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THE SOURCE INFORMATION FOR EMPLOYEES Bavaria Military Community Directorate of Human Resources, Workforce Development Branch

Volume 4 July 2012 INSIDE THIS ISSUE

Page 2:Message from the Commanding General Page 3: Message from the Garrison Commander Page 4: BMC Army Values Pages 5-8: Awards Corner Pages 9-13: Hails and Farewells Page 14-28: Training and Education Page 29: Total Army Performance Evaluation System (TAPES) – Important Dates Pages 30-43: Civilian Personnel Info Page 44-46: Your Health and Wellness Page 47-55: Are You in the Know?

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Message from the Commanding General

LTG Mark Hertling USAREUR Commanding General

A few months ago while on a community visit, Sue and I had the opportunity to visit the Child, Youth & School Services at Grafenwoehr. The entire staff was clearly a terrific team, but one civilian employee really stood out above the rest. Mrs. Tonik Joseph, the Assistant Director of Outreach Services, provided us an overview of the "Customer Service" initiative MWR was leading. In the hour or so we spent with Mrs. Joseph, she explained her role in the project with so much passion for Soldiers and our Families that it was infectious. She wanted to do right by them and felt it was her DUTY to ensure that everyone across the garrison did the same. The initiative she champions is a perfect example of maintaining standards across the entire community, not just within a particular unit. As a civilian member of the community, she truly embodies our Army Values. Although it goes without saying that our Army Civilians hold the same values as our Soldiers, the distinction between Soldier and Civilian can sometimes be deceptive. In truth, regardless of what you wear to work each day, we all have a responsibility to ask ourselves if we’re making the effort to live by the Army values. That’s been the case since 1776, when Richard Peters, the first Army Civilian, established a moral and ethical code on his Board of War and Ordnance.

The Army Civilian Corps creed has within it this line: I live the Army values of Loyalty, Duty, Respect, Selfless Service, Honor, Integrity, and Personal Courage. That Civilian Corps creed binds a vast array of civilian talent, composed of highly trained and educated specialists from across the spectrum of Civilian positions, with the Soldiers they serve with; both are needed to meet the four campaign objectives set out in the USAREUR Campaign Plan. Our veterans can attest that each generation of our force has faced its fair share of problems, overcame them and became stronger from the experience. These veterans can also tell you that adhering to a professional ethic is what got the Army through tough times. Today’s Army values capture the best parts of that experience. They recognize that we are a diverse force, united in purpose and professionalism. Today, our team is being tested in many ways: fiscal austerity, force cuts, ongoing deployments, a rise in war related health and social issues and an omnipresent threat of terror. Our best tool to overcome these issues is our commitment to our values. I challenge our Army in Europe, Civilian and Soldier, to embody the values of PERSONAL COURAGE and INTEGRITY, to face fear, continue forward on the right path, especially if those actions are not popular with others, and doing the right thing when others aren’t watching. As I have stated in the past, an emphasis on living the Army Values is an element which contributes to better individual and unit discipline, it could certainly strengthen families, and it will contribute to TRUST, which will allow us to build a stronger USAREUR team, whether you wear a military uniform or civilian suit. As civilians on the Army Team, what you do is HONOR-able. Whether you are in the G-8 helping out with the budget, in the G-2 ensuring force protection of our soldiers and families, or out at Graf, Hohenfels and Garmisch making sure our soldiers and partner nations are trained and ready to deal with future contingencies, you are critical to the success of USAREUR. Thanks for all you are doing to contribute. 2


Message from the Garrison Commander

COL James E. Saenz Commander, Bavaria Military Community and USAG Grafenwoehr

What a great time to be in Bavaria! The weather is beautiful and fest season is in full swing. I continue to stand in awe of the great things our civilian personnel do on a daily basis to support our community. Thank you for your continued professionalism and dedication to the Bavaria Military Community (BMC) team! In our last issue, I discussed our new mission statement: Our mission is to provide vital installation support, quality customer service, and necessary programs to meet the needs of our Soldiers, Civilians, and their Families who live and work within the BMC while ensuring good stewardship of the resources entrusted to us by the American people. The next step in the strategic plan for the BMC is to develop our vision. As we worked through the process, we wanted to choose something that most represents the values, direction, and desired end state of the BMC in how we support our stakeholders. Our vision for the BMC is:

A diverse team of professionals dedicated to serving Soldiers, Civilians, and Families of the Bavaria Military Community; the IMCOM standard for sustainable quality services and infrastructure; the model for customer service, innovation, safety, well being, and readiness; a place that offers diverse opportunities for all community members to grow personally and professionally. This vision works well with the 3 Keys to Success we use each day. As we internalize our profession, we continue to provide and standardize quality customer service. I recently had the pleasure to present customer service awards to several members of our workforce. These individuals have gone above and beyond in their pursuit of excellence in customer service and it shows! Our ability to innovate is exemplified by the development and sharing of best practices, not only within the BMC, but across IMCOM and the Army. It is critical to our continued success as we seek ways to operate more efficiently and effectively in an environment of constrained resources. Finally, we must continually strive to inform our community, including our workforce. This newsletter is an excellent means to share our accomplishments and recognize individuals, as well as share new information pertinent to the entire civilian workforce. We are all in this together and our strong team will persevere and excel. I encourage you to remain engaged and informed as we navigate to the future. In closing, I’d like to leave you with something our CSA, GEN Odierno, says: America’s Army is the Strength of our Nation. The Strength of our Army is our Soldiers. The Strength of our Soldiers is our Families. Thank you for your great support of our Army Soldiers, Civilians, and Families. I sincerely appreciate your contributions and I’m proud that we are all part of the great Bavaria Military Community team.

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A video team from USAREUR recently visited Grafenwoehr to tape promotional videos as part of their Army Values awareness campaign. Three employees from the Military Personnel Division were nominated by their supervisor and volunteered to participate. Reggie Womack spoke about Integrity, Bryan McGhee gave his thoughts about Selfless Service, and Sam Goodell talked about why the Army Values were important to Army Civilians. These videos were broadcast on AFN and are available at the US Army, Europe's YouTube page. Mr. Bryan McGhee: http://www.youtube.com/watch?v=4D-u4O3s0SU

Mr. Samuel Goodell: http://www.youtube.com/watch?v=Re-xiQ-cjGg&feature=relmfu Mr. Reginald Womack: http://www.youtube.com/watch?v=FzQjvERJbWU&list=PL6139827D2DF4FF03&index=31&feature=plpp_vi deo

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Awards Corner Civilian of the 3rd Quarter FY12 Mrs. Heller serves as a Mobilization and Deployment Specialist assigned to Rose Barracks of USAG Grafenwoehr. In this capacity she ensures Soldiers, DA Civilians and their Families are prepared for all phases of the ARFORGEN Cycle, consisting of direct pre and post deployment assistance to include reunification assistance. She is the primary trainer for all established FRGs on Rose Barracks consisting of 35 company level FRGs. Plans, coordinates and conducts pre-Deployment Briefings (PDBs), and Module 3 of the USAREUR Reintegration Model. Mrs. Heller is also responsible for introducing Commanders and First Sergeants to OP READY (Resources for Education About Deployments and You) and other related Mrs. Nicole Heller materials to assist the units in preparing their Mobilization and Deployment Soldiers and Families for the ARFORGEN Cycle. Specialist Mrs. Heller is responsible for establishing and managing the Family Assistance Center (FAC) when activated on Rose Barracks and assist when activated on East Camp. Mrs. Heller serves as a Unit Service Coordinator (USC) for the 2D CAV Regiment. She performs administrative duties by collecting, maintaining, analyzes data for planning, reporting and improving deployment operations on the installation. Prepares reports and surveys as required by regulations or requested by higher headquarters.

Citation on certificate: For exceptional service as Mobilization and Deployment Specialist for USAG Grafenwoehr from 1 January 2012 to 31 March 2012. In this capacity you have ensured Soldiers, DA Civilians and their Families were prepared for all phases of the ARFORGEN cycle. You excelled as an ACS and AFTB Instructor, as a Resilience Training Assistant, and as a Unit Service Coordinator. Your superior performance and dedication culminated in your selection as the USAG Grafenwoehr "Civilian of the Quarter" for 2nd quarter 2012. CONGRATULATIONS ON A JOB WELL DONE!

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Awards Corner Awards issued 3rd Quarter FY12 • Velis, Jay C. - ACS - Achievement Medal for Civilian Service • Wiggins, Alysa J. - DHR - Achievement Medal for Civilian Service • Wanser, Latoya M. - DHR - Achievement Medal for Civilian Service • Bernklau, Brigitte - DOL - Commander's Award for Civilian Service • Federline, James - GR - CACS Commander's Award for Civilian Service • Durcholz-Wilhelm, Sylvia - EEO - Commander's Award for Civilian Service • Guevara, Baldemar - DHR - Commander's Award for Civilian Service • Suarez, Liz I. - DHR - Commander's Award for Civilian Service • Skutt, John R. - DOL - Commander's Award for Civilian Service • Janis, Tom - DPTMS, HTA - Commander's Award for Civilian Service • Blair-Johnson, Robin M. - DHR/IR - Commander's Award for Civilian Service • Williams, NeTarshia R. - ACS - Certificate of Achievement • Pratt, Darius R. - DPW - Certificate of Achievement • Durham, Kenneth J. - DFMWR - Certificate of Achievement • Medina, Mary - DHR - Certificate of Achievement • Cole, Roderick - ACS - Certificate of Achievement • Horton, Larry W. - FMWR - Certificate of Achievement • Harry, Keith G. - DHR - Superior Civilian Service Award • Beiter, Richard H. - DRM - Superior Civilian Service Award • Biederman, Ronald A. - CMD GRP - Superior Civilian Service Award • Turtenwald, Betti - DES - Superior Civilian Service Award • Sonneman, Patrick – DOL - VPP Safety Hero Award, 2nd Qtr • Chase, Zachary - DFMWR - Customer Management Service Award, 2nd Qtr • Goodell, Samuel T. III - DHR - Customer Management Service Award, 2nd Qtr • Kircheis, Hanna - DFMWR - Customer Management Service Award, 2nd Qtr • Kyle, Dennis M. - DFMWR - Customer Management Service Award, 2nd Qtr • Williams, Chantel - DHR - Customer Management Service Award, 2nd Qtr

