Civilian Personnel Phonebook:

In our continuing efforts to pro-

vide you quality service, the Lajes

Field Civilian Personnel Flight

(DPC) encourages all customers to

call ahead to make an appointment

so that we may better assist your

needs. The section telephone

numbers are listed below:

Civilian Personnel Officer

Monica Ritze 535-6363

Classification

Nora Smits 535-5152

Gina Cardoso 535-6240

Ilda Moreira 535-3124

Staffing

Nora Smits 535-5152

Lou Andrade 535-3385

Isidro Nunes 535-6329

Employee Relations

Vacant 535-3119

Carla Leal 535-4160

MJ Ormonde 535-5127

Training

Connie Santos 535-3508

MJ Ormonde 535-5127

Data Management:

Adriana Castro 535-5147

Office Assistant:

Veronica Collins 535-4208

Customer Service

Miguel Janeiro 535-5137

65th Air Base Wing

Civilian Personnel E-Newsletter

65th Air Base Wing Newsletter Date: October 2010

On 12 August 2009 the federal government, through the US Office of Personnel Manage-

ment, issued the final rule for Executive Order 13473 which establishes a noncompetitive

appointing authority for certain military spouses to positions in the federal civil service.

This new authority became effective on 11 September 2009 and allows federal agencies to

noncompetitively appoint (1) spouses of military members on active duty (other than for

training) to positions at a duty location (for example to Randolph AFB) for which the

member has permanent change of station orders, (2) to the spouse of a military member

receiving 100% service connected disability received while on active duty, and (3) to the

spouse of a service member killed while performing active duty. If stationed overseas EO

13473 can only be used when the spouse receives PCS Orders back to CONUS.

Eligible spouses may apply for positions for which EO 13473 eligibles are included in the

area of consideration identified on the job announcements. Use the “HOW TO APPLY”

tab on the announcement.

Executive Order (EO) 13473

On July 16, the Air Force Personnel Center (AFPC), launched a new, interac-

tive civilian recruitment website, www.afciviliancareers.com. The new website

introduces civilian service to those unfamiliar with federal employment and en-

courages job seekers to consider joining the Air Force Civilian Service (AFCS).

The Air Force is projected to add 21,000 new civilian employees by the end of

fiscal year 2011. This new website was created as a .com site in order to reach

the non-military public by allowing applicants easy access from any computer.

Launch of Air Force Civilian Service (AFCS) Website

Page 2 65th Air Base Wing

Normally, employees must compete for promotion. However, under certain circumstances, employ-

ees may be promoted without competition. These circumstances include re-promotion of an employee

downgraded without personal cause and authorized exceptions as follow:

Classification of a position to a higher grade, either by reevaluation, change in standards, or

gradual job enlargement other than through deliberate planned management action.

Completion of approved training programs provided the employee was selected for entry

into the trainee position under the competitive procedures of the Merit Promotion Plan.

Promotion is neither automatic nor mandatory.

PROMOÇÕES SEM COMPETIÇÃO Normalmente os trabalhadores têm que competir para efeitos de promoção. Todavia em certas cir-

cunstâncias podem ser promovidos sem competição. Estas circunstâncias incluem a repromoção de trabal-

hadores despromovidos por razões que não lhes são imputáveis e as seguintes excepções autorizadas:

Classificação do cargo para nível superior, quer por reavaliação, alteração dos padrões de

classificação, ou adição gradual de tarefas não resultante de acção deliberada da gerência;

Conclusão de programas de treino quando o trabalhador tenha sido seleccionado para o

cargo num nível de aprendizagem, de acordo com os processos competitivos do Plano de

Promoções por Mérito.

As promoções de acordo com as excepções autorizadas supracitadas não são nem

automáticas nem obrigatórias.

NON-COMPETITIVE PROMOTION

The Civilian Personnel Office is accepting applications for Special Emphasis

Program Managers. The positions are, Black Employment Program Manager,

Hispanic Employment Program Manager, Federal Woman‟s Program Manager, and

People with Disabilities Program Manager. These positions are open to all current

Air Force employees and all active duty military members. The Incumbent will

perform these duties on a collateral basis not to exceed 20% of the incumbent‟s

work time. The incumbent will work with Affirmative Employment personnel who

are available to provide technical guidance and assistance. These positions are open

until filled. For more information please contact Ms. Nora Smits at 535-5152.

