Civilian Personnel Section

Civilian Personnel Section
UNCLASSIFIED/FOR OFFICIAL USE ONLY Civilian Personnel Section NEW and REFRESHER Training for Supervisory of Civilian Employees 30 FSS/FSMCE Vandenberg AFB, CA -- Good Morning and Welcome to the “New and Refresher Training for Supervisors of Civilian Employees” -- Introduction ….. AND with me today, are …… ---- Mr. Walter Neta, our Labor Law Civilian Attorney -- Please share your: Name; Organization, and # of employees supervised -- Most of you are familiar with this building, but just want to go over some ADMINISTRATIVE INFO: -- 10-min breaks within the hour -- Restrooms – down the hall -- Right across are vending machines -- Designated smoking area in the back of building -- Go through the handouts Care-Execute-Innovate

UNCLASSIFIED/FOR OFFICIAL USE ONLY
AGENDA Local OIs –Policy Letters Laws AF Directives Policies Labor Agreements DoD Instructions/Guidance -- Supervisory Employee Records -- Conduct and Discipline -- Worker’s Compensation -- Pay and Hours of Work -- Telework -- Absence and Leave -- Medical Accommodation -- Employee Assistance Program -- Labor Relations -- Grievances and Appeals -- Performance Management -- Fitness Program -- These are the TOPICS that will be covered – (READ OUT) -- Information provided today is ONLY applicable to “APPROPRIATED FUND EMPLOYEES” -- Non-Appropriated fund employees (NAF and AAFES) are covered under different directives -- Please NOTE: Today’s briefing DOES NOT satisfy the REQUIRED, “Civilian Personnel Management Course” for NEW SUPERVISORS. POC: Mr. Roy Lapioli (Training Manager), -- As we cover these topics, we hope you will participate and ask questions. Care-Execute-Innovate

Supervisory Employee Work Folder (SEWF) AFI , Guide to Civilian Personnel Recordkeeping dated 8 Nov 2017 -- Prescribes the automated and manual records each supervisor must keep Records maintained in the SEWF should include: -- Most current AF Form 971 (computer generated Supervisor’s Employee Brief) -- AF Form 1003, Air Force Core Personnel Document or Current AF Form 1378 -- Expectations/Performance Plan -- Civilian Rating of Record(s) and Performance Appraisal(s) (DD-2906, Prior AF Form 860As and 860Bs) -- AF Form 55, Employee Safety and Health Record -- Leave schedules (unless kept in central office files) -- Training records, to include Formal Training Plans and Policy Letters -- Disciplinary/adverse action -- Emergency Essential Agreement -- Telework Agreements -- Civilian Fitness Program -- Awards, recommendations, etc.. New AFI No longer requires EPF SEWF Care-Execute-Innovate

SEWF Con’t… Employees have a right to see and initial notes concerning performance or conduct NOTE: Medical documentation, including injury compensation forms, suitability and/or security information MUST NOT be maintained in this folder. OUTPROCESSING PROCEDURES: When an employee changes positions on base, the losing supervisor sends the SEWF to the gaining supervisor normally within 10 workdays. When an employee permanently departs the installation, the losing supervisor sends the SEWF to the CPS as part of the employee’s out-processing. Employees MUST out-process with Employee Relations Office. -- Maintained for 4 yrs from effective date of rating. -- CPS no longer keeps copy, it is important the supervisor safeguards the original appraisals. Care-Execute-Innovate