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Awards Corner Upcoming Award Nominations Information and nomination forms for USAG Grafenwoehr CoQ, CMS and VPP awards – see attached CoQ, CMS, Safety awards nomination forms.pdf; If you plan to have any of your employees recognized for the 3rd Qtr awards please provide applicable nomination forms to the DHR awards email address: usarmy.grafenwoehr.imcom.mbx.usag-grafenwoehrawards-ci@mail.mil no later than 15 July 12 (suspense for 4th Qtr awards will be 15 Oct12). Information for upcoming IMCOM awards (2nd Qtr, FY12) – see IMCOM Awards.pdf. Civilian of the Quarter USAG Grafenwoehr Civilian Awards Program SOP dtd. 29 Nov 2011; The Garrison Civilian of the Quarter Award can be awarded to any deserving employee (AF, NAF, or LN). Nominations consist of the nomination form (see attached), and employee's proposed citation. Only one nomination per directorate will be accepted. Nomination must include the five criteria in order/paragraphs - achievements should only be for the time period of the last quarter. Customer Service Excellence Award USAG Grafenwoehr Civilian Awards Program SOP dtd. 29 Nov 2011; The Garrison will recognize outstanding individuals, teams, agencies or directorates based on the immediate supervisor's recommendation, customer comments regarding service administered and recommendation by the Director. Safety Hero Award USAG Grafenwoehr Accident Prevention Awards; These awards are for individuals and teams/sections. Teams could be a group, section, division, or even directorate that makes a significant contribution to safety. The team awards should not be limited and can be submitted for risk reduction, improvements in program or process, or support of the VPP program. Submit requests for clarification (questions) to the POC(s): Mr. William Whitman at email william.j.whitman.civ@mail.mil; DSN 475-7769, Mr. Michael Saalborn at email michael.saalborn.ln@mail.mil; DSN 475-8832 and Mr. Reinhold Bayer at email reinhold.bayer1.ln@mail.mil; DSN 475-1470. Information for upcoming IMCOM awards - see upcoming IMCOM Awards.pdf (and the upcoming IMCOM awards spreadsheet for the upload); Attached is an awards spreadsheet that provides some of the awards that IMCOM personnel/units are eligible to compete for in the upcoming 90 days. Please note that official taskers are necessary prior to submitting award recommendation packets but you can still "plan" for and "prepare" your award submissions. The Awards spreadsheet is organized by Standard Garrison Organization (SGO) Directorate and can be used as a tool for advanced planning and in conjunction with annual performance reviews to prevent any short notice notifications. Also many of the entries include hyperlinks to websites with additional details on specific award procedures. Please inform your Supervisors about this program and submit completed award recommendation packets as 7 prescribed in official taskers to USAG Grafenwoehr DHR for tracking and submission to IMCOM-Europe.


Awards Corner “Hero of the Day”

• There are great examples of inspired leadership throughout IMCOM and ACSIM—people who show us what right looks like when it comes to supporting our Soldiers, Civilians and Families. • To shine the spotlight on someone who is doing great work, see nomination details in the notes section below.

Name, Organization, Location

Photo Caption, e.g., identifying action in picture or a relevant quote, not smaller than 16 pt Arial

If you know a person or team who demonstrates what right looks like, tell us their story! To nominate someone, please send the following to usarmy.jbsa.imcomhq.mbx.strategiccommunication@mail.mil: -- slide with narrative -- high resolution (300 dpi) photo -- consent and release form for all people in the photo For the narrative, provide the following information in two-three brief paragraphs in the notes section:

1. Why is the person/team being nominated? a. World-class customer service—recognized by their customers for going the extra mile b. Innovation—developing effective new ways of doing things c. Stewardship—realizing notable or sustained savings; using resources sustainably d. Courage—performing an extraordinary act of bravery e. Team building—building and leading high-performing teams; lifting morale; collaborating 2. Details of the nominee’s story: who, what, where, when, how and why. 3. What is the bottom-line impact for Soldiers and Families, OACSIM/IMCOM or the Army? Note on photos: Please send a good photo, since it may be used in several ways in addition to the slide. A head-and-shoulders photo is okay, and also consider a photo that shows some element of the story (e.g., the nominee at work). For more details, please refer to OPORD 12-043 titled: BMC Hero of the Day Program

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Hails • Risek, James, Director, DOL • Redmond, Ronald, Social Worker (Substance Abuse), DHR, ASAP • Denikiewicz, Jan, DF&MWR

Farewells • Turtenwald, Betti, Supervisor Police Liason, DES. Ms. Turtenwald received an Annulment/ Retirement contract. • Guevara, Baldemar, MVO, Postal Clerk, DHR, PSC RB. Mr. Guevara retired. • Skutt, John, Logistics Management Specialist, DOL. Mr. Skutt took Return Rights. • Stephens, Kimberly, Spv Program Specialist, DF&MWR. Ms. Stephens PCS’d with TLWOP. • Wiggins, Alysa, Human Resources Assistant, DHR MPD. Ms. Wiggins PCS’d with spouse. • Cole, Roderick, Survivor Outreach Services Support Coordinator, DACS. Mr. Cole PCS’d with TLWOP. •Hickmon, Chantel, Postal Clerk • Ramsey, Janice, MVO, Postal Clerk, DHR. Ms. Ramsey PCS’d with spouse. • Blair-Johnson, Robin, Casualty Assistant, MPD, DHR. Ms. Blair-Johnson PCS’d to Ft Belvoir, WA • Rajakulasingham, Primila, Financial Readiness Program Manager, ACS. Ms. Rajakulasingham PCS’d with TLWOP.

Legend - Directorates: DHR – Directorate of Human Resources ACS – Army Community Services DF&MWR – Directorate of Family, Morale, Welfare and Recreation DRM – Directorate of Resource Management DES – Directorate of Emergency Services ACS – Army Community Services DOL – Directorate of Logistics

Legend - Divisions: ASAP – Army Substance Abuse Program MPD – Military Personnel Division PSC RB – Postal Service Center Rose Barracks PSC EC – Postal Service Center East Camp

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Farewells • SFC Kenneth Ramer retired from the U.S. Army this month, concluding a long and distinguished military career. Although assigned to the 18th CSSB, SFC Ramer was detailed to the Military Personnel Division in June 2011, where he supervised Personnel Actions and Reassignments (among many other duties). SFC Ramer made several lasting contributions and left our organization better than he found it. His expertise and leadership will be sorely missed! SFC Ramer and his family will be residing in Grafenwoehr, Germany following his retirement. 10

• Ms. Robin Blair-Johnson will depart Germany at the end of June. Robin has been a member of the Garrison family since June 2008, serving in the Office of Internal Review where she made corrective reports which achieved hundreds of thousands of dollars in cost savings to the Army. In January 2012, she was detailed to work in the Casualty Assistance Office, Military Personnel Division to fill a critical need. Despite having no prior experience in Casualty operations, Robin quickly learned her duties and ensured continuity of service to the survivors of fallen warriors. Robin will be returning to the Fort Belvoir area in July. 10

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Farewells

• Ms. Liz Suarez served as a Human Resources Assistant (Military) in the Military Personnel Division from May 2009 through June 2012. Liz worked primarily in the Reassignments area, managing over 3,200 assignments. Her knowledge, dedication and initiative eventually resulted in her being appointed the role of team lead for the section. Liz was awarded the Commander's Award for Civilian Service in recognition of her dedicated service and accomplishments during her tour. Liz will join her husband at her new assignment at Ft. Bliss, TX in July.

• Ms. Alysa Wiggins was assigned as a Human Resources Assistant (Military) in the Military Personnel Division in August 2010. During her tenure, Alysa provided superb service to our community, primarily in the Reassignments area, where she managed over 2,500 assignments. Alysa additionally crosstrained into other areas to be able to better serve her division. In recognition of her service and accomplishments, Alysa was awarded the Achievement Medal for Civilian Service. Alysa and her husband will depart for Ft. Carson, CO in July.

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Hails •Georgene Dwyer, Financial Assistant, VAT Office – Mr. Dwyer came to us on 6 June 12 from the University of Phoenix. He retired from DoDDS in 2005. • Marion Smith, Administrative Support Assistant, CYSS Outreach Services, DF&MWR – Ms. Smith came to us on 14 Jun 12 from the Edelweiss Lodge and Resort in the Food & Beverage section. • Melissa Apedo, Child & Youth Program Assistant, CYSS Outreach Services, DF&MWR – Ms. Apedo came to us on 20 Jun 12 from the Edelweiss Lodge and Resort, Front Desk Service.

Legend - Directorates: DHR – Directorate of Human Resources PAIO – Plans, Analysis & Integration Office DF&MWR – Directorate of Family, Morale, Welfare & Recreation DOL – Directorate of Logistics DPW – Directorate of Public Works DPTMS – Directorate of Plans, Training, Mobilization & Integration RSO – Religious Services Office

Farewells • Denikiewicz, Jan, Business Operations Manager, DF&MWR – Mr. Denikiewicz assumed his responsibilities in Garmisch having worked at USAG Vicenza. He recently transferred to DF&MWR, USAG Grafenwoehr as Supervisory Supply Specialist. •Schmidt, Edith, Management Analyst, PAIO – Ms. Schmidt returned to USAG Detroit on 15 Jun 12 where she will work as a Program and Management Analyst for the Directorate of Emergency Services. During her tenure with PAI she successfully redesigned the garrison’s Interactive Customer Management (ICE) program, Army Stationing and Installation Plan (ASIP) reporting methodologies and helped analyze and compile numerous studies on garrison operations. • Chang, Teresa, Supervisor Human Resources Specialist, DHR – Ms. Chang is returning to the US having supervised Human Resources Services at USAG Garmisch. Ms. Chang spend four years in Garmisch, establishing Military Personnel Support, Retiree Services, Casualty Management and S1 programs in addition to supervising the Garrison’s Postal Service Center and Pass and ID office. Prior to working in Garmisch, Ms. Chang served as a Human Resources Technician at Ft. Leavenworth.

