Kentucky National GuardKentucky National GuardNew Technician Employee New Technician Employee

OrientationOrientation

INTRODUCTIONINTRODUCTION

Next Presenter is

MSgt Kevin Robison

to discuss

Pay and Applying for Jobs

PayMSgt Kevin Robison

Human Resources Office

DSN 667-1332

Kevin.A.Robison@ngb.army.mil

PayDirect Deposit Is

Mandatory!!

SF 1199A or Voided Check Upon Appointment

PAY SETTING

• General schedule– Clerical/administrative

• Federal Wage System– Wrench turner types

• WIGI timetable• Pay/grade retention• Locality pay

– RUS

GS Grades (10 Steps)

1-2

2-3 3-4 52 Wks

4-5 5-6 6-7 104 Wks

7-8 8-9 9-10 156 Wks

Clock restarts when promoted to new grade. Does not restart if given a Quality Step Increase (QSI)

Pay adjustments are done in January of each year

WS WL WG Grades (5 Steps)

• 1-2 26 Weeks

• 2-3 78 Weeks

• 3-4 104Weeks

• 4-5 104Weeks

Clock restarts when promoted to new grade.

Pay adjustments are in April timeframe for Lexington/Louisville/Nashville. May timeframe for West Va

Questions?

Applying for another Job

See the sample

Vacancy Announcement in

your packet

Understanding the Vacancy Announcement

• Two types of announcements– Technician (Mostly Accepted versus Competitive)

– AGR

• Announcements contain – Position title

– Position number

– Salary Range

– Area of Consideration

– Closing dates

– Location

– Type of appointment

– Compatible AFSC’s/MOS’s

– Minimum and Specialized Quals

Qualification Procedures

• Each applicants’ relevant training and experience

• Experience must be listed on the application or resume (cannot rely on assumptions)

• Job-related qualifications

Tip: Address the KSA’s and give full dates (not year only)

Merit Promotion

Nuggets

Questions?

BREAK

Next Presenter is

TSgt Kathy Romito

to discuss

Hours of Duty & Leave

Hours of Duty

• Administrative Workweek

• Basic Workweek• Lunch Periods• Rest Periods• Clean-up Time• PT• CWS

Administrative Workweek

• 7 Consecutive Days.• Determined by the

Adjutant General.• Usually 0001 hrs

Sunday thru 2400 hrs of the Following Saturday

Basic Workweek

• A Regularly Scheduled 40-Hour Workweek; or

• The First 80 Hours of Work in a Bi-Weekly Pay Period.

Compressed Work Schedule

• Eight (8) 5 Hour Days• Eight (8) Nine Hour

Days, One Eight Hour Day; or

• Eight (8) Ten Hour Days

• 80 Hours Bi Weekly

Lunch Periods

• 30 Minute Paid Lunch• May extend the lunch

period to 60 minutes by adding the additional time to the beginning or end of the duty day and adjusting the start/stop time

Rest Periods

• 15 Min Per 4 Hrs• Granted as Work

Permits• Specified in Union

Contract• Criteria• Not an Extension or

Continuation of Lunch

Make Ready & Clean-Up Time

• Is:– Directly connected to

Job Performance

• Is Not:– “Technician Wash-up”

Comp Time Rules For Engagement

• Written procedures.• Advanced written

requests & approval.• Earned in 15 minute

increments – charged in 30 minute increments.

• Use within one year.

Types of Technician Leave

• Annual • Sick • Leave Without Pay • Military • Court• Law Enforcement

– Family Medical Leave Act

– Compensatory Time

– Excused Absence

– Voluntary Leave Transfer Program

– State Active Duty

– Continuation of Pay

– Administrative Closing

Annual Leave

• Earned – 4, 6, 8 hrs• Used• Min Qualifying Period• When It Can Be Used• Max Earned/Year

Reasons To Deny Annual Leave

• Valid, work-related concerns

Sick Leave IsUsed For:

• Personal illness or incapacitation

• Health-related exams or treatment

• Contagious diseases

Contagious Disease Use Only When:

• Required to attend to infected family member; or

• An exposed Technician represents a threat to other Technicians.

