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A-76/Competitive Sourcing
Garrison Commander Col. Gary Giebel encouraged Directorate of Logistics and Directorate of Public Works employees to stay up to date on the A-76/Competitive Sourcing process by visiting the A-76 website at the Sept. 28 all hands meeting at the Post Theater.
Giebel asked employees for their input on information they would like to hear. He also introduced Camilla (Milly) Gomez as the new Human Resources/CPAC point of contact.
The Office of Management and Budget Circular A-76 defines the process of obtaining the best value for the provision of commercial activities. This is accomplished by utilizing the Circular A76 standard competition process to develop a performance work statement, structure a most efficient organization of the in-house government work force, and then compare the MEO with any qualified commercial providers based on the requirements developed in the PWS to decide which bidder (i.e. current government workforce or contractor) will win the opportunity to perform the activity.
On July 28, 2006 approximately 362 civil service
positions were formally announced in the Directorate of Public Works and Directorate of Logistics, Garrison-White Sands Missile Range as eligible for competition. Therefore, all DPW and DOL employee’s positions are eligible for competition. In addition, depending upon the outcome of the competition, some contractor positions and interactions with other agencies and/or activities on the Range may be affected as well.
Team leader, Daisan Taylor-Glass presented an update on the progress of the scoping process.
Taylor-Glass reminded employees that this is an 18-month competition and that the final Performance Work Statement is due for submission on June 12, 2007. The bids are due on Oct. 16, 2007 and the final performance or competition decision will be made on Jan. 25, 2008.
She informed employees that inherently governmental activities, or positions that require government authority, cannot be performed by contractors. “All the positions in this DPW/DOL competition have been determined to be commercial activity. There are no inherently governmental positions in this competition,” Taylor-Glass said.
She also informed employees that scoping is still ongoing and that the Work Breakdown Structure is complete.
Taylor-Glass also informed employees that an e-mail address is being set up for employees to ask questions on the A-76 process at a76faqs@wsmr.army.mil.
Tom Klumb presented a DPW update. He informed the workforce that interviews have been conducted in all functional areas of DPW and they were able to identify workload and product output.
He also informed the workforce that the team is still doing data collection.
Klumb said that assessments from technical experts combined with historical records are being used in the Environment Division and Engineering Divisions until scoping is completed in these areas.
Deb King presented a DOL update. She informed employees that workload collection is ongoing.
She said the team plans to submit the completed scoping package for DOL by Nov. 1, 2006.
King said she has received one month’s complete workload data from all sections, which she will analyze and verify.
DOL will also continue to conduct interviews to verify functions.
She asked employees to make notes of any improvements they could make.
As requested by employees, Jim Kielty presented the personnel aspects of commercial sourcing in the event that the worst case scenario comes to play.
He went over information on the various options employees would have in the worst case scenarios.
Under Right of First Refusal, employees adversely affected by the competitive sourcing decision to convert to contract performance have a right of first refusal for vacant positions the contractor will be filling and for which they are qualified.
However, Kielty noted that the contractor determines the number of positions to be filled. This means that there is no guarantee, in the worst case scenario, that all adversely affected employees will receive contractor job offers.
He also pointed out that the contractor has sole responsibility to determine if adversely affected federal employees are qualified for the vacancies.
Under Reduction-In-Force procedures, the right of first refusal could be afforded to employees outside the activities being competed (i.e., DPW and DOL) but within the RIF competitive area.
Kielty said Voluntary Early Retirement Authority and Voluntary Separation Incentive Pay will be used to mitigate involuntary separations which would result from Reduction-In-Force.
VSIP is a payout of up to $25,000 offered to employees who are otherwise eligible for voluntary early retirement, optional retirement, or resignation, and are serving under an appointment without time limitation; and have been employed by the Department of Defense for a continuous period of at least 12 months.
The VSIP amount is the lesser between $25,000 or the amount employee would be entitled to receive under the formula used for calculating severance pay.
Under Reduction-In-Force, the agency is required to use RIF procedures when employees faced with separation or downgrading due to competitive sourcing decision.
Employee retention standing under RIF is determined by four factors determined by tenure groups: Group I- Career employees, Group II – Career Conditional employees
Group III – Temporary/Term employees and Veterans Preference.
Kielty noted that employees receive extra service credit for performance ratings based on the employee’s last three performance appraisals during the most recent four year period.
Employees must be notified of any RIF notice in writing at least 60 calendar days before the effective date of the RIF action.
Severance Pay - Severance pay is money paid to employees who are involuntarily separated by RIF if they meet certain conditions of eligibility. The total amount of severance pay cannot exceed one year’s salary.
Federal Employee Placement Assistance - The DoD Priority Placement Program is designed to minimize adverse affects on employees displaced by RIF. Employees may register for positions at current grade and up to three grades or equivalent below current grade.
Employees are eligible for placement consideration for a period of up to one year.
Employees must accept or decline offers within two calendar days.
If PPP registrant declines job offer, that employee loses eligibility under PPP for further placement assistance.
Reemployment Priority List requires DoD activities to give re-employment consideration to competitive service employees separated by RIF for positions in commuting area from which employee was separated.
Other services include unemployment compensation and retraining opportunities. The U.S. Department of Labor in conjunction with each state offers training/retraining services under Workforce Investment Act of 1998.
The next meeting is Oct. 26.
The goal now is to complete and submit the final scoping package.
For more detailed information on the presentation visit the A-76 website. This can be accessed through the Garrison web page at www.wsmr.army.mil.
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A-76/Competitive Sourcing
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