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Farewells •Trevor Meldrum, Child & Youth Services Program Assistant, DF&MWR. • Abby Kruse, Administrative Assistant, VAT Office – Ms. Kruse returned to the US to assume an appropriated fund position in San Antonio working for IMCOM. • Smith, Steven K., Marketing Assistant, DF&MWR – Mr. Smith PCS’d to Maryland with his wife. • Pamela Johnson, Administrative Assistant, VAT Office – Ms. Johnson accompanied her recently retired husband to New York.

Hails • Knight, Sheddrick, Human Resources Specialist, DHR

Farewells • Dechant, Karl, Motor Vehicle Operator, DPW •Janis, Thomas, Antiterrorism Officer, DPTMS • Gonzalez, Giselle, Postal Specialist, DHR • Bruckmueller, Bernhard, Supervisor, Supply Technician, DPW • Metz, Karl, Food Service Worker, DOL

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CMCC Graduate Corner "The Cost Management Certificate Course (CMCC) is designed to create a cadre of professionally knowledgeable, analytically competent, and personally motivated change agents to inculcate the cost management process into the organization. This challenging four week resident program, held at the Naval Postgraduate School, Monterey CA., was created by Graduate School of Business and Public Policy faculty and is taught through lectures, discussion groups, group projects, case studies, and simulations by the faculty of Naval Postgraduate School and other visiting faculty and guest speakers. The course covered cost accounting, operation management, cost control including the CBA (cost benefit analysis), and organizational development. The successful completion of this course allows participants to earn 12 graduate credit hours. I am honored and privileged that I was able to attend this course!"

ILE Graduate Corner "The Intermediate Level Education Course is a 10-month resident and non-resident course conducted by the Army Command and General Staff College to prepare field-grade officers for divisionlevel and higher assignments. The course employs instructor-facilitated lectures, student-led briefings, and a ten-month long scenario culminating in an action plan for a major world incident. Students thrive in a learning environment where there is no “textbook” answer, and how to think is more important than what to think. Representing IMCOM-E as one of only three Civilians in this extremely demanding course was an honor; the interaction with officers from around the EUCOM AOR provided me the opportunity to not only “think green”, but to show the military that the Civilian workforce will stand side-by-side with them to accomplish the mission.”

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CES Graduate Corner Mr. Dumbach attended the Intermediate course at Ft. Belvoir, VA from 16 Apr – 4 May 2012. “This three-weeker was an intense but outstanding course. It focuses on leader development and provides students with real world issues and problems they will encounter as supervisors and leaders. Team building and team work is emphasized as projects are to be completed by the group and assignments come with very little instructions. This learning style is called ‘inquiry based’. Once again, it was amazing how much opportunity for networking and bonding with colleagues from all over the world CES offers. The Basic and the Intermediate courses are learning experiences I would not want to miss.

Ms. Simona Teixeira, Human Resources Assistant, USAG Grafenwoehr – CES Basic Course was a great experience from start to finish. The knowledge I gained has been nothing short of excellent. In addition to the learning experience, the course gave me the opportunity to meet people from organizations Army – wide and to network. I am grateful for this outstanding learning opportunity.

Mr. Larry J. Morris attended CES Intermediate Course at Ft. Belvoir, VA, 16 Apr – 4 May 2012. The course was geared toward team building, critical thinking and active listening. We were continually put into different groups, provided minimum information on the task and were expected to meet the objectives through teamwork. I found the information on Generation Differences and Personality Type Talk portions of the training to be the most interesting and useful. As with the Basic Course, having the chance to work with a diverse group of leaders provided a great opportunity to broaden my way of thinking and knowledge. Fort Belvoir offered many off-duty opportunities with Washington D.C. being located nearby. Lastly, I learned to appreciate the prior training the Garrison had provided us concerning TAPES, MER issues and IDP as I was able to contribute more information to others on these topics. “I am glad I had the opportunity to attend and would recommend the course to all leaders.”

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Civilian Education System (CES)

Are you aware CES has just changed?

Department of the Army released ALARACT 121/2012 in Apr 12 updating CES policy as follows: CES course attendance is now targeted towards specific civilian grades and employees will now attend the CES course targeted for their current grade. Civilians may not enroll in a course that is higher than their current grade but may enroll in a course targeted for a lower grade. The CES courses and grade targets are: Foundation course (FC) GS01 – 15 (mandatory for employees with hire date after 30 Sep 06) Basic Course (BC) GS01 – 09, NAF 3 Intermediate Course (IC) GS10 – 12, NAF 4 Advanced Course (AC) GS13 – 15, NAF 5 Cont. Education (CESL) GS14 – 15, NAF 5 Also, the 10-year rule for equivalent course credit has been rescinded. Employees who have completed specific TRADOC approved Professional Military Education (PME) or Legacy Civilian Leader Development Courses at any time in the past will have met the requirement for their target CES course. Civilians may view their eligibility profile and register for a CES course at this link: https://www.atrrs.army.mil/channels/chrtas/student/main.aspx First time users must create a student profile to have access to their information or to register for a course. For more information call Mr. Johann Dumbach, Workforce Development Specialist, DHR, DSN 47516 6753, email: johann.dumbach.ln@mail.mil


Civilian Education System (CES) Basic Course (BC) is designed to provide students an understanding of how to effectively lead and care for teams. This course is a combination of DL and 2 weeks of resident instruction. Students who successfully complete this course will understand and apply basic leadership skills to lead and care for small teams, apply effective communication skills to build a team, demonstrate internal and external situational awareness, direct teams accordingly and develop and mentor subordinates.

Basic Course (BC) 1-250-C60, Phase 2, FY 13 Schedule Class Number 13-001 13-701 13-002 13-702 13-003 13-703 13-004 13-005 13-006 13-007 13-704 13-008 13-705 13-706 13-501 13-707 13-708 13-010 13-709 13-011 13-710 13-502 13-711 13-503 13-712 13-713 13-014 13-714 13-504 13-715

Start Date

End Date

22 OCT 12 22 OCT12 05 NOV12 05 NOV12 03 DEC12 03 DEC 12 07 JAN 13 28 JAN13 25 FEB 13 18 MAR 13 18 MAR 13 08 APR 13 08 APR 13 08 APR 13 06 MAY 13 06 MAY 13 06 MAY 13 03 JUN 13 03 JUN 13 17 JUN 13 17 JUN 13 08 JUL 13 08 JUL 13 29 JUL 13 29 JUL 13 29 JUL 13 19 AUG 13 19 AUG 13 16 SEP 13 16 SEP 13

02 NOV 12 02 NOV 12 16 NOV 12 16 NOV 12 14 DEC 12 14 DEC 12 18 JAN 13 08 FEB 13 08 MAR 13 29 MAR 13 29 MAR 13 19 APR 13 19 APR 13 19 APR 13 17 MAY 13 17 MAY 13 17 MAY 13 14 JUN 13 14 JUN 13 28 JUN 13 28 JUN 13 19 JUL 13 19 JUL 13 09 AUG 13 09 AUG 13 09 AUG 13 30 AUG 13 30 AUG 13 27 SEP 13 27 SEP 13

Application Deadline 22 AUG 12 22 AUG 12 19 SEP 12 19 SEP 12 03 OCT 12 03 OCT 12 07 NOV 12 28 NOV 12 26 DEC 12 16 JAN 13 16 JAN 13 06 FEB 13 06 FEB 13 06 FEB 13 06 MAR 13 06 MAR 13 06 MAR 13 03 APR 13 03 APR 13 17 APR 13 17 APR 13 08 MAY 13 08 MAY 13 29 MAY 13 29 MAY 13 29 MAY 13 19 JUN 13 19 JUN 13 10 JUL13 10 JUL 13

Location Fort Leavenworth, KS Red Stone, AL (Local Students Only) Fort Leavenworth, KS Vicenza, Italy (Local Students Only) Fort Leavenworth, KS Fort Stewart, GA (Local Students Only) Fort Leavenworth, KS Fort Leavenworth, KS Fort Leavenworth , KS Fort Leavenworth, KS Fort Sam Houston, TX (Local Students Only) Fort Leavenworth, KS Fort Belvoir, VA (Local Students Only) APG, MD (Local Students Only) Fort Leavenworth, KS Redstone Arsenal, AL (Local Students Only) Fort Carson (Local Students Only) Fort Leavenworth, KS Fort Sam Houston, TX (Local Students Only) Fort Leavenworth, KS Redstone Arsenal, AL (Local Students Only) Fort Leavenworth, KS USAR Korea (Local Students Only) Fort Leavenworth, KS Fort Belvoir, VA (Local Students Only) TACOM, MI (Local Students Only) Fort Leavenworth, KS USARPAC, HI (Local Students Only) Fort Leavenworth, KS Fort Sam Houston, TX (Local Students Only)

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Civilian Education System (CES) Intermediate Course (IC) is designed for Army Civilians to prepare them for increasing responsibilities to exercise direct and indirect supervision. Students enhance their leadership abilities and develop skills to manage human and financial resources, displaying flexibility and resilience with a focus on the mission. This course is a combination of DL and 3 weeks of resident instruction. Students who successfully complete this course will be skilled in leading people, developing cohesive and efficient organizations, managing resources, implementing change, while demonstrating effective thinking and communication skills.