Workers’ Compensation Program ECOMP – Note: Decisions to accept or deny claims are made by DOL, not the employer. supervisor should document employees’ AF Form 971’s when safety briefings are given and counsel each of their employees regarding their responsibility in reporting injuries, occupational diseases, or illnesses. This slide will provide employees with the steps necessary to submit OSHA-301 forms and CA-1/CA-2 forms using the Department of Labor application ECOMP. ECOMP is a Department of Labor application that will allow DOD to file OSHA-301, CA-1, and CA-2 Employee can file a claim from home or their work computer and submit to their supervisor. Employees can check status of claim submission and will receive claim numbers when assigned by DOL. Employees must first register and create an account in ECOMP in order to file a claim. During registration, the employee will select their Department/Agency/Duty Station & enter Supervisor address. If a claim cannot be filed by the employee using ECOMP (the employee has no access to a computer at work, at home or a public site) the AFPC Injury Compensation Office can file a claim on behalf of an employee. Once an employee files an OSHA-301 form in ECOMP, the supervisor associated with the employee’s account will be sent an alerting that supervisor to the fact that a form needs their review. Occupational –vs- Traumatic Injury Employee may be under Workman’s Comp up to one year. After one-year, employee needs to decide between Reasonable Accommodation OR, Disability Retirement. Care-Execute-Innovate

Hours of Work and Pay AFI governs weekly/daily scheduling Paid Time - Paid for hours worked (lunch is a non-paid period) Federal Labor Standards Act (FLSA)-Exempt vs Non-Exempt Night Differential - Paid between the hours of Tour of Duty – Management establishes/approves work schedule: Basic Workweek – 0730 to 1630, Monday thru Friday Alternate Work Schedule (AWS) - 5/4-9; 4-10 Flexible Work Schedule Within Grade Increases (WGI) Based on Time in Service and Performance GS Waiting Period: 52 weeks for Steps 1 thru 4 104 weeks for Steps 5 thru 7 156 weeks for Steps 8 thru 9 WG Waiting Period: 6 months for Steps 1 to 2 18 months for Step 2 to 3 2 years for Step 3 thru 5 Lunch Hour – No less than 30 mins /no more than an hour Night Differential is not applicable to AWS and Maxi-Flexible Work Schedule FLSA – Overtime versus comptime in relation to BUEs and Non-BUEs Explain the various work schedules Provide sample of “Suffer and Permit” (Emphasize work schedule and have employee sign and file in SEWF Care-Execute-Innovate

Telework Requirements
UNCLASSIFIED/FOR OFFICIAL USE ONLY Telework Requirements AFI , Civilian Telework Program 30th Space Wing, Civilian Telework Program Guidance Position Eligibility – To the extent that mission requirements are not jeopardized, employees who exhibit suitable work performance and conduct and occupy eligible positions (ie., those positions that involve portable work and are not dependent on the employee’s presence at the traditional worksite) are permitted. Must complete DoD Telework Agreement (DD2946) Maintained in Supervisor’s Work Folder Must be revalidated every 2 years - (During feedback timeframe) Employee and Supervisors must complete training Training can be found on the HR University site at: Positions Typically Not Eligible to Telework: -- Positions handling of classified materials -- Positions that require face-to-face personal contacts -- Employees assigned to trainee and/or entry level -- Employees who has performance/conduct issues -- Employees who have unresolved security issues -- Position assigned as mission-critical -- Address Positions NOT ELIGIBLE to Telework -- Must be renewed/reviewed every 2 years per AFI -- When supervisor change – New Agreement MUST BE accomplished Care-Execute-Innovate

Absence and Leave Annual Leave – Hours earned is based on length of service Note: Supervisors are required to review BUE’s projected leave in Aug and Oct to ensure any leave subject to forfeiture has been scheduled. Leave Without Pay – To follow spouse, 150 days Leave Advances – Contact EMR Staff for processing requirements Restoring Leave – Requested/Approved by 30 Nov Reserve Duty – Uniform Service and RTD process Out-Processing – Employees leaving VAFB, must process-out with CPS AFI , Defines the different categories of leave Annual leave Sick Leave Leave Without Pay (LWOP) Family Medical Leave Military Leave Leave for Bone-Marrow/Organ Donation Administrative Dismissal Excused Absences Court Leave Home Leave Voluntary Leave Transfer Program (VLTP) ** NOTE: Leave should be submitted/recorded on OPM-71 form. # of hours earned… see AFI Table 4.1 -- Home Leave Entitlement is authorized to an employee who has completed 24 months of continuous service at an OCONUS post of duty. -- Annual Leave Accrual is based on SCD-LV: 3 years or less = 4 Hours 6 years = 6 Hours 15 years + = 8 Hours -- 4 Hours of Sick Leave is earned every PP Care-Execute-Innovate