Advanced Sick Leave

• 240 hrs at any one time

• Written request backed w/physician’s certification

• Consult HRO for guidance

LWOP Approval Is Mandatory For:

• Disabled Veteran’s Medical Treatment

• Military Duty Not Covered By Other Paid Leave

• Receiving injury compensation for work related injury

• Family Medical Leave Act

Military Leave

• 15 days (120 hours) each FY

• For serving periods of active duty/inactive duty training

• Temp Techs not authorized

• Max accrual of 30 days (240 hours)

• Technician’s option• Intervening weekends• Calendar day use

Court Leave Approved for Witness Service When:

• Juror• Serving in official

capacity or producing official records

• Witness on behalf of a state or local government

Types of Excused Absences

• On-the-job injury• Voting• Blood donations• Tardiness• Employee Assistance

Program (Initial visit)• Employee Interview

(federal position within state)

First level supervisors may excuse absences of one hour or less

TAG may grant up to 3 days per calendar year

Talk to your SUPERVISOR FIRST!!!

Enforced Leave Is Used Whenthe Technician:

• Isn’t ready, willing, and/or able to perform duties; or

• His presence is highly undesirable or represents a threat to safety.

FAMILY MEDICAL LEAVE FAMILY MEDICAL LEAVE ACTACT

• Up to 12 administrative work weeks of unpaid leave during any 12 month period.

• Used for example:

• birth of child

• adoption of a child

• care of spouse or child with serious health condition

Sick Leave to Care For Family Sick Leave to Care For Family MemberMember

• Employees may use up to 13 days of sick leave for personal or medical care of a family member.

• Also used for funeral of family members.

• May also be used for adoption of a child.

Sick Leave to Care for Family Sick Leave to Care for Family MemberMember

• 12 administrative workweeks of paid sick leave may be used to care for a family member each year to care for a family member with a serious health condition. Certification from health care provider may be required by agency.

Leave Transfer ProgramLeave Transfer Program

• Designed for employees who are having a medical or family emergency.

• Only Annual Leave can be donated.

• When the emergency ends any leave left in the account is returned to the donors.

Nuggets

Questions?

Next Presenter is

TSgt Kathy Romito

to discuss

Performance Appraisals

TECHNICIAN APPRAISAL TIMES • Probationary “Trial-Period” GS employees - by end of 11th month after appointment

• Existing technicians - annually by the last day of September

• Upon a technician moving - close out appraisal must be done by losing

supervisor unless at least 120 days are left in the appraisal period

PERFORMANCE APPRAISALS

COMMUNICATIONS

• Ask your supervisor for a copy of your Job Standards and Position Description

• Discuss with your supervisor specific job-related goals/standards

• Remember - communicating is a two-way street

APPRAISAL DOCUMENTATION

• Must be:

• Job-related

• Accurate

• Concrete

• Simple; to-the-point

• Specific (Answers - who; what; where; when; why; and how)

TRIAL-PERIOD APPRAISALS

• Performance standards must be established within 30 days of appointment

• A technician must serve a one-year probationary/trial period

• LWOP over 30-calendar days during the trial period extends its duration - day for day (unless performing military duty)

TPR 430 - Performance Management

Performance Improvement Plan– For employee not performing successfully– Provides opportunity for additional training– Provides period of time to demonstrate

proficiency or improvement– If not successful may result in reduction or

termination

APPRAISAL APPEALS

• Technicians may appeal:

• Any performance appraisal/rating, or

• Any single aspect of an appraisal/rating

• Timeframes for filing appraisal appeals:

• Unacceptable ratings - within 10 calendar days of receiving a copy of the appraisal

• Other than Unacceptable ratings - within30 calendar days of receiving theoriginal copy of the the appraisal

Nuggets

Questions?