Special Emphasis Program Managers (SEPM)

Page 3 65th Air Base Wing

Information On How U.S. Employees Can Submit A Position description

Classification Appeal

A Classification Appeal can be submitted directly to the Air Force Manpower Agency/Central Civil-

ian Classification (AFMA/MAH) and AFMA will send a courtesy email to the Civilian Personnel

Office to let them know they've received an appeal.

Please contact the Civilian Personnel Office prior to submission for guidance and assistance in pre-

paring your appeal package. For detailed information as to what must be included in your package,

please visit the below links:

For appeal to CPMS http://www.cpms.osd.mil/fas/classification/class_filing_appeal.aspx

For appeal to OPM http://www.opm.gov/classapp/info.asp

The complete package should contain hard copy „original‟ signatures on all documents requiring sig-

nature, and should be mailed to the following address:

HQ AFMA/MAHS

ATTN: Abbie Hayden

550 E Street East

Randolph AFB, TX 78150-4456

What is the Supervisor’s Role in Position Management?

Supervisors must be familiar with the work required to accomplish the Air Force mission in order to

establish and maintain the most effective and economical organization possible. Changes to an or-

ganization may be generated, with Air Force approval, by changes in technology, new or changed

mission requirements, restructure of functions, or gain or loss of personnel authorizations. These

times of change provide Supervisors an opportunity to review their unit‟s positions and organiza-

tional structures. Applying sound position management principles combined with good management

judgment results in a productive, cost-effective structure which supports sound recruitment and pro-

vides an efficient mix of skills to achieve organizational excellence. It is important to avoid ill-

defined or personalized job structure changes intended to support unnecessary or questionable grade

increases or to reward good employees. Supervisors use performance, incentive, non-monetary or

honorary awards to recognize excellent performance. Position management principles are used to

achieve sound organizational structures designed to create an effective, efficient and quality work-

force ready to meet the Air Force mission. Contact your position Classification Section at 535-5152

for assistance.

Page 4 65th Air Base Wing

QUAL É O PAPEL DO CHEFE NA GESTÃO DE POSTOS DE TRABALHO?

O chefe deve estar familiarizado com o serviço que é necessário executar para cumprir a missão e

para estabelecer e manter a organização o mais eficaz e economicamente possível. Podem surgir

alterações aprovadas pela Forca Aerea, resultantes da implementação de novas tecnologias,

atribuição de novas ou diferentes missões, restruturação de funções e redução ou aumento de pes-

soal. Estas circunstancias permitem que os chefes revejam os quadros de pessoal e a estruturação

das respectivas organizações. Da aplicação de princípios e sólidos critérios de gestão, resulta uma

estrutura produtiva, economicamente eficaz, que favorece o recrutamento e oferece uma diversi-

dade equilibrada de aptidões com vista a excelentes resultados. É importante evitar alterações a

estruturas de serviço, mal definidas ou personalizadas, com o principal objectivo de fundamentar

promoções desnecessárias ou questionáveis para recompensar bons funcionários. Um chefe deve

utilizar o programa de prémios de desempenho ou de incentivos para premiar o desempenho supe-

rior. A gestão de postos de trabalho é utilizada para se obter uma força laboral eficaz e de quali-

dade pronto a cumprir a missao da Forca Aerea. Se necessitar de ajuda, por favor contacte a Seçcão

de Classificação, telefone 535-5152.

All Portuguese employees are hereby informed that Dra. Paula Ramos, Regional Government Repre-

sentative in the Labor Committee and Labor Committee Representative in the Standing Bilateral

Commission, assumed new duties as Directora Regional da Solidariedade e Segurança Social

(Regional Director of Solidarity and Social Protection), but will continue to represent the Regional

Government regarding the following matters:

- Complaints submitted to Labor Committee and to Standing Bilateral Commission

- Answering employees with labor concerns

In regards to her new duty location, she can be found in "Direcção Regional da Solidariedade e Segu-

rança Social", at "Solar dos Remédios" (phone: 295204200 fax: 295204253).