Reasonable Accommodation of Disability
UNCLASSIFIED/FOR OFFICIAL USE ONLY Reasonable Accommodation of Disability References: -- AFI , Affirmative Employment Program (AEP), Special Emphasis Program (SEPS) and Reasonable Accommodation Policy dtd 1 Dec 2016 -- The Rehabilitation Act of 1973 -- Americans with Disabilities Act (ADA) of 1990 Definitions: -- A person who has a physical or mental impairment that substantially limits one or more major life activities; -- An individual with a disability, who satisfies the requirements of the position and who, with reasonable accommodation, can perform the essential functions of such position. Reasonable Accommodation May Include: -- Making existing facilities used by employees readily accessible to and usable by individuals with disabilities; -- Job restructuring, modifying work schedules, or reassignment of a current employee to a vacant position; and -- Acquiring or modifying equipment or devices, adjusting or modifying examinations, training materials, or policies, and providing qualified readers or interpreters. “CONTACT EMPLOYEE RELATIONS SPECIALISTS FOR GUIDANCE AND PROCESSING” -- Medical documentation does not have to be from a physician/doctor. A “Medical Professional” is acceptable (e.g. Counselor/Therapist) -- Is everyone who has a limitation disabled under the law? No. If its correctable and NOT permanent (Major life activities – Eat, Sleep, Lift) -- Timelines are set out in the AFI to provide responses. Templates and Forms established for management to provide to employee -- Funding for accommodation is available -- HEPA prevents us from contacting the employee’s physician unless employee provides authorization. Care-Execute-Innovate

Civilian Fitness Program
UNCLASSIFIED/FOR OFFICIAL USE ONLY Civilian Fitness Program IAW AFI , Commanders and supervisors may authorize their employees up to 3 hours per week of official time for health and fitness activities: Must be recorded on timecards Fitness Agreement must be accomplished No more than 1 hour per duty day Hours cannot be banked for future use Fitness must be on base and/or in base facilities -- must be recorded in ATAAPS (Code is LN – Administrative with PF – Phys Fitness). Leave Request is required in ATAAPS, but not required in JOCAS -- When supervisor changes, agreement must be re-accomplished -- private base family housing is not considered base facilities for the purpose of this program -- Employee is covered under Workman’s Comp during fitness time -- Working overtime?? CANNOT do fitness Care-Execute-Innovate

EAP Services and Benefits
UNCLASSIFIED/FOR OFFICIAL USE ONLY Employee Assistance Program (EAP) EAP Services and Benefits Licensed EAP Counselor to provide: Short-term problem solving Coaching Crisis Management Work Relationships Family Health Finances Substance Abuse -- EAP is available 24-hours a day, 7 days a week. -- Call , TTY is Local POCs: Ms. Pauline Chui, Community Support Coordinator Ms. Jolene Cantrell, Civ Personnel Officer Briefly talk about all of the tools/access available by referring to the EAP Handbook Care-Execute-Innovate

