Section I - General Information
Authority to Deploy
DoDD 1404.10 provides for "...the involuntary assignment of civilian employees to Emergency Essential (E-E) positions as may be necessary to meet the exigencies of the circumstances and when unforeseen contingencies prevent prior identification of those positions as being E-E". Army policy is to normally deploy civilian employees who either have agreed to accept E-E positions or who are volunteers. This policy in no way restricts or limits the authority to direct involuntary deployments when necessary to accomplish the military mission. Seeking volunteers does not require wide ranging or Army wide searches. The search may be limited to the local work force.Policy Statement
It is Army's policy that civilians will be used to support the military in carrying out their missions. Installations/Activities will develop and have in place those plans required to support military contingency operations and all other levels of mobilization. The objective of the Civilian Readiness program is to ensure that qualified Army civilian employees are available in adequate numbers and skills to meet worldwide mission requirements during periods of national emergency, mobilization, war, military crisis, or other contingency.Basic definitions associated with this program:
- Key Employee: Incumbent of a CONUS position that cannot be vacated during war or national emergency without seriously impairing the mission; such employees have unique or scarce managerial or technical skills required by the wartime mission.
- Emergency-Essential (E-E) Employee: Incumbent of an overseas position or who would be sent overseas during a crisis situation; position ensures success of combat operations or supports essential combat systems after a mobilization, evacuation order, or other military crisis.
- Cadre Employee: A nucleus of trained personnel capable of setting up new operations and training others.
- Alternate Employee: A direct hire U.S. citizen employee who is paid from appropriated funds, assigned to a non-E-E position but performing the duties of another E-E civilian position during a crisis situation
Planning Process
Commanders must integrate and document use of the civilian workforce in all types of operations and contingency plans in all deliberate and execution planning processes and ensures that civilian issues are addressed during execution.Civilian positions meeting the definition of Key, Emergency Essential (E-E), Cadre, Alternate and Contingency-Essential must be specifically identified during the Installation Level Assessments.
Installation plans must identify federal civilians who may be recalled to active duty and identify possible resources to accomplish critical work should such a situation occur.
Key and E-E employees must be exempted from military mobilization or recall obligations by being placed in the Standby Reserve or other appropriate action.
Key and E-E positions should be pre-identified, and prior to fill:
- Position description/vacancy announcement annotated
- Clearly define Conditions of Employment
- E-E Selectee signs DD Form 2365, DoD Civilian Employee Overseas Emergency Essential Position Agreement
- If employee refuses to accept these responsibilities or refuses to be placed in Standby Reserves, reassign to vacant non-Key or non-E-E position, if available, with no loss of pay or grade (if overseas, tour of employee refusing E-E responsibilities will not be extended)
- If no vacancy, try to locate a qualified volunteer to assume Key or E-E duties
Requirements for Emergency Essential (E-E) Employees
- Medical/dental/psychological qualifications
- Meet requirements specified on SF78, Certificate of Medical Examination, for position at overseas/deployed location. The theater commander may specify theater unique medical/physical deployability criteria. Emergency Essential/deployment related medical /dental/ psychological examinations and required immunizations are at no expense to the employee
- Annual EKG if over age 40
- Immunizations appropriate for overseas location
- Army civilian employees are not subject to mandatory HIV screening unless required by the host nation. Negative HIV test result within past six months if required by host nation; otherwise, HIV positive civilians can be deployed
- Dental work to be completed at employee's expense prior to deployment
- Meet requirements specified on SF78, Certificate of Medical Examination, for position at overseas/deployed location. The theater commander may specify theater unique medical/physical deployability criteria. Emergency Essential/deployment related medical /dental/ psychological examinations and required immunizations are at no expense to the employee
- In/Outprocess requires management, installation, CPAC, and/or CONUS Replacement Center (CRC) support.
