updated 9/15/03

VOLUNTARY EARLY RETIREMENT

Table of Contents

July 11, 2003 Letter - APWU VER VER Offer Letter Early Out Resources
Guidelines For Processing Early Retirement Irrevocability of VER Decision Early Out Discussion
Implementation Timeline For APWU VER VER Disapproval Letter Retirement Request Status
Statement of Interest Bulletin Board Notice  
Summary of Benefits & Leave Provision Notice of Approval  
Q & A ON BENEFITS, PAY & LEAVE Voluntary Early Out Agenda  

 

(VER) AND OTHER WORKFORCE RESHAPING LEGAL ISSUES web format or  download PDF file

Overview

Background

OPM Guidelines

VER Timeline/SOP (explanation of timeline)

HQ, Area, and District Roles/Duties

VER Document Review

RESHAPING THE WORKFORCE web format or  download PDF file| Excessing Questions & Answers

REPOSITIONING THE WORKFORCE web format or  download PDF file
Anthony Vegliante August 18, 2003 Letter Re: Voluntary Early Retirement

Use of Voluntary Early Retirement- Patrick Donahue Letter

Voluntary Early Out Packet (Thanks to Don Cheney)

Letter from Gerald S Sanchez Manager, Human Resources Pacific Area Office

contents from PowerPoint file titled /Brenker.ppt via postalreporter reader

Guide

REPOSITIONING THE WORKFORCE web format or  download PDF file

Slide 1

Reposition The Workforce
Excessing Without The Numbers Made Simple
Slide 2
Clean Up Bids
Place Unencumbered/Unassigned
Ensure Bid Review Process Is Followed
Identify Future Job Reversions
 
Slide 3
Know Local MOU Excessing Sections
Revert Or Post?
- Clerk Craft 28 Days
- Mail Handler Craft 30 Days
 
Slide 4
Article 12.5.C.2.b.7.X.Y.ZZZZZZZzzzzzzzz
MSPB Cases
MOU’s
Use Common Sense to Understanding Moving Employees
 
Slide 5
Excessing Made Simple:
Identify Jobs to Eliminate
Identify Junior Employees to Be Excessed
Identify Landing Spots
 
Slide 6
Identify Jobs to Be Eliminated
Do in Advance with Complement Committee
Review Future Impacts:
APPS
Plant Closing
PARS
Labor Scheduler
BPI
ETC
 
Slide 7
Identify the Junior Employees to Be Moved
Junior In:
Section
Craft
Pay Level
 
Slide 8
Identify Landing Spots
Key to Selection in Article Twelve
Place Employees In:
Section
Different Pay Level
Different Section
Different Craft
Differing Installation:
Same Craft
Other Craft
 
Slide 9
I Need To Move Employees What Do I Do??????
Where Will You Place Employees?
Index of Causes for Excessing:
Different Sections – Local Notice
Out of Craft, Pay Level, Installation Area Notice
Slide 10
What Is Local Notice?
Exchange Reason for Change With Local Union President:
In Writing
Before Change
Automation Based – Use Impact Statement
Non-Auto Based – Use Appropriate Information
 
Slide 11
Explain Change to Employees
All Employees Are Impacted:
After Meeting with Union(s)
Junior to Be Excessed
Jobs to be Changed
Volunteers
Curious
 
Slide 12
What Will Happen To Me?
Have Correct Information
Remember Their Mindset
Invite the Union(s)

 
Slide 13
Give Impacted Employees Notice:
Out of Section – Reasonable
Area Level Notice:
All Others – Minimum 60 Days
Automation Based – Minimum 90 Days to Union
 
Slide 14
Move the Impacted Employees
Move the Volunteers
Make Changes in Remaining Bids
Repost Where Necessary:
Check National Agreement and LMOU
Award Bids
Train and Place Employees
 
Slide 15
Impediments:
Complicated Process
Why?
Vet Pref Rights “RIF Issues”
ID VET Pref’s and Get Help
Lower Pay Level Placement:
Reassignment MOU 04/02/2001
Unencumbered/Unassigned Status
Template Letter on LR Website
 
Slide 16
Impediments Continued
Withholding Between Areas:
Communicate Between Areas
Complement Coordinator
Lack of Residual Vacancies
 
Slide 17
Impediments Continued
Higher Level Placement
Within APWU for REC Closings & PARS OK
City Letter Carrier Equivalent to PS-6 & PS-7 Other Unions
 
Slide 18
Impediments Continued
Key to Selection in Article Twelve:
APWU Contract Extension
50 Mile Radius for Involuntary Placement Where???
 