Labor Management Relations
UNCLASSIFIED/FOR OFFICIAL USE ONLY Labor Management Relations Management Rights: Make basic management decision (i.e. mission, budget, organization) Personnel Actions (hire, fire, assign work, RIF, promote, contract out) Management’s Role in Labor Management Relations: Notify LRO if you believe there is a conflict of interest (LRO/EMR Specialists represent management) Provide LRO with Union Notifications (e.g. Change in Work Schedule (14 days); Condition of Employment (10 days)) Compile documents/data for third party proceedings and union data requests Bargaining Unit Employees’ Rights: Form, join, or assist Union Act as representative No penalty/reprisal for exercise of rights Union’s Rights: Negotiate terms/conditions of employment for BUEs Represent BUEs exclusively BUS Codes can be found on Position Description/CoreDoc: AF “All NOTIFICATIONS to the Union MUST go through EMR office” -- Management has the right to assign work AND should be somewhat related to Coredoc -- Explain Union Notifications -- Notifications S/B forwarded to our Labor Office to Coordinate with Union. Supervisors DO NOT contact Union directly. -- Employees’ Rights also includes EEO, SARC, and IG -- 3 Unions on base: Firefighters, NAF, and APF Employees (AF-1952) -- Classification determines the BUS codes based on SENSITIVITY of the position -- BL – Our role is to protect the Agency Care-Execute-Innovate

Conduct and Discipline Applicable Regulations: AFI , Civilian Conduct and Responsibility AFI , Discipline and Adverse Action Labor Agreement (Local 1001, NFFE) – Applicable to BUEs Weingarten Right 5 Basic Types of Disciplinary Actions: Oral admonishment (Least severe, kept in SEWF for 2 years) Reprimand (Kept in Employee’s Official Personnel File (e-OPF) for 2 years) Suspension (Ranges from 1 to 30 days. If suspension is 15 or greater days, employees have the right to appeal to the Merit Systems Protection Board) Grade Reduction or pay (Demotion is not commonly used) Removal (Most severe) Disciplinary Objectives are to develop, correct, and rehabilitate employees Handle offenses as they occur – can’t stockpile – contact EMR Staff Long-standing, unchecked misconduct – more difficult for supervisor to correct/rehabilitate -- Explained the 5 BASIC types of disciplinary actions: Oral Admonishment (least severe) Reprimand (1st level supervisor does both proposal and decision – Kept in OPF for 2 years and then removed) Suspension (1st level supervisor proposes, 2nd level supervisor makes decision) -- When handing down a disciplinary action and employee invokes Weingarten Rights, supervisor MUST stop and contact EMR and re-schedule meeting for next day. -- Ultimate goal is to “rehabilitate” the employee -- Reinforce “Performance Expectations” Care-Execute-Innovate

30 SW/ JAL – Local Labor & Employment Attorney
UNCLASSIFIED/FOR OFFICIAL USE ONLY 30 SW/ JAL – Local Labor & Employment Attorney Walter N. Neta (COM) or (DSN) Discipline – Adverse Actions Go to EMR office early and often; The process is your friend; Follow Yellow Brick Road; and If it isn’t documented, it didn’t happen. Civilians do not follow military labor and employment rules – they are not “military-light.” Suffer to permit to work – will have serious negative consequences. I am here to support you – ask and I will do my best to answer or send in right direction. Care-Execute-Innovate

AF Discipline & Adverse Action Policy
UNCLASSIFIED/FOR OFFICIAL USE ONLY AF Discipline & Adverse Action Policy Removal Reduction in Grade Suspension 15 Days and Over Suspensions Under 15 Days Written Reprimand Oral Admonishment Counseling (Not Discipline or Adverse Action) Care-Execute-Innovate

30 SW/ JAL – Local Labor & Employment Attorney
UNCLASSIFIED/FOR OFFICIAL USE ONLY 30 SW/ JAL – Local Labor & Employment Attorney Advanced Supervisor and Manager Training The Merit System – When is a job like a house? Administrative Forums & The Law – The Battlefield Federal Labor Relations Agency – Grievances, RFIs, & ULPs Merit Service Protection Board – Where Justice and the Law Collide Misconduct & Discipline – The Basics Misconduct & Discipline – Drafting the Charge Care-Execute-Innovate

