Town hall briefings provide overview of A-76's future

  • Published
  • By Susan Griggs
  • 81st Training Wing Public Affairs
Two Oct. 11 A-76 town hall meetings provided a clearer picture of what the future holds for Keesler's military and civilian personnel. 

The Air Force's final decision to award a $270 million contract to Computer Services Corp. to cover most base operating support functions at Keesler for an initial year and nine option years was announced Sept. 12. 

"Big BOS" covers civil engineering, parts of the 81st Services Division, weather station and certain mission support functions. 

"Little BOS," a second contract for most communication support functions by government employees at a cost of $54 million over 10 years, remains in litigation with the U.S. Court of Federal Claims. 

Big BOS affects about 586 civilian and military positions, while Little BOS affects about 175 positions. 

Although Keesler welcomed a new commander, Col. Greg Touhill, less than two weeks after the announcement, the commitment to the competitive sourcing process remains in place as a means of making the base's support services more efficient and economical. 

"Colonel Touhill wants A-76 at Keesler to be a success story," said Col. Richard Pierce, 81st Training Wing vice commander, who conducted the town hall meetings in the new commander's absence. "He's seen it go both ways at other bases." 

Brian Mooers, Keesler's competitive sourcing chief, said Air Education and Training Command contracting officials meet with CSC in the next 30 to 60 days to officially sign the contract and finalize milestones. 

However, the estimated contract start date remains Oct. 1, 2008. Big BOS mobilization is projected to start May 1, when the contractor comes onboard to work shoulder-to-shoulder with the existing workforce in preparation to take over responsibility for support services. 

July 1, a 90-day transition period is estimated to begin in which CSC assumes Big BOS support services incrementally before the expected Oct. 1 contract start date. 

Experts share insights 

Several officials gave presentations on A-76 processes at last week's meetings. 

Senior Master Sgt. Shirley Bailey, military personnel flight superintendent, talked about assignment issues for military members. Kathleen Reese from the Air Force Personnel Center discussed the mechanics of the RIF process. Lee Hathorn, Keesler's civilian personnel officer, addressed civilian personnel concerns. 

Sergeant Bailey said assignments for Airmen in affected units may be issued as early as January based on the tentative milestones. 

"There's lots of flexibility with (continental U.S.) assignments, but commanders must ensure that they have adequate staffing during the transition period," she stressed. 

All personnel have an opportunity to be selected for overseas EQUAL positions. The listing is available Nov. 1 and preferences must be updated by Nov. 16. 

"When the EQUAL listing comes out, people that are mandatory movers are considered after the consecutive overseas tour volunteers are looked at," Sergeant Bailey said. 

CONUS assignments 

Continental U.S. assignments are processed by Air Force Specialty Code and grade and prioritized by date of rank, total active federal military service date and birth date. 

"A lot of people have been here more than four years and qualify for base of preference assignments," Sergeant Bailey explained. "They should visit the MPF and give us three CONUS choices by Dec. 15." 

The Air Force attempts to keep married couples together, and Sergeant Bailey advised spouses to make sure their intent codes agree. Couples get two choices for where they can PCS. 

She also mentioned retraining, special duty assignment, humanitarian moves, separations and retirements, urging people considering those options to start working now with MPF customer service. 

Special cases 

"We need to talk about special circumstances as soon as possible," Sergeant Bailey said. 

Officers work directly with AFPC for assignments, and chief master sergeant positions are handled by the chiefs group. 

Ms. Reese has been through a RIF herself, so she understands what Keesler people are going through. She outlined responsibilities of AFPC and the civilian personnel office before, during and after a RIF, and explained processes, retention factors and qualifications. 

She emphasized the importance of making sure civilian personnel records are updated, accurate and include supporting documentation. During AFPC's RIF process, which runs eight weeks, every package is manually reviewed before the RIF is run, an action report is issued and notices are sent out. 

Ensuring fair process 

"We're looking at a database," Ms. Reese pointed out. "We don't know the names -- it's the best way to ensure a fair and equitable process. That's why it's so important to make sure your record is correct." 

Among the data elements impacting the process are career tenure, veterans preference, length of creditable service and performance ratings. 

National Security Personnel System employees don't compete with non-NSPS employees under the general schedule and federal wage grade systems. 

"They don't compete with each other and can't displace each other," Ms. Reese explained. "Non-NSPS vacancies can't be used as valid RIF replacements for NSPS employees, but can be offered in lieu of separation outside of the RIF and vice versa." 

"The bottom line is that everything has to be done --- whether you're going to be placed elsewhere, move, retire, resign or accept a separation incentive --- by the end of the RIF," Mr. Hathorn stressed.  

During pre-RIF planning, some employees have already been identified for placement into vacant positions. 

"There's no requirement to move an employee immediately when a vacancy materializes," he noted. "We work with management to make sure we consider the mission of the organization as well as the needs of the employee. The employee may be moved to a position at a later date, or a supervisor may have to hire a temporary employee, even for an A-76 position. 

In placing individuals, Mr. Hathorn said, "The problem is that some of the positions in the study are so specialized that you don't find them anywhere else at Keesler." 

Interest in VSIP 

Nearly 200 employees expressed an interest in Voluntary Separation Incentive Pay during a February survey. 

"We're surveying our employees again so we have an up-to-date listing," Mr. Hathorn remarked. "We have some new employees and others who may have become eligible, so the results may differ." 

VSIP may be paid to employees who voluntarily separate through retirement or resignation when the separation saves another person's position. A recent clarification also allows a person in an A-76 job being abolished to be offered a VSIP as determined necessary. 

Severance pay is also available. To be considered, employees can't be eligible for retirement, must be involuntarily separated and have at least 12 months of continuous federal service. Retired military members aren't eligible. Employees can't decline a reasonable offer under RIF, but accepting or declining a contractor offer doesn't affect eligibility. 

Retention register 

Mr. Hathorn expects the first RIF register in January, but hopes it can be provided earlier. The final RIF register should arrive later in January or February after adjustments are made, so RIF notices may be issued as early as February. 

"However, the law prevents us from issuing notices from Dec. 15 to the first pay period in January," he pointed out. 

Defense Department officials are scheduled to arrive Jan. 14 to begin the Priority Placement Program process, but the date may shift depending on when the civilian personnel office receives the RIF retention register. 

The register includes permanent employees, identifies the best employment offers available or projected separations. 

Right of first refusal 

Mr. Hathorn also explained CSC's duty to give qualified displaced federal employees the right of first refusal for job openings. The contractor isn't required to create enough jobs to accommodate every employee, and the length of employment with the contractor isn't guaranteed. Temporary employees aren't included in this provision as an entitlement, but may apply for contractor positions if they lose their jobs. 

CSC determines qualifications and pay based on U.S. Department of Labor guidelines. The civilian personnel office provides CSC a listing of impacted employees interested in employment. Office space for CSC will be provided on base to simplify contact with potential employees. 

For more information

Military members, call Tech. Sgt. Deborah Johnson for relocations, 377-4230; Pamela Jackson for separations and retirements, 377-3178; and Christopher Hunnicutt for retraining, 377-9639. 

The civilian personnel flight's reduction-in-force monitor is Deatrice Jimerson, 377-7967. 

Civilians interested in retiring, call Air Force Personnel Center's Benefits Entitlement Service Team, 1-800-616-3775. 

Civilians with A-76 questions, call the civilian personnel office's dedicated telephone line, 377-3935. The staff tries to respond to calls within 24-36 hours. 

To view town hall meeting slides, log onto https://www. my.af.mil. Go to "My Base," look under "Unique to Us" and select Competitive Sourcing Office (A-76).