DOC.
D 104.2: Em7
Walter Reed Army Medical Center
Civilian Employees’ Information Index
WITHDRAWN University of liiinoio Libra?
DEPOSITORY
DEC 0 9 1991
UNIVERSITY OF ILLINOIS
A *T t »r *
fAPPLICATION PROCEDURES
Applications for consideration for vacant positions under the merit promotion program will be made by submitting an SF-171 along with supplemental forms listed in vacancy announcements to the WRAMC CPO.
a.	Individual vacancy announcements. An employee in the identified area of consideration may file an application after the opening date of the announcement. To receive consideration for the announced vacancy, applications must be received by close of business (COB) on the closing date.
(1)	Applicants must meet qualifications and eligibility requirements (including time-in-grade requirements) described in the announcement not later than 30 days from the closing date of the announcement. An employee may not be placed into the position until all requirements are met.
(2)	At the time evaluations are conducted, only qualifications included in the applicant’s SF-171 and supplemental information submitted with the application will be used in the rating process.
(3)	Each applicant must include information addressing the knowledges, skills and abilities listed in the announcement.Coo.
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r (V | b. Open continuous announcements. An employee in the minimum area of consideration may file an application for any positions covered by these announcements and will be considered for vacancies within the identified “cut off’ periods in accordance with instructions on the announcement.
c.	Applicants are encouraged to read each vacancy announcement carefully before applying. Apply only for those with qualification requirements consistent with your background and experience.
d.	Include all documents and information required by the announcement. Incomplete applications may not be considered.
e.	Be sure to sign and date your application.
For further information, contact the Civilian Job Information Center at (202) 576-0546.
UNIVERSITY OF ILLINOIS LIBRARY AT URBANA-CHAMPAIGN DOCUMENTS
APPLICATION PROCEDURESEQUAL EMPLOYMENT OPPORTUNITY OFFICE (EEO)
MISSION: To insure equal employment opportunity for all civilian employees and applicants for employment; to eliminate discrimination in employment because of race, color, religion, national origin, sex, age, physical or mental handicap; to correct the effects of past discrimination and to achieve the goal of a representative workforce through affirmative action.
LOCATION: Bldg. 1,2nd floor, Room B-220 PHONE: (202) 576-3343,2335
HOURS OF OPERATION: 0745-1630, Monday thru Friday
SPECIAL EMPHASIS PROGRAMS/FUNCTIONS:
a.	Complaints Processing: Program involves the processing of complaints of discrimination; the objective is to resolve complaints at the lowest level possible.
b.	Affirmative Employment Program: Program goal is to attain parity for each race, sex, ethnic group in the workforce in comparison to each group’s participation in the local civilian labor force, and to recommend corrective action.
c.	Black Employment Program (BEP): The purpose and goal is to enhance employment and advancement opportunities for Blacks in the workforce.
d.	Federal Women’s Program (FWP): The purpose is to enhance employment and advancement opportunities for women in the workforce.
e.	Hispanic Employment Program (HEP): The purpose is to enhance employment and advancement opportunities for Americans of Spanish origin.f.	Handicapped Individual’s Employment Program (HIPM): A program through which the hiring, placement, advancement, and retention of qualified handicapped individuals and disabled veterans is accomplished.
WHO MAY FILE A COMPLAINT:
a.	Any employee, former employee, or applicant for employment, who believes that he or she has been discriminated against because of race, color, religion, sex, national origin, age, physical or mental handicap and/or reprisal in an employment matter subject to the control of the Army, may file an individual complaint of discrimination.
b.	Before a formal complaint can be filed, the complainant must first present the matter to an EEO Counselor for inquiry within 30 calendar days from the date of the matter or, if a personnel action, within 30 calendar days of its effective date or the date that the aggrieved person became aware of the discriminatory event or personnel action.
WALTER REED EEO COUNSELORS:
a.	If you believe that you have been the victim of discrimination and you are a civilian employee, you must first contact an EEO counselor. The names of these individuals are posted on official bulletin boards (Bldg. 1, Room B-220; WRAIR, Bldg. 40; AFIP, Bldg. 54; Medical Library Bldg. 2). If you are unable to contact an EEO counselor, please call the EEO Office at (202) 576-3343/2335 or 2331 for assistance.
b.	Remember, Equal Employment Opportunity is for all persons regardless of race, color, religion, sex, age, national origin, and or handicap, and this is the policy and practice of the Walter Reed Army Medical Center.