DoD Performance Management and Appraisal Program (DPMAP)
UNCLASSIFIED/FOR OFFICIAL USE ONLY PERFORMANCE MANAGEMENT PERFORMANCE MANAGEMENT PLANNING MONITORING RECOGNIZING AND REWARDING EVALUATING DoD Performance Management and Appraisal Program (DPMAP) -- This familiar ICON represents the NEW DoD Performance Management and Appraisal Program known as DPMAP -- Which was established due to the direction from the National Defense Authorization Act of 2010 -- The next few slides is a brief overview of DPMAP. FYI, the on-line course is normally, 2-hours long. Fair – Credible – Transparent Care-Execute-Innovate

Key Performance Management Features
UNCLASSIFIED/FOR OFFICIAL USE ONLY Key Performance Management Features Performance Appraisal Cycle April 01 through March 31 Minimum of THREE Performance Discussions are Required Quarterly for BUEs Per MOA Three-Level Rating Pattern -- Key Features of DPMAP: -- ONE Appraisal Cycle – 1 Apr to 31 Mar -- Minimum of THREE Performance Discussions Required the Planning Stage; Progress Review Stage; the FINAL Appraisal BUT, BUEs are required to have a QUARTERLY review based on the Union Agreement (MOA). -- THREE LEVEL RATING PATTERN: Outstanding; Fully Successful; and Unacceptable NOTE: If employee receives an UNACCEPTABLE on ANY Elements then employee FAILED all together and must be put on a PIP which Alex will explain on the upcoming slide. Outstanding (5) Fully Successful (3) Unacceptable (1) Fair – Credible – Transparent Care-Execute-Innovate

DPMAP Timeline Start the approval process of the Performance Plan for the new Appraisal Cycle and Expectations Annual Appraisal Begins Mid-Year/ Progress Review Modify/ Change Elements NLT End of Annual Cycle 1 APR MAY JUN JUL AUG SEP OCT NOV DEC JAN FEB 31 MAR 1st Quarterly Review for BUEs’ (Apr-Jun) 2nd Quarterly Review for BUEs’ (Jul-Sep) 3rd Quarterly Review for BUEs’ (Oct-Dec) Final Review/ Annual Appraisal At any point employee is failing an element, contact EMR for guidance in initiating a Performance Improvement Plan (PIP) -- DPMAP is designed to improve the 2-way communication and continuous feedback between supervisors and their employees. -- This year will be our 2nd annual appraisal under this system -- FINAL PERFORMANCE DISCUSSION between supervisor AND employee will probably begin in April early May. Rating Level Rating Criteria Level 5 - Outstanding The average score of all element performance ratings is 4.3 or greater, with no element being rated a ‘1’ (Unacceptable). Justification is required. Level 3 – Fully Successful The average score of all element performance ratings is less than 4.3, with no element being rated a ‘1’ (Unacceptable) Level 1 – Unacceptable Any element rated as ‘1’-Justification Required Responsible Parties: DPMAP Requirement MOA Requirement Supervisor Responsibility Care-Execute-Innovate

Planning Phase Roles and Responsibilities
UNCLASSIFIED/FOR OFFICIAL USE ONLY Planning Phase Roles and Responsibilities Employees: Identify achievable performance elements and standards for themselves Provide input to supervisor regarding the performance plan Ask questions to clarify the supervisor’s expectations of their performance Supervisors: Compile list of tasks Establish appropriate performance elements Establish quantifiable and measureable standards Communicate approved performance plan to employee and how performance expectations link to organizational goals Encourage continuous, meaningful two-way communication Proactively communicate the plan to the employee Provide a copy of the approved performance plan Conduct performance planning discussions Modify the performance plan, as needed NOTE: HLR/ 2nd Level Supervisor is REQUIRED to review/approve performance plans, rating of record and performance decisions (i.e. when not fully successful) -- Here are some roles and responsibilities of both the employee and supervisor in the planning phase. -- (Under Supervisors READ - Establish appropriate performance elements THESE ELEMENTS AND STANDARDS ARE FOUND IN THE COREDOC Establish quantifiable and measureable standards -- READ: 4th Bullet under Supervisors: This is NORMALLY done within 30 the beginning of each appraisal period OR within 30 days from their appointment date. -- READ LAST BULLET under SUPERVISORS – “MODIFY THE PERFORMANCE PLAN, AS NEEDED” Performance plans can be modified due to mission changes OR employee’s duties changed as long as there is 90-days left in the appraisal cycle, where the employee can be rated. --Remember, DPMAP was designed to improve the 2-way communication and continuous feedback between supervisors and their employees. -- BL, There should be no the end of the rating cycle. Performance Management is a COLLABORATIVE EFFORT between Supervisors and Employees Care-Execute-Innovate

