O&A Employee Guide August 17 - United States Army
CONGRATULATIONS!!We are excited to have you on the Armyteam. As a member of the Army Profession,you are important to the Army and itsmission.This guide is intended to help your transition into the ArmyCivilian Corps and serve as a reference tool to have at yourfingertips. It tells you what to expect out of the onboarding andacculturation process, and provides helpful information and linksto acquaint you with the organization, expectations, traditions,and culture of the Federal Civil Service and the United StatesArmy.Since 1775, Army Civilians have been indispensable members ofthe Army Profession. You provide expertise, continuity, stability,and leadership in every major Army organization. Army Civiliansare committed to the Army mission: to shape, fight, and win ourwars. Army Civilians have assumed increased levels ofresponsibility and greater authority. During periods of conflict,some Army Civilians volunteer to deploy to war zones, oftenassuming risks similar to Soldiers in combat sustainment roles.The Army Civilian Corps consists of approximately 22% of thetotal Army, or about 290,000 individuals serving in 500occupational fields spanning 31 career programs in organizationsaround the world.Army Civilians take a similar Oath of Office as Army Officers andmembers of Congress, solemnly pledging to support and defendthe Constitution of the United States. Army Civilians are expectedto perform their duties to the same standard of ethical conduct asSoldiers—embodied in the Army Civilian Creed, Army Values, andthe Code of Ethics for Government Service. Regardless of yourposition, it is a privilege to be an Army Civilian, providing honorableservice to the Nation.We are proud to have you as part of the Army team and a memberof the Army Civilian Corps. As an Army Civilian, we expect you willdemonstrate technical competence, character, and commitment ineverything you say and do. Thank you for your service as you beginthis new and exciting chapter as an Army professional.
TABLE OF CONTENTSIntroduction . 1What is Onboarding and Why is it Important? . 2Army’s Mission, Vision, and Value . 3Army Mission. 3Army Vision . 3Army Values . 4The Army Civilian Corps. 4The Civilian Creed . 4Oath of Office . 4Civilian Oath of Office . 5The Organization of the Army . 6The Components of the Army . 6U.S. Army Structure and Footprint . 6Operating and Generating Forces of the Army . 7Operating Forces . 7The Generating Force . 7The Army Profession . 7The U.S. Army as a Profession. 8Becoming an Army Professional . 8Career Management . 9The 31 Army Career Programs . 10Training and Leader Development. 11Training . 11Mandatory Supervisor Training . 11Army Leader Development Programs . 12Civilian Education System . 12Competitive Professional and Leadership Development Programs . 13Academic Degree Training Program . 14Senior Enterprise Talent Management Program . 14Enterprise Talent Management Program. 14Emerging Enterprise Leader Program . 14Performance Management . 15Physical and Computer Access—Comman Access Card . 15Employee’s Guide to Onboarding and Acculturationiii
Annex A: New Army Civilian Onboarding Checklist . A-1Annex B: Human Resources Policies and Procedures. B-1Notification of Personnel Action . B-1Work Schedules . B-1Lunch Periods . B-2Telework. B-2Adjustment of Work Schedules for Religious Observance . B-3Tardiness . B-3Failure to Report to Work . B-3Holidays . B-3Pay . B-4Salary Increases . B-5Leave Entitlements . B-6Service Credit for Leave Rate Accrual and Retirement for Veterans . B-11Verification of Employment . B-13Appropriated and Non-Appropriated Funds Positions . B-13Labor-Management Relations. B-14Annex C: Benefits and Entitlements. C-1Army Benefits Center—Civilian. C-1Federal Employees Compensation Act . C-9Annex D: Key Administrative and Computer Use Policies and Procedures . D-1Merit System Principles . D-1Prohibited Personnel Practices . D-1Diversity and Leadership . D-2Personally Identifiable Information . D-4Operations Security . D-5Government Computer Use . D-5Government Telephone Use . D-6Government Travel Charge Card. D-6Annex E: Army Customs, Courtisies, Traditions, Symbols, and Lingo. E-1National Traditions and Observances . E-1U.S. Army Traditions and Observances . E-2Annex F: Information Resources and Common Acronyms . F-1Index of Helpful Websites .F-1Commonly Used Acronyms .F-3Employee’s Guide to Onboarding and Acculturationiv
INTRODUCTIONWe are so excited to have you as a member of our team, and the Army CivilianCorps, and we want you to have a smooth transition into the organization. Wehave put together this guide (and other tools) to support you over the next days,weeks, and months, as you become fully integrated into the Army culture.Welcome!This guide is designed tofamiliarize you with theArmy Mission, Vision, andValues and the Armyprofession and CivilianCorps.This guide is designed to familiarize you with the Army Mission, Vision, andValues and the