Intermediate Course (IC) 1-250-C61, Phase 2, FY 13 Schedule Class Number

Start Date

End Date

Application Deadline

Location

13- 501

22 OCT 12

09 NOV 12

15 AUG 12

Fort Leavenworth, KS

13-002

26 NOV 12

14 DEC 12

26 SEP 12

Fort Leavenworth, KS

13-003

28 JAN 13

15 FEB 13

21 NOV 12

Fort Leavenworth, KS

13-004

25 FEB 13

15 MAR 13

26 DEC 12

Fort Leavenworth, KS

13-005

18 MAR 13

05 APR 13

16 JAN 13

Fort Leavenworth, KS

13-006

15 APR 13

03 MAY 13

13 FEB 13

Fort Leavenworth, KS

13-007

06 MAY 13

24 MAY 13

06 MAR 13

Fort Leavenworth, KS

13-701

06 MAY 13

24 MAY 13

06 MAR 13

Wiesbaden, Germany

13-008

10 JUN 13

28 JUN 13

28 MAR 13

Fort Leavenworth , KS

13-009

15 JUL 13

02 AUG 13

08 MAY 13

Fort Leavenworth, KS

13-702

15 JUL 13

02 AUG 13

08 MAY 13

Redstone Arsenal, AL (local Students Only)

13-010

12 AUG 13

30 AUG 13

12 JUN 13

Fort Leavenworth, KS

13-011

09 SEP13

27 SEP 13

10 JUL 13

Fort Leavenworth, KS

13-703

09 SEP 13

27 SEP 13

10 JUL 13

APG, MD (Local Students Only)

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Civilian Education System (CES) Advanced Course (AC) is designed for Civilian leaders who exercise predominately indirect supervision. This course is a combination of DL and 4 weeks of resident instruction at AMSC Fort Belvoir, Virginia, campus. Students who successfully complete this course will be skilled in leading a complex organization in support of national security and defense strategies, integrating Army and Joint systems in support of the Joint Force, inspiring vision and creativity implementing change and managing programs.

Advanced Course (AC) 1-250-C62, Phase 2, FY 13 Schedule Class Number

Start Date

End Date

Application Deadline

Location

13-001

22 OCT 12

16 NOV 12

15 AUG 12

Fort Leavenworth, KS

13-002

26 NOV 12

21 DEC 12

26 SEP 12

Fort Leavenworth, KS

13-003

14 JAN 13

08 FEB 13

14 NOV 12

Fort Leavenworth, KS

13-004

25 FEB 13

22 MAR 13

26 DEC 12

Fort Leavenworth, KS

13-005

08 APR 13

03 MAY 13

06 FEB 13

Fort Leavenworth, KS

13-006

03 JUN 13

28 JUN 13

20 MAR 13

Fort Leavenworth, KS

13-007

15 JUL 13

09 AUG 13

08 MAY 13

Fort Leavenworth, KS

13-008

19 AUG 13

13 SEP 13

19 JUN 13

Fort Leavenworth, KS

Continuing Education for Senior Leaders (CESL) 1-250-C63, Phase 2, FY 13 Schedule Class Number

Start Date

End Date

Application Deadline

Location

13-001

05 NOV 12

09 NOV 12

19 SEP 12

Fort Belvoir, VA (Open Enrollment)

13-002

07 JAN 13

11 JAN 13

07 NOV 12

Fort Belvoir, VA (Open Enrollment)

13-003

13 MAY 13

17 MAY 13

13 MAR 13

Fort Leavenworth, KS (Open Enrollment)

13-004

19 AUG 13

23 AUG 13

19 JUN 13

Fort Belvoir , VA (Open Enrollment)

19


LN Apprenticeship Graduation Ceremony Background: LN apprenticeship is the equivalent to the US Intern Program. A 2.5 year initiative with training content structured according to and as required by the German Vocational Training Act. The Garrison Grafenwoehr is a certified and registered vocational training institution according to Host Nation standards.

On 25 May 2012 , two former apprentices were presented their graduation certificates after two and a half years of apprentice with the Garrison, Grafenwoehr.

The DOL, Mr. James Risek and Chief Plans and Ops, Mr. Jeffrey Burrell, were present when Regina Boesl was given the graduation certificate from German vocational school and a testimonial memorandum from the Garrison Command. Ms. Boesl received her training to be an Office Communication Clerk at DOL.

Ms. Regina Lenuweit is being presented her certificate by Mr. Johann Dumbach, the Garrison’s Workforce Development Specialist, as Mr. Hans Pappenberger, her long time trainer and coach looks on. Ms. Lenuweit proceeded trough all divisions of DPW to be trained as Office Communication Clerk. 2 0


FY 12 Civilian Training Plan Have you already signed up? JUL12: Title: Management Employee Relations – Local National Disciplinary Process By: Ms. Marga Boese, Management Employee Relations Specialist, CPAC Grafenwoehr Date: Thursday, 26 July 2012, 1400 Location: Steinbeck Conference room, Bldg .500 AUG 12: Title: Individual Development Plans (IDP) and Civilian Education System (CES) By: DHR, USAG Grafenwoehr Date: Friday, 24 August 2012, 1400hrs Location: Steinbeck Conference room, Bldg. 500 SEP 12: Title: Workplace Stress – A managerial approach By: Guest speaker from University of Maryland Date/Location: Friday, 28 September 2012, 1400hrs Location: Steinbeck Conference room, Bldg. 500

The Garrison is offering monthly training opportunities on selected topics. Training is open to all interested employees of all grades. Reserve your seat by calling Ms. Patricia Witt at 475-8866 or Ms. Christina Mueller at 475-6133.

21


Employee Assistance Program (EAP) classes JUL12: Title: Testing Designated Positions (TDP) Training Date: 12 July 2012, 0900-1100 (Employees), 1300-1500 (Supervisors) Location: Hohenfels ASAP Clinic, Bldg. 359 Title: Drug-Free Workplace Seminar Date: 19 July 2012, 1000-1200 (Employees) Location: Grafenwoehr, Bldg. 621, 2nd Floor

Have you already signed up?

AUG 12: Title: Alcohol-Free Workplace Seminar Date: 16 August 2012, 10000-1200 (Employees) Location: Grafenwoehr, Bldg. 621, 2nd Floor Title: Alcohol and Drug Free Workplace Seminar Date: 23 August 2012, 1000-1200 (Supervisors) Location: Grafenwoehr, Bldg. 621, 2nd Floor SEP 12: Title: Interpersonal Skills Dynamics Date: 12 September 2012, 1000-1200 (Employees) Location: Grafenwoehr, Bldg. 621, 2nd Floor

To register for a class, contact ASAP at 475-5122.

Title: Testing Designated Positions (TDP) Training Date: 20 September 2012, 0900-1100 (Employees), 1300-1500 (Supervisors) Location: CP Normandy, Bldg. 3144

Title: Civilian Suicide Prevention Training Dates: 6 September 12, 25 September 12, 0900-1100 Location: Rose Barracks, Bldg. 134

To register for a class, contact ASAP at 475-5170.

22


Army Career and Alumni Program (ACAP) The Department of Defense (DoD) is inviting you to participate in a Operation Employment Career Fair in Germany organized for military Service Members, Wounded Warriors and their spouses as they prepare to transition out of the military and return to the United States.

What: Operation Employment Career Fair Who: Military Service Members, Wounded Warriors and their spouses as they prepare to transition out of the military and return to the United States

Why: Providing an excellent opportunity to meet employers face-to-face while stationed overseas.

When: 19 July 2012, 1000 – 15000hrs Where: Rose Barracks, Germany, Bldg. 134 (Multipurpose-Training Facility)

*** Please click on the link below for event information and to register:

An Employment Career Fair What a great opportunity!

http://godefense.cpms.osd.mil/conference/hiringheroes/Germany2012/index.html The online registration also includes the agenda, travel directions and important shipping information. Please join us at these important and exciting events and thank you for all you do to support our military Service Members and their families. For additional information or if you have any questions. Contact (703) 696-6239 or (314) 476-2057.

23


Army Career and Alumni Program (ACAP) – Upcoming Events  10 - 12 July - Transition Assistance Program (TAP) Workshop, Bldg, 134, Rose Barracks

 11, 18, & 26 July - Intro to the Federal Application System (Contact ACAP Center for location & time)  12 & 25 July - Resume Writing, Learn the Basics (Contact ACAP Center for location & times)  17 July - Advanced Resume Writing Lab (Contact ACAP Center for Location & times)  24 July - VA Benefits/Disability Transition Assistance Program (Contact ACAP Center for location & time)

To get an account or to register for a class contact the Vilseck ACAP Center, Rose Barracks, Bldg. 273 at 4762055 or acap.vilseck@serco-na.com.

24


OPEX - Excellence Customer Service Training FY 2012 • DATES: 12 July 2012 - 9 August 2012 – 13 September 2012 – 4 October 2012 – 8 November 2012 • Location: Bldg. 209, Tower View Conference Center – East Camp • Time: 0800 hrs – 1300 hrs • To sign up contact: Tonia Ramer at DSN: 476-3392 **********************************

WHO: USAG Grafenwoehr Directorates: Family and MWR and Human Resources (DHR) WHAT: MWR Operation Excellence (OPEX) Customer Service Training WHEN & WHERE: Monthly at the Tower View Conference Center, Grafenwoehr, Bldg. 209 SIGNIFICANCE: Family and MWR and DHR partnered to deliver OPEX Training to the garrison workforce. Over 500 employees have been trained in the last year.