Performance Elements Performance elements describe what work is to be performed Performance plans must have a minimum of one critical performance element, maximum of 10, and each performance element must have associated standards that define expectations The number of supervisory performance elements on performance plans for supervisors will equal or exceed the number of non-supervisory (technical) performance elements An organization may have standardized performance elements -- Performance Elements are the actual duties listed in the position description which explains WHAT WORK IS TO BE PERFORMED. -- Most PDs normally have 5 to 7 elements, but maximum is 10 -- AF is working towards “STANDARDIZING” Position Descriptions… e.g. Secretaries, UPCs, Firefighters even for Engineers. You can find these SCPDs in myPERS AND is HIGHLY encouraged to be used if there is one developed for your position. Performance Management is a COLLABORATIVE EFFORT between Supervisors and Employees Care-Execute-Innovate

Standards Standards describe how the requirements and expectations provided in the performance elements are to be evaluated Should be written using SMART criteria Must be written at “Fully Successful” level for each performance element Avoid using absolute standards (e.g., 100 percent, always, or never) unless critical to life and safety -- Standards describe how the elements/duties are to be evaluated -- Should be written using the SMART Criteria: Specific. Goals that are sufficiently detailed in describing WHAT NEEDS TO BE ACCOMPLISHED! Measurable. The accomplishment of the performance element is CLEAR and can be QUANTIFIED or SUBSTANTIATED using objective criteria. Achievable. The Goals are REALISTIC, AND can be accomplished with the resources, AND time available. Relevant. The critical element aligns with or links to organizational mission and success. AND… Timely. Goals will be completed within a realistic timeframe. -- Additional information on WRITING out SMART objectives can be found on OUR FSS website AND on DCPAS (Defense Civilian Personnel Advisory Service) ALSO, Mr. Roy Lapioli, our Civilian Training Manager has some classes that may be helpful and we have his information on an upcoming slide. Performance Management is a COLLABORATIVE EFFORT between Supervisors and Employees Care-Execute-Innovate

DPMAP Specially-Situated Employees DPMAP Specially-Situated Employees GS – General Schedule FWS – Federal Wage System SL – Senior Level Positions ST – Scientific and Professional Positions Care-Execute-Innovate

Specially-Situated Employees, Con’t.. Employee absent for Military Service (Absent-US) Will be rated provided they have performed work under an approved PP for 90 calendar days If employee did not meet the 90-day requirement, they will be assigned their most recent rating of record. Employee on Leave Without Pay (LWOP) Performed under an approved PP for a minimum of 90 calendar days, is eligible for a rating of record. Employee does not meet the 90 calendar day requirement, is not eligible for a rating of record. Employees on Detail or Temporary Promotion NTE It is the responsibility of the supervisor of record to seek input for PP, progress review and rating of record. DoDI V431_AFI dtd 15-Nov-2016 Care-Execute-Innovate

Steps to Addressing Performance Issues 1. Clearly identify unacceptable performance 2. Offer assistance 3. Provide an opportunity to improve IT’S NOT ABOUT THE 365 TH DAY Care-Execute-Innovate

Steps to follow for Addressing Performance Issues Provide scheduled performance discussions; Provide scheduled performance discussions; Identify and document performance deficiencies; Counsel employee on performance deficiencies; Provide time for improvement *If still unacceptable, consider a PIP If still unacceptable, personnel action may result *Note: refer to Collective Bargaining Agreements, and contact HR before taking this step IT’S NOT ABOUT THE 365 TH DAY Care-Execute-Innovate

