Lesson 8: Workforce Shaping

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• Lesson 8 Workforce Shaping

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OBJECTIVES

• After completion of this course, participants
  will be able to
• Identify the changes in workforce shaping
• Define competitive area and competitive group
• Explain how to establish a retention list
• Explain displacement and release order
• Explain offers of vacant positions
• Define transfer of function (TOF)

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WORKFORCE SHAPING

• Army intends to retain current RIF/VSIP/VERA
  approval guidance
• Increased flexibility to realign, reorganize, and
  shape the workforce for organizational-based
  reasons
• Consistent with performance-based system
• New or revised concepts and procedures
• Competitive area - Displacement
  procedures
• Competitive group - Transfer of function
• Retention standing - Pay retention

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WORKFORCE SHAPING

• RIF procedures staying the same
• RIF Notice period
• Use of annual leave
• Voluntary separation
• Mandatory exceptions
• Recordkeeping

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COMPETITIVE AREAS

• Comprised of
• Geographical location(s)
• Line(s) of business (new)
• Product line(s) (new)
• Organizational unit(s)
• Funding line(s) (new)
• Concepts
• Must be established 90 days ahead can only be
  assigned one comp area/group at a time
• Establish based on organizational needs
• Not used to target individuals

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EXAMPLES OF COMPETITIVE AREAS

• Examples of competitive areas
• Military funding vs. Civil Works funding
• Michigan, Bradley Fighting Vehicle
• Army Hospital, OB/GYN Surgical Ward, North Dakota
• ACTEDS interns, Career Program 10
• Logistics Assistance Representatives (LARS) -
  worldwide

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EXAMPLES OF COMPETITIVE AREAS
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COMPETITIVE GROUPS

• Separate competitive groups required for
• Excepted/competitive service
• Different excepted service appointing authorities
• Different work schedules
• May be further defined by
• Career group (new) - Pay Band (new)
• Pay schedule (new) - Trainee status
• Occupational code or specialty

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EXAMPLES OFCOMPETITIVE GROUPS

• Pay Band 2 all employees in Pay Band YA 2
• Pay Band 3 all employees in Pay Band YA 3
• Part time employee
• Interns

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RELATIONSHIP OF COMP AREA TO COMP GROUPS
NOTE CA/CG determination made at lowest
practical level, not typically by HR
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IMPACT OF RIF

• PARTICIPANTS
• Discuss how this new approach can minimize the
  impact of a RIF

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RETENTION FACTORS

• GS System
• Tenure
• Veterans Preference
• Creditable Service
• Performance Rating

• NSPS
• Tenure
• Veterans Preference
• Performance Credit
• Creditable Service

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RETENTION FACTORS
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PERFORMANCE APPRAISALS

• Applying non-NSPS ratings
• Upon mass conversion employees are assigned a
  Level 3 rating
• Employees who move on a voluntary basis receive a
  modal rating
• New employee
• New to NSPS

• Effect of unsuccessful ratings
• Level 1 (Unsuccessful) rating of record is a
  competing employee except
• Employees received final written decision of
  removal
• Employee received final written decision for
  reduction in band

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EXERCISE 1RETENTION FACTORS
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DISPLACEMENT AND RELEASE ORDER

• Rights Movement of fully qualified employee to
  a position held by employee of lower retention
  standing on same retention list
• Process
• Identify all employees in abolished positions on
  the retention list
• Select employee with highest retention whose
  position is abolished
• If fully qualified, place higher retention
  standing employee into position held by lower
  standing employee in the same or lower pay band
• If no placement available, separate employee
• Employees with the lowest retention standing will
  be released first

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OTHER ISSUES AFFECTING RELEASE

• Release employees on temporary appointments first
• Career employees placed in temporary or time
  limited positions maintain career status
• Position offer requirements
• Least possible reduction in pay band
• Occupied by employee with lower standing and last
  minimum of 90 days
• No more than one pay band below employees
  present position
• Does not result in promotion but can have
  promotion potential

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OFFERS OF VACANT POSITIONS

• Components are not required to offer vacant
  positions
• Qualifications may be waived
• Declination does not affect RIF
  entitlements/benefits if
• Outside the competitive area
• Not a valid job offer (position two pay bands
  below employees present position)

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OFFERS OF VACANT POSITIONS(cont)

• May offer vacancies within/outside group to
  employees being separate
• Offer must be based on relative retention
  standing
• If within competitive group
• Satisfies RIF assignment rights
• If outside competitive group but within
  competitive area
• Satisfies employees RIF assignment rights
• If outside competitive area
• Does not satisfy RIF assignment rights

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EXERCISE 2COMPARISON OF GS TO NSPS
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TRANSFER OF FUNCTION

• Transfer of Function Definition Change
• Work moved from one competitive area to another
  and same type of work may already exist in new
  area
• Work must cease in losing competitive area
• Losing competitive area determines number/ type
  of positions encompassing the transferring work
  (no longer needs to be grade-controlling)

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Lesson 8 Review

• Changes in workforce shaping (RIF and TOF)
• Competitive areas and competitive groups
• Retention standing and retention lists
• Displacement and release order
• Offers of vacant positions
• Transfer of Function
• Questions