BREAK

Next Presenter is

TSgt Kathy Romito

to discuss

Health, Life & Disability Insurance

Federal Employee Health Benefits

• Choice of Plans & Options

• Govt. Contributes up to 75% Toward Cost of Premium

• Convenient Payroll Deductions for Your Share of Premium

• Your Premium is now non-taxable

• Immediate Coverage without a Medical Examination

Health Insurance ‘Open Season’

• Each Fall

• Mid NOV to Mid DEC

• Changes Made During Open Season Take Effect first pay period in JAN of following year

Temporary Continuation of Coverage (TCC)

• Temp. Health Ins. Coverage if your Coverage Ends or if a Covered Family Member Loses Coverage (i.e., over 22 yrs)

• Coverage for Ex-Spouse

• Deferred Retirement

Flexible Spending Account(FSA)

• FSAFEDS offers three types of flexible spending accounts:

• Health Care Flexible

• Dependent Care Flexible

• Limited Expense Health Care FSA

Flexible Spending Account(FSA)

• Minimum $250

• Maximum $5,000

• www.FSAFEDS.com or 1-877-372-337

Federal Employees Dental and Vision Insurance (FEDVIP)

Enroll during first 60 days of appointment, during an open season or Qualifying Life Event at BENEFEDS Portal website www.BENEFEDS.com or 1-877-888-3337

Premiums and your rating area at

http://www.opm.gov/insure/DentalVision/index.asp

Federal Long Term Care (LTC)

Long Term Care is ongoing care who need lengthy or lifelong assistance with daily living due to illness, injury or severe cognitive impairment.

Non skilled, custodial care

Help with daily living activities

Supervision due to cognitive impairment (e.g. Alzheimer’s disease)

www.ltcfeds.com or 1-800-582-3337

Federal Employees Group Life Insurance (FEGLI)

• Low Rates

• Convenient Payroll Deductions

• Government Pays 1/3 of Cost of Your Basic Insurance Premium

• Lots of Options / Amount of Coverage

FEGLI

• Basic Life (Salary rounded to next $1K, plus $2K)

• Option A-Standard (add $10K to Basic)• Option B-Additional (add 1x to 5x Basic)• Option C-Family ($5K for spouse &

$2.5K for each child)– Can Elect to Plus-Up These Amounts in

Multiples from 1x to 5x

NGAUS (Reliastar)Insurance

• Disability

• Term Life

• Convenient Payroll Deduction

Thrift Savings Plan (401k)

FERS35%

Military10%

TSP50%

Soc Sec5%

Got Money?

When Eligible?

• All Permanent & Indefinite Federal employees

• Can enroll right away -- OR -- Any time or year

How Much?

• Contribute up to annual maximum IRS allowed

Free Money: When Does It Start?• 1% Govt Automatic plus any matching funds

(FERS employees only) up to a max. of 4% starts depending upon when you were hired:– Hired; 1 Jun 06 to 30 Nov 06

• First full pay period in Jun 07

– Hired; 1 Dec 06 to 31 May 07• First full pay period in Dec 07

• 3 year Fed. Svc. vesting time for “Free” 1% only. An employee’s $$ and their matching money is always theirs.

Investment Options?

• 6 Funds Ranging from “Secure” to “Risky”– G-Fund; Short-Term Non-Marketable U.S.

Treasury Securities– F-Fund; Bond Index Fund (LBA Bond Index)– C-Fund; S&P 500 Stock Index (500 largest

companies)– S-Fund; Wilshire 4500 (next smaller 4,500

companies)– I-Fund; EAFE (Europe, Australasia, & Far East)

Stock Index

Investment Options?

L-Fund or Lifecycle Fund(s)• Convenient way to diversify – Autopilot.• Professionally tailored to 5 different time horizons. • “Time horizon” = date (after you leave Federal

service) you think you’ll need to draw from TSP.• Automatically rebalances each day. Then, each

quarter, investment allocation will shift to a slightly more conservative mix.