Slide 19
Reshape Bid Inventory:
Revert Jobs Not Needed in Future
Create Landing Spots:
Post Jobs Needed in Future
Withhold Residual Vacancies
 
Slide 20
Staffing and Scheduling Issues:
Change Schedules Where Necessary
Review Nat’l Agreement/LMOU
Repost If Necessary
Abolish Incumbered Bids
Employees Become Unencumbered/Unassigned
Place Them ASAP
Clean Up Vacant Bids:
Post or Abolish
 
Slide 21
Achieve Greater Flexibility:
Less Full Time More Part Time
(Reshape with Additional PTF’s)
Scheduling Discipline Required
Comparative Workhour Report
Opportunity to Build Back Lost Flexibility
 
Slide 22
Closing Points
Need a Plan For Positions Vacated By VER:
Revert Within Time Limits
Post if Necessary
Withhold Residual Assignments
Reassign Excess into Withheld Assignments
 
   

 

REPOSITIONING THE WORKFORCE

EXCESSING WITHOUT THE NUMBERS MADE SIMPLE

REPOSITIONING THE WORKFORCE

CLEAN UP BIDS

PLACE UNENCUMBERED/UNASSIGNED

ENSURE BID REVIEW PROCESS IS FOLLOWED

IDENTIFY FUTURE JOB REVERSIONS

KNOW LOCAL MOU EXCESSING SECTIONS

REVERT OR POST????????

CLERK CRAFT 28 DAYS

MAILHANDLER CRAFT 30 DAYS

REPOSITIONING THE WORKFORCE

ARTICLE 12.5.C.2.b.7.X.Y.ZZZZZzzzzzzz

MSPB CASES

MOU’S

USE COMMON SENSE TO UNDERSTANDING MOVING EMPLOYEES.

EXCESSING MADE SIMPLE

IDENTIFY JOBS TO ELIMINATE

IDENTIFY JUNIOR EMPLOYEES TO BE EXCESSED

IDENTIFY LANDING SPOTS

IDENTIFY JOBS TO BE ELIMINATED

DO IN ADVANCE WITH COMPLEMENT COMMITTEE

REVIEW FUTURE IMPACTS

APPS

PLANT CLOSING

PARS

LABOR SCHEDULER

BPI

ETC.

IDENTIFY THE JUNIOR EMPLOYEES TO BE MOVED

JUNIOR IN:

SECTION

CRAFT

PAY LEVEL

IDENTIFY LANDING SPOTS

KEY TO SELECTION IN ARTICLE TWELVE

PLACE EMPLOYEES IN:

SECTION

DIFFERENT PAY LEVEL

DIFFERENT SECTION

DIFFERENT CRAFT

DIFFERENT INSTALLATION

SAME CRAFT

OTHER CRAFT

I NEED TO MOVE EMPLOYEES WHAT DO I DO??????????

WHERE WILL YOU PLACE EMPLOYEES?

INDEX OF CAUSES FOR EXCESSING

DIFFERENT SECTIONS – LOCAL NOTICE

OUT OF CRAFT, PAY LEVEL, INSTALLATION AREA NOTICE

WHAT IS LOCAL NOTICE

EXCHANGE REASON FOR CHANGE WITH LOCAL UNION PRESIDENT

IN WRITING

BEFORE CHANGE

AUTOMATION BASED – USE IMPACT STATEMENT

NON-AUTO BASED – USE APPROPRIATE INFORMATION

REPOSITIONING THE WORKFORCE

EXPLAIN CHANGE TO EMPLOYEES

ALL EMPLOYEES ARE IMPACTED

AFTER MEETING WITH UNION(S)

JUNIOR TO BE EXCESSED

JOBS TO BE CHANGED

VOLUNTEERS

CURIOUS

REPOSITIONING THE WORKFORCE

WHAT WILL HAPPEN TO ME?

DON’T RUSH THE EMPLOYEE MEETING

HAVE CORRECT INFORMATION

REMEMBER THEIR MINDSET

INVITE THE UNION(S)

REPOSITIONING THE WORKFORCE

GIVE IMPACTED EMPLOYEES NOTICE

OUT OF SECTION – REASONABLE

AREA LEVEL NOTICE

ALL OTHER – MINIMUM 60 DAYS

AUTOMATION BASED – MINIMUM 90 DAYS TO UNION

REPOSITIONING THE WORKFORCE

MOVE THE IMPACTED EMPLOYEES

MOVE THE VOLUNTEERS

MAKE CHANGES IN REMAINING BIDS

REPOST WHERE NECESSARY

CHECK NATIONAL AGREEMENT AND LMOU

AWARD BIDS

TRAIN AND PLACE EMPLOYEES

REPOSITIONING THE WORKFORCE

IMPEDIMENTS

COMPLICATED PROCESS

WHY?

