TECHNICIANS ARE AUTHORIZED ENROLLMENT INTO DOD PRIOITY PLACEMENT PROGRAM (PPP)

All technicians affected by NDAA 2000 should have already received a packet in the mail from your command or Civilian Servicing Personnel Office or CPAC. If you did not get one contact your Personnel office immediately. USARC/OCAR /DOD have finally sorted out the controversy of whether Technicians affected by NDAA 2000 are eligible for enrollment into DOD Priority Placement Program. I firmly believe this would have not occurred had it not been for the outcry of technician’s voices throughout being heard by the Congress.

A decision has finally been made that all technicians affected by PL 106-65(otherwise known as NDAA2000) who are eligible for an unreduced annuity on or after 5 October1999 may be registered in accordance with current procedures outlined in DOD PPP Operations Manual, Chapter 11, Program C (Air Force Status Quo Program) and Program D (Army Reserve Military Technician Program).

This action does provides a ray of hope of continued employment to those who would otherwise be shown the door in April 2000 and those who will be removed subsequently by means of either mandatory retirement or mandatory separation. I feel it necessary however, to bring to your attention some important facts relative to enrollment and my view. I believe all must seriously consider that which is indicated below and their own personal situation prior to making their individual decisions

First and foremost in my view this action is more than four months late in coming. Techs should have been eligible to enroll simultaneously with the enactment of the law 5 October 1999. For some once enrolled they will have less than 2 months of consideration for other jobs.

Additionally this program is limited to Army and Air Force activities only (as applicable) and enrollees are given priority 2 consideration. I believe techs being forced out should have been treated just like a RIFF’d employee and given priority 1 consideration as well as not of been restricted to Army or Air Force activities. Consideration should have been DOD wide. For those who agree with my assessment, after reading below, you may want to get out your pens and computers again and let your congressional representatives know your feelings.

Here are some important facts to consider:

First and foremost regardless of whether you enroll in PPP or not you still will be separated (if eligible for unreduced annuity 5Oct99-5Mar00) on 5Apr00. All other Non-dual status technicians will be separated 30 days after their eligibility for an unreduced annuity.

You cannot be registered on PPP in you have submitted a retirement packet.

Those who have already submitted a retirement packet must withdraw their packet in they desire to enroll in PPP.

Once a retirement packet is submitted (NOT ON THE EFFECTIVE DATE OF RETIREMENT) you will be deleted from the PPP program

If you enroll in PPP and do not submit a retirement packet you will be involuntarily separated from your position however, you may remain on PPP for up to one year from separation.

Registration in PPP in voluntary.

Your registration is limited to Army activities only (if a Army Reserve Tech) and Air force activities only (if a Air Reserve Tech)

You may be registered in PPP up to 12 months prior to your anticipated separation date and may remain registered in the program for one year after your separation, unless you decline a valid offer before that date or submit a optional retirement packet.

Registrants receive Priority 2 consideration AFTER all other Priority 2 referrals. This means all Priority 1’s and 11 categories of Priority 2 are considered first.

You will only be considered for the specific job series and locations that you register for.

You will have up to two days to accept or decline a job offer

Only one valid offer is authorized. Once you are offered a position if you decline you cannot be enrolled again in PPP regarding this same action.

Delay of submission of retirement packet will cause delay in payment

Some options to consider:

Below are some suggestions and alternatives that a current non-dual status technician who desires to seek further employment can consider:

  1. For an individual who has little or no money set aside but who wants to try to obtain another job up until the last possible moment:
  1. Enroll in PPP immediately. Wait for separation notice. Submit retirement packet prior to the separation effective date.

In this case what would happen is the separation notice would be canceled and the retirement processed. Individual would probably experience a relatively short delay in receiving their retirement annuity.

2. For an individual who definitely does not desire to retire and has some money stashed away:

a. Enroll in PPP immediately. Wait for separation notice. Go to unemployment office and sign up for unemployment (if your state allows it) appeal separation. Become a separated employee. Begin to live off your stashed MONIES and unemployment. Both health and Life insurance coverage will continue for 31 days at no cost to employee. (Under extension of coverage provision). Submit necessary paperwork to continue Health insurance coverage under Temporary continuation of coverage (TCC)(18months maximum). (You will be required to pay the whole premium plus a 2% administrative charge) Convert FEGLI to a non-group contract. (IF you do not convert after 31 days it will be terminated). Remain on PPP for one year or until unemployment runs out. Submit retirement packet after this period of time with an effective date a day prior to your separation date.

