay retention ends 

when the rate of pay of the new position is equal to or greater 

than the pay of your previous position. 
DISCUSSION 

l Grade retention will be used to determine your pay and 

calculate retirement, life insurance, promotion, and training 

benefits. 

o You will receive within-grade increases, cost-of-living 

increases, special rate pay, overtime, and performance awards 

based on the retained grade. 

o After the two-year period, your pay will be recomputed 

according to pay retention rules. 

l Pay retention applies when your current rate of pay exceeds 

the highest amount for the top step of the new grade. If your 

current rate of pay does not exceed the top step of the new 

grade, your pay will be set at the step in the new grade that 

equa.ls or exceeds your current rate of pay. 

o If your current rate of pay exceeds the highest rate of pay 

for the new grade, you will retain your current salary as long 

as it is less than 150 percent of your new grade. 

o You will then receive 50 percent of any future general pay 

increases until your pay equals the 10th step of the grade. 

QUESTIONS AND ANSWERS 

If I accept a job through the DOD Priority Placement Program or the 

Corps Outplacement Program, will I get grade or pay retention? 

Yes, as long as you meet the general eligibility requirements. 

Can I retain my grade if I accept an offer from another Department of 

Defense activity in my home town or from a nearby Army installation? 

m :.,a: 

55 
If you receive a RIF notice proposing a change to a lower grade or 

separation, you can retain your grade throughout the Department of 

Defense if the position you accept is at or above the grade level 

offered in the RIF notice. If the position is at a grade lower than that 

offered in your notice, the hiring organization may authorize grade 

retention if management determines that placement in the position is in 

the government’s interest. 

Can I get grade retention for volunteering for a lower grade even 

though I am not personally being affected by the RIF and 

reorganization at my activity? 

Yes, if management determines that your change to a lower grade 

would place you in a more suitable position and would reduce the 

impact of the RIF on other employees. 
Discontinued Service Retirement 

All eligible employees are entitled to discontinued service retirement. 

ELIGIBILITY REQUIREMENTS 

If you are covered under the Civil Service Retirement System (CSRS) 

you must- 

* Be scheduled for involuntary separation because of a RIF. 

l Be 50 years old and have 20 years of creditable service 

(including 5 years of civilian service) or 

0 Have completed 25 years of creditable service (including 5 

years’ of civilian service) regardless of your age. 

Note: In either case, you must have been employed under the 

retirement system for at least one of the last two years 

immediately before your separation. 

If you are covered under the Federal Employees Retirement System 

(FERS) you mustl Be scheduled for involuntary separation because of a RIF. 

l Be 50 years old and have 20 years of creditable service or 

l Have completed 25 years of creditable service regardless of 

your age. 

Note: You will not receive the special retirement supplement 

LSRSI until you reach the minimum retirement age. The special 

retirement supplement is approximately the portion of a full 

career social security benefit earned while under FERS. It ends 

m a.,.: 

57 
when you reach age 62 when social security benefits first 

become available. 

REGISTRATION 

For information about your retirement eligibility or estimates of annuity 

payments, contact your human resources office. 

DISCUSSION 

l Annuity payments begin immediately after you retire. 

l You may choose a lump-sum payment of your retirement 

deductions in addition to annuity payments. 

QUESTIONS AND ANSWERS 

I temporarily left the federal service back in the 1960s and received e 

refund of my retirement deductions. Does this affect my retirement 

eligibility or my annuity? 

Yes. If your service ended before October 1990 and you did not 

redeposit the money, you will receive full credit for the service for 

estimating your service-age eligibility, but your annuity will be reduced. 

If your service ended after October 1990, you do not get credit for the 

service unless you redeposit the full amount. 

What does involuntary separation mean? 

Involuntary separation, which allows you to take advantage of the 

discontinued service option are: 

l Reduction in force (RIF). 

0 Abolishment of your position. 
l Transfer of function outside your commuting area. 

l No reasonable job offer. 