Representante do Governo Regional

Informa-se todos os trabalhadores Portugueses que a Dra. Paula Ramos, representante do Governo

Regional na Comissão Laboral e representante da Comissão Laboral na Comissão Bilateral Perma-

nente, assumiu novas funcões como Directora Regional da Solidariedade e Segurança Social, mas

continuará a representar no Governo Regional nos seguintes assuntos:

- queixas a apresentar à Comissão Laboral e à Comissão Bilateral

- e atendimento aos trabalhadores com questões laborais.

Relativamente ao seu novo endereço, ela encontra-se na Direcção Regional da Solidariedade e Segu-

rança Social, no Solar dos Remédios (Tlf. 295204200 Fax 295204253).

Regional Government Representative

Page 5 65th Air Base Wing

Work Schedules For Portuguese Civilians

Supervisors are reminded to submit employee‟s work schedules for uncommon tours of duty or

shift work to the Civilian Personnel Flight thirty (30) days prior to the proposed implementation

date to allow for HAAZ coordination and DST approval.

Portuguese employees cannot be assigned to work hours, shifts or days that deviate from their

officially approved work schedules without prior approval of Portuguese authorities. Also, any

work schedules outside Lajes regular duty hours (0800 to 1700, Monday thru Friday) are consid-

ered irregular work schedules and must be submitted for approval.

Changes to approved work schedules are only permissible if: (1) the employee is in agreement

and, (2) it is for very limited periods of time or (3) when unforeseen cases take place (illness, ac-

cidents, etc). Obviously, vacation cannot be considered as an unforeseen case.

The following information must be provided with your approval requests:

One original plus five (5) copies of the work schedule;

Employee‟s statement concurring or nonconcurring with specific reasons.

When preparing work schedules please refer to section 9.1.5 of LFI 36-101 for guidance.

Approved work schedules must be posted in the work place so that they are available for review

by employees. Proposed work schedules cannot be implemented prior to approval.

HORÁRIOS DE TRABALHO PARA TRABALHADORES PORTUGUESES

Lembramos os chefes de que os horários de trabalho para os trabalhadores portugueses com

horário irregular ou a trabalhar por turnos devem ser enviados ao Escritório de Pessoal Civil trinta

(30) dias antes da data proposta para a sua implementação, para conceder ao Comando da Zona

Aérea Portuguesa tempo para os coordenar e enviar os mesmos para aprovação do Delegado Re-

gional de Trabalho.

Os trabalhadores portugueses não poderão trabalhar em horas, turnos ou dias diferentes dos es-

tipulados nos repectivos horários de trabalho aprovados, sem prévia autorização das autoridades

portuguesas. Além disso, todos os horários de trabalho fora do horário regular das base das Lajes

(08:00 - 17:00, de segunda a sexta-feira) são considerados horários irregulares e devem ser en-

viados para aprovação.

Apenas são permitidas alterações ao horário de trabalho aprovado nas seguintes situações: (1) se

o trabalhador estiver de acordo e; (2) se as mesmas forem por períodos de tempo muito limitados

ou; (3) para substituir outro trabalhador em casos imprevistos (doenças, acidentes, etc). Como é

óbvio, as férias não são consideradas casos imprevistos.

Page 6 65th Air Base Wing

Do’s

Place loyalty to the Constitution, the laws,

and ethical principles above private gain

Act impartially to all groups, persons, and

organizations

Give an honest effort in the performance of

your duties

Protect and conserve Federal property

Disclose waste, fraud, abuse, and corruption

to appropriate authorities

Fulfill in good faith your obligations as a citi-

zen, and pay your Federal, State, and local

taxes

Remember: Violating ethics principles may result in disciplinary or corrective action, in-

cluding criminal prosecution. Protect yourself from disciplinary action by seeking the advice of

your agency ethics official.

