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435th Air Base Wing

AFFIRMATIVEAFFIRMATIVEEMPLOYMENTEMPLOYMENT

480-2137DPCS Teams A/B

2007

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AFFIRMATIVE EMPLOYMENT

Outline• Source of authority

• FEORP

• Merit Promotion

• Recruitment Process

• Selection Process

• NSPS vs. NON-NSPS

• Contact Info

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AFFIRMATIVE EMPLOYMENT

Sources of Authority:

• 5 CFR 300-338

• SC 1950, Subchapter 1950 • AFMAN 36-203

• AFMAN 36-606

• AFI 36-1101

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AFFIRMATIVE EMPLOYMENT(FEORP)

Federal Equal Employment Opportunity Recruitment Program (FEORP) required to:

•Fill positions utilizing the following sources:•In-service placement•Transfer/appointment•Reinstatement/reemployment•Other appointments

•Provide uniform and equitable means of referral and selection for all recruitment actions according to:

• National Security Personnel System (NSPS)• General schedule (GS/GG)• Federal Wage System

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AFFIRMATIVE EMPLOYMENT (FEORP)

FEORP continued:

• Provides the most effective and highly motivated civilian workforce

• Identifying, qualifying, evaluating and selecting candidates is based

solely on job-related criteria according to position requirements

• Advise commanders on “diversity” of workforce

• Establish “a plan” for meeting under representation

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AFFIRMATIVE EMPLOYMENT (FEORP)

Promote Special Emphasis Programs Managers (SEPM)

• Assists in recruitment/education/publicity

• Law requires installations appoint:

• Black Employment Program Manager (BEPM)

• Federal Women’s Program Manager (FWP)

• Hispanic Employment Program Manager (HEPM)

• American Indian/Alaskan Native Program Manager (AI/AN)

• Asian American/Pacific Islander Program Manager (AA/PI)

• People With Disabilities Program Manager (PDP)

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AFFIRMATIVE EMPLOYMENT (FEORP)

8 Principles of Affirmative Employment:

• Availability of AF employees does not prevent other recruitment

• Consideration of affirmative action goals• Suitability of candidates• Qualification requirements established by OPM• Referring candidates determined by AFPC• Selecting candidates is management’s responsibility• Employee rights – reassigned, changed to lower grade, resign• Prompt release of employees• Assisting new employees with appropriate orientation

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AFFIRMATIVE EMPLOYMENTMerit Promotion

Sources of Recruitment:

Internal• Reassignment• Temporary reassignment• Change to lower grade/Reduction in band• Promotion• Temporary Promotions• Alternate Certification

Career Program

• Centrally managed Air Force positions• 15 career programs• Each is unique and drive recruitment options• http://ask.afpc.randolph.af.mil/main_content

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AFFIRMATIVE EMPLOYMENTMerit promotion

External• Transfers• Executive Order 12721 (stateside)• Military Spouse Preference (MSP)/Family Member (FM)

• Leave without pay (LWOP)• Status• Schedule A

• Reinstatement• Veteran’s Employment Opportunities Act (VEOA)• Veteran’s Readjustment Act (VRA)• People W/Disabilities• Non-Appropriated Funds Interchange (NAF)• Delegated Examination Office (DEO)• Civilian Intelligence Management System (CIPMS)• Temporary• Term

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AFFIRMATIVE EMPLOYMENTMerit Promotion

Identify Area of Recruitment:• Organization

• Base

• Local commuting area

• Air Force Wide

• DoD

• World wide

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AFFIRMATIVE EMPLOYMENTRecruitment Process

The Recruitment Process…

• Initiate Request for Personnel Action (RPA)

• Complete and attach RPA checklist

• Attach classified and signed position description

• Other documentation

• Over hire approval

• Alternate Certification Request Form

• Manpower documentation

• AF 3821 Resources

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AFFIRMATIVE EMPLOYMENT Recruitment Process

Route RPA with attachments:

• Follow organization’s internal process

• Route RPA to Civilian Personnel Flight (CPF)

• DPCDS/Oracle 11i Group Box (9NDPCUSRPA-BPR)

