The Department of Defense deploys civilians alongside the US Military to provide crucial functions such as Senior Cultural Advisors, Logisticians, Contract Administrators, Public Affairs Specialists, and Engineers. There are many different roles, but a common thread unifies expeditionary civilians: their investment in making the world a more secure and better place.
For more information on civilian deployment policy and information on expeditionary civilian support: DOD International/Expeditionary Support (IES)
September 17th has been designated as Constitution Day and Citizenship Day to commemorate the signing of the Constitution in Philadelphia on September 17, 1787. Specifically, Congressional Appropriations Bill H.R. 4818, P.L. 108-447, requires Federal agencies to provide new employees with educational and training materials on the U.S. Constitution as part of the new employee orientation materials; and provide all Federal agency employees educational and training materials on the Constitution on September 17th.
For more information:
Constitution Day/Citizenship Day
The Pipeline Program initiative (a transitional return to work strategy) is a collaborative initiative designed to assist agencies in recognizing and capturing the contributions of skilled employees recovering from on the job injuries. Additionally, it promotes a work environment that motivates and drives commitment, resulting in a contribution of value to the organization's stakeholders.
For more information: Pipeline
Managing your civilian injury and unemployment compensation programs can be a challenge to your HR organization. The ICUC Branch, a part of the HR Operational Programs and Advisory Services, Benefits and Work Life Programs Division, has expert advisors who will provide proven online training, support and solutions to help reduce your compensation costs and meet your HR requirements. Contact us to find out what we can do for your organization.
For more information: Injury and Unemployment Compensation (ICUC)
The CTD, through the DCPAS, Leadership, Learning and Development Division, will provide the Department of Defense (DOD) a holistic, structured, and consistent approach to training, developing, and educating the civilian workforce in support of our national defense. The CTD, under the direction of the Chief Learning Officer (CLO) and support of the Defense Chief Learning Officer Council (D-CLOC), will serve as a “one stop” repository of expertise, capability, capacity, policy guidance, and tools for talent development, to augment and assist similar offices at the Component level.
CTD Learning Catalog Q1/2017
DoD Managerial and Supervisory (M&S) Training Program
Training, Education and Professional Development FAQs
Section 1113 of the National Defense Authorization Act for Fiscal Year 2010 and Title 5 Code of Federal Regulations (CFR), Subpart B, §412.202 require DoD to establish programs to provide training for supervisors and managers: (a) within one year of initial appointment; (b) at least once every three years thereafter.
The DOD Civilian Workforce Demographics are produced monthly by the Strategic Analysis and Reporting Division (SAR), as a convenient reference for various audiences. The tables and charts display DOD workforce data drawn from the Defense Civilian Personnel Data System (DCPDS). DCPDS processes personnel transactions for over 800,000 DOD civilians on a 'real-time basis' and is the largest Human Resources data system in the world. The majority of the data are "as of" the end of the month; however, data are included from a historical perspective in some instances.
For more information:
DOD Workforce Demographics
The Defense Skills Connection (DSC) Program is a voluntary program that provides DOD personnel (civilian employees and Service members) with an opportunity to participate in cross-agency projects, collaborate and share with other Defense agency employees, and expand their breadth of experience by participating in time-limited projects without leaving their place of duty.
Additional information on the DSC Program, including how to participate can be found in the How-To Guide at the following link: Defense Skills Connection Program How-To Guide
To get started:
The Department of Defense provides an array of programs and benefits to assist civilian employees who are adversely affected by base closure and realignment, reduction in force, transfer of function, and other workforce restructuring actions. These include, but are not limited to, the Priority Placement Program (PPP), voluntary separation incentives, and outplacement subsidies. DCPAS provides guidance and support to the DOD Components in administering these programs.
For more information: Staffing and Civilian Transition Programs
The DOD values its most important resource, its people, by promoting employee wellbeing and engagement through a number of wellness initiatives and variety of resources offered on the DOD wellness website. Focused around monthly wellness themes, employees can find timely tips to make healthy food choices, increase daily activity, sleep better, manage stress, become tobacco free and more.
For more information: Personal Wellness
Serves DOD leadership as the research, analysis, reporting, and consulting resource for the civilian element of the Total Force. We inform Human Capital decision-making and policy setting with the analysis and forecasting needed to shape a civilian workforce that is aligned to Department strategy, goals, and objectives.