What constitutes a reasonable offer? 

l A reasonable offer must be in writing. 

l You must be qualified for the position. 

l The position must be within your agency, including an agency 

to which your function is transferred. 

l The position must be in your commuting area, unless you are 

under a geographical mobility agreement. 

l The position must be of the same tenure (same expectation of 

continued employment) as your current job. 

l The position must not be lower than two grade/pay levels 

below your current grade/pay level. 

When does the discontinued annuity begin? 

You begin earning the annuity the day after you are separated from 

service or on the day after your pay status terminates and you meet 

the age and service requirements. 

Is my annuity reduced when I am under age 55 and retire under the 

discontinued service pro visions of the retirement? 

If you are covered under CSRS, the annuity reduction is l/6 of 1 

percent for each full month (2 percent for each year) that you are 

under age 55. 

There is no annuity reduction in FERS. 

m 

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59 
Voluntary Early Retirement Authority 

(VERA) 

The Office of Personnel Management may approve a voluntary early 

retirement authority to an activity undergoing a major reduction in 

force, reorganization, or transfer of function. It has several 

advantages- 

* It allows a person not facing separation or demotion to retire 

early, thus creating a vacancy for someone else who would 

otherwise be adversely affected. 

l It is less stressful because it is voluntary. 

ELIGIBILITY REQUIREMENTS 

You may volunteer for early retirement ate Age 50 with 20 years of government service. 

l Any age with 25 years of government service. 

DISCUSSION 

Early retirement may be approved under the following conditionsl 5 percent or more of the employees undergoing the reduction 

will be separated. 

l 20 percent or more of the employees face an immediate 

downgrade with a reduction in the rates of their basic pay. 
l Other significant factors exist such as severe impact on the 

local economy, poor placement opportunities, or serious 

disruption to agency operations. 

QUESTIONS AND ANSWERS 

If I opt for early retirement, when will I start receiving my retirement 

benefits? 

You begin earning your annuity immediately after retirement. 

Is my annuity reduced when I am under age 55 and retire under the 

voluntary early retirement authority? 

If you are covered under CSRS, the annuity reduction is l/6 of 1 

percent for each full month (2 percent for each year) that you are 

under age 55. 

There is no annuity reduction in FERS. ’ 

Can I volunteer for early retirement so someone else about to be RIFed 

can have my job? 

Yes. Voluntary early retirement may be used to save jobs for other 

employees targeted for separation. 

m :.,a: 

61 
Severance Pay 

All eligible employees are entitled to severance pay as follows: 

l One week’s basic pay for each year of service for the first 10 

years. 

0 Two weeks’ basic pay for each year of service beyond 10 

years. 

l An age adjustment allowance that adds 10 percent of the 

total basic severance for each year you are over age 40. 

ELIGIBILITY REQUIREMENTS 

You are not eligible for severance pay if you- 

@ Are on a temporary appointment. 

0 Have fewer than 12 months of continuous federal service. 

l Are eligible for any immediate civilian or military retirement 

annuity (including discontinued service retirement). 

l Decline a reasonable offer under RIF procedures. 

REGISTRATION 

Contact your human resources office for information. 
DISCUSSION 

The maximum severance pay allowance is one year’s pay. It is paid at 

the current biweekly rate until the total amount is issued or you are 

reemployed by the federal government. Previous severance payments 

made to you will reduce this amount. 

QUESTIONS AND ANSWERS 

Will I get severance pay if I quit before I am RIFed? 

No. If you willingly leave a government job, you are not eligible for 

severance pay. 

My RIF notice offered me a job four grades lower than my current job. 

Is this reasonable? 

No. It is not reasonable. A reasonable offer is one of like seniority, 

tenure, and pay. This means a permanent job with the same work 

schedule (full or part-time), not lower than three grades below the 

current grade, and in the same commuting area. 

If you decline a job four grades lower than your current job, you are 

still entitled to severance pay. 

Will payroll still withhold money from my biweekly check? 

The only deductions made from severance pay are for federal and state 

income tax and FICA tax, if appropriate. 