VET PREF RIGHTS "RIF ISSUES"

ID VET PREF’S AND GET HELP

LOWER PAY LEVEL PLACEMENT

REASSIGNMENT MOU 04/02/2001

UNENCUMBERED/UNASSIGNED STATUS

TEMPLATE LETTER ON LR WEBSITE

REPOSITIONING THE WORKFORCE

IMPEDIMENTS CONTINUED

WITHHOLDING BETWEEN AREA’S

COMMUNICATION BETWEEN AREA COMPLEMENT COORDINATORS

LACK OF RESIDUAL VACANCIES

EXPAND WITHHOLDING TO OTHER CRAFTS OR TO A LARGER GEOGRAPHIC AREA

REPOSITIONING THE WORKFORCE

IMPEDIMENTS CONTINUED

HIGHER PAY LEVEL PLACEMENT

WITHIN APWU FOR REC CLOSING & PARS OK

CITY LETTER CARRIER EQUIVALENT TO PS-6 & PS-7 OTHER UNIONS

REPOSITIONING THE WORKFORCE

IMPEDIMENTS CONTINUED

APWU CONTRACT EXTENSION

50 MILE RADIUS FOR INVOLUNTARY PLACEMENT – WHERE????

REPOSITIONING THE WORKFORCE

ROLE OF VERA

RESHAPE BID INVENTORY

REVERT JOBS NOT NEEDED IN FUTURE

CREATE LANDING SPOTS

POST JOBS NEEDED IN FUTURE

WITHHOLD RESIDUAL VACANCIES

REPOSITIONING THE WORKFORCE

STAFFING & SCHEDULING ISSUES

CHANGE SCHEDULES WHERE NECESSARY

REVIEW NAT’L AGREEEMNT/LMOU

REPOST IF NECESSARY

ABOLISH ENCUMBERED BIDS

EMPLOYEES BECOME UNENCUMBERED/UNASSIGNED

PLACE THEM ASAP

CLEAN UP VACANT BIDS

POST OR ABOLISH

REPOSITIONING THE WORKFORCE

ACHIEVE GREATER FLEXIBILITY

LESS FULL TIME MORE PART TIME

(RESHAPE WITH ADDITIONAL PTF’S)

SCHEDULING DISCIPLINE REQUIRED

COMPARATIVE WORKHOUR REPORT

OPPORTUNITY TO BUILD BACK LOST FLEXIBILITY

REPOSITIONING THE WORKFORCE

CLOSING POINTS

NEED A PLAN FOR POSITIONS VACATED BY VER

REVERT WITHIN TIME LIMITS

POST IF NECESSARY

WITHHOLD RESIDUAL ASSIGNMENTS

REASSIGN EXCESS INTO WITHHELD ASSIGNMENTS

return to table


 


Labor Relations Conference

from file name /LaborRelationsConferenceJul2003 2.ppt

Breakout Session A

Voluntary Early Retirement (VER)


 

Overview

Background

OPM Guidelines

VER Timeline/SOP

HQ, Area, and District Roles/Duties

VER Document Review

Background

A provision in APWU National Agreement required USPS to request VER for all APWU employees covered by agreement by February 2003

Request was submitted to OPM January 23, 2003

Homeland Security Act modified VER rules

OPM Guidelines

VER authority is based on business reasons

It is VOLUNTARY

Employees cannot be coerced to retire or not retire

Can be used for employees identified as being in positions :

in danger of separation as a result of a RIF or ToF

or

which are becoming excess to the agency's future ability to carry out its mission effectively;

or

which can be a potential placement opportunity for those employees who are being excessed.

Basic eligibility requirements

At least 20 years service and at least age 50
- or -

At least 25 years service regardless of age

VER Timeline/SOP

July 11

Implementation package sent to Area and field HR

July 15

SOI package mailed to approx 58,000 VER eligible employees covered by the National Agreement

The bulletin board notice currently posted advises employees who did believe they should have received an SOI package, but did not; to request one from local personnel.