Comply with all laws providing equal oppor-

tunity to all persons, regardless of their race,

color, religion, sex, national origin, age, or

handicap

Dont’s

Don’t use nonpublic information to benefit

yourself or anyone else

Don’t solicit or accept gifts from persons or

parties that do business with or seek official

action from DoD (unless permitted by an

exception)

Don’t make unauthorized commitments or

promises that bind the Government

Don’t use Federal property for unauthorized

purposes

Don’t take jobs or hold financial interests

that conflict with your Government responsi-

bilities

Don’t take actions that give the appearance

that they are illegal or unethical

GENERAL PRINCIPLES OF

PUBLIC SERVICE

Page 7 65th Air Base Wing

Awards/Recognition

We would like to remind all supervisors that you can award/recognize your employees when

special achievements are accomplished. Why wait for the annual evaluation period to award/

recognize your employee when you can do it right on the spot?

Here are some of the awards/recognition we have available for you:

Time off Award (TOA)

This award represents time off from duty without loss of pay or charge to leave

Is awarded for superior accomplishments that contributed to the quality, efficiency, or

economy of government operations

Supervisor may approve TOA of no more than one working day without review and ap-

proval of a higher level official

The maximum during one leave year is 80 hours; maximum for a single contribution is

40 hours (for Part-time employees please check with CPO)

Employee must use within one year of receipt or award will be forfeited

Notable Achievement Award (NAA)

Recognizes a special achievement that resulted in a noteworthy contribution to the Air

Force

Award amounts range from $25 to $500

Recommendations need to be reviewed by the squadron resource advisor and approved

by squadron commander

Letter of Commendation

Used to recognize an employee for unusual achievement or contribution that clearly

exceed duty performance

Letter of Appreciation

Used to recognize an employee for work performance, an act, or service that is better

than expected

We also have available a variety of Honorary Awards, for example: USAFE Medal of Merit,

Air Force Civilian Achievement Award, Exemplary Civilian Service Award and others. Please

contact the EMR section, extension 535-4160, for details regarding eligibility requirements and

Page 8 65th Air Base Wing

Prémios/Reconhecimento

Gostariamos de lembrar todos os chefes que podem premiar/reconhecer os seus empregados na altura

em que se realiza acontecimentos especiais. Porquê esperar até á época das avaliações anuais para

premiar /reconhecer os seus empregados, quando pode fazê-lo quando as coisas acontecem.

Aqui vão alguns dos prémios/reconhecimentos que temos disponíveis para si:

Prémio de “Dispensa do Serviço”

Este prémio representa dispensa do serviço sem perca de salário ou desconto nas ferias

é atribuído por obra superior que contribua para a qualidade, eficiência, ou economia das

operações do governo

O chefe pode aprovar este prémio, desde que não exceda um dia de trabalho, sem a revisão ou

aprovação de uma autoridade de nível mais alto

O máximo durante um ano é 80 horas; o máximo por um única contribuição é 40 horas (para

trabalhadores a tempo parcial, por favor contacte o EPC)

O trabalhador deve usar este prémio no prazo de um ano a contar da data de efectividade do mesmo , caso

contrário perde o direito ao prémio.

Prémio por Empreendimento Notável

Servem para reconhecer um acontecimento especial que resulte numa contribuição, diigna de

nota, para a Força Aérea

Os montantes do prémio variam entre 25 e 500 dolares

as recomendações devem ser revistas pelo conselheiro de recursos do esquadrão e aprovadas

pelo comandante

Carta de Louvor

Servem para distinguir empregados por uma variedade de feitos ou colaboração que claramente

excedem o seu desempenho professional

Carta de Apreço

Servem para distinguir empregados por desempenho profissional, acto, ou serviço que foi

melhor do que se esperava

Também temos disponível uma variedade de Prémios Honorários, por exemplo: “USAFE Medal of

Merit, Air Force Civilian Achievement Award, Exemplary Civilian Service Award” e outros. Por favor

contacte a Secção de Relações Trabalhador – Patronato, telefone 535-4160, para informações sobre os

requisitos de elegibilidade e procedimentos.

