EMPLOYEE TRANSITION ASSISTANCE PROGRAMS

Based on extensive experience with downsizing and reorganization, and a clear understanding of the value of our civilian workforce, the Department of Defense (DoD) has developed a comprehensive transition assistance program.  We call it the Civilian Assistance and Re-Employment (CARE) Program, and it was designed to enable the Department to manage workforce reductions efficiently and humanely. This overview provides a brief summary of the various types of transition assistance available through the CARE Program.  Please click on the underlined titles if you desire additional information.

PROGRAMS FOR APPROPRIATED FUND EMPLOYEES

Job Placement

• Priority Placement Program (PPP) is an automated, mandatory placement program used to match eligible displaced employees with vacant DoD positions.
• Interagency Career Transition Assistance Plan (ICTAP) gives eligible, well-qualified employees priority placement status for jobs in other Federal agencies within the same commuting area if the agencies are hiring from outside of their current workforce.
• Reemployment Priority List (RPL) is administered under procedures established by the Office of Personnel Management to match displaced employees with vacant DoD positions within the commuting area.
• Job Exchanges are reassignments to accommodate the placement of a displaced employee from a closing or realigning activity to a non-closing activity.
• Hiring Preference for Contractor Jobs affords eligible and qualified DoD employees the right of first refusal prior to hiring from any other source.
• Workforce Investment System (WIS) provides workforce development services for employers and employees through an information-driven, One-Stop Career Center system. The Departments of Labor and Defense are partnering to provide information about a wide range of resources and services that are available to BRAC-impacted workers.
• DoD/OPM Interchange Agreement permits employees to move between DoD nonappropriated fund positions (NAF) and civil service positions.

Separation Incentives

• Voluntary Separation Incentive Pay (VSIP), commonly referred to as a "buyout" is payment of up to $25,000 (pretax) to encourage eligible employees to voluntarily separate from service by either retirement or resignation.
• Voluntary Separation Incentive Pay (VSIP) Phase II, often referred to as Expanded VSIP, is a program through which buyouts may be offered at activities that are not downsizing or restructuring.
• Voluntary Early Retirement Authority (VERA) allows employees to take an early retirement if there is a need to reduce or restructure the workforce. VERA may be offered to all eligible employees or it may target specific groups of employees.

Benefits and Entitlements

• Outplacement Assistance helps employees prepare for jobs outside the Department of Defense, including private industry.
• Outplacement Subsidy is a reimbursement of up to $20,000 in relocation expenses that may be offered as an incentive to encourage other Federal agencies to hire DoD employees who are being separated as a result of reduction in force or transfer of function.
• Voluntary Reduction in Force (VRIF) allows employees not affected by reduction in force (RIF) to volunteer for RIF separation to save other employees from involuntary separation.
• Lump-Sum Severance Pay provides eligible DoD employees the option to receive severance pay in a lump sum rather than the usual bi-weekly installments.
• Annual Leave Restoration is authorized for employees who are being affected by BRAC closure or realignment.  Eligible employees are entitled to have forfeited annual leave (i.e., leave in excess of the maximum amount which may be carried over from one year to the next) restored and placed in a separate leave account.
• Extended Employment for Retirement and/or Health Benefits allows DoD Components to retain eligible civilian employees in an annual leave status beyond the reduction in force (RIF) effective date to reach eligibility for retirement or eligibility for continuation of health benefits.
• Temporary Continuation of Federal Employee Health Benefits Coverage provides 18 months of health insurance coverage after RIF separation.  The Department continues to pay the employer portion of the premium; the individual pays the employee share plus a small administrative fee.
• Automatic Waiver of FEHB Minimum Participation Requirements allows DoD employees to continue FEHB coverage into retirement even if they don't meet the standard requirement of having been enrolled in the program for 5 years.
• Portability of Benefits for Movements Between Civil Service and Nonappropriated Fund Employment Systems provides certain pay and benefit protection for employees who move between NAF and appropriated fund positions.
• Unemployment Compensation provides monetary payments for workers whose employment has been terminated through no fault of their own.

PROGRAMS FOR NONAPPROPRIATED FUND (NAF) EMPLOYEES

Job Placement

• NAF Reemployment Priority List (RPL) assists eligible NAF employees who are separated under the Business Based Action (BBA) process with placement into vacant NAF positions within the local commuting area.
• NAF Employment Opportunities are available with DoD Morale, Welfare and Recreation (MWR) programs or Military Exchanges.
• Hiring Preference for Contractor Jobs may be provided to eligible and qualified DoD NAF employees.
• Workforce Investment System (WIS) provides workforce development services for employers and employees through an information-driven, One-Stop Career Center system. The Departments of Labor and Defense are partnering to provide information about a wide range of resources and services that are available to BRAC-impacted workers.
• DoD/OPM Interchange Agreement permits Federal Agencies to noncompetitively appoint eligible DoD nonappropriated fund (NAF) employees to competitive civil service positions.

Separation Incentives

• Voluntary Separation Incentive Pay (VSIP) , commonly referred to as a "buyout," is payment of up to $25,000 (pretax) to encourage eligible employees to separate from service voluntarily either by retirement or resignation.
• Voluntary Early Retirement and Discontinued Service Retirement , as administered by each DoD NAF Component, may have provisions for early retirement and discontinued service retirement in workforce reduction and BRAC situations.  Check with your NAF HRO for eligibility rules.

Benefits and Entitlements

• Annual & Sick Leave entitlements may be authorized if you are in an employment category authorized to earn NAF annual and sick leave and are affected by BRAC.
• Retirement & Insurance benefits are administered by each NAF employer.  Your NAF HRO can provide you with information on your specific benefits and entitlements in these areas.
• Severance Pay is a sum of money paid to eligible employees upon separation.  Employees may be entitled to severance pay if they have completed at least 12 months of continuous employment with one or more DoD nonappropriated fund instrumentalities and are separated as a result of a Business Based Action (BBA).
• Portability of Benefits for Movements between Civil Service and Nonappropriated Fund Employment Systems provides certain pay and benefit protection for employees who move between NAF and civil service appropriated fund positions.
• Unemployment Compensation provides monetary payments for workers whose employment has been terminated through no fault of their own.