If they are in the P or C pay schedule provide them with an SOI package

July 15 to August 26

Area Operations works on specific site complement plans

Assess impact, reshaping and staffing needs

Facility by facility analysis to determine:

Positions for VER offer

Number of VERs for approval for Oct 31 and subsequent retire dates

This data must be provided to HQ by September 15

August 5

End of SOI period

Deadline for SOI responses to be received at HQ

August 1 to August 19

HQ collects, logs, and categorizes SOI data

Categories of SOI data

(1) Levels 4, 5, and 6 in Clerk Craft in plants

(2) Levels 4, 5, and 6 in Clerk Craft within 50 miles of plants

(3) Other potential reassignment opportunities

(4) Ineligible

August 1 to August 19

HQ forwards SOI data to district HR with summary copies to Area HR weekly

First installment will be August 1

Spreadsheet example

August 6 to September 24

OPF validation/RTR data entry period

Employees must be in RTR before a VER offer can be made

RTR data entry requires a review of the OPF by HR specialists who have RTR training

Issuance of disapproval letters, where appropriate

Tracking in webCOINS

September 27

VER offer packages will be mailed to employees who have shown interest and who are in category 1

VER offer packages will be mailed to FTR employees who have shown interest and who are in category 2

PTF or PTR employees in category 2 will be mailed an offer package if they can be replaced by the reassignment of another career employee

Category 3 employees will receive an offer package if they occupy positions that are potential reassignments opportunities as defined by operations or are in excess positions

Category 4 employees will not be sent a VER offer

September 27 to October 27

VER window period

Period of time when employees have a chance to decide on VER

Retirement applications must be submitted during this period

Retirement applications can be withdrawn during this period

The decision to retire is irrevocable after COB October 27

October 28

VER approval notice sent to employees

If the number of requests for VER exceeds the number required for the facility/position, VER disapproval notice will be sent

Employees with the earliest retirement computation date up to the number required will be granted VER

October 31

VER retirement effective date

HQ, Area, and District Roles/Duties

HQ

Develop implementation plan

Mail SOI packages

Log all SOI responses

Distribute SOI data to field

Report to senior management and OPM

Guidance to Area HR

Area

Coordinate implementation plan

Coordinate strategies for site specific complement plans

Monitor VER tracking

Provide guidance to districts

District

OPF validation (RTR)

VER tracking (webCOINS)

Work with Area on site specific complement plans

Prepare VER Offer package

Prepare disapproval letter

Provide group retirement counseling

Process Form 50 in accordance with OPM guidelines

Authority number and date

Documents

VER Offer package

Approval Letter

Acknowledgement Of Irrevocability of VER Decision

VER Disapproval Letter

Planning next steps

Supervisors Distribution Operations

Mailhandlers

return to table


Agenda

Why are we doing it?

Who are we targeting?

Selecting the volunteers

Tracking the progress

Ensuring coverage

Other impacts

Why are we doing it?

Down 41,484 in last 24 AP’s

FY 03 Impacts were approximately 16,000 Clerks

We have captured 10,500

FY 03 we still need 5,500

FY 04 Clerk Impacts in:

F-1 equal 8,000

F-4 equals 3,700

Current need 17,200 more Clerk attrition

Who are we targeting?

APWU F-1 Clerks

Distribution operations

APWU F-4 Clerks

Landing spots for F-1, excess and reshape

Mailhandlers

Excess and landing spots

Supervisors Distribution Operations

Less employees equal less supervision

Selecting the volunteers

This VERA is first of several VERAs

Develop and train on a standardized approach

Dry run to get it right for big push next year

Districts may run their own in the future

Tool: VERA Model

Identifies eligible employees

Flexible

Tracking the progress

OPM required reporting:

Quarterly Reports

Final Reports

Activity Summaries

Includes:

Number of VERs

RIF used (yes or no)

Other attrition and total separation

HQ SER prepares IF field does their part

VER Statement of Interest Received

Excess position within Plant

Excess position within 50 miles

Other Potential Reassignment Opportunity

Ineligible

VER Offer Package Mailed

Operational review has been completed

Employee meets eligibility requirements

Set sub-note for potential Retirement Date

VER Disapproved

Employee has submitted a SOI

Operational review completed

Can not be spared

Or employee is ineligible

Age/service

VER Application Received

Employee has submitted a retirement application

Processed, withdrawn or exceeds limit

Job of VER Approved Employee

Employee has been mailed a package

Set sub-note for potential Retirement Date

Ensuring coverage

Operations has determined excess numbers

Employees have been given packages with potential dates

Extract potential vacancies and determine reversion or placement strategies

Potential Vacancies identified

Need a plan for duty assignments vacated by VER

Revert within time limits

Post if necessary

Withhold residuals

Reassign excess into withheld

Use casuals or TE’s to cover short term

Other Impacts

Future Impacts:

PARS, APPS, etc.