EQUAL EMPLOYMENT OPPORTUNITYFEDERAL EMPLOYEES RETIREMENT SYSTEM (FERS)
The FERS is a three-tiered retirement plan. The first tier is social security. Employees covered by the FERS will be prospectively covered by the Social Security System. Previous social security coverage will be added to coverage gained under the FERS. Employees subject to FERS will pay the same social security taxes as anyone else covered by social security and will receive the same benefits.
As an employee you will also be covered by a traditional retirement plan—Basic Annuity Plan (BAP). The BAP guarantees a specific monthly payment at specific ages based on years of service and the three highest years of salary earned. There is a nominal contribution by the employee. The employing agency will essentially pay the cost of the plan.
The third tier of FERS is a tax-deferred thrift/savings plan. Employees may shelter portions of their salaries from taxes and have the government match parts of their contributions. These monies will be invested in up to three investment funds by a new agency called the Federal Retirement Thrift Investment Board.
For further information, contact the Civilian Personnel Office, Management-Employee Relations Division, at (202) 576-3770.
RETIREMENTCODE OF ETHICS FOR GOVERNMENT SERVICE
Any person in government service should:
Put loyalty to the highest moral principles and to country above loyalty to persons, party, or Government department.
Uphold the Constitution, laws, and legal regulations of the United States and all governments therein and never be a party to their evasion.
Give a full day’s labor for a full day’s pay; giving to the performance of his/her duties his/her earnest effort and best thought.
Seek to find and employ more efficient and economical ways of getting tasks accomplished.
Never discriminate unfairly by the dispensing of special favors or privileges to anyone, whether for renumeration or not; and never accept, for himself/herself or his/her family, favors or benefits under circumstances which might be construed by reasonable persons as influencing the performance of his/her governmental duties.
Make no private promises of any kind binding upon the duties of office, since a Government employee has no private work which can be binding on public duty.
Engage in no business with the Government, either directly or indirectly, which is inconsistent with the conscientious performance of his/her governmental duties.
Never use any information coming to him/her confidentially in the performance of governmental duties.
Expose corruption wherever discovered.
Uphold these principles, ever conscious that public office is a public trust.
CODE OF ETHICSSTANDARDS OF CONDUCT RELATING TO CONFLICT OF INTEREST
Summarized below are some of the more important standards, restrictions, and prohibitions relating to conflict of interest set forth in AR 600-50. The information presented below is general in nature, and does not include many exceptions nor all matters covered. The purpose of this information is to alert you to potential problem areas. In specific situations, or for more information, consult your supervisor who, if necessary, will contact the Civilian Personnel Office or the Office of the Judge Advocate General.
General Policy: Personnel on or off duty are expected to conduct themselves in a lawful manner; to observe the spirit, as well as the letter, of laws and regulations governing conduct; and to refrain from private activities which would place them in a position where there is a conflict, or an appearance of conflict, between the public interest of the United States and their private interests. Personnel must avoid any action which might result in or create the appearance of:
Using public office for private gain.
Giving preferential treatment to any person.
Impending Government efficiency or economy.
Losing complete independence or impartiality.
Making a Government decision outside official channels.
Affecting adversely the confidence of the public in the integrity of the Government.
Use of Federal Personnel and Property: Federal personnel may be assigned only to officially authorized duties. Federal property may be used only for authorized activities.
Use of Inside Information: Official information not made available to the general public must not be used or disclosed to further any private gain or any private interest.
Private Employment: Outside employment is unauthorized if it:
Interferes with, or is not compatible with, the performance of assigned goverment duties.
Conflicts with, or creates appearance of conflict, with public interests.
May reasonably be expected to reflect discredit on the Government or POD.Official titles or positions may not be used in connection with any commercial enterprise or product.
Gratuities and Gifts: Gifts, gratuities, favors, entertainment, loans or other things of monetary value may not be accepted from: Contractors or prospective contractors, entities regulated by DOD. Entities having interests that may be affected by official actions of DOD personnel, subordinates, foreign governments and officials.
For exceptions in certain cases see AR 690-50.
Criminal Offenses: The following conduct could result in fines, imprisonment and debarment from future federal service.
Bribery and Graft: Asking for, accepting or agreeing to accept anything of value in return for performing or refraining from official actions.
Representing Others in Matters Affecting Government: Except as otherwise authorized by law:
Asking for or receiving compensation: For services on behalf of another in any matter before any department, agency, court-martial, officer or civil, military or naval commission if the United States is a party or has an interest.