Operation Excellence Training

2 5


ARMY Continuing Education System – ACES POINTS OF CONTACT

Rose Barracks Vilseck Education Center, Bldg. 223, DSN 476-2653/2753 Website: http://www.grafenwoehr.army.mil/sites/support/education.asp

East Camp (Grafenwoehr) Army Education Center, Bldg. 538, DSN 475-6219/6786 Website: http://www.grafenwoehr.army.mil/sites/support/education.asp

Hohenfels Army Education Center, Bldg. 351, DSN 466-2882 Website: http://www.hohenfels.army.mil/sites/directorates/dhr.asp

Garmisch Army Education Center, Bldg. 203, DSN 440-3560 Information can be found at: http://www.garmisch.army.mil/Directorates/H%20R/education.asp Like us on Facebook: http://www.facebook.com/USAG.Graf.Ed.Ctrs

Great Study Tool Suggestions http://books.google.de/books/about/Study_Skills_For_Dummies.html?id=7Cjgn3-YsjEC&redir_esc=y http://psychology.about.com/od/educationalpsychology/tp/effective-learning.htm http://www.collegetips.com/college-classes/study-skills.php http://studenthacks.org/2007/10/12/study-effectively/ 26 http://www.physics.usyd.edu.au/pdfs/current/StudyEffectively.pdf


ARMY Continuing Education System – ACES For Information About On-post College Programs:

Undergraduate Programs Website: http://www.europe.ctcd.edu/ Email: Grafenwoehr@europe.ctcd.edu DSN: 475-6702/ 476-2362

Undergraduate and Graduate Programs Website: http://www.ed.umuc.edu/ Email: graf@europe.umuc.edu DSN: 475-6106/ 476-2462

Graduate Programs Website: http://www.phoenix.edu/content/altcloud/en/colleges _divisions/military-overseas/europe.html Email: Grafenwoehr.campus@phoenix.edu

Graduate Programs Website: http://www.goou.ou.edu/ Email: apvilseck@ou.edu DSN: 475-7079 or 476-2069

LN’s have to take a different route in taking these classes. If you (LN) are interested in taking the above addressed courses contact Workforce Development at DSN 475-6753 or 475-8866. 27


OPF Frequently asked Questions Does eOPF allow a search for content to easily retrieve a record? Yes – The eOPF is designed to give flexibility in searching for personnel documents. HR users search and retrieve documents for an individual employee by entering the SSN, employee ID or the employee's name. An HR Specialist may search within an employee eOPF or across multiple eOPFs. The HR Specialist may also search for specific forms and use the paper clip tool to group similar documents together or create notes related to a document in the form of annotations. Can the eOPF be made available to the employee? Yes – In addition to access for HR specialists and executives, each employee is given web-based access to his/her individual records, easing the review process, especially for employees at remote sites. Is an employee’s sensitive personnel information secure? Absolutely – eOPF includes security measures to ensure the integrity of the system. For example, employees are able to view their own eOPF documents, but they cannot modify the documents. Additionally, the eOPF provides an audit trail or mandatory log that documents when and why an authorized user has reviewed an eOPF. This activity is reviewed through the use of reports. How much training is involved? Each agency is offered training to prepare HR staff to use the system and support employee users. Is there a help feature in eOPF? eOPF has online help that is viewed by clicking the word "Help" at the top of most pages within the eOPF website. The instructions in Help are printable.

When is the eOPF updated? The timing of a new document in the eOPF depends on how the agency updates eOPF. Typically, HR personnel scan new documents into eOPF; however, some forms-like the SF 50, Notification of Personnel Action-are transmitted electronically into eOPF from the agency's data provider. How is the employee notified when a document is added to an eOPF? eOPF includes an option to send an email to an employee when a document is added to the folder. Questions about the eOPF tool and the Fort McCoy Civilian Personnel Advisory Center’s transition to eOPF may be directed to your servicing HR Specialist. Adapted from http://www.opm.gov/egov/e-gov/EHRI/eopf.asp

28


The TAPES rating period for U.S. appropriated fund employees in grades GS/GM – 13/14/15/SES ends 30 June 2012. Employees who have been under an approved performance plan for at least 120 days must provide their raters with a completed DA Form 7221-1. Your support form 7221-1 has to be signed by the rated employee, rater, senior rater and be dated . Date has to reflect 120 days from the date of the senior rater’s signature.

To upload an appraisal go to the Civilian Personnel On-line Service Desk at https://servicedeskw.cpol.army.mil/CAisd/pdmweb.exe.

For more detailed information on TAPES please refer to: http://www.grafenwoehr.army.mil/sites/directorates/wfd-tapes.asp

2 9


Civilian Personnel Info

R3 Information

Restructure, Reshape, RIF Per the 8 Nov 11 Civilian Manpower Reduction Message: Grafenwoehr: 32 DA Civilians, 99 LN Positions Hohenfels: 29 DA Civilians, 58 LN Positions Garmisch: 18 DA Civilians, 21 LN Positions, 2 Army Officers As briefed in the 14 Dec 11 Employee Town Hall We remain committed to taking care of our workforce The LN portion of these reductions will occur IAW the required LN RIF timeline We continue to rely on restructure tools to include: Vacant Positions Annulments On 1 Jun 12 Local Works Council received packages of LNs currently affected by RIF: - Grafenwoehr: 23 These numbers - Hohenfels: 16 are NOT final - Garmisch: 4 All affected personnel have already been notified by their works council Next step will be for the RIF Team to match affected RIF candidates to vacant positions

This will reduce # of affected personnel •

Affected personnel that could not be placed in current vacant positions will be issued notifications of termination on 31 Aug 12

RIF Team will continue to match RIF candidates to upcoming vacancies. All upcoming vacancies/annulments up until 31 March 13 will be considered when placing RIF candidates!

Our goal is to help as many RIF candidates as possible. We may not be able to help everyone, but the Command will fight hard to do their best.

Anyone interested in annulment contracts – please see your CPAC Rep for details

Respect our People Respect the Process

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Civilian Personnel Info

LN TIMELINE for USAG Grafenwoehr

Nov 11Dec 11Jan 12 Feb 12 Mar 12Apr 12 May 12Jun 12Jul 12 Aug 12Sep 12

E470-462 E461-430 E429-399 E398-367 E366-336 E335-304 E303-272 E271-241

RIF Avoidance Tools

Manage Vacancies

Fill only critical positions

Annulments Offer Annulment Contracts

RIF Approval Informed Head Works Council (HWC) IAW USAREUR Official Notification Plan

Conduct RIF

CHRA-E distributed social questionaires to all LN employees CHRA-E with CPAC completed analysis of social data questionnaires CPAC RIF Team prepared & delivered RIF packages to local severely handicapped employee rep & local works council – 1 Jun Response from local works council received – 18 Jun GC renders final decision – 22 Jun Local works council appeals GC decision to Intermediate Authority – 26 Jun Package submitted to District Works Council - 2 Jul Management Discussion with DWC – 12 Jul Response received from DWC – 18 Jul RD decision issued to DWC – 29 Jul DWC Appeal to HSA – 25 Jul Package submitted to Head Works Council – 30 Jul Management discussion with HWC–9Aug Response received from HWD – 16 Aug Final CG USAREUR decision – 24 Aug Notices Issued - 31 Aug

31


Civilian Personnel Info

Employment Opportunities IMCOM Talent Management Center (TMC) As an alternative to competitive vacancy announcements (through USA Jobs), the Talent Management Center posts selected IMCOM enterprise–wide key leader positions. Applicants must be at the same grade as the position they are applying for or have previously held that grade for a minimum of one year. TMC managed positions are listed in AKO https://www.army/mil/suite/page/663500. The link also gives detailed application instructions and application windows. Current IMCOM employees eligible for non-competitive permanent placement may apply (Directors and above positions). Selection is made on a monthly basis by an Executive Council.

IMCOM Enterprise Placement Program (IEPP) IEPP is a similar process for lower grated positions and serves as a placement tool for IMCOM Employees who are likely to be affected adversely by imposed structure changes. Vacancy announcements range from GS-7 firefighters to GS-13 Attorney Adviser and comprise GS, WG and NAF positions. New positions are added on a weekly basis (portal will be unavailable every Monday for update). Key is that applicants may not result in a promotion. Applicants should apply for vacancy announcements that lead to a reassignment or voluntary change to a lower grade. This link will take you to the portal: https://www.army/mil/suite/page/662838

32


Civilian Personnel Info

Are your Beneficiary Forms Current Anytime is a good time to review and update your designation of beneficiary forms. Too often these forms are completed, filed and never thought of again! But life changes, and the most recent designation may not reflect your current intentions or information such as addresses for named beneficiaries. You should make it a practice to periodically review these forms to ensure the designations reflect your intentions and the beneficiary information (name and address) is correct. Designating a beneficiary is optional. If a valid designation is not filed, monies are paid according to the order of legal precedence: 1. Court order 2. Spouse 3. Children (equal shares) 4. Parents (equal shares) 5. Executor or administrator of the estate 6. Next of kin under applicable state law To be a valid designation, the form(s) must be signed and witnessed (witness cannot be a named beneficiary), free of erasures or alterations and be received and certified by your Civilian Personnel Advisory Center (CPAC) or your Human Resources Office (HRO) prior to your death. Remember, a will has no effect on payment of Federal benefits and does not take precedence over a designation of beneficiary. It is also important to note that step-children and domestic or same-sex partners are not considered to be in the “order or precedence” and must be specified as designated beneficiaries to ensure benefits are received in the event of your death. The following forms are for designating beneficiaries: Ø SF 1152, Unpaid Compensation of Deceased Civilian Employees Ø SF 2823, Federal Employees Group Life Insurance Ø SF 2808, Civil Service Retirement System (CSRS) Ø SF 3102, Federal Employees Retirement System (FERS) Ø TSP-3, Thrift Savings Plan Forms must be completed and mailed as directed. The SF 2808 is maintained by the Office of Personnel Management (OPM) and the TSP is maintained by the Thrift Savings Plan (TSP). All other beneficiary forms are maintained in the electronic Official Personnel Folder (eOPF). Information on designation of beneficiary and links to the forms can be found on the ABC-C website at:

https://www.abc.army.mil/retirements/BeneficiaryForms.htm.

33


Civilian Personnel Info

Civilian Personnel Bulletin 12-13 End of Resumix & USAS Provides information related to the transition from the Resumix application process to USA Staffing. CPB 12-13 also provides guidance for current appropriated fund employees to access SF-50s from Employee Portal for upload into USA Staffing, as required when applying for merit promotion announcements.

USA Staffing As of 1 May 2012, USA Staffing is the only application system for all Army and Department of Defense appropriated fund (AF) and non-appropriated fund (NAF) vacancy announcements. The Resumix application system has closed. To apply through the Application Manager on USAJOBS, you must submit a resume directly to USAJOBS and upload the required documentation for your eligibility for merit promotion announcements. Documentation required for current Army AF employees is a recent non-award SF-50, for NAF employees – DA 3434, for current or former Federal employees – non-award SF-50, for veterans – DD214 and, if applicable, SF-15 plus VA letter, and for military spouse – sponsor’s orders plus marriage certificate. If a position has requirements such as a drivers license or transcript documenting 24 semester hours in a particular field, a copy of that license or transcript must also be uploaded. If the resume and all required supporting documentation are not uploaded and included in the application packet, you will be ineligible for referral.