Page 9 65th Air Base Wing

ON THE JOB ACCIDENTS

Below are the procedures that need to be followed for on the job accidents of Portuguese National

Employees:

Supervisor's responsibilities:

Make sure employees report to the emergency room at Praia Health Center or Angra Hospital

Employee is entitled to first aid and full medical care for the effect of the injury, includ-

ing hospitalization, without cost to the employee

Non-urgent or routine situation: POV, GOV, taxi or bus shall be used for transportation

at the discretion of employee and supervisor

In the event loss of life, limb or eyesight is threatened, call MDG and their ambulance will transport di-

rectly to Angra Hospital.

Transportation may also be provided in other cases at the discretion of medical authorities on the scene.

Fatal Accidents:

Body cannot be removed without presence of Portuguese Authorities

Supervisor notifies the Wing Safety office and 65 ABW/CCL (Political Affairs)

65 ABW/CCL will notify HAAZ and other Portuguese authorities

USAFE IMT 50 - Supervisor’s Report of Injury for Portuguese National Employees

Supervisor needs to complete this form within 24 hrs

Fax one copy to the insurance company: 295-214-598

Send original to Civilian Personnel Office

One copy to Safety Office (65 ABW/SE)

Page 10 65th Air Base Wing

ACIDENTES DE TRABALHO

Abaixo providenciamos os procedimentos que devem ser seguidos em relação a acidentes de trabalho de civís

Portugueses.

Responsabilidades do Chefe:

enviar o trabalhador para as urgências do Centro Saúde da Praia ou Hospital de Angra

trabalhador tem direito aos primeiros cuidados e assistência médica resultante de acidentes de

trabalho, incluindo hospitalização, sem custos para o próprio

situações de carácter não urgente ou de rotina: fica ao critério do trabalhador e do seu chefe usar,

como meio de transporte, um veículo particular, um veículo do governo, taxi ou urbana

em caso de perigo de vida ou problemas com membros ou a visão, devem contactar o Grupo Médico e a

ambulância transportará o trabalhor directamente para o Hospital de Angra

este tipo de transporte também poderá ser providenciado noutras situações, ao critério das autoridades médicas

presentes no local

Acidentes Fatais:

o corpo do trabalhor não pode ser retirado sem a presença das autoridades Portuguesas

compententes

o chefe deve notificar o Gabinete de Segurança e o “65 ABW/CCL” (Consultor Político)

65 ABW/CCL deverá notificar o CZAA e as autoridades Portuguesas

USAFE IMT 50 - Relatório do Chefe sobre Lesões de Trabalhadores Portugueses

o chefe deve completar este impresso no prazo de 24 horas

enviar uma cópia para a companhia de seguros através de fax: 295-214598

enviar o original ao Escritório de Pessoal Civil enviar uma cópia ao Gabinete de Segurança (65

ABW/SE)

Page 11 65th Air Base Wing

Merit System Principles

Merit system principles define a system that is efficient, effective, fair, open to all, free from

political interference, and staffed by honest, competent, and dedicated employees. As the fed-

eral government experiences continued change in the management of human resources

(centralization, deregulation, delegation, etc.), it becomes increasingly important that line super-

visors and managers incorporate the merit system principles into all of their decision making

processes. For assistance contact the Civilian Personnel Flight.

The merit system principles are:

1. Recruit qualified individuals from all segments of society and select and advance employees

on the basis of merit after fair and open competition.

2. Treat employees and applicants fairly and equitably, without regard to political affiliation,

race, color, religion, national origin, sex, marital status, age, or handicapping condition.

3. Provide equal pay for substantially equal work and reward excellent performance.

4. Maintain high standards of integrity, conduct, and concern for the public interest.

5. Manage employees efficiently and effectively.

6. Retain and separate employees on the basis of their performance.

7. Educate and train employees when it will result in better organizational or individual per-

formance.

8. Protect employees from improper political influence.

9. Protect employees against reprisal for the lawful disclosure of information in

"whistleblower" situations (i.e., protecting people who report things like illegal and/or

wasteful activities).