With or Without Compensation: Acting as attorney or agent for another in prosecuting claims against the United States.
Act Affecting Personal and Family Financial Interest: Participation in official actions which benefit the financial interest of yourself, members of your family, or business in which you are an officer, trustee, director, partner or employee, or with whom you are negotiating for employment, unless it is determined in writing after full disclosure of the facts that the interest is not so substantial as to affect your integrity.
Salary Payable only by United States: Receipt of any salary, contribution to or supplemental of your salary as compensation for your Government services, except from the United States.
PUBLIC TRUST MEANS TRUST IN YOU!
EMPLOYEE CONDUCTINSURANCE
FECA (Federal Employees’ Compensation Act)
FEC A provides for the payment of workers’ compensation benefits to civil officers and employees of all branches of the Government of the United States. The Act provides for the payment of dollar benefits to identified persons who are injured or disabled in the perform* ance of their duties in the service of the United States and to such persons who become sick or disabled as a result of their employment with or service to the United States.
The Act provides certain monetary, medical, education, and death benefits for all Fed* eral employees who suffer from work-related injuries.
For further information, contact the Civilian Personnel Office, Management-Employee Relations Division, at (202) 576-2017.
HEALTH
Employees are offered an opportunity to enroll in a health plan which will protect them and their families against the cost of health care services, including prolonged illnesses or serious accidents. Several different plans are available. Benefits may be retained after retirement. The government contributes to the cost of the plan with the employee paying their share through payroll deduction.
LIFE
A basic life plan is available. Also available are several optional plans. Employees will be automatically covered in the basic plan unless they specifically state, in writing, that they do not want insurance coverage.
INSURANCEWRAMC believes that its employees deserve special recognition for performance excellence and creativity. As an employee, you may benefit through earning extra money, being recognized by co-workers and supervisors, and having the satisfaction of knowing that your ideas and efforts are welcome and useful. Awards are given consideration in promotion decisions.
TYPES OF AWARDS
•	Suggestion
•	Performance
•	Honorary Recognition
•	Special
For further information, contact the Civilian Personnel Office, Management-Employee Relations Division, at (202) 576-3770.
INCENTIVE AWARDSANNUAL LEAVE
Less than 3 years service....................................13 days per year
Three to 15 years service..........................20 days per year
Over 15 years service..........................................26 days per year
240 hours may be carried over from year to year.
Excess leave must be taken before the end of the leave year.
SICK LEAVE
13 days per year regardless of years of service leave. May be accumulated indefinitely.
For further information, contact the Civilian Personnel Office, Management-Employee Relations Division, at (202) 576-3770.
LEAVEGovernment workers are entitled to the following 10 regular holidays each year.
NEW YEAR’S DAY—January 1
MARTIN LUTHER KING, JR.’S BIRTHDAY—3rd Monday in January
WASHINGTON’S BIRTHDAY—3rd Monday in February
MEMORIAL DAY—Last Monday in May
INDEPENDENCE DAY—July 4
LABOR DAY—1st Monday in September
COLUMBUS DAY—2nd Monday in October
VETERAN’S DAY—November 11
THANKSGIVING DAY—4th Thursday in November
CHRISTMAS DAY—December 25
When Inauguration Day falls within the regularly scheduled tour of duty of an employee in the Metropolitan Washington, D.C. area, it is observed as a holiday. For employees with Monday through Friday workweeks, if a holiday falls on Saturday, the preceding Friday is a holiday; if it falls on Sunday, the following Monday is holiday. For an employee with a basic workweek other than Monday through Friday, with Sunday as a workday, the agency must designate one of the nonworkdays as the employee’s day off in lieu of Sunday. Should the holiday then fall on this “in lieu of’ day (or on a nonworkday Sunday), the holiday is to be observed on the next succeeding workday; otherwise the holiday observance reverts to the last preceding workday.
For further information, contact the Civilian Personnel Office, Management-Employee Relations Division, at (202) 576-3770.
HOLIDAYSEmployees may receive pay increases without a change in grade, based upon an appraisal rating of at least “Fully Successful”. If less than fully successful, they may not receive the step increase.
General Schedule employees who have not attained the maximum rate of their grade may be advanced to the next higher within grade step at the beginning of the pay period AFTER completion of:
52 calendar weeks of service in step 1,2, or 3 104 calendar weeks of service in step 4,5 or 6 156 calendar weeks of service in step 7,8 or 9
Within-grade increases for Wage Grade employees are also based upon a rating of Fully Successful and are granted on the following schedule:
To Step 2—26 weeks waiting period To Step 3—78 weeks waiting period To Step 4—104 weeks waiting period To Step 5—104 weeks waiting period
For further information, contact the Civilian Personnel Office, Special Actions Branch, at (202) 576-3515.