RESUMIX  Effective 31 May 2012, you can no longer access your Resumix resume or track the status of your Resumix self-nominations in ANSWER. To move your Resumix resume to USAJOBS, you must copy it from Army Resume Builder prior to 31 May, then upload it into USAJOBS/Application Manager. You can view the status of your self-nominations via USAJOBS – My Account – Application Status. NOTE: Employees can access, save or print their own SF-50s from www.cpol.army.mil: o Log into Portal by clicking on the link on the upper right: Employee Portal Login (CAC). o Click OK and choose a Digital Certificate, then click on the yellow Employee Tab. o in the section titled My SF-50, click “Go!” o Click on PDF icon next to the SF-50 that you want to access. o From gray menu bar at bottom center of the screen, choose the computer disk icon to save a copy of the PDF file to your computer or removable storage media, or o Click on the printer icon and select a printer. If you have any questions about USA Staffing or accessing your SF-50s via Employee Portal, please contact your CPAC representative at 938-3943.

34


Civilian Personnel Info

1. New Process to Request Name Changes for US Appropriated Fund and Local National Employees The CHRA AUTONOA team has developed an automated process for processing names changes, which is now available for both, Appropriated Fund and Local National employees located on the AUTONOA website. The objective is that managers have a quick and centralized place to request official legal name changes for employees; this is not a site for correction. Typical name changes are due to marriage or divorce decrees. No gatekeeper is required. The manager must review and verify the legal documentation before submitting the request. After the manager submits the request using AUTONOA, a selected 'Authorizer' will be contacted by email to review and approve the request. Once approved, AUTONOA will create the RPA and expedite the processing. Additional details may be found on the AUTONOA webpage. Link: https://nccpoc.ria.army.mil/autonoa/Thanks. Everyone, please pass this on to your serviced customers and supervisors. It is posted on our Homepage: https://cpolrhp.cpol.army.mil/eur/

2. New Process to Submit a Request for a Retirement Action to the ABC Center for US Appropriated Fund Employees using AUTONOA Website

Effective immediately, AUTONOA website is now offering managers to submit a RPA for a Retirement Action to the ABC Center for their employees online. Additional details may be found on the AUTONOA webpage. Link to AUTONOA website: https://nccpoc.ria.army.mil/autonoa/ Everyone, please pass this on to your serviced customers and supervisors. It is posted on our Homepage: https://cpolrhp.cpol.army.mil/eur/ 35


Civilian Personnel Info

3. New Process to Request Career Ladder Promotions for US Appropriated Fund Employees Effective immediately, AUTONOA website is now offering managers to request career ladder promotion for their employees online. The new process allows for managers to access a webpage, view their employees on lead-in positions, and notify the AUTONOA team by the click of a button to create and process the promotion request for personnel action (RPA). The webpage can be accessed anytime by managers wanting to view their employees' information. Managers will also receive an email notification 60 days, 45 days, 30 days, and 15 days prior to the effective date of each employee's promotion or until they request AUTONOA to proceed with the promotion. Please note, the hierarchy on CPOL must be updated for the email notification to work. On the website, employees will be highlighted in "green" when the promotion due date is within 30 days of the effective date, "yellow" when the promotion is 3060 days out and "orange" when the promotion is past due. After the manager submits the request for the RPA to be created, a selected "authorizer" will be contacted by email to also review and approve the request. Once approved, AUTONOA will generate the RPA with the new required information. AUTONOA will process the RPA 2 days after the effective date to ensure intervening actions have successfully processed. Additional details may be found on the AUTONOA webpage: https://nccpoc.ria.army.mil/autonoa/ Please pass on to your serviced organizations. Posted on our Homepage: https://cpolrhp.cpol.army.mil/eur/

36


Civilian Personnel Info

New Process to Submit US AF Appraisals using AUTONOA The CHRA AUTONOA team has developed a website for Managers to submit their employee's performance ratings into DCPDS and upload the signed appraisal form on the website which will be filed directly into the employees' eOPF. CHRA's requirement to electronically submit performance appraisal documents will now be easier than ever. The new website offers centralized features and tools for completing end of rating cycle requirements. The manager will be able to enter the numeric ratings on the webpage and then upload the appraisal form onto the website. After review and submission, the manager will then have the immediate opportunity to enter a Performance Award and/or Time Off Award for that employee. The current SOP for submitting appraisals and awards will be modified accordingly.

Link to AUTONOA WEBSITE: https://nccpoc.ria.army.mil/autonoa/ All, please disseminate these important NEWS to all your serviced customers. We have posted this on our homepage: https://cpolrhp.cpol.army.mil/eur/

37


Civilian Personnel Info

We have added a new section on our HOMEPAGE listing anything that is related to AUTONOA i.e. guidance, link to AUTONOA web site, SOPs, etc. for your quick use. Please bookmark the URL: https://cpolrhp.cpol.army.mil/eur/automation/index.htm Please in particular take a look at this new quick guide for using the new appraisal application. https://cpolrhp.cpol.army.mil/eur/management/awards/CHRAE%20Quick%20Appraisal%20Instruction.pdf

New AUTONOA tool for managers:

Honorary Awards Although employees are encouraged to use MYBIZ to enter their own Honorary Awards into MYBIZ we thought it might be a benefit to allow supervisors to have the capability to enter honorary awards for their employees if the employee might not have access to MYBIZ for whatever reason. We are going to open this up to Managers next week. Please note that we will put a note on the page stating that certificates are not filed in the eOPF and employees also have the option of entering their own Honorary Awards in through MyBiz.

Have a great weekend and keep ideas coming as what you would like to see in AUTONOA that you could be using instead of DCPDS to generate certain actions.

NOTE: AUTONOA is user friendly and will make life easier! 38


Civilian Personnel Info When A Coworker Dies - by Kettely Darden There is a saying in certain communities that says “just keep living”. I ponder this statement every time I come across a new threshold in life. It means if you haven’t experienced it yet, you will as you journey through life. I had one of those “just keep living” experiences when a coworker died unexpectedly this year. I knew my coworker by name and work association, but we did not have a close working relationship. Yet, his departure brought up every encounter and memory I had about him stored away in some part of my brain. I observed how each of my coworkers responded differently to his death. Some cried while others said almost nothing at all. Despite our various reactions, the news of his death rocked our organization and hearts that day. I remember sitting at his memorial service with my heart breaking for his family and praying for strength and grace for them. It even made me think of my loved ones I left back home in the United States and how delicately fragile life is for me and everyone I know.

There are five stages of grief a person can experience after a death

The effects of the loss of a coworker will vary for each person in the organization because of various factors such as the number of years the person worked with that individual or the reason of death; still, the impact is evident in the workplace and grief is present. Grief is a universal and natural response to any loss. There are five stages of grief that a person may experience within the first few weeks to months after a death. The stages are known as denial, anger, bargaining, depression, and acceptance. The stages of grief should be approached as a guide and not an absolute according to its developer, Elizabeth Kubler-Ross. When a person is in denial stage, he or she is not unaware that the person has died, but he or she has refused to accept the facts and reality of the death. Denial is a defense mechanism that is a normal response to difficult life events or stressors for an individual. Once a person comes out of denial stage, they may experience the anger stage manifesting in different ways such as blaming a particular person or situation for the death. The bargaining stage of grief may occur if the person is dying.

3 9


Civilian Personnel Info When A Coworker Dies - continued - by Kettely Darden A person in this stage may bargain with a higher being for the person not to die or make oaths. Also, depression stage is exhibited by feelings of sadness, regret, fear, and uncertainty. Depression stage is a form of acceptance with emotional attachment. True acceptance stage is evident when the grieving person can adjust to the loss. It is helpful for employees and supervisors to be familiar with the stages so they can be aware of their own reactions as well as their colleagues after a death has occurred in the workforce. Acknowledging the loss in the workplace gives everyone permission to talk about what has happened. It is okay if some people do not want to talk about it because everyone’s reaction will vary. The key is to be aware of the different ways individuals react to loss and respect it. A memorial or dedication to honor the deceased co-worker can be a therapeutic and healing experience for the people in the organization. Individuals may need some professional assistance because they are not able to function as a result of the loss.

Being familiar with the stages helps to be aware of your own reaction

EAP has counselors who are well experienced in crisis intervention and can provide short-term counseling and other resources to the grieving individual or organization. As for me and my organization, we chose to remember our fellow colleague by honoring his memory by having a barbeque cook-out and coming together which he always wanted for us to do anyway. You can call EAP for an individual appointment for a free and confidential session at 4755122/476-2503. Reference: Kubler-Ross, Elisabeth. “On Death and Dying� 1997

Unfortunately we had to experience the loss of several civilians & family members. Their records were not up to date. This caused additional burden and hardship on the families, coworkers and the personnel office. Please help avoid this undue stress in times of grief and mourning.

4 0


Civilian Personnel Info

Army Civilian Record Brief (CRB) The Department of the Army has developed a Civilian Record Brief (CRB) for all Civilian Appropriated Fund and NAF employees. Currently there is no specific Local National version of the Civilian Record brief, but we are planning for that future capability. The CRB is a one-page snapshot of an employee's official data pulled from various sources, such as MyBiz, Defense Civilian Personnel Data System (DCPDS), and Training Management Systems. A sample CRB along with the CRB Quick Guide is attached for your convenience. By putting all of this information on a single, easily viewed document, you will have an uncomplicated method for reviewing your data contained in your MyBiz and DCPDS records and taking steps, if necessary, to update or correct the data. LNs shouldn’t use the CRB yet, because data displayed may not be correct or doesn’t belong to LN employees.

The 10 sections of data reported on the CRB are a concise reflection of your work experience, education, training, awards, professional licenses and certifications, performance ratings, foreign language proficiency, security investigation status, personal and emergency contact information, position description, current and previous assignment history, and other data regarding your federal civilian service. You can review and update your CRB through the CPOL Portal by navigating to www.cpol.army.mil, click on the Employee tab, then "Go!" in the Employee Data portlet. The link to the Civilian Record Brief (CRB) is located in the left pane under Self Service Applications.

The LN record might also be corrupted if the LN employees try to fix his data through MyBiz.