- Apply for Security Clearance
- Apply for necessary Passport/VISA/Country clearance (EXPEDITE procedures)
- Issue current DoD civilian ID card
- Issue appropriate Geneva Convention Card
- Issue TDY orders
- Issue DD Form 93, Record of Emergency Data
- Validate all deployment criteria checklists prior to departure from installation
- Deploying civilian hand carries a deployment packet
- Apply for Security Clearance
- Training:
- Participate in all essential military exercises
- Basic first aid
- Basic soldier field survival skills
- Laws of War/Geneva Conventions
- Prisoner of War coping skills
- Standards of Conduct
- Proper wear, use and care of all issued clothing and equipment
- Uniform Code of Military Justice
- Customs and courtesies of host country
- Sidearms training, when appropriate
- Participate in all essential military exercises
- Entitlements:
- Government provided legal assistance, limited to matters related to deployment, such as preparation of wills and powers of attorney, and basic income tax assistance
- Prepare Family Care Plan. Installation provides legal and other assistance as needed.
- Base Exchange and Commissary privileges in theater
- Use of Morale Welfare and Recreation (MWR) facilities and activities. Available to family members during deployment of sponsor except where prohibited by statute. Installations must include families of deployed civilians in Army Community Service (ACS) activities and other family assistance/support groups.
- Medical:
- Medical treatment same as provided military members
- Shall receive free care for illness, disease or injury sustained overseas during contingency operations
- Medical treatment same as provided military members
- Casualty:
- Tracked under military casualty system
- Next of kin (NOK) notification by Casualty Area Command
- Military escort of remains
- US flag for casket provided at government expense
- Tracked under military casualty system
- Government provided legal assistance, limited to matters related to deployment, such as preparation of wills and powers of attorney, and basic income tax assistance
- Identification method:
- DNA samples or PANOREX dental x-rays
- Identification tags (dogtags)
- DNA samples or PANOREX dental x-rays
- Financial:
- Carry government credit card and telephone calling card to AOR
- Regular salary paid by home station; other expenses paid from contingency funds; employee/supervisor coordinate with civilian pay office to determine proper time and attendance reporting procedures, and to assure proper payment of all authorized salaries, premium and incentive pay
- Biweekly earnings cap (N/A to Wage Grade) may change during hostilities to annual cap (cannot exceed salary of GS-15, Step 10)
- Foreign Post Differential is usually paid after 41 days in AOR, and is determined by Secretary of State
- Danger pay for civilians requires Secretary of State approval when authorized as a percentage of basic pay. Employee will receive either
- Danger Pay: $150/month at locations identified by Secretary of Defense and approved for Imminent Danger Pay (IDP) for military; or
- Danger pay at 10-25% of salary at locations identified by State Department; or Danger pay of $150/month for locations identified by Secretary of defense for the first 41 days of deployment only, followed by payment of Foreign Post Differential (FPD) at locations where a portion of FPD is paid as a result of political violence.
- Danger Pay: $150/month at locations identified by Secretary of Defense and approved for Imminent Danger Pay (IDP) for military; or
- Overtime/Compensatory Time; Shift Differential; Sunday/Holiday Premium Pay.
- Per Diem if TDY (unless field conditions apply).
- Arrange continued payment of bills (start/stop allotments).
- Carry government credit card and telephone calling card to AOR
- Clothing and Equipment:
- Standard issue of BDUs and associated clothing/ equipment; additional clothing/equipment required by theater commander.
- Authorized insignia - olive drab insignia with letters "US" above left breast pocket.
- Name tape above right breast pocket.
- Unit patches as authorized by the MACOM or theater commander.
- Issue same defensive personal protective gear as military.
- Issue black baseball cap to be worn in lieu of BDU cap; may be worn at all times except when commander directs wear of Kevlar helmet.
- Civilians authorized to wear this clothing/ equipment are expected to adhere to use and wear instructions contained in AR 670-1. No other dress/grooming standards exist for civilians other than for health/safety concerns.
- Standard issue of BDUs and associated clothing/ equipment; additional clothing/equipment required by theater commander.
- Weapons:
- Privately owned weapons/ammunition are not authorized under any circumstances.
- Government Issued weapon and ammunition (sidearm only) for personal protection.
- When approved by theater commander.
- Acceptance is voluntary for all civilian personnel.