• Experts will periodically review to be sure they are still appropriate.

TSP Performance By Fund

-20

-10

0

10

20

30

40

1990 1995 2000 2005

G-FundF-FundC-FundS-FundI-Fund

New L-Fund Performance

(25)

(20)

(15)

(10)

(5)

0

5

10

15

20

25

1-A

ug

-05

1-S

ep

-05

1-O

ct-

05

1-N

ov

-05

1-D

ec

-05

Year

% R

ate

of

Re

turn

L 2040

L 2030

L 2020

L 2010

L Income

Up-To-Date Info.at www.tsp.gov

When Can I Change How My Money’s Invested?

• Amt Pulled from Paycheck – Anytime of year. Use TSP-1 to HRO

• Move Existing Funds– You can move money (how it’s invested) each pay period.

Two types:• Change distribution of future contributions (doesn’t change

where $$ is sitting today)• Move existing dollar balance between the 6 funds (doesn’t

change where money goes next payday)– Use website www.tsp.gov or ThriftLine (1-877-968-3778)

I Heard I Can Borrow Against My Account -- TSP Loans?

• Yes. Two type loans:– General Purpose (1 to 5 yrs to repay)– Residential (1 to 15 yrs to repay; $50,000 max.)

• Min. $1,000 (Your Own Contributions), never > 1/2 existing TSP balance, only one of each type loan, must be in pay status.

• $50 application fee• Upon loan pay-off must wait 60 days before applying again

• Good; Low Interest (4 to 6% +/- tracks G-Fund)• Bad; If you leave fed. Svc. you have 3 months to

repay entire balance. -- Employee doesn’t earn dividends on amount owed.

When Can I Withdraw My Money?• Age 59.5 or older (Taxed, but no penalty)• Annuitants 55 yrs or older (Taxed, no penalty)• Financial Hardship (Must be documented)• Leave Federal Service (if under 59.5 tax penalty applies;

+/- 30%)– One Time Withdrawal ($1K min.), remainder left in TSP– Full pay-out in monthly payments– Full pay-out as TSP Life Annuity– Transfer to another 401k or IRA– Mixed Combination of Withdrawal Options

Don’t Be Left Out In the Cold When It Comes YOUR

to Benefits…..

Nuggets

Questions?

BREAK

Next Presenter is

SGT Paul Hunt

to discuss

OWCP

YOUR Responsibilities

• Observe Safety Regulations.

• Report Safety, Health and Fire Hazards.

• Report TDY Accidents ASAP.

• Keep Emergency Data Current.

• Report Disability Status Changes.

Technician Responsibilities

• Submit the proper form.

• Report all injuries promptly.

OWCP Benefits

• 1st Aid or Emerg Med Treatment

• Ongoing Medical Care

• Payment for Transportation

• 45 Days Continuation of Pay (COP)

• Compensation for lost wages

• Scheduled awards

• Death Benefits

A Traumatic Injury Must Be:

• Caused by an external force, including stress or strain;• Identifiable by time and place of occurrence and member

or function of the body affected;• Caused by a specific event or incident in a single workday.

Occupational Illness or Disease is Produced By:

• Systemic infection;• Continued or repeated stress or strain;• Exposure to toxins, poisons, fumes, etc...; or• Other continued or repeated exposure to work conditions over

a longer period of time

Continuation of Pay (COP) Requirements

• Suffer a traumatic injury

• Report the injury within 30 days

• First become disabled within 90 days of the injury

Use of Leave In Conjunction With OWCP

• Annual or Sick Leave use while claim is being adjudicated.

• Can’t Double-Dip.• Leave Buy-Back.• CALL HRO!!!!• Seek Advice Before

Acting

Nuggets

Questions?

Next Presenter is

Mrs. Pam Cox

to discuss

Federal Employees Retirement System

Deposit/Military Service

• Must be honorable active duty in Title 10

• Can be credited to Civil Service retirement

• Requires a deposit to “Buy It Back”

• See HRO for details

Retirement Benchmark Dates

• 18 months Vested for Disability Retirement.