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Unemployment Compensation 

The unemployment program provides a weekly income while you 

search for work. The amount of compensation and other employment 

services will vary from state to state. 

ELIGIBILITY REQUIREMENTS 

l You can claim benefits from the state employment services 

office nearest your home if you are separated because of a RIF 

action and you do not have a job. 

l The state employment services office will determine if you are 

entitled to payment benefits. Generally, you must be actively 

seeking employment and be available for work. 

REGISTRATION 

Contact the state employment services office nearest your home. 

DISCUSSION 

l If you are separated and do not have a job, you should file a 

claim for benefits as soon as possible. Some states require a 

waiting period before benefits begin. 

l Although benefits for federal employees are federally funded, 

state employment agencies administer the program. 

Unemployment compensation laws and policies differ from state 

to state and are subject to frequent change because of state 

court decisions and legislative actions. 
l The amount of money you will be awarded will be up to the 

individual state. Work income and severance payments normally 

affect your eligibility for unemployment benefits. 

QUESTIONS AND ANSWERS 

What documents must I take to the state employment office? 

You should take your social security card, the Standard Form 50 

(which separates you by reduction in force) and the Standard Form 8, 

Notice to Federal Employees About Unemployment Compensation, 

which you will receive on your last day of duty. 

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Continued Life and Health Insurance 

You will continue to receive life and health insurance for 31 days after 

you are separated. 

l If you are separated by a RIF, you can convert to an individual 

policy. 

l If you retire, you can continue your policy. 

l If you accept another job in the federal service, your coverage 

will continue. 

l You may not sign up for initial or additional coverage. 

ELIGIBILITY. REQUIREMENTS 

To continue coverage after separation, you must have been 

enrolled for the last five years or since your first opportunity to 

enroll. 

REGISTRATION 

Contact your human resources office. .You also can contact the life 

and health insurance companies. 

Your copies of the insurance documents contain information about 

conversion and termination conditions. Consult these documents and 

related pamphlets from your life and health insurance companies. 
DISCUSSION 

l Life insurance coverage will continue for 31 days after 

separation. During that time you can convert to a nongroup 

policy without taking a medical examination. This nongroup 

policy may provide for different dollar amounts of coverage and 

may exclude disability or accidental death benefits. 

If you retire, your life insurance will continue based upon the 

options in coverage you select when you retire. The government 

will continue to pay its share of the premiums. 

l Health insurance coverage will continue for 31 days after 

separation. During that time you can convert to a nongroup 

policy without taking a medical examination or extend your 

existing plan for up to 18 months by paying both your and the 

government’s share of the premiums. 

If you retire, you may continue the coverage. The government 

will pay a share of the premiums. 

QUESTIONS AND ANSWERS 

If I am receiving medical treatments when my 31 days runs out, will 

the insurance company pay my claims. 

Most insurance companies give you a year after coverage runs out to 

submit claims for payment, but the treatments must have occurred 

before the coverage expired. One exception to this occurs if you are in 

the hospital on the 31st day of the temporary extension. In that case, 

coverage will continue for as long as you are in the hospital, but not 

beyond 60 additional days. 

I am transferring to a new location and have health benefits coverage 

from a local health maintenance organization (HMO) that provides no 

67 
services at my new site. Can I change my health insurance to a new 

provider? 

If you are enrolled in an HMO and move outside the service area of 

that plan, you may change to any other plan available in the new area 

and may also change options from self only to self and family. If you 

are enrolled in Blue Cross or another plan offering service throughout 

the country, you cannot use the relocation as a reason for enrolling in 

a different plan or changing your enrollment. 
Leave and Retirement Refunds 

All employees are entitled to refunds of their contributions. 

l If you are separated, you will receive a lump sum payment for 

your unused annual leave. 

l You will not receive compensation for any sick leave. If you 

are reemployed within the federal government within three years, 

your sick leave will be recredited. 

l You have the option of withdrawing your retirement fund 

contributions or leaving them in the system for future use. 

