Civilian Town Hall informs personnel on restructuring plans Published Nov. 17, 2011 By 1st Lt. Ann Blodzinski 20th Fighter Wing Public Affairs SHAW AIR FORCE BASE, S.C. -- A Civilian Town Hall was conducted here Nov. 16 to inform civilian employees on the recent restructuring directed by the Air Force. Col. Charlie Moore, 20th Fighter Wing commander, opened the session letting the crowd of more than 400 personnel know that he is committed to keeping them informed as soon as information is released by AF leadership. Civilian restructuring is part of a Department of Defense effort to reduce overhead costs and eliminate redundant functions to improve effectiveness of the DOD enterprise. The Secretary of Defense has focused on reductions in overhead and support areas within the AF. Also, the goal is to minimize impact to functions tied to aircraft operations, maintenance, acquisition excellence and the nuclear enterprise. In order to meet the AF reduction, Headquarters Air Force implemented two-for-one hiring control in May 2011. In Aug. 2011 a civilian hiring freeze was put into effect. More recently HAF implemented Resource Management Decision 703 which focused on reducing the AF civilian end strength by 17,500 personnel. Air Combat Command's portion of those cuts is 3, 155 personnel. The 20 FW ultimately will lose 37 civilian positions and 11 military positions in Fiscal Year 2012. Fourteen more civilian positions are proposed to be cut in FY13. The positive news is that 13 of the cut civilian positions are vacant. A few personnel have accepted early retirement and a few are eligible to move under other programs. As the 20 FW anticipates further guidance from HAF and ACC on personnel reductions, the wing leadership is committed to supporting the personnel and families affected by these reductions. Every course of action possible will be taken to limit the loss of jobs on Shaw AFB and every voluntary action will be used until more information comes from HAF. Questions asked at the Civilian Town Hall: Q: My 'position' has been cut, what should I do now? A1: Continue to work in a professional manner; you will be paid A2: Prepare a complete resume and gather items like DD214 (Certificate of Discharge), College Transcripts, Licenses & Certifications. Provide copies of resume and documents to CPS. A3: Review your Electronic Official Personnel Folder (E-OPF), to ensure information is correct. Long Term -Create an account on www.usajobs.com or www.usajobs.gov to be ready to apply for any positions for which you might be interested in being considered. Q: What services are available to assist me in posturing myself for current/future vacancies? A: 20 FSS/Airman & Family Readiness Center has scheduled additional Federal Resume Writing classes, and have classes available for Interviewing Techniques, Career Planning, Resume Writing for Private Industry, and Job Search Seminars. Employees should contact the A&FRC at 895-1252 to register. Q: When will I be given notice to stop working? A1: At this time, we do not know. AF is working hard to identify and stockpile vacancies for use to voluntary reassign employees if possible. We expect another round of VERA/VSIP surveys to be issued in Jan 12 timeframe. The size of groups to possibly be surveyed is not yet identified. A2: At this time, AF is committed to utilizing voluntary programs as the primary means to reach reduction goals Q: Do we know of any additional rounds of cuts? A: No, at this time we have not been advised of any additional rounds of cuts. Q: Define Management Reassignment? A: Management reassignment under current rules is moving an employee from his/her current position to a like position (same occupational series and grade). Q: If there is a vacancy on Shaw will Shaw personnel get those positions before personnel from other bases? A: All vacancies are being reviewed for the possibility of using them to place Shaw AFB employees. When possible, we are stockpiling those vacancies to use for future placements. It may not always be an option to place a Shaw employee in the position. Q: If you were downgraded from an 11 in the NSPS system to a 9 in the GS system, can you fill positions in the NSPS grade? A: Placements under current rules of engagement are based upon an employee's current occupation series and grade. Q: Will seniority/civil service time be used to make decisions on management reassignments? A: Management reassignments will be to vacant positions only during the voluntary processes which are ongoing. In the event that there are two or more individuals in like (same occupational series and grade) positions, there are several factors that may come into play, to include Service Computation Dates (SCDs), Tenure Group, etc. Q: Why are there jobs still being posted on USAjobs.com if we are eliminating positions? A: As you are aware, the Air Force is under a hiring freeze at this time. There are a few exemptions to the freeze for which job announcements will continue. There are also other agencies which may still be hiring here at Shaw, i.e., Dept of Army, Defense Finance and Accounting Service (DFAS), Defense Commissary Agency (DeCA), and other agencies outside the Dept of Defense. Q: What if you were hired under one series but you are doing the duties of another? A: Your current occupation series and grade determines to which positions you may be management reassigned. Q: You stated that SECDEF guidance identified four functional areas which were to be minimally impacted. What were they? A: Aircraft operations, maintenance, acquisition excellence and nuclear enterprise. Q: How was it determined what was cut? A: It was HAF directed. AF assigned different MAJCOM functions to make the determinations across the AF. AFMC was identified to address Global Base Support reductions. The areas addressed were logistics and support functions. Shaw was not given any authority to change any of the downwardly identified positions. The only leeway 20 FW Leadership was given, was to identify six vacant positions to be cut. Q: Will it be possible later to move from one series to another? A: Under the current voluntary rules of engagement, employees can move to another series if the position is announced and the employee applies. Q: What is the incentive for early retirement? A: General eligibility for Voluntary Early Retirement (VERA) are: 1. Meet the minim age and service requirements At least age 50 with at least 20 years creditable Federal service OR Any age with at least 25 years creditable federal service; 2. Have served in a position covered by the Office of Personnel Management (OPM) authorization for the minimum time specified by OPM; 3. Serve in a position identified for consideration for VERA; and 4. Separate by the close of the early-out period This can be done in conjunction with Voluntary Separation Incentive Pay (VSIP) when determined by the agency (VSIP is up to $25,000 or your calculated severance pay whichever is less) Q: I am a term AF employee. My appointment ends in June 2012. What are my chances of being rolled over for next year? A: Unfortunately due to the current hiring freeze and anticipated continuation of the freeze, the prospects of extension may be limited dependent upon the mission criticality of your position. At present, the extension decisions are being made at AF level, not locally. Q: Does Management have the ability to submit an Authorization Change Request (ACR) to swap out positions? A: No, per HAF direction, cuts are to be taken as intended, without changes. This was confirmed again with ACC/A1M after the town hall. Q: Will employees know what positions are being eliminated? A: Individuals in the positions being cut have been told by their commanders. Squadron commanders may give their personnel further details if they choose on the cuts within their squadron.