Will need to provide Impact Statements

Closing

First of several VERA

Opportunity to reduce impact and reshape

Must standardize the process and tracking

If field properly documents activities, quarterly reporting minimized

Joint effort HR and Operations

Find a way to say YES!

Questions and Answers


 

RESHAPING THE WORKFORCE

John R. Mularski
July 30 – 31, 2003

Labor Relations Conference

Managing complement is a key driver for our financial performance

Future changes require that we put in place a sound complement management process now

Labor Relations Conference

  • Why VER? - Why Now?

  • Tool to Reshape  conversion)
  • Complement Challenges FY 2003 and Beyond
  • Option that encourages voluntary movement
  • Assessing Approximate Potential : conversion)

    Who meets the age and service requirements for VER?

    58,000 APWU employees

    8,400 NPMHU

    7,600 supervisors

    Purpose of Meeting

  • Greater use and understanding of tools that are available

  • Making data driven decisions

  • Better Planning

  • Exploiting Attrition

  •  

    Context and History

  • Historical ability to manage growth

  • Less success in static or downturn environment

  • Complement growth, freeze, more growth cycle

  • Sustained period of complement management

  • Total Career On Rolls

    Repositioning Tools & Techniques

    We’ve Come A Long Way……..

    FY 02 Complement Reduction

    22,954

    FY 03, YTD (AP 11) Complement Reduction

            18,007

    OVER 40,000!

    Repositioning Tools & Techniques

    No "magic pill"

    No "secret formula"

    Instead………

    Combination of ALL the tools and ALL the techniques!

    Repositioning Tools & Techniques

    How Was It Achieved?

  • Complement Coordinators
  • Complement Review Committees

  • Managed Conversions

  • Managed Hiring

  • WebCoins

  • Reassignment Plans

  • Learned From Others

  • Repositioning Tools & Techniques

    Additional Reshaping Tool

    (VERA)

    Voluntary Early Retirement Authority

  • Provides for voluntary employee movement

  • Provides complement optimization flexibility

  • Complement challenges remain in FY 03 and beyond

     

  • Staffing & Scheduling Issues conversion)

  • Repositioning and Reshaping within Labor Contract provisions

  • Managing the conversion process

  • Managing the hiring process

  • Reassignments

  • Legal Issues conversion)

  • Legal obligations under voluntary early retirement authority
  • Avoiding challenges resulting from failure to follow VERA procedures
  • Complement Management Tools (conversion)

  • VERA Tracking

  • VERA Modeling

  • AIR (Automated Impact Report)

  • Repositioning Tools & Techniques

  • Recap
  • VERA SOP/Timeline/Rules conversion)

  • VERA Modeling conversion)

  • Staffing & Scheduling Issues conversion)

  • Repositioning Legal Issues


  • note: some redundant language was omitted from the FAQs below

    Reduction-in-Force (RIF)
    Frequently Asked Questions

    (July 10, 2003)

    1. When are RIFs necessary?

    RIF procedures are required when there is an organization or staffing change AND at least one employee will be demoted or separated.

    2. What is RIF avoidance and how does it differ from a RIF?

    RIF Avoidance and RIF are components of the organization change process (i.e., reorganizations, restructuring, and downsizing). RIF Avoidance is a period of time that begins after the change is approved and the manager meets/notifies the employees of the change. During the RIF avoidance period, management helps employees identify vacant authorized positions for which the affected employees can apply. The RIF avoidance period ends when all employees find placement opportunities or with the issuance of the Specific RIF Notice, whichever comes first.

    3. What happens if I have salary protection from a previous organization/staffing change?

    If you are not a preference eligible and are reassigned to a lower level as a result of a RIF situation in your function, you will retain your current salary level for only two years. (See ELM 415.2 and 415.31).

    4. Does a RIF include all career employees?

    No, RIFs are limited to competitive areas where the organization/staffing change meets the criteria for invoking RIF procedures. The most current listing of competitive areas is found in the Postal Bulletin.

    5. What is a competitive area?

    Competitive areas are organizational units under separate management authority within which preference eligible employees compete during a RIF.

    6. How will I know if my competitive area will conduct a RIF?

    After the proposed organization/staffing change is approved, your manager will provide you with the details of the change. This information will include:

    • identifying the elimination of work,
    • identifying the positions that are likely to be affected,
    • providing the new organization and staffing information,
    • indicating whether RIF procedures are necessary, and
    • identifying important milestones and dates.