ELIGIBILITY. REQUIREMENTS 

Your participation in these programs will determine the status of your 

accounts. 

REGISTRATION 

Contact your human resources office. 

DISCUSSION 

l Annual leave payment is equal to the compensation you 

would have received if you had remained in service until that 

annual leave period had expired. Payment will include any 

premium pay that you would have received minus any tax 

withholding. Retirement and allotment deductions will not be 

taken. 

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l If you retire under CSRS, your annuity will be computed by 

having your accrued sick leave added to your actual service time. 

l If you are covered under CSRS, are not eligible for an 

immediate annuity, and are separated by a RIF, you mayo Leave your contributions in the retirement system for a 

deferred retirement annuity or 

0 Withdraw your contribution in a lump sum. If you are 

reemployed in federal service, you must redeposit the lump 

sum to receive credit for that period of service. 

l If you are covered under FERS, are not eligible for an 

immediate annuity, and are separated by a RIF, you may0 Leave your contributions in the retirement system for a 

deferred retirement annuity or 

0 Withdraw your contribution in a lump sum. However, once 

you withdraw the money, you cannot redeposit it or receive 

retirement benefits for that period of service if you are later 

reemployed by the federal government. 

Note: The human resources office can help you compare the 

value of a deferred annuity with the value of a lump sum. 

l Money in the Thrift Savings Plan that you contributed and 

money earned as matching funds, interest, or investment belong 

to you. You can remove the money from the account when you 

are separated according to plan rules and tax laws. However, 

the 1 percent government contribution to thrift savings and its 

earnings do not become yours until after three years of service. 

70 
QUESTIONS AND ANSWERS 

What happens to my retirement contributions if I defer them and then 

die before I begin to receive an annuity? 

If you die before your deferred annuity is activated, the lump sum 

credit is payable as a death benefit to your survivors. Incidentally, 

leaving retirement contributions in the fund does not prevent you from 

a refund later. However, you must apply to the Office of Personnel 

Management at least 31 days before the date you would become 

eligible for the annuity. 

I have only worked for the government for two years and do not 

anticipate returning to federal service. Should I withdraw my 

retirement fund contributions? 

Yes. There is no advantage in leaving retirement funds if you have 

fewer that five years of civilian service and do not plan to return to the 

federal service. 

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Terms and Acronyms 

ACAP Army Career and Alumni Program. 

Attrition 

Bumping 

The normal process-such as retirements and 

resignations--by which employees leave an 

agency. 

Bumping occurs in a RIF when you take a job 

that is occupied by someone else in a lower 

subgroup. You may not bump someone in the 

same subgroup. 

Career 

Career-conditional 

Change in Duty Station 

COE 

Commuting Area 

Comp Date See: Service Computation Date. 

Competitive Area The area in which you will compete for jobs 

during a RIF. The minimum competitive area is 

a bureau, major command, directorate, or 

equivalent major subdivision of an agency. 

The competitive area can be geographic or 

organizational. 

Permanent status given after you have 

completed the three consecutive years of 

career-conditional service. 

The first three Years of a continuous service 

before you reach permanent career status. 

The first Year is the probationary period. 

A change in where a job is located. 

Corps of Engineers. 

The geographic area that you can reasonably 

be expected to travel back and forth daily to 

work. Each agency will establish the 

boundaries of a particular commuting area. 
Competitive Level Similar jobs at the same level and 

classification-jobs that are 

interchangeable-grouped together to show 

clearly which employees are in competition 

during a RIF. 

CSRS 

DA 

DARSE 

Civil Service Retirement System. 

Department of the Army. 

Department of the Army Relocation Services 

for Employees. 

DEP 

Disabled Veterans Preference 

Displaced Employee Program. 

Veterans with a compensable, service-related 

disability of 30 percent or more. Veterans 

preference is a factor used in preparing 

retention registers during a RIF. However, 

further conditions may apply. 

DOD 

DORS 

Early Retirement 

Excepted Service 

FERS 

FMEAP 

Furlough 

Department of Defense. 