- Must be trained in proper use and care prior to issue.
- Acceptance is voluntary for all civilian personnel.
- Privately owned weapons/ammunition are not authorized under any circumstances.
- Personal items:
- Command and Control:
- Disciplinary actions:
- Civilians are subject to UCMJ only if Congress declared war.
- Subject to normal administrative disciplinary action.
- Civilians are subject to UCMJ only if Congress declared war.
Section II - Accountability
Civilian Tracking System (CIVTRACKS)
Introduction/BackgroundOne of the key lessons learned from operation Desert Shield/Storm was the lack of accountability of deployed civilians. During Desert Storm there was no centralized automated data system that provided the tracking of civilians once they were deployed. Several MACOMs, particularly those deploying large numbers of civilians, have developed stovepipe-tracking systems. However, there is no centralized or consistent collection of the data. Also, during 1996, the Office of the Under Secretary of Defense for Personnel and Readiness employed the services of a contractor, Systems Research and Applications Corporation (SRA) to develop a functional description for the development of a DoD tracking system. The functional description was developed, but the development of an actual system was delayed pending the implementation of the Modern DCPDS. The closest system in operation now is the Replacement Operations Application Management System (ROAMS). However, ROAMS only tracks the civilian from the CONUS Replacement Center (CRC) into the theater of operation. Once in the theater, there's no visibility.
Long-term, the plan is to use the Smart Card as a means of tracking deployed civilians. Under the Smart Card concept deployed civilians will be able to swipe their card at any location and the tracking data will be transmitted to a central collection point. However, at the present time the Smart Card concept is in its infancy stage, i.e., attempting to get it implemented in a non-tactical environment. Once implemented in a non-tactical environment, the focus will be turned to implementation in a tactical (deployed) environment. Unfortunately, this will not happen for another few years.
In-the-mean-time, CIVTRACKS will fill the void allowing the capture of data on all deployed civilians. Once the Smart Card concept is fully implemented it will serve as the front end of CIVTRACKS, i.e., serve as the mechanism for entering data.
Authority
Department of Defense Instruction (DoDI) 1400.32, DoD civilian work Force Contingency and Emergency Planning Guidelines and Procedures, April 24, 1995, assigns accountability responsibility to each DoD component. It states that "the heads of the DoD components shall: establish civilian work force accountability procedures, i.e., names, number, locations, status, etc. for civilian employees in theaters of operations."
Who should be entered into CIVTRACKS
CIVTRACKS is primarily designed to capture data on Department of the Army civilians. However, the system is capable of capturing data on all civilians. To assist tactical commanders in identifying all personnel within his/her area of operation, it is recommended that all civilians be entered into CIVTRACKS. This includes data on contractors, Red Cross, AAFES and other DoD component personnel.
What information should be captured
Basic data to be captured on all deployed civilians include name, SSN, type civilian, agency/company, operation supported, location, and date entering and leaving the location. (See attachment 1 for a sample of the web page for inputting data).
Who should input data
CIVTRACKS is a web-based system that allows anyone with knowledge of the deployment and who has access to the internet to enter data on deployed civilians. Ideally, data should be input from five different sources, the deployed civilian, deployed civilian's organization (supervisor or timekeeper), MACOM, the CONUS Replacement Center/Individual Deployment Site and the commander of the deployed site. The deployed employee has ultimate responsibility for ensuring that data is input.
When should data be input
Data should be entered/updated each and every time there is a change in duty location while deployed, to include the initial move from home station. Access to CIVTACKS can be made by pointing your internet browser to https://cpolrhp.belvoir.army.mil/civtracks. Additionally, data should be input anytime that an employee participates in a mobilization exercise.
Reports
CIVTRACKS is designed to display a number of standard reports that will reflect data on all deployed civilians. Access to the reports will be secure and requires a user ID and password. To obtain access to this reporting capability logon to https://cpolrhp.belvoir.army.mil/civtracks-rpt. To obtain additional/special reports over and above the standard reports, users will have to submit a request to The Assistant Secretary of Army (Manpower and Reserve Affairs), Policy and Program Development Division, Attn: SAMR-CPP-MP, 200 Stovall Street, Alexandria, VA 22332-0300. (See attachment 2 for samples of reports).