• 3 Years vested for TSP 1%.

• 5 Years Vested for a Technician Retirement

• 10 Years Vested for Survivor Annuity (death-in-service).

• 20 Years (50 Years Old) (Early Out or DS).

• MRA Minimum Retirement Date .

• Age 60 and Age 62.

Let’s Walk Through the Math

• 18 months past your start date

• 3 years past your start date

• 5 years past your start date

• 10 years …

• 20 years …

• Your MRA is ____________

• Date age 60 _____ Date age 62 ________

PLAN NOW TO ENJOY YOUR PLAN NOW TO ENJOY YOUR RETIREMENTRETIREMENT!!

Nuggets

Questions?

LUNCH

Incentive Awards Program(KYTPR 451)Mrs. Pam Cox

Technician Awards

• Quality Step Increase• Sustained Superior

Performance (AKA Cash Awards)

• Time Off• Length of Service• Suggestion

Quality Step Increase (QSI)

• General Schedule (GS) Only

• 12 Months in Same Grade or Job

• Outstanding on Appraisal

• Maximum 1 Every Year

• Expect Performance to Continue

Sustained Superior Performance

(SSP)• Exceeds Position’s Requirements

• Excellent on Appraisal

• Performance Has Been Maintained For at Least 6 Months

Use Recommendation for Incentive Award or Quality Salary Increase (NGB Form 32)

Time Off Awards

All Technicians – Within 30 days of Contribution• 40 Hours for Single Contribution, Maximum 80

hours during Leave Year – 1-9 hours, 1st Line Supervisor– Above one workday routed through chain of

command

• NGB Form 32 With Justification • Must Use Within 1 Year of Date Granted

On The Spot Award

All Technicians

• Small Cash Award – To recognize employees who go above and beyond – $50 Minimum - $250 Maximum– No more than four in calendar year

• NGB Form 32 With Justification within 30 days of special act

Length of Service Awards

• All Permanent & Indefinite Techs Eligible

• Certificate– After 10 Years Service

• Pin Every 5 Years Thereafter Until 20 Years

• Plaque at 20 Years

• HRO Initiates

Suggestion Awards“Suggestor” Must:

• State Specific Area(s) for Improvement

• State the Potential Workable Solution

• Cite Benefits That Can Be Expected

ANG – AF 1000 & AF 1000-1

Army - Submits on DA 1045 on Line “AKO”

Nuggets

Questions?

Next Presenter is

MAJ Dylan Seitz

to discuss

Ethics

DEFINITIONS• Ethics: the discipline dealing with what is good and

bad with moral duty and obligations

• Ethical: conforming to accepted professional standards of conduct.

ETHICAL CONDUCT

Principles - public service is a public trust, requiring:• Loyalty of employees• Honest effort in performing duties• Impartiality• Protection of Federal property• Disclosures of waste, fraud and abuse, etc• Adherence to EEO laws• Satisfaction of financial obligations

GIFTS FROM OUTSIDE SOURCES

Basic prohibitions: an employee shall not solicit or accept a gift given because of his/her official position or from a prohibited source

EXCEPTIONS: GIFTS FROM OUTSIDE

SOURCES

• Unsolicited items less than $20 per occasion / $50 per CY from any one source

• Certain awards and honorary degrees• Free attendance provided to an event the

employee is participating in • Travel/entertainment for employment purposes

GIFTS BETWEEN EMPLOYEES

Basic prohibition – an employee may not…• Give to or solicit a gift from a superior• Accept a gift from a lower-paid employee,

unless donor/recipient are not in a superior/subordinate relationship

Definition of a gift: almost anything of monetary value

GIFTS BETWEEN EMPLOYEES EXCEPTIONS

• Items (non-cash) less than $10 per occasion

• Office shared food

• Personal hospitality at residence

• Leave sharing under OPM guidelines

• Infrequent occasion of personal significance or upon termination of superior/subordinate relationship

CONFLICTING FINANCIAL INTERESTS

• Employee is prohibited from participating in an official capacity in any matter that will impact his or her financial interests.