In this case what would happen is you would allow yourself maximum time to seek other employment by remaining on PPP for the maximum period. Once you submit your retirement packet your retirement benefit will be retroactive to the date of separation. You will receive all retirement money due. If you were eligible for continued health and life (i.e. 5 years of continuous coverage immediately preceding the date of separation) your health and life insurance would be reinstated retroactive to the date of separation as well. Any health premiums paid while in a separated status due to election of TCC would be refunded to you. OF Course do not forget that when paid lump sum for retirement MONIES due TAXES will be deducted. Remaining MONIES put back in stash.

3. For those who simply do not want to voluntary retire at the time they are being told they must, but do not desire to enroll in PPP you could simply do all identified in 1 or 2 excluding enrollment in PPP.

Anyone having questions relative to the above contact either your personnel office or give me a call at 617-363-2385.

John M. Esposito PRES AFGE COUNCIL 164

The following is a list of DOD priorities and categories within each priority. As I stated above we are last in the priority 2 category. This to me does not seem fair in as much as we are being involuntarily separated.

TELL YOUR CONGRESSIONAL REPRESENTATIVES !!! SEE IF THEY AGREE!!!!

We're Priority 2, Para 2k.

1. Priority 1

a. Employees scheduled for RIF separation with no offer of continued employment.

b. Employees involuntarily furloughed for 6 months or more.

2. Priority 2

a. Employees scheduled for RIF demotion of two or more General Schedule (GS) grades or the equivalent, or employees facing separation based on declination of such an offer.

b. Employees who decline in writing a TOF or transfer of work outside their commuting area.

c. Employees not serving on a mobility agreement who decline offers of RIF reassignment or demotion outside the
commuting area but within the same competitive area.

d. Employees scheduled for separation based on declination of a management directed reassignment outside the commuting area under the conditions in Section B.1.b.(7) above.

e. Employees scheduled for a reduction in work hours based on an offer of a part-time position (same or lower grade) made under or in lieu of RIF, or after declination of a TOF. The reduction in work hours must equate to a demotion of two or more GS grades, or equivalent.

f. Employees scheduled for demotion by RIF whose computed annual salary is less than the fourth step of GS-1.

g. Nondisplaced overseas employees successfully completing one or more overseas tours if the positions to which they have return rights are abolished and their return would initiate a RIF resulting in a separation or demotion at the U.S. activity.

h. Nondisplaced overseas employees successfully completing one or more overseas tours or those who are within 6 months of meeting the 5-year limitation on overseas employment with no return rights or with return rights to a lower grade. Employees in this category are referred as a Priority 2 to their own Component and a Priority 3 to all
other Components.

i. Nondisplaced employees in Alaska and Hawaii who are serving under an employment agreement (may register for their own Component only).


j. Employees registering in Program R (see Chapter 15) based on a demotion of 2 or more GS grades or the equivalent as a result of reclassification.

k. Reserve Component Military Technicians eligible under Chapter 11.

3. Priority 3

a. Employees scheduled for RIF demotion of less than two GS grades or the equivalent, or employees facing separation based on declination of such an offer.

b. Employees scheduled for a reduction in work hours based on an offer of a part-time position (same or lower grade) made under or in lieu of RIF separation or after declination of a TOF. The reduction in work hours must equate to a demotion of less than 2 GS grades or the equivalent.

c. Nondisplaced overseas family member employees.

d. Army family members.

e. Employees registering in Program R (see Chapter 15) based on a demotion of less than 2 GS grades or the equivalent
as a result of reclassification.

f. Military spouse preference eligibles.

g. DoD civilian spouses eligible under B.2.c. above.

h. Panama Canal Commission employees.

i. Reserve Component Military Technicians eligible under Chapter 16.

j. Defense Commissary Agency (DeCA) family members.