Security
To protect the integrity of data captured in CIVTRACKS, individuals inputting data will not be able to retrieve data from the system. They will only be permitted to input data. Once data is submitted it will be maintained behind a computer firewall. Only authorized personnel with the appropriate user ID and password will be able to extract data from the system in the form of reports. They will not be able to make changes to data that currently exist in the system.
Input Form
The input form (see copy in appendix) is designed to capture certain critical data on each deployed civilian. All blocks on the form must have the appropriate/requested entry before it can be submitted. No entries, except step 7, additional comments, can be left blank.
Step 1. Blocks 1 and 2 are self-explanatory. Enter the name (last, first and middle initial) and social security number of the deployed employee. Block 3 is designed to capture data on the typo of deployed civilians. If the employee is an Army employee, Appropriated Funds or Non-Appropriate Funds click the first button indicating that the deployed civilian is an Army employee (Appropriated Funds or Non-Appropriated Funds). If the deployed civilian is not an Army, Defense contractor, Red Cross personnel or an AAFES employee check the button labeled as "other". Block 4, Employer captures data on the place of employment. Enter either the name of the agency or company name for which the deployed civilian works. For example, if the employee works for the Department of Navy, enter the word "Navy". If the deployed civilian is an employee of a Defense contractor, enter the name of the contractor, e.g., Smith Industries.
Step 2 is designed to capture data on the person entering the data into CIVTRACKS. Check the applicable button. For example, click the CONUS Replacement Center (CRC) button if someone from the CRC is entering the data.
Step 3 collects data on the home station or current duty location of the deployed civilian. Choose the state or country that represents the employee's home station or current duty location. Home station is defined as the state or country of the deployed employee's normal place of work.
Step 4 collects data on the contingency operation or mobilization exercise that the deployed employee is participating in. Select the applicable operation from the list on the drop-down menu. If the operations name is unknown or not yet specified select the unknown or not specified selection.
Step 5 indicates the type movement made by the deployed employee. If the employee is deploying into an operation, select "inbound". If the employee is relocating from one location (either within the theater of operations or any location in conjunction with preparation for deployment) enter "relocating". Outbound should be selected if the employee is returning from a contingency operation.
Step 6 collects data on the movement locations. If an employee is deploying into a contingency, then enter the city of both the starting and ending location. If the location is not near a city or the name is unknown enter either the name of the nearest city or "unknown". Select the name of the state and country from the two drop-down menus. Enter the dates of the departures.
Step 7 provides an opportunity to indicate any specific comments regarding the deployed employee. This is an optional entry and may be left blank.
Step 8 requires the entry of an email address of the individual that enters data into CIVTRACKS. This information will only be used if there's a need to clarify data entered into CIVTRACKS.
Step 9. Once all required data has been entered, click the submit button. If data is missing or incorrectly entered the system will provide feedback to the effect. If this happens, enter the correct or missing data and again click the submit button. All questions pertaining to the operations of CIVTRACKS and suggestions for improvement should be emailed to CIVTRACKS@(email address expired). However, no tracking data should be submitted to this email address. All tracking data must be submitted via https://cpolrhp.belvoir.army.mil/civtracks.
Worldwide Individual Augmentation System (WIAS)
The WIAS is a cooperative initiative between DCSOPS and DCSPER. It is an integrated information system used to record, manage, and track validated individual augmentation requirements (personnel) and sourcing to support operational needs of the combatant and non-combatant commander during an operation/contingency. The WIAS was developed to provide a tool capable of managing the enormous numbers of individual augmentation requirements (personnel), as well as, maintain visibility and accountability throughout the augmentation process.
Section III - Civilian Pay
A. Sure Pay
In order to ensure continuation of pay while detailed to support deployed military operations, DA policy requires civilian employees to join a direct deposit/electronic funds transfer (DD/EFT) program at their home installation before deployment. Once under DD/DFT the employee must remain in the program. All emergency essential employees are required to join a DD/DFT program as a condition of their employment. Salary deductions do not change while on deployment.