Keeping your CRB updated is voluntary on your part, but you are encouraged to review your CRB for accuracy, and update it as necessary following the easy instructions in the attached Quick Guide. Your supervisor may also view your CRB; however, the CRB does not contain any information that is not already accessible by supervisors. It is merely an additional resource that places pertinent information on a single page making it more accessible, and reviewable, by you and your supervisor. Please do not reply directly to this email: it was sent from an unmonitored, automated mailbox.

41


Civilian Personnel Info

Army Civilian Record Brief (CRB) - continued –

Please Note! We are expecting VERY heavy volumes of traffic to this new tool over the coming weeks as you and all of our thousands of Army colleagues log in and try it out. Please be patient and if you experience slow response times or an error, we ask that you simply try again a little later in the day. Should you have feedback, comments or suggestions, or questions not covered in the CRB Quick Guide or User Guide, please contact your command HR representative. Please do not contact your local civilian personnel office (CPAC) in reference to this email or the CRB itself. A very few data elements shown on your CRB can only be corrected by the Civilian Human Resources Agency (your local CPAC), but those requirements should be rare. Navigation Path: Knowledge Center > Functional Automation > Direct Application Links Direct Link: https://kleb3209chrs002/CHRAWide/KnowledgeCenter/browse0.asp?ID=325&LETTER=4

Below links are available: • DCPDS: https://compo.dcpds.cpms.osd.mil/ • CA Service Desk: https://servicedeskw.cpol.army.mil/CAisd/pdmweb.exe • AUTONOA: https://nccpoc.ria.army.mil/autonoa/HOME/

• Regional Reports: https://nccpoc.ria.army.mil/regional_reports/ • eOPF AF: https://eopf1.nbc.gov/army/ • eOPF NAF: https://eopf1.nbc.gov/armynaf/eOPF%20Splash.aspx • USA Staffing: https://usastaffing.opm.gov/USAStaffing/UserAccess/Login.aspx • LN VAB (as of 25 Jun 12): https://acpol2.army.mil/lnvab/default.asp

• LNRS: https://lnrsweb/default.asp • FASCLASS: https://acpol2.army.mil/fasclass/inbox/

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Civilian Personnel Info

Soldier Skill Set Utilization The Army and the Installation Management Command are "right-sizing" it's workforce, and during that process not all of the "faces" are in the right "spaces". This has resulted in manning shortfalls in some Garrison offices. To address this situation, Soldiers from our supported units have stepped up to assist the Garrison in ensuring continuity of service to our community. This is a "win-win" for the community, as Soldiers receive training in working actions at the installation level which they may not otherwise receive, while the impact on customers in our community is minimized during the Army reshaping process.

Two great examples of the program’s success are in the Military Personnel Division of DHR and the Postal Service Center (PSC) of East Camp. The PSC typically begins training during the postal holiday months from Nov-Jan, soldiers are assigned to the PSC and receive “Postal Clerk Certification� training, and in return the PSC receives supplemental manpower support during the increased mail season. The units now have an added resource during deployments as the certified individuals can now be utilized as unit mail clerks. In 2012 the program took a new turn at the East Camp PSC. The garrison was in full support of the restructuring and reshaping of IMCOME, manpower levels became challenging, then the mass redeployment ensued. The 172 nd provided continuous support of their S3U assigned soldiers straight thru the holidays and continuing thru the reintegration of the re-deploying units. Without this added support the postal mission would have been in a continuous state of failure. Although the PSC experienced temporary mail backlog overall mission accomplishment was sustained.

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Your Health and Wellness East Camp and Rose Barracks Fitness Center HAVE FUN - BUILD MORALE - FOSTER PRIDE The Grafenwoehr Physical Fitness Center and the Rose Barracks Fitness Center offer a variety of fitness programs. Core activities include classes as well as access to state-of-the-art fitness equipment such as stairclimbers, bicycles, rowing machines and barbells. Qualified employees are on duty to spot, to make sure the equipment is used safely, and to give instruction. There are exercise classes to fit every age and skill level. We have outstanding indoor and outdoor running tracks. Our state-of-the-art Fitness Facilities with the latest and most updated Fitness Equipment and Fitness & Wellness Programs that meet the needs and interests of our customers. Each Fitness Center offers checkout counters where you find a large selection of sports & fitness equipment and athletic clothing available free of charge. Team Sports Soccer - Basketball - Softball - Flag Football - Volleyball Individual Sports Boxing - Wrestling - Racquetball - Track & Field - Tennis – - Power lifting Recreational Combat Cross Country - Fun Runs (5 & 10 Km) - Rock Climbing – - Body Building Fitness Assessments Personal Trainer (One on One) - Individual Training Programs - Muscle Strength Training - Massage Program Variety of Aerobic Classes - Yoga - Spinning - Martial Arts - Multi Fitness Challenge

Outdoor Facilities: East Camp Football Fields, Soccer Field, Softball Fields, Track & Field facility with a 6-Lane 400-meter Track, an 8-Lane 50/100-meter Track, and an 1 Mile Running Trail. For information and reservation contact the East Camp Physical Fitness Center. Rose Barracks Soccer/Football Field, Tennis Courts, Outdoors Basketball Courts, Softball Fields, and a Fitness Trail. For information and reservation contact the Rose Barracks Fitness Center. Note: Tennis courts are closed during the winter months. Open Season: 15 April - 15 October. Source: http://www.grafenwoehrmwr.com/sports.html

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Your Health and Wellness

On May 19th USAG Grafenwoehr Army Community Service Survivor Outreach Services hosted the 2nd Annual Run/Walk to Remember. This year the event was hosted at the Grafenwoehr Parade Field to honor our Fallen Soldiers from 172nd and those we have lost in previous years. The 5k Run/Walk was not a competition but a celebration and chance to remember those who made the ultimate sacrifice. This year there was also an area where Survivors, friends and family members could go to remember their Soldier and leave a special message. The event was well attended with over 1,000 participants and there are plans to continue this event annually.

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Your Health and Wellness

Just this last May I participated in the Grafenwoehr Half Marathon in Vilseck. This is the second year in a row that I’ve participated in the run. This one was in our back yard and didn’t require driving a long distance to partake in. Being the old guy at 57, I run for fun but I also compare my times with the much younger runners. There were some challenges on the course. Once you leave East Camp, this is where you say to yourself, why am I doing this, but you keep on running because you’re committed to finish. Following the Tank Trail heading towards Range 132 there are a couple of small rolling hills, then the big one just past the gate. The course was well marked and plenty of after run refreshments were served. There was a 5km Run/Walk going on at the same time. It was great to see many family members getting involved. Myself and a few others like to run and what better way to train for a full marathon is to run a half marathon first. This was the beginning of forming a running club called All Seasons Sports Club. We would meet on weekends and run anywhere from 8-9 miles. We would then do some of our own running during the week. The Grafenwoehr Fitness Center was my training facility of choice. They have all that I needed to train, weights, Yoga, tread mills, an outside running track and at the end of my workout, a sauna. I personally ran 3 marathons and 2 half marathons in 2011. The Vienna Marathon on 17 April 2011, the Munich Marathon on 9 Oct 2011, and the Athens Classic Marathon on 13 November 2011.

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Army Suggestion Program - ASP - by Andrea Mueller, PAI

The Army Suggestion Program (ASP) has been, and will continue to be, an integral element of organizational change within America's Army. ASP provides essential feedback from customers and employees to facilitate process and system improvements, an effort which has consistently saved the Army thousands. A recent review of the program has been conducted and presented to OAA Senior Leadership. Effective 1 June 2012 the ASP web application will no longer being accepting new suggestions. In preparation of the new application that is expected to be brought on line in the fall of 2012 we are asking that the coordinators take the opportunity to continue to work on the suggestions that are in the present application and bring them to closure. HQDA ASP office will also continue to process suggestions into and out of the Army and to close those suggestions already received. They will continue to be available to provide assistance in resolving difficult issues and finally the HQDA ASP Office will continue to be responsible for developing and publishing ASP policy guidance.

WHAT TO DO TO PREVENT LOSING ACCESS TO YOUR COMPUTER If you have an employee out on sick leave, etc., and gone from the office for more than 1 week please ensure you have someone logging onto their computer each week or they will be lose access to their computer and have to go through the whole process of getting approval again. The person logging on just needs to log onto the computer using their own CAC card.

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Have you ever heard the term “Best Practice” used when someone is describing an idea or solution? What is a Best Practice and why is it so important that we look for and share Best Practices? There is no standard industry definition of what a Best Practice is, but most industries agree that Best Practices are techniques, methods, processes, activities or incentives which have proven to be the most effective and efficient way in providing a certain outcome to a customer. The basic results of implementing a Best Practice are increased process effectiveness, faster service delivery, reduced cost in delivering the service, and ultimately a more satisfied and happy customer. We all know that we are required to perform our duties and provide services and programs to our customer under a “New Fiscal Reality.” This new reality mandates that we provide services and programs using fewer personnel, money, and facilities, we consider consolidation of services, and perform within standards regardless of the effects of transformation and restructuring. To continue to provide the highest quality of customer services that we are known for, we must identify and implement Best Practices throughout the Bavaria Military Community (BMC). COL Saenz, the Garrison Commander, has recently approved an Operations Order that requires all BMC Directorates and their staffs to capture, implement, and share Best Practices. The GC’s intent is to empower all BMC members to exercise initiative and be innovative in implementing, discovering, and showcasing Best Practices that save resources or increases efficiency and productivity. If you have an idea that you think should be considered a Best Practice or Always remember know of an existing Best Practice at another installation that you are the most critical that could be applied here, get with your Directorate or resource to the BMC and it is the Planning, Analysis, and Integration Office to begin through your ideas and innovation the process of implementing the Best Practice within that the BMC will continue to be an the BMC. Army Community of Excellence!

As valued members of the BMC you are empowered to develop, identify, and share Best Practices.