• Examples--

SEEKING OTHER EMPLOYMENT

Seeking other employment: any form of non-federal business relationship involving provision of personal services. This includes…

• Mutually conducted employment negotiations

• Sending an unsolicited resume or proposal

• Employment contact by or through others

MISUSE OF POSITION

Involves:

• Use of public office for private gain

• Revelation of non-public information

• Unauthorized use of government property

• Performance of unofficial duties on official time

OUTSIDE ACTIVITIES

Restrictions imposed by other laws:

• Acceptance of office/title/compensation from a foreign government

• Engaging in representational activities before the U.S. government

• Prohibition of employees’ participation in certain partisan political activities

OUTSIDE ACTIVITIES

• When serving as an expert witness: must not represent anyone other than the U.S. if the U.S. is a party to or has a direct interest in any court proceedings

• Fundraising: may engage in charitable efforts if in a personal capacity

• Teaching, speaking and writing: an employee shall not receive compensation if related to his/her official duties.

(there are exceptions for teaching courses that may be related to duties)

• Just financial obligations: shall be satisfied in good faith

NEPOTISM(5 USC 3110/ 5 CFR210/TPR 310.1)

A public official may not appoint, promote or advocate employment of a relative within his/her agency

Who is a “public” official? This category includes military or civilian personnel who have the authority to appoint, promote or recommend employment

HATCH ACT – POLITICAL ACTIVITY OF NATIONAL GUARD

TECHNICIANS(5 USC 7324/5 CFR 733)

Federal employees may…• Be candidates for public office in nonpartisan

elections• Contribute money to political organizations• Attend political fundraising functions• Attend/be active at political rallies/meetings• Make campaign speeches for candidates in partisan

elections• Hold office in political clubs or parties

Federal employees may not…• Use official authority or influence to interfere with an

election• Solicit or discourage political activity of anyone with

business before their agency• Solicit or receive political contributions• Be candidates for public office in partisan elections• Engage in political activity while on duty

HATCH ACT – POLITICAL ACTIVITY OF NATIONAL GUARD

TECHNICIANS(5 USC 7324/5 CFR 733)

Nuggets

Questions?

Break

Next Presenter is

Capt Bob Geary

to discuss

Conduct ManagementConduct Management

a. Discipline & Adverse Actionsa. Discipline & Adverse Actionsb. Non Disciplinary Actions & Vol. b. Non Disciplinary Actions & Vol. Actions Actions

CONDUCT MANAGEMENT PROGRAM

Section A:

TPR 752 - DISCIPLINE & ADVERSE ACTIONS

Section B:

TPR 715 - NON-DISCIPLINARY ACTIONS & VOLUNTARY ACTIONS

SECTION A: DISCIPLINE & ADVERSE ACTIONS

Affects:

- the Technician

- co-workers

- supervisor(s)

- the organization

- the Technician’s family

SUPERVISOR’S ROLE

• Have clear and consistent standards•make sure everyone knows what they are and the consequences of failing to meet them

• Be consistent, respond to ALL cases; bring to technician’s attention immediately

• Remove names/personalities to minimize

bias; focus on problems - not the person

• Use disciplinary and adverse actions as behavior management tool

Use Progressive Approach

• Counseling - Private exchange;discuss observations andimprovement needed

• Warning - Private, business-likeexchange; advise of observations andpossible disciplinary action if noimprovement

NOTE: Neither of the above is considered a disciplinary action.

TYPES OF DISCIPLINARY ACTIONS

• Oral Admonishment - One-way talk by supervisor; whatever criticism is necessary to correct the conduct/behavior

• Letter of Reprimand - Formal, written description of conduct; placed in OPF; actions may be grievable and/or further offenses could result in Adverse Action.