B. Pay limitations for civilian employees
1. Bi-weekly maximum earnings: In accordance with 5CFR.105 an employee may be paid premium pay only to the extent that the payment does not cause the total of his or her basic pay and premium pay for any pay period to exceed the maximum rate for GS-15. This includes locality-based comparability payment and any special salary rate pay.
2. Annual Limitation on Premium Pay for Emergency Work: The bi-weekly limitation may be waived by the head of an agency or the Office of Personnel Management if it is determined that an emergency exists. If such an emergency determination is made the bi-weekly pay limitation may be waived by the Secretary of Defense. However, an employee's total annual salary is limited to that of a GS-15.
3. Annual Aggregate Limitation of Pay: 5 CFR 530.203 limits the total amount of compensation an employee can be paid during the calendar year. Specifically, no executive branch employee may receive any allowance, bonus, differential, award, or other similar payment in combination with their basic pay that would cause the aggregate compensation to exceed the rate payable to the executive schedule level 1 on the last day of the calendar year.
C. Premium Pay
1. Overtime: Overtime is paid for hours authorized and worked by a civilian employee in excess of 8 hours per day or 40 hour per week (NAF employees earn overtime after 40 hours per week). The dollar amount paid is limited to the hourly rate for GS-10, step 1. Overtime under field conditions is considered occasional or irregular for payroll purposes.
2. Night Differential: Night differential is paid for hours regularly scheduled and worked after 1800 hours until 0600. The amount paid is the hourly base rate, plus 10%.
3. Holiday Pay: Holiday pay is paid for work performed during a holiday which corresponds to the employee's normal tour of duty.
4. Compensatory Time: Overtime under field conditions is considered occasional or irregular for payroll purposes. GS and WG employees are permitted compensatory time in lieu of pay. However, discretion must be used when making the determination for compensatory time, as down range conditions will normally preclude the employee's use of these hours. Employees have up to 26 pay periods, beyond the pay period in which the compensatory time was earned, to take time off. After that time period, the compensatory hours will be paid at the overtime rate in effect at the time worked. Compensatory time is subject to the same pay cap limitations.
D. Post Differential and Danger Pay
1. Foreign Post Differential (FPD): The Department of State determines the entitlement and the rate of FPD for each geographic location. Foreign Post Differential is paid up to 25% of Basic Pay. FPD begins on the 43rd day of duty for employees on detail and Temporary Duty Assignment (TDY). FPD for employees on TCS (Temporary Change of Station) begins on the date of arrival at post. Once initial eligibility is established for Foreign Post Differential, the period is not considered to be interrupted when the employee departs the theater for the U.S., if the travel is for the convenience of the Government and it does not exceed fourteen consecutive days. Travel back to another location where FPD is not authorized will cause the entitlement to cease and a new entitlement period will begin. These allowances are subject to federal and state income tax deductions. "Local hires" appointed in a foreign country like Germany and then deployed TDY downrange are not entitled to FPD. The State Department has agreed with Army's current interpretation of the Department of State Standardized Regulations, "An employee stationed in a foreign area cannot get post differential while on TDY to another foreign or non-foreign area unless he/she is eligible to receive the Living Quarters Allowance". TCS is not authorized for NAF employees.
2. Danger Pay: This entitlement is administered by the Department of State. The allowance is paid to civilian employees serving in designated foreign areas. Danger Pay is paid up to 25% of the basic pay. Danger Pay begins on the day of arrival and continues after FPD begins on Day 43. Danger pay is subject to federal and state income tax laws. It is possible for the combination of FPD and Danger Pay to exceed 25% collectively depending upon the deployed location.
3. Imminent Danger Pay: Under DoD Financial Regulation, Volume 8, Chapter 3, the imminent danger pay allowance shall be the same flat rate ($150 per month) paid to uniformed military personnel, but calculated as a daily rate only for the number of days actually present in the IDP authorized area. Imminent Danger Pay begins upon arrival at a designated site and continues until FPD begins on Day 43. Political violence (danger considerations) are included in the FPD rate. Imminent Danger Pay is subject to federal and state income tax laws.