Formal Feedback – Writing the PIP The Performance Improvement Plan (PIP) must include, in writing: Element(s) in which performance is “Unacceptable” and a description of the unacceptable performance A description of what acceptable performance looks like The time allowed for the opportunity to improve A statement of the possible consequences of failure to improve during the opportunity period The assistance the Agency is offering the employee to improve unacceptable performance -- Determine if there is a medical condition.. That may be the problem. -- Normally, a PIP is days If the employee fails to demonstrate performance at the “Fully Successful” level despite the PIP, the employee may be reduced in grade or removed from Federal service CALL EMPLOYEE RELATIONS FOR GUIDANCE PRIOR TO INITIATING A PIP IT’S NOT ABOUT THE 365 TH DAY Care-Execute-Innovate

HIERARCHY The Civilian Employee-Supervisor position link, known as Hierarchy, is established and maintained within the Defense Civilian Personal Data System (DCPDS) and is essential to the effectiveness of current and future self-service applications within MyBiz+. -- Military supervisors of civilian employees must have a virtual position to access the following: Employees' records via MyBiz+ DPMAP and My Performance Control of future personnel actions (i.e. within grade increases, expiration of NTE dates, and designating telework eligibility) -- Military supervisors who need assistance creating a virtual position, contact: , - Care-Execute-Innovate

Https://30fss.com/civilianpersonnel
-- Reference all of the tools/access available -- Information provided in today’s briefing can all be found on our website, e.g.: DPMAP resources Supervisor Resources Self Service Employee Assistance Program Reasonable/Medical Accommodations Job Related Injury/ECOMP Overseas Employment Telework Alternate Work Schedules Social Security Administration Briefing Retirement New Employee Resources

LRO/EMR Organizations Labor Relations Officer, Jolene Cantrell, (Acting) Bldg 11777, B-103 Tel: Eloise Trinta 30 MSG 30 CES (All) AFCEC 30 SPACE WING 30 COMPTROLLER SQ Alex Stewart 30 CONTRACTING SQ 30 SECURITY FORCES SQ 30 LOGISTICS READINESS 30 FORCE SUPPORT SQ 30 MEDICAL GROUP 381 TRAINING GRP 381 TRAINING SPT SQ 532 TRAINING SQ 533 TRAINING SQ 21 SPACE OPNS SQ 520 SOFTWARE MAINT SQ 583 MMS (OGDEN OLC) AF NUCLEAR WPNS CE AIR FORCE SPACE OL 576 FLIGHT TEST SQ 635 AF PETROLEUM Arlene Quichocho 14th AIR FORCE 614th AIR & SP OPS CE 614th AIR & SP COMM SQ 18 SPACE CONTROL SQ OPERATIONAL RQMNTS 30 OPERATIONS GP 30 OPERATIONS SPT SQ 2d RANGE OPERATIONS SQ 30 SPACE COMM SQ 30 LAUNCH GP US STRATEGIC CMD, JFCC 4 SPACE LAUNCH SQ 1 AIR AND SPACE TEST SQ 17 TEST SQ SMC/SN-SNL/SYFD 9 SOPS 8 FIELD INVESTIGATIONS Care-Execute-Innovate

Useful Contact Information Civilian Personnel Office, Recruitment and Placement (Staffing), (Ms. Carolyn Mazzeo, Staffing Chief, HR Specialists - Joanne Louie, and Sylvia Raybuck) NAF, Human Resources Office, (Ms. Susy Daniels, Human Resources Officer) Civilian Training, (Mr. Roy Lapioli, Civilian Training Manager) Civilian Pay, (Ms. Kyrstynne Coleman , Customer Service Technician) AFPC Benefits and Entitlements Services (BEST) , DSN: Care-Execute-Innovate

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Civilian Personnel Section

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