• CPF internal routing• Position Control• HR Specialist• AFPC

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AFFIRMATIVE EMPLOYMENT Recruitment Process

HR Specialist Responsibilities:• Clear local priorities

• Pay retention• Grade retention

• Management advisory services• Ensure RPA/RPA checklist are complete• Route to AFPC for recruitment

AFPC Responsibilities:• Confirm RPA information • Clear priorities • Announce position• Determine qualifications• Issues WEB Based Referral Certificates• Validate eligibility• Extends firm job offer

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AFFIRMATIVE EMPLOYMENT Recruitment Process

Priorities • Priority Placement Program (PPP)

• Reemployment Priority List (RPL)

• Reduction in Force (RIF) Placements

• Military Spouse Preference (MSP)

• Family Member (FM)

• Enforced assignment rights• Discrimination cases• Compensable injuries• Mental/physical limitations

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AFFIRMATIVE EMPLOYMENT Recruitment Process

Announcement• Opens any day of the week • No minimum open timeframe – AFPC requires minimum of 3 days• Identifies major job requirements• Identify knowledge, skills, and abilities • 3 R’s (recruitment, retention, relocation)• Overseas special uniques

• PCS cost• Length of tour• Living Quarters Allowance (LQA)• Post allowance• Physical requirements• Educational, licenses or certifications requirements

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AFFIRMATIVE EMPLOYMENT Recruitment Process

WEB Based Referral Certificate• Instructions

https://ask.afpc.randolph.af.mil/restricted/clrhouse/docs• AFPC issues WEB Based Referral Certificate• Access to AFPC secure Web

https://www.afpc.randolph.af.mil/afpcsecure/MainMenu.asp• AFPC provides permanent password when cert issued• Extensions granted in 10 day increments via HR Specialist

Benefits• Selecting officials to review/select via the web• Electronic signature capability• Electronic tracking• No large e-mail packages with referral packages attached• No faxing required

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AFFIRMATIVE EMPLOYMENTSelection Process

Selecting Official Responsibilities:• Interviews (Optional)• Voucher previous employers (highly recommended)• Required to select three candidates• Signs certificate referral

• Generates certificate referral back to AFPC • Recommend saving web cert in PDF format

• Salary negotiation • Coordinate via Pay Pool policy• Route to AFPC and cc HR specialist

• Extends tentative offer

AFPC Responsibilities:• Verifies eligibility• Extends firm offer w/ Entrance on Duty (EOD)• Receive employees acceptance/declination of position

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AFFIRMATIVE EMPLOYMENTSelection Process

Employee Responsibilities:

• Provide eligibility data

• Coordinate specifics of position with selecting official

• Civilian Virtual In-Processing (CVIP)

• Completes necessary pre-employment documents

• PCS documents

• Coordinate in-processing with HR Specialist prior to EOD

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AFFIRMATIVE EMPLOYMENTNSPS VS NON NSPS

What Changed Under NSPS:• Pay setting flexibilities• Flexible movement across pay schedules • No Time-in-Grade (TIG)• No formal documentation required for details• Temporary promotions for 180 days• Temporary reassignments without time limits• Three year probationary period for specific occupations• No career-conditional appointments• DOD can create qualification standards

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AFFIRMATIVE EMPLOYMENTNSPS VS NON NSPS

• What Did Not Change Under NSPS:• Merit systems principles• OPM qualification standards still apply• Prohibited personnel practice rules• Whistleblower protection• Veteran’s preference principles• Benefits (such as retirement, health, and life)• Antidiscrimination laws• Allowances and travel and subsistence expenses• Training• Leave and work schedules• MSP/FM remain excepted service• Lab demo organizations (until FY 09)

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AFFIRMATIVE EMPLOYMENTContact Information

CPF TeamsTeam A:

• 435th Wing Organizations & GSUs• Email group inbox: CPOserviceTeamA@ramstein.af.mil

Team B:• USAFE, 3rd Air Force and 86th

• Email group inbox: CPOserviceTeamB@ramstein.af.mil

Customer Service• All other queries• Email group inbox: 435mss.dpc.cs@ramstein.af.mil

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AFFIRMATIVE EMPLOYMENTConclusion

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