4. Responsibilities: Claims for FPD, DP and IDP allowances must be initiated by the employee at their CPAC and processed using the Standard Form (SF) 1190 Foreign Allowances Application, Grant, and Report revised version dated 1/98. The responsible CPAC will provide the employee with instruction on the form completion and will counsel their employees on eligibility and repayment (should overpayment occur). Properly completed SF1190s will be forwarded to the CPOC where a payment memorandum will be compiled. The DFAS payroll system will pay, terminate or collect allowances from employees.
Note:
Click here for the current deployment allowances.
Click here for the SF1190
When an employee submits a claim for a danger pay, Imminent Danger Pay or Foreign Post Differential, he/she must attach a copy of the travel claim and a copy of the orders.
Section IV - Entitlements
A. Battle dress uniform (BDU)
Task force commanders will determine the need for civilians to wear BDUs. When required, the uniform will be properly worn IAW AR 670-1, Wear and Appearance of Military Uniform. The name strip, with the last name, will be worn above the right pocket. The U.S. triangle (civilian patch) will be worn above the left pocket, or on the left shoulder sleeve. It can also be centered on the front of the BDU cap. The U.S. flag will be worn on the right shoulder sleeve. No other patches are authorized. DA Pam 690-47 and AR 700-84 provide guidance and procedures for obtaining the uniforms. An SF-1034, Public voucher for Purchases and Services Other Than Personal, is used for the BDUs and other Mission Essential Clothing Issue.The form is approved by Resource Management officials and paid by Finance to allow the employee to purchase the clothing at the Military Sales Store. TA-50 is issued by the Community Central Issue Facility. The employee must present a memorandum signed by their Director to authorize issuance of this Mission Essential Clothing. The memorandum will contain the name, SSN, organization and the basic request for the issue.
B. Geneva Conventions Identification Card
Under both the Hague and Geneva Conventions, Department of Defense employees are entitled to be protected as prisoners of war if captured. These protections are accorded to civilians who accompany the armed forces provided they have received authorization from the armed forces. The DD Form 489 is the Geneva Conventions Identification Card. There is a US DoD/Uniformed Services Civilian, Geneva Conventions Identification Card, DD Form 2764, April 1998, which is also available to document the Geneva Convention Category and the Blood Type.C. Living Conditions
Field conditions are the same for civilians as the military personnel, commensurate with grade and rank equivalency as identified in the Geneva Conventions. There may be a general lack of privacy and limited opportunity for recreation during non-duty hours. Housing may consist of tents or other communal structures. Rental cars are not normally authorized. Food may be prepackaged rations or served in a military dining facility, which means special diets may be unavailable. Showers may be communal; otherwise, bathing may be from a bucket or helmet. Military chaplains provide religious services.D. Temporary Storage of Household Goods and POV.