TYPES OF ADVERSE ACTIONS

• Suspension

• Involuntary change to lower grade

• Removal

5-STEP ADVERSE ACTIONS PROCESS

STEP 1. Notice of Proposed Adverse Action

STEP 2. Technician’s Reply

STEP 3. Decision Letter

STEP 4. Administrative Appeal

STEP 5. Final Decision

MORE... DISCIPLINE & ADVERSE ACTIONS

• All disciplinary and adverse actions must be annotated

on the technician’s Supervisor’s Brief or NGB Form 904-1. Counselings, Warnings, and Oral Admonishments should only be penciled in.

SECTION B:

NON-DISCIPLINARY ACTIONS

&

VOLUNTARY ACTIONS

• Non-Disciplinary Actions - Management- initiated

• Voluntary Actions - Technician-initiated

NON-DISCIPLINARY ACTIONS

• Loss of military membership/loss of technician status

• Removal of technician from position

due to failure to meet position

requirement(s)

• Management Reassignment

• Enforced Leave

• Furlough of 30-days or less

• Transfer of Function

VOLUNTARY ACTIONS

• Resignation

• Voluntary Change to Lower Grade

• Optional Retirement

• Abandonment of Position

NON-DISCIPLINARY ACTIONS

LOSS OF MILITARY MEMBERSHIP

(Established by National Guard Technician Act of 1968

and reemphasized by P.L. 104-106, signed in Feb 96)

• A technician who fails to maintain military membership MUST BE promptly separated

from technician service.

• Separation must occur as close to military separation as possible.

• Should follow a 30-day notice period, unlessif employee is probationary or temporary.

NON-DISCIPLINARY ACTIONS

MANAGEMENT-DIRECTED REASSIGNMENT

• Movement of technician from one position to another with same grade and pay

• Must be provided reasonable advance notice

• Must meet qualifications for new position

VOLUNTARY ACTIONS

RESIGNATIONS

• Technician makes decisions relative to notice, effective date, and time

• Not required to be written

• Supervisor completes SF 52: technician signs back or resignation is attached

• Technician can withdraw resignation prior to effective date/time

• Management must honor withdrawal, unless position is to be abolished or is obligated

VOLUNTARY ACTIONS

VOLUNTARY CHANGE TO LOWER GRADE

• A voluntary, written request to be placed in a position at a lower grade without rights to retained grade or pay

• Cannot be in response to competitive advertisement

• Must meet qualifications for other position

• Withdrawal requirements and conditions are the same as for Resignations

SECTION C:TPR 430 - Performance Management

Performance Improvement Plan– For employee not performing successfully– Provides opportunity for additional training– Provides period of time to demonstrate

proficiency or improvement– If not successful may result in reduction or

termination

Next Presenter is

Capt Bob Geary

to discuss

Labor Management Labor Management Relations Relations

LABOR MANAGEMENT RELATIONS

LABOR = ACT (ASSOCIATION OF CIVILIAN TECHNICIANS)

MANAGEMENT = SUPERVISORS AND SENIOR MANAGEMENT OF THE KY

NATIONAL GUARD

K

• Technician Personnel Regulations (TPRs) ANDCollective Bargaining Agreement both apply

• Collective Bargaining Agreement is renegotiated every three years – Current agreement dated 2001

– Scheduled for renegotiation spring 2007

• Current Agreement has 25 Articles– Keep Copy of Agreement on Desk (also copy on

HRO website)

SOME AREAS COVERED BY COLLECTIVE BARGAINING

AGREEMENT• Work Week and Hours of Work

• Attendance and Leave

• Grievance Procedures

• Conduct, Discipline and Adverse Actions

• Merit Promotion & Placement

• Reduction in Force

• Performance Appraisal System

• Health and Safety

• Training and Education

Point of Contact

• For labor issues and grievances contact:

• Capt Bob Geary at 607-1332 or DSN 667-1332

Nuggets

Questions?

BREAK

Nuggets

Questions?

Review and Wrap Up

Please fill out your evaluation forms