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Traveling Season is upon us - what you need to know about Foreign Travel

The time is upon us to get out and explore, but did you know that if you are Military or a DoD employee there are limits to where you can go? Have you ever wanted to go see the pyramids of Egypt – sorry, it’s not authorized for all military and DoD civilian personnel right now. Maybe you want to golf in Dubai – you may be able to do it, but you’re going to have to complete some additional paperwork and be approved by an O-6 before you can go! Before making your travel plans, if you are a Service member or a DOD/DA civilian, you need to check the DoD Electronic Foreign Clearance Guide at https://www.fcg.pentagon.mil/fcg.cfm. Failure to adhere to the FCG may lead to disappointment, lost ticket costs, and maybe even your career. If you have a clearance, you are also required to contact your S2/Security Manager to receive a Foreign Travel Briefing and let them know about your travel plans.

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Bavaria Military Community (Grafenwoehr, Hohenfels and Garmisch) American and German Colleague Telephonic Notification - by DPTMS, USAG Grafenwoehr Since 2001 terrorists have repeatedly shown the intent to attack United States and German interests in Europe. This has been evident not only in executed plots but also in plots European police preempted or disrupted. Recent plots in Europe have been conceived by lone actors, ad-hoc groups, or by operatives working for formal terrorist groups. Due to the current World situation, United States Army Europe (USAREUR) has directed US Army installations to conduct certain measures to enhance the community’s ability to respond quickly to potential threats. One of the measures USAREUR has directed is to ensure that the BMC leadership can contact all personnel that work in the BMC. If there is a change in the Force Protection Condition (FPCON), access to BMC installations becomes more restrictive; some gates to installations may be closed; some services/offices may be reduced or closed. Because of this, the ability to contact all personnel is of paramount importance. We are required to conduct unannounced tests of our telephonic contact procedures, which means that your supervisor will need your personal phone number and will likely call you after normal duty hours.

Make sure your supervisor has your contact details!!

This does not mean you are required to wait by the phone or carry a cell phone. Our telephone contact procedures are similar to what we would do to inform you that there are weather delays, early release or other emergency situation to find out there are long lines and you may not be able to enter based on the Force Protection situation. If there is a change in the Force Protection Condition (FPCON), access to BMC installations becomes more restrictive; some gates to installations may be closed; some services/offices may be reduced or closed. Because of this, the ability to contact all personnel is of paramount importance.

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Bavaria Military Community (Grafenwoehr, Hohenfels and Garmisch) American and German Colleague Telephonic Notification - continued We are required to conduct unannounced tests of our telephonic contact procedures, which means that your supervisor will need your personal phone number and will likely call you after normal duty hours. This does not mean you are required to wait by the phone or carry a cell phone. Our telephone contact procedures are similar to what we would do to inform you that there are weather delays, early release or other emergency situations. If you decide not to provide your contact information you may arrive at the installation to find out there are long lines and you may not be able to enter based on the Force Protection situation. As a trusted and valued employee we are required to keep you informed and must meet our directed mission requirements in the best interest of our workforce and community members. We do not intend to make you overly concerned that a threat or situation will happen in our communities, but must be prepared in the event it does or if we are directed to increase our protection posture.

In addition, all personnel can keep the BMC safe by reporting any and all suspicious activities they may observe immediately to the Military Police or Host Nation (HN) Polizei. Numerous studies suggest that the single biggest contribution an individual can make to keep our community safe is to report suspicious activities. Preventing crime and terrorism is a community effort and we depend on everyone's assistance to keep our entire community safe. You are the one who knows best what does or does not belong where you live, work, and play – on or off-post. By knowing what suspicious indicators are and reporting all observed suspicious activities – you are making a difference. To report suspicious activities call: Grafenwoehr Military Police: DSN: 476.2490/3397 CIV: 09662.83.2490/3397 Hohenfels Military Police: DSN: 466.2812 or 114 CIV: 09472.83.2812 Garmisch Military Police: DSN: 440-3801/3827 or 114 CIV: 08821-750-3801/3827 German Authorities: 110 for police 112 for fire/ambulance

Be sure to include the date, time, and location of activity; number of persons involved; number and types of vehicles involved; type of activity observed; and describe what you saw or heard. For additional information on suspicious activity indicators please contact usarmy.grafenwoehr.imcom.list.usag-grafenwoehr-dptmsat@mail.mil for a pamphlet on what to look for, whom to contact, and how to report. Help keep our community safe.

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Principles each Federal employee shall respect You may have heard it said that public service is a public trust. This means that each Federal employee has a responsibility to the United States Government and its citizens to place loyalty to the Constitution, laws and ethical principles above private gain. To ensure that every citizen can have complete confidence in the integrity of the Federal Government, each Federal employee shall respect the Fundamental Principles of Ethical Service, as implemented by Executive Order 12674 and amended by Executive Order 12731.

These Executive Orders set forth the following 14 principles:

1. Place loyalty to the Constitution, the laws and ethical principles above private gain. 2. Do not hold financial interests that conflict with the conscientious performance of duty. 3. Do not engage in financial transactions using nonpublic Government information or allow the improper use of such information to further any private interest. 4. Do not solicit or accept any gift from any person or entity seeking official action from, doing business with DoD, or whose interests may be substantially affected by the performance or nonperformance of your duties. 5. Put forth honest effort in the performance of your duties. 6. Do not knowingly make unauthorized commitments or promises of any kind purporting to bind the Government. 7. Do not use public office for private gain. 8. Act impartially and not give preferential treatment to any private organization or individual. 9. Protect and conserve Federal property and do not use it for other than authorized activities. 10. Do not engage in outside employment or activities, including seeking or negotiating for employment, that conflict with official Government duties and responsibilities. 11. Disclose waste, fraud, abuse and corruption to appropriate authorities. The best starting place is the Inspector General (24-hour hotline 800-424-9098 or hotline@dodig.mil). 12. Satisfy in good faith their obligations as citizens, including all just financial obligations, especially those – such as Federal, State, or local taxes – that are imposed by law. 13. Follow all laws and regulations that provide equal opportunity for all Americans regardless of race, color, religion, sex, national origin, age, or handicap. 14. Avoid any actions creating the appearance that they are violating the law or the ethical standards set forth in this part. You should know that failure to follow the standards of Ethical Conduct could lead to reprimand, suspension, demotion, or even removal. The Secretary of Defense’s Memorandum provided below emphasizes the principles of Ethical Conduct. 5 2


Bavaria Military Community (BMC; Grafenwoehr, Hohenfels and Garmisch) American and German Colleague Telephonic Notification - continued As a trusted and valued employee we are required to keep you informed and must meet our directed mission requirements in the best interest of our workforce and community members. We do not intend to make you overly concerned that a threat or situation will happen in our communities, but must be prepared in the event it does or if we are directed to increase our protection posture. In addition, all personnel can keep the BMC safe by reporting any and all suspicious activities they may observe immediately to the Military Police or Host Nation (HN) Polizei. Numerous studies suggest that the single biggest contribution an individual can make to keep our community safe is to report suspicious activities. Preventing crime and terrorism is a community effort and we depend on everyone’s assistance to keep our entire community safe. You are the one who knows best what does or does not belong where you live, work, and play – on or off – post. By knowing what suspicious indicators are and reporting all observed suspicious activities – you are making a difference. To report suspicious activities call: Grafenwoehr Military Police: DSN: 476.2490/3397 CIV: 09662.83.2490/3397 Hohenfels Military Police:

DSN: 466.2812 or 114 CIV: 09472.83.2812

Garmisch Military Police:

DSN: 440-3801/3827 or 114 CIV: 08821-750-3801/3827

German Authorities: 110 for police 112 for fire/ambulance Be sure to include the date, time, and location of activity; number of persons involved; number and types of vehicles involved; type of activity observed; and describe what you saw or heard. For additional information on suspicious activitiy indicators please contact usarmy.grafenwoehr.imcom.list.usag-grafenwoehr-dptms-at@mail.mil for a pamphlet on what to look for, whom to contact, and how to report. Help keep our community safe.

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The USAG Grafenwoehr Family Advocacy Program is in search of caring individuals who are willing to open their hearts and their homes to military children who require a little extra love and attention because their natural parents, or guardians, are temporarily unable to care for them. The program is designed to provide short-term care for children of Families in crisis. It is immensely rewarding to be able to make a difference in a child’s life by offering unconditional love and support during a difficult period of their life. If you are interested in becoming an EPC Provider please contact the EPC Coordinator at 09662-83-2650.

Emergency placement care (EPC) is a voluntary or court mandated service providing 24-hour care in an EPC provider’s home for children who cannot be cared for by their natural Family or legal guardian. The program is designed to provide short-term care, generally not to exceed 90 days, for Families in crisis until the situation warranting the placement is resolved or long-term care or placement can be arranged. Emergency Placement Care is comparable to civilian foster care in the United States.

Children requiring emergency placement care can range from infants to teenagers. They share the same basic needs as all children; however, they may require extra attention and care as they cope with the unexpected separation from their Family. While most children readily adapt to their new environment, some may become sullen and confused. To remedy this, children in placement will have access to counseling and other supportive services to help them cope with their feelings.

If you would like to make a difference in a child’s life, there is a need for you in this program!


1. We are asking for maximum distribution of this publication, i.e. print versions in break rooms and bulletin boards. 2. Did you like this issue? Was the information pertinent? Would you like to see other topics? Give us your feedback and ideas for improvement. If you want to submit information or articles for publication in the next issue, please submit by 30 Sep 2012. For contact information see editorial info box below.

BMC Employee Newsletter

USAG Grafenwoehr Command Garrison Commander COL James E. Saenz

The BMC Employee Newsletter Deputy Garrison Commander is published and distributed quarterly in an Ms. Kathy Aydt electronic format on the garrison Webpage and emailed to the Command Sergeant Major garrison workforce. William Berrios-Rodriguez Contributions from the workforce welcome. The Director of Human Resources (DHR) reserves the The information in the BMC right to make changes to all editorial material employee newsletter is provided submitted. by the USAG Grafenwoehr Submission can be emailed to Directorate of Human Resources. usarmy.grafenwoehr.imcom.mbx.usaggrafenwoehr-awards-ci@mail.mil. Layout and design For security reasons, emails received with a blank Patricia Witt subject line will be deleted unread. Christina Mueller For more information call 475-7271 or 475-8866.

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Employee Newsletter English