DA employees who are TDY have no entitlement to temporary storage of household goods. Employees who are TCS-ed are provided temporary storage of household goods according to JTR2, C4111-D.1.d.E. Email, Legal, Medical, Dental, Food, AAFES, Telephones, and Laundry Services
These services will be provided at no cost to deployed civilians and will be equivalent to those provided to military service members.F. Weapons
Task force commanders will determine if circumstances warrant the issuance of weapons to civilians. Privately owned weapons and ammunition are prohibited. While civilians may be authorized possession of a firearm after proper training, they should not be placed in a direct combat situation.G. Head Gear
No berets will be worn during deployments. Patrol caps (BDU soft caps) will be worn by military members and DA civilians.Section V - Benefits
A. Casualty Status
Civilian employees killed in the line of duty are entitled to many of the same benefits as military casualties. Mortuary benefits for eligible employees include search, recovery and identification of remains; disposition of remains; removal and preparation of remains; casket; clothing; cremation (if requested); and transportation of remains to permanent duty station or other designated location.B. Life Insurance
Federal civilian employees are eligible for coverage under the Federal Employees Group Life Insurance (FEGLI) program. Death benefits (under basic and all forms of optional coverage) are payable regardless of cause of death. The Office of Personnel Management (OPM() has confirmed that civilians who are deployed with the military to combat support roles during times of crisis are not "in actual combat" and are entitled to accidental death and dismemberment benefits under FEGLI.C. Next of Kin Notification
Next of kin notification will be made in the event an employee dies, is missing, or unable to express his or her desires after becoming ill. The notification will be handled promptly in an appropriate, dignified and understanding manner by the Casualty Area Command. After official notification by the Casualty Area Command, local commanders may contact the next of kin for expressions of condolence and offers of assistance. Survivor assistance officers will be appointed as necessary. The civilian personnel officer will appoint a personnel specialist to assist the next of kin in obtaining benefits and entitlements. The local Army Community Service center is also available to provide assistance to the next of kin and eligible family members. Deployed civilian employees must complete the DD Form 93, Record of Emergency Data, to include a strip map to the next of kin's address. Copies will be provided to (1) the down range immediate supervisor, (2) the down range employee's temporary OPF, (3) the home station immediate supervisor, (4) the supporting Civilian Personnel Advisory Center, and (5) the regional Civilian Personnel Operations Center for filing in the employee's OPF. DD Form 93 is provided at: http://www.dtic.mil/whs/directives/infomgt/forms/eforms/dd0093.pdfD. Income Tax Exclusion
All salary earned during a deployment is subject to income tax. There have been several attempts to have legislation passed on this matter, but to date, that has not been successful.Section VI - Personnel Issues
A. Disciplinary Actions
Deployed civilians are not covered by the Uniform Code of Military Justice (UCMJ) unless war has been declared by the U.S. Congress. All other situations entitle the civilian to grievance/appeal rights during normal administrative disciplinary procedures. Civilian employees are subject to the downrange "chain of command" and any applicable general orders, policies and procedures. Informal disciplinary actions (oral and written counseling and letters of warning are the responsibility of the downrange on-site supervisor (s). Cases requiring formal disciplinary action (letters of reprimand, suspension, or removal) must be coordinated with the home station supervisor through the Deployed Civilian Personnel Advisor. Civilians are subject to the deployed country's laws and rules. Civilians who refuse to deploy or leave the area of operation without proper authorization will be subject to disciplinary action, up to and including, possible removal from federal service.B. Emergency Essential Agreement
All deployed civilian must complete a DD Form 2365, DoD Civilian Employee Overseas Emergency-Essential Agreement, to ensure proper identification.DD Form 2365 is provided at: http://www.dtic.mil/whs/directives/infomgt/forms/eforms/dd2365.pdf
C. Performance Appraisal