    7. If I get separated in a RIF, can I get called back?

    Employees separated by RIF procedures can request to be placed on the Reinstatement List for 2 years. The Reinstatement List is valid for vacancies for which they are qualified at or below the grade level at the time of separation within 50 miles of the competitive area from which they were separated.

    8. Will early retirement be available for all or some employees in competitive areas conducting a RIF?

    The Office of Personnel Management (OPM) approves use of Voluntary Early Retirement (VER) Authority in accordance with individual and specific requests in order to assist agencies with downsizing and reorganization. The approval designates those employees who occupy impacted positions, or non-impacted positions that can potentially serve as placement opportunities for impacted employees.

    9. Will there be any type of incentives offered?

    There are no plans to offer any incentives to employees to take early retirement.

    10. I am a nonbargaining unit employee at the top of my grade. If I voluntarily request a reassignment to a lower level position in RIF avoidance, and I get 2 years of salary protection, am I still eligible to receive a lump sum merit payment?

    Assuming your salary at the end of the fiscal year is above the maximum salary range for your position, you would be eligible to receive a lump sum merit during the 2 years of salary protection.

    11. If an impacted employee voluntarily or involuntarily is placed into a Postmaster position, does the 1-year lock-in for Postmaster appointments apply? Or can the impacted employee apply for other positions that may subsequently become vacant?

    The 1-year lock-in for Postmaster appointments still applies. Area Vice Presidents can make exceptions to the 1 year lock-in period in hardship cases, or when a compelling business need exists.

    12. What relocation benefits are available during RIF avoidance? If employee requests downgrade to a position outside commuting distance, does he/she get applicable relocation benefits?

    Paid relocation benefits are based on whether or not the employee is considered under the competitive or noncompetitive process.

    Example 1 - Employee volunteers for equal or lower grade and is selected and considered under the competitive process(along with the competitive applications), all relocation benefits as outlined in the F-15 Travel/Relocation handbook are paid by the Postal Service.

    Example 2 - Employee volunteers for equal or lower grade and is considered under the noncompetitive process (no competitive applications considered), relocation benefits may be paid based on management's discretion.

    For more information on relocation benefits refer to Publication 164, Q & A’s Compensation, Relocation Benefits, and Reinstatement.

    13. Where can I find more detailed information about RIF procedures?

    Please visit  (http://www.usps.com/cpim/ftp/manuals/elm/elmc4/elm410.pdf)

    14. I understand a postal spouse of a RIF-impacted employee will be given consideration under the "normal" transfer process. Will this include consideration for jobs that have been frozen for RIF-impacted employees? (Example: non-impacted spouse is EAS-20 Postmaster. Will she be considered for frozen jobs level 18+?)

    The trailing spouse will be considered for jobs after it has been determined that the job cannot be filled by a RIF-impacted employee. They will not receive priority consideration over the RIF-impacted employee.

    15. Once a postal employee has a RIF letter, are they eligible to apply for job opportunities in other federal agencies under ICTAP (Interagency Career Transition Assistance Plan)? The job announcements sometimes contain the following statement:

    "Interagency Career Transition Assistance Plan (ICTAP) eligibles: Current or former employees displaced from other agencies. Individuals seeking ICTAP eligibility must submit a copy of their Reduction in Force (RIF) separation notice (Notification Letter or SF50) and a copy of their most recent performance rating."

    Postal Service employees are excluded from using the ICTAP program. This is explained in a booklet on the OPM web site at www.opm.gov/ctap/html/egct.htm. The name of the booklet is "The Employees Guide to Career Transition". See page 13, question 31.

    However, Corporate Personnel strongly recommends submitting a cover memo to any application submitted for the federal government stating that you have been verbally informed that your job has been eliminated and providing the RIF effective date.

    16. At 53 & 23 years of service I would be eligible for VERA. However if I choose to take my chances by not taking VERA, and then the RIF period ends without me getting a job, would I be able to immediately begin drawing my reduced (for age & service years) annuity? Or would it be deferred until I reach some age criteria?

    A: Based on your years of service 23, and your age 53, if you elect not to take the VER, and you are not placed in a job prior to the RIF effective date, you would be eligible for an immediate annuity under the discontinued service retirement process. You are not required to wait until age 62.

    17. I work for an impacted unit and have a VERA question. I meet the age requirement and have 27 years of service, is there a 2% penalty for every year of service under 30 years.