Payment of Permanent Change of Station (PCS) Expenses

Release from Period of Service Requirement

In accordance with guidance received from Air Force Staff Office of the General Counsel, the

DoD Per Diem Travel and Transportation Allowances Committee, AF/A1PC, and 3AF/JA, em-

ployees who apply and are selected for Air Force positions after having served the 12 months

required in their Service Agreement (DD1617) are to be released promptly. Such moves are

considered in the best interest of the Government. Fulfilling the tour of duty as specified in

DD1617 and the Overseas Employment Agreement is required only to become eligible for re-

turn transportation to the home of record in the CONUS or, if applicable, to exercise return

rights. Additionally, employees on renewal tours can only be held liable for Renewal Agree-

ment Travel expenses if they don‟t complete 12 months of service IAW JTR, Ch. 5576.

For employees who do not encumber centrally-managed positions, the gaining organization is

responsible for payment of PCS costs. The losing organization is not liable for payment of PCS

costs for employees who apply and are selected for positions at other duty locations.

All other requests for early release from established tour of duty where the employee wishes to

receive paid transportation back to his/her last Permanent Duty Station, home of record, and/or

exercise return rights are to be made IAW JTR, Ch. 5574. Contact the Civilian Personnel

Flight at 535-5137 for further information.

Page 12 65th Air Base Wing

2011 US Federal Holidays

Friday, December 31, 2010* New Year‟s Day

Monday, January 17 Birthday of Martin Luther King, Jr.

Monday, February 21** Washington‟s Birthday

Monday, May 30 Memorial Day

Monday, July 4 Independence Day

Monday, September 5 Labor Day

Monday, October 10 Columbus Day

Friday, November 11 Veterans Day

Thursday, November 24 Thanksgiving Day

Monday, December 26*** Christmas Day

*January 1, 2011 (the legal public holiday for New Year‟s Day), falls on a Saturday. For most Federal

employees, Friday, December 31, 2010, will be treated as a holiday for pay and leave purposes. (See 5

U.S.C. 6103(b).)

** This holiday is designated as "Washington‟s Birthday" in section 6103(a) of title 5 of the United

States Code, which is the law that specifies holidays for Federal employees. Though other institutions

such as state and local governments and private businesses may use other names, it is our policy to

always refer to holidays by the names designated in the law.

*** December 25, 2011 (the legal public holiday for Christmas Day), falls on a Sunday. For most Fed-

eral employees, Monday, December 26, will be treated as a holiday for pay and leave purposes. (See

section 3(a) of Executive order 11582, February 11, 1971.)

Page 13 65th Air Base Wing

DESIGNATED PORTUGUESE HOLIDAYS FOR 2011

In accordance with Article 51 of the Work Regulation, the following Portuguese holidays will

be observed in 2011:

New Years Day 1 January

Mardi Gras 08 March

Good Friday 22 Apr

Day of Liberty 25 April

Day of the Worker 1 May

Day of Portugal 10 June

Espirito Santo Monday 13 June

Corpus Christi 23 June

Praia da Vitoria Day 11 August Assumption Day 15 August

Founding of the Republic 5 October

All Saints‟ Day 1 November

Restoration of Independence Day 1 December

Immaculate Conception 8 December

Christmas Day 25 December

FERIADOS OFICIAIS PORTUGUESES PARA 2011

De acordo com o Artigo 51 do Regulamento de Trabalho, serão observados os seguintes

feriados portugueses durante o ano de 2011:

Ano Novo 1 Janeiro

Carnaval 08 Março

Sexta-feira Santa 22 Abril

Dia da Liberdade 25 Abril

Dia do Trabalhador 1 Maio

Dia de Portugal 10 Junho

Segunda Feira E. S. 13 Junho

Corpo de Deus 23 Junho

Feriado Municipal Praia da V. 11 Agosto Dia da Assunção 15 Agosto

Implantação da República 5 Outubro

Dia de Todos os Santos 1 Novembro

Restauração da Independência 1 Dezembro

Imaculada Conceição 8 Dezembro