If an assignment is expected to be 120 days or more during an employee's annual rating cycle, the employee should receive a TAPES performance plan and an appraisal for this period. Coordination with the home station is required. Questions should be referred to the Deployed Civilian Personnel Advisor. Plan and appraisal forms are as follows for the Base System (Plan-DA Form 7223-1, Aug 1998, Base System Civilian Performance Counseling Checklist/Record and the Appraisal-DA Form 7223, Aug 1998, Base System Civilian Evaluation Report). Base System employees are General Schedule/Wage Supervisory in grades 1-8, and all grades of the Wage Grade and Wage Leader categories. The Plan and appraisal forms are as follows for the Senior System (Plan-DA Form 722-1, Aug 1998, Senior System Civilian Evaluation Report). Senior System employees are General Schedule/Wage Supervisory in grades 9 and Above. The forms are located at http//www.usapa.army.mil/forms/forms15.html; mark= 303,4,11 #WN_mark.D. Reduction in Force (RIF Actions)
In the event that the employee's position has been abolished, the employee will be returned to a position of like seniority, status and pay. However, employees will not be exempted from formal reduction in force (RIF) procedures. If a RIF has occurred prior to, or during the deployment, individuals deploying to support the operation must complete with individual within their competitive area for retention. If deployed individuals are identified for separation through RIF's procedures, the separation will be delayed until an appropriate notice period after return from deployment.E. Awards and Medals
Department of Army employees may receive monetary and honorary civilian award recognition while deployed. They may also be eligible for the following medals and awards:- The NATO medal
- The Armed Forces Civilian Service Medal
- The Civilian Award for Humanitarian Service
- The Achievement Medal for Civilian Service
- The Commander' Award for Civilian Service
- The Superior Civilian Service Award
- The Meritorious Civilian Service Award
F. DoD Anthrax Vaccination Program
The immunization program consists of a series of six vaccinations per service member over an 18-month period, followed by an annual booster. Although protection levels increase as shots in the series are given the entire six-shot series is required for full protection, as determined by the Food and Drug Administration. The Secretary of the Army is the executive agent for the Department's anthrax vaccination program and is overseeing implementation of the program within the Services. More information about the Department's anthrax vaccination program is available on the worldwide web at: http://www.anthrax.osd.mil/G. Leave Restoration Information http://cpol.army.mil/library/permiss/
H. Rights and Benefits of Reservists Called to Active Duty (OPM Memorandum-9/14/01) http://www.opm.gov/oca/compmemo/2001/2001-09.htm
I. Temporary Duty (TDY) vs Temporary Change of Station TCS http://www.dtic.mil/whs/directives/corres/html/140410.htm
J. Documenting Personnel Actions http://www.opm.gov/feddata/gppa/gppa.htm
Section VII-Deployment References
A. DoDD 1404.10, Emergency-Essential (E-E) DoD US Citizen Civilian Employees Overseas http://www.dtic.mil/whs/directives/corres/html/140410.htm
B. DoDD 1400.31, DoD Civilian Work Force Contingency and Emergency Planning and Execution http://www.dtic.mil/whs/directives/corres/html/140031.htm
C. DoDI 1400.32, DoD Civilian Work Force Contingency and Emergency Planning Guidelines and Procedures http://www.cpms.osd.mil/civ_prep/per_file/i140032.htm
D. DODI 1000.1, Identity Cards Required by the Geneva Conventions, 5 June 1991,
http://www.dtic.mil/whs/directives/corres/text/i10001p.txt
E. DA PAM 690-47, Civilian Personnel DA Civilian Employee Deployment Guide, 1 November 1995,
http://www.usapa.army.mil/cpol/dapam690-47/dapam690-47.html
F. AR 690-11, Civilian Personnel Mobilization Planning and Management, 14 September 1990,
http://www.usapa.army.mil/pdffiles/r690_11.pdf
G. USAREUR Regulation 690-6, Civilian Mobilization and Contingency Operations Planning and Evacuation, 25 August 1995,
https://www.aeaim.hqusareur.army.mil/library/reg/690-6.htm
H. AR 600-8-1, Army Casualty Operations/Assistance/Insurance Regulation, 20 October 1994,
http://www.usapa.army.mil/pdffiles/r600_8_1.pdf
I. USAREUR Regulation 600-10, Army Casualty Management, 10 September 1992,
https://www.aeaim.hqusareur.army.mil/library/
J. AR 700-84, Issue and Sale of Personal Clothing, 28 February 1994,
http://www.usapa.army.mil/pdffiles/r700_84.pdf
K. AR 670-1, Wear and Appearance of Army Uniforms and Insignia, 1 September 1992,
http://www.usapa.army.mil/pdffiles/r670_1.pdf
L. USAREUR Regulation 710-2-1, Organizational Clothing & Individual Equipment, 5 January 1999,
https://www.aeaim.hqusareur.army.mil/library/
Section VIII-Points of Contact
A. PRIMARY POINT OF CONTACT:
A deployed employee should first attempt to resolve personnel issues and questions with their immediate supervisor and the down range supervisory chain.B. SECONDARY POINT OF CONTACT:
A secondary Point of Contact for personnel concerns is located at_____________________________________________:
DSN: ________________________________________
E-mail: _______________________________________
C. TRICIARY POINT OF CONTACT:
The Civilian Personnel Directorate Point of Contact is located in_____________________________________________:
DSN: ________________________________________
E-mail: _______________________________________