    No. The 2% penalty that you’ve referenced is applied to reduce a person’s early retirement annuity by 2% for each year that he or she is under the age of 55 at the time of his or her retirement. A person eligible for retirement under the Voluntary Early Retirement Authority and who retires at age 53, for example, would have his or her retirement annuity reduced by 4%, regardless of his or her years of service. The retirement annuity will be computed based upon 27 years of service minus the percentage reduction for being under the age of 55.

    18. It is my understanding that "Veterans Preference" does not apply to RIF-impacted job opportunities that are currently being posted. Is this correct?

    That is correct. Preference is given to veterans during a RIF, but there is no preference when applying for vacancies in non-RIF or RIF-avoidance circumstances.

    19. If a nonbargaining unit employee voluntarily accepts a lower level position with the 2 year salary protection, will their salary go to the lower level if they are not at the maximum of that lower level position? How is the salary calculated after 2 years?

    ELM 415.15 Protected Salary states:

    An employee assigned to a lower grade position whose salary does not fall within the salary range of the lower grade position has this salary retained for a period not to exceed 2 years (104 weeks) as a protected salary. During this 2-year period, the employee may receive merit lump sums based on his or her protected salary and the policies applicable to employees at or above the maximum. If the protected salary exceeds the maximum salary for the lower grade at the end of the 2-year period, the protected salary is terminated, and the salary is automatically reduced to the maximum salary of the lower grade position. An employee assigned to a lower grade position whose current salary falls within the salary range of the lower grade position has this salary continued, and no salary retention is applicable. Future salary increases, and merit lump sums are determined in accordance with the policies applicable to the lower grade position.

    20. Is it necessary for to complete the KSA portion of the Form 991? The normal procedure for lateral or downgrade only requires submission of the first two pages and a narrative?

    Normally, for laterals or downgrades, employees are only required to complete the first 2 pages of the PS Form 991. However, it may be to your advantage to respond to each KSA because you are competing with other RIF-impacted employees..

    21. Do I have to complete a Form 991 and address the KSAs when applying for a position that has the same occupation code and title?

    See above answer. Same occupation codes are the same as laterals. While the procedures for applying for a lateral reassignment require the submission of pages 1 and 2 of the PS Form 991, it may be to your advantage to respond to the KSAs of the position especially since you are competing with other impacted employees.

    24. When the competitive area is closing, do preference eligibles receive indefinite saved grade and saved salary?

    Preference eligible employees who request a voluntary reassignment to lower level during the RIF avoidance phase receive two years protected salary. See ELM 415.15

    25. Are veterans offered any different benefits/placement if they are unable to find a job during the RIF period?

    In competitive areas that are being eliminated, there will be no positions available for preference eligible employees or non-preference eligible employees. Positions within that competitive area will be abolished on the RIF effective date and any employees (preference eligibles and non-preference eligibles) who have not successfully found another position within the Postal Service by that date will be separated.

    26. Can management involuntarily direct preference eligibles to lower level positions?

    There are four ways in which employees can be assigned to lower level positions:

    By RIF procedures

    Voluntary request by the employee

    For cause

    Reclassification of a position

    27. When does the clock begin running for preference eligibles for the 30 day MSPB appeals? Does it begin with the RIF letter, the RIF Impact notice, or the RIF Avoidance notice?

    The 30 calendar-day period for filing an appeal with the Merit Systems Protection Board commences on the effective day of the RIF. Information regarding the appeals process is provided with the Specific RIF Notice issued 60 days prior to the RIF effective date.

    28. As a disabled veteran, will I retain my salary and grade indefinitely if I go to another agency?

    No. It is up to you and the receiving agency to negotiate the salary at that agency. The salary retention policies are afforded by the Postal Service only while employed by the Postal Service. When employment with the Postal Service is severed for 1 workday or more, salary retention terminates.

    28. Do preference eligibles receive indefinite saved grade and saved salary?

    Preference eligible employees who are demoted as a result of a RIF receive two years saved grade and veterans preference retained salary under RIF. See ELM section 415.12 and 415.14 for more information. Preference eligible employees who request a voluntary reassignment to lower level during the RIF avoidance phase receive two years protected salary. See ELM 415.15.

    29. Are veterans offered any different benefits/placement if they are unable to find a job during the RIF period?

    Preference eligible employees receive preference during the initial phase of the RIF process for jobs within a competitive area that is undergoing an organizational change. However, in competitive areas that are being eliminated, all jobs are abolished and any employee (preference eligible and non-preference eligible) who has not successfully found another position within the Postal Service by the RIF effective date will be separated.