For more information:
Strategic Workforce Planning
The Civilian Personnel Policy/Defense Civilian Personnel Advisory Service (CPP/DCPAS), Recruitment Assistance Division (RAD), offers job applicants assistance with pursuing DOD civilian careers by providing a conduit between them and DOD recruiters using web technology, electronic mail and most importantly, live interaction with RAD career advisors. Career advisors offer assistance with completing required documentation and forms and provides advisory guidance on responding to vacancy announcements. RAD facilitates a department-wide recruitment outreach program, especially to colleges/universities, wounded warriors, transitioning service members, veterans and military spouses. RAD also advocates changes in human resources recruitment and staffing processes and maintains a DOD corporate branding identity that promotes DOD as the "Employer of Choice."
Since 2005, RAD has managed the nationally recognized DOD Hiring Heroes Program. The Hiring Heroes Program is the DOD’s recruitment and outreach program for providing job search assistance to wounded, ill and injured service members whose careers were cut short due to injuries received while in the military and to transitioning service members, veterans, military spouses and main caregivers. DOD provides these warriors and their families specialized job search assistance by organizing and conducting “Hiring Heroes Career Fairs” at or near major military treatment facilities (MTFs) throughout the U.S. RAD brings employers from DOD, other Federal agencies and the private sector together at these events to market and offer career opportunities….and to hire great talent!
For more information: DOD Civilian Careers Recruitment Assistance Division (RAD)
It takes more than military service members to protect America.
The Department of Defense employs more than 800,000 civilians in an array of critical positions worldwide, with opportunities for people from all walks of life. If a competitive salary, great benefits, unsurpassed training, and the pride of defending our Nation interests you, then find your future with us.
For more information:
DOD Civilian Careers (www.GoDefense.com)
The goal of Civilian Benefits Information is to provide you with general benefits information to assist you in understanding the available options. Select an item of interest for information regarding specific benefit areas. You may also use the DOD Benefits Tool to obtain various benefit projections and profiles. For assistance in completing these entries, refer to your most recent Leave and Earnings Statement.
For more information: Benefits
The foundation of the DOD Mission is the people who carry it out. For us to keep achieving that mission, every DOD employee must be able to perform at peak effectiveness. That means the wellbeing of the DOD workforce really is a matter of national security.
For more information: Work Life
The HRSPAS Human Resources Functional Community and Accountability Division provides leadership for DOD 0201 community management efforts to include strategic workforce planning and administers other enterprise-wide initiatives such as the Human Capital Assessment and Accountability Framework (HCAAF) and Delegated Examining Operations oversight.
For more information: Human Resources Functional Community and Accountability
Employee attitude and opinion surveys are a proven tool for assessing workforce morale, retention, engagement and readiness. Survey results are used by leaders and supervisors in public and private sector organizations to improve the workforce performance and engage employees. DoD uses survey results from surveys such as the Federal Employee Viewpoint Survey (FEVS) to inform programs and training content to improve the DoD workforce climate and increase engagement.
To discover the latest Federal Employee Viewpoint Survey and Annual Employee Survey Click Here.
The Department of Defense provides employment opportunities for men and women who honorably served on behalf of our Nation. As the largest Federal employer of Veterans, we are committed to assisting wounded warriors, transitioning service members, veterans and military spouses during their job search activities.
For more information: Veterans
The new myRA (Retirement Account) is targeted at employees who are not currently eligible to participate in an employer-sponsored retirement plan. Effective December 15, 2014, The United States Department of the Treasury began offering a new nonmarketable electronic retirement savings bond. If you need additional information on applying to myRA their website is: https://myra.treasury.gov/individuals/
The Department of Defense is committed to providing a safe and secure workplace for all employees. DCPAS Labor and Employee Relations Division’s goal is to ensure employees are educated and have the tools needed to identify and report issues pertaining to workplace violence.
The CSEMD is responsible for providing policy for the management of the entire Career Lifecycle to ensure the Civilian Senior Executive/Equivalent (CSE) Corps has the requisite knowledge, skills, and abilities to address the full spectrum of the Department's mission requirements. For the SES, career management is institutionalized through the Framework for the Career Lifecycle Management, a series of integrated systems operating under a common architecture and approaches to Workforce Planning, Talent Management, Performance Management, Compensation, Succession Planning, Sustainment & Separation, and Executive Development.
Senior Executives and Senior Professionals in DOD are evaluated against performance requirements for their individual positions as part of the Department's annual appraisal process. Raters, performance review boards, and authorizing officials must reserve the highest ratings for senior executives and senior professionals who have achieved exemplary results and must consider the relationship between organizational success and individual performance. Raters, performance review boards, and authorizing officials should, where applicable, consider the impact of documented misconduct on the individual's performance under the relevant performance requirements or performance standards.
For more information:
Senior Executive Management