WITHIN-GRADE INCREASESUpward Mobility is a systematic effort to provide opportunities for lower graded employees (GS-8 and below and Wage Grade equivalent).
It provides an opportunity for individuals to progress. These individuals are provided advancement opportunities when management lowers the entry level of positions to the level where underutilized employees with high potential may compete for them, and enter a career field that provides them the opportunity to advance commersurate with their ability to learn.
For further information, contact the Civilian Personnel Office, Recruitment and Placement Division, at (202) 576-2727.
UPWARD MOBILITYThe policy of the Department of the Army and of this Center, is that all employees will be treated fairly and equitably in all respects, and those who feel they have not been so treated, have the right to present their grievance to appropriate management officials for prompt consideration and equitable decision. This right may be exercised by an employee in his/her own behalf or through a personal representative of his/her choice. In exercising this right, the employee and his/her representative if one is chosen, will be unimpeded and free from restraint, coercion, discrimination, or reprisal. Inasmuch as dissatisfaction and disagreement arise occasionally among people in every work situation, the filing of a grievance by an employee will not be construed as reflecting unfavorably on an employee’s good standing, his/her performance ratings, or his/her loyalty and desirability to the organization. Similarly, the occurrence of occasional grievances will not be construed as reflecting unfavorably on the quality of supervisors or on the General Management of an organization.
GRIEVANCES COVERED BY THE NEGOTIATED AGREEMENT
Employees working in certain positions covered by a negotiated agreement with an organized labor union, must utilize the procedures outlined in that negotiated agreement. Contact the union steward at your worksite, or any union representative to find out specific procedures to follow.
GRIEVANCES CONCERNING THE PERFORMANCE MANAGEMENT SYSTEM
Employees dissatisfied with the Performance Management System (i.e., a specific element rating, summary rating, etc.) must utilize local procedures to lodge their dissatisfaction.
GRIEVANCES CONCERNING OTHER ASPECTS OF EMPLOYMENT
Dissatisfaction with other conditions or situations in the workplace are covered by the procedures outlined in AR 690-700, Chapter 771. There are three steps to follow in order to file a grievance; the first is to present your grievance to your immediate supervisor. Grievances must be filed in a timely manner in order to be given due consideration.
For further information, contact the Civilian Personnel Office, Management-Employee Relations Division, at (202) 576-2017/2458.
GRIEVANCE PROCEDURES1. Employees have the right, in accordance with Federal Personnel Manual, Chapter 511; Army Regulations 690-511 and WR 690-7, Classification Appeals, to appeal the classification of their positions. According to the regulation, an employee may appeal the position classification if he/she is dissatisfied with one or more of the following items:
a.	The title, series, or grade assigned to the position he/she officially occupies.
b.	The coverage of the position under the General Schedule (GS), General Manager (GM), or the Federal Wage System (WG).
The Office of Personnel Management (OPM) has prescribed a standard of adequacy for a position description as follows:
“A position description is adequate if it states the principle duties, responsibilities, and supervisory relationships of a position sufficiently, clearly, and definitely providing information to the Position Classification Specialist who is familiar with the occupational field involved and the application of relevant classification standards; and and if the position description is supplemented by current information on the organization, functions, programs, and procedures.”
2. Specific procedures for filing an appeal are outlined in the regulation; however, a general explanation follows:
a.	The employee and the supervisor should make every effort to informally resolve the disagreement or misunderstanding regarding the content or classification of the position description. Employees have a right to know the basis for classification determinations regarding their positions.
b.	A new position description should be initiated if needed.
c.	If after the employee/supervisor discussion occurs, the employee doesn’t believe the position description is accurately described, it becomes a grievable item and is dealt with through negotiated procedures. For further information on this subject, contact Management and Employee Relations Division at (202) 576-3770.
d.	If the employee is satisfied with the contents of the position description (major duties) and it meets OPM’s Standard of Adequacy, but, he/she is not satisfied with the title, series, grade, or GS-GM-WG designation, he/she may appeal the classification of the position. Details can be obtained from the Supervisor and/or Position Classification Specialist.
Note: For further information, contact the Civilian Personnel Office, Position Management and Classification Division, at (202) 576-2606.
POSITION CLASSIFICATION APPEALS3 0112 105161332