Defense Outplacement Referral System. 

Commonly referred to as “early out,” this 

option is sometimes offered to people on a 

voluntary basis or as a result of discontinued 

service. 

Appointed positions that are excepted from 

the competitive system by law, executive 

order, or OPM approval. 

Federal Employees Retirement System. 

Family Member Employment Assistance 

Program. 

The placing of an employee in a temporary, 

nonduty, nonpay status because of lack of 

work, lack of funds, or other nondisciplinary 

reasons. 

IFI a.,*: 

73 
Grade Retention You can keep your current grade for two years 

after you accept another position at a lower 

grade because of a RIF. 

GS General Schedule. This schedule determines 

your pay based on grade level and step. 

HAP 

HMO 

HQUSACE 

IPAP 

JTPA 

Lump Sum 

Homeowners Assistance Program. 

Health maintenance organization. 

Headquarters, US Army Corps of Engineers. 

Interagency Placement Assistance Program. 

Job Training Partnership Act. 

Getting back all at once the amount you paid 

into the retirement fund. 

LWOP 

OPM 

Outplacement 

Pay Retention 

Leave without pay. 

Office of Personnel Management. 

Placement in a job outside the current activity. 

Also called “saved pay.” You can retain your 

current rate of basic pay if you accept a lower 

paying position because of management 

actions not due to an official RIF. You are 

eligible for retained pay after grade retention 

expires. 

PCS 

PPP 

Probation 

Reasonable Offer 

Permanent change of station. 

Priority Placement Program. 

The first year of government service under a 

career-conditional appointment. 

A reasonable offer is one of like seniority, 

tenure, and pay. This generally means a 

permanent job with the same work schedule 

(full or part-time), and in the same commuting 

area. 
Reinstatement The noncompetitive reentry into the 

competitive service. It is a privilege based on 

former service and not a right to which you 

are entitled. 

Retention Register 

Retreating 

RIF 

Employees affected by a RIF are ranked on a 

retention register according to tenure, veterans 

preference, service, and performance ratings. 

You can retreat back to a job that you were 

reassigned or promoted out of for a job 

substantially the same) if it is occupied by 

someone with a later service date in the same 

subgroup. 

Reduction in force. The involuntary release of 

an employee from a competitive level by 

furlough for more than 30 days, separation, 

demotion, or reassignment. Changes in 

programs, lack of funds, decrease in work, 

reorganization, and other factors can cause an 

agency to conduct a reduction in force. 

RIF Notice An official notice that must be issued at least 

60 days before a RIF takes place. 

RPL 

Saved Pay 

Service Computation Date 

Reemployment Priority List. 

See Pay Retention. 

Normally the day you started federal 

employment. However, the date may be 

“computed” to include credit time for such 

things as military service, temporary or parttime work, or a break in service. 

SES Senior Executive Service. 

Severance Pay Money you receive when you are separated 

from government service. The amount will 

vary according to your age and length of 

government service. 
SF 171 Standard Form 171, which includes your 

experience, educational background, and 

special skills. 

SRS Special retirement supplement. 

Stopper List This is a computerized list of people eligible for 

referral under the Department of Defense 

Priority Placement Program. It is updated 

every two weeks and sent to all civilian 

personnel offices in the Department of 

Defense. As vacancies are reported, people 

on the stopper list are matched with the 

positions. 

TAPER 

TRADOC US Army Training and Doctrine Comm,and. 

Transfer of Function The transfer of a continuing function from one 

competitive area to another, unless the new 

competitive area is already performing the 

function. Transfer of function also occurs 

when its competitive area is moved to another 

commuting area. 

VERA 

Veterans Preference 

Temporary appointment pending establishment 

of a register. 

Voluntary Early Retirement Authority. 

Generally, veterans with “satisfactory” 

performance ratings are given higher retention 

standing than nonveterans on a retention 

register. However, if you are eligible for 

veterans preference and are a retired member 

of the uniformed service, you must meet 

further conditions to be considered a veteran 

for RIF purposes. 

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