    30. If I am RIFed, what happens to my outstanding TSP loan?

    Employee remains with the USPS in a lower grade level. No change would occur with the amount of the TSP loan payments or the length of the loan unless the employee needs to reduce the payments. He or she could then request a one-time reamortization of their loan. However, the rules for minimum and maximum repayment periods still apply.

    Employee transfers to another Federal agency. No change would occur with the amount of the TSP loan payments or the length of the loan. The employee must inform his or her new personnel office of the TSP loan and ask the office to continue the TSP loan payments. Of the new payroll office does not begin allotments promptly loan payments will be missed with possible significant adverse tax consequences to the employee.

    Employee separates from the USPS. The terms of the TSP loan include a requirement that the employee repay the loan in full, including interest, when they leave Federal service. After the employee leaves the USPS, he or she will be sent a notice with instructions to repay the loan.

    The TSP Booklet TSPBK04 – Loan Program dated January 2002, section VI, explains "Taxable Loan Distributions" in detail. The booklet is available from the TSP web site at http://www.tsp.gov/forms/tspbk04.pdf.

    31. If a preference eligible does not apply for any position and a RIF occurs, will he/she have bump and retreat rights to a position within three grades given to a non-preference eligible?

    The RIF regulations relative to the bump and retreat rights do not apply when a competitive area is being eliminated. All positions are abolished and any employee (preference eligible and non-preference eligible) who has not been successfully placed in a position elsewhere in the Postal Service will be separated on the RIF effective date.

    32. Regarding job postings, are we limited to applying for new job that are laterals and are no more than three grades below?

    During the RIF avoidance period, affected employees may voluntarily request consideration for vacant positions at the same grade level or lower level, for which they believe they meet the qualifications. Voluntary requests for downgrades are not limited to positions that are three grades below that of the RIF impacted employee. If you are found to be qualified and selected, you would be eligible to receive salary protection for two years.

    33. Lets say someone elects $5,000 health care FSA contribution in November with the intent of staying in the Postal Service. Come January they incur $5,000 in medical expenses and receive reimbursement from FSA for the whole $5,000. What would the financial consequences be if they are unable to get a job?

    Your situation is covered in Q&A 37, on page 22 of the Publication 164, "Q & A’s, Compensation Relocation Benefits, and Reinstatement"

    34. I am a reservist. If I am activated for 30 days in one year, how will I be able to apply for current postings when on active duty? Upon my return, I know the Postal Service must place me in a position similar to the one I vacated. Like my colleagues, I want to be able to select the type of work and work location, if possible. Can you provide me with some information or refer me to a source where this info can be found?

    Our policy for nonbargaining employees is that you can submit completed Forms 991 for specific position description to human resources reflecting the desired positions and locations. Human resources will activate the application where appropriate as soon as the desired position of location has a vacancy. Reservists who are RIF-impacted can access the web site for job opportunities from remote locations.

    35. How long will USPS employees have federal status after resigning from or being RIFed from federal employment? Does that mean that within that time period, we as former federal employees are eligible to apply to any agency that requests "status candidates"?

    In accordance with section 1006 of title 39, United States Code, since July 1, 1071, Postal Service employees serve under excepted appointments. They do not acquire competitive status or noncompetitive reinstatement eligibility for competitive service jobs in other agencies. However, by law, an agency may give a noncompetitive appointment (transfer) to an employee of the Postal Career Service who meets all the following conditions:

    a. The employee’s Postal Service appointment has not time limit; and

    b. Immediately before appointment in the competitive service, the employee served in the Postal Career Service for at least 30 months on a substantially full-time basis or for at least 520 hours if employed less than full-time; and

    c. the employee meets the qualification standard for the position; and

    d. The employee will be appointed to the competitive service with no break in service from Postal Service employment.

    36. If a RIF-impacted employee signs up for FSA contributions and then transfers to another Federal Agency, will the withholdings continue and will they be able to continue filing claims?

    The Flexible Spending Accounts (FSA) program is specific to the Postal Service. You cannot continue it at a Federal agency. See Publication 164, Question and Answer 37 for more information.

    37. Using the formula for severance pay, I would be eligible for about 27 weeks of severance pay. This is based on my current 18+ years of service. If involuntarily separated, would these 27 weeks be included in my service time for CSRS annuity calculations when I get old enough to collect?

    In addition to credit for specific allowable periods of civilian and/or military service, credit for retirement computation purposes is given only for periods of time between an employee’s appointment and separation from the Postal Service. Since severance pay is an allowance for employees who are involuntarily separated not for cause from the Postal Service (in accordance with the provisions of ELM 435), the period of time covered for severance pay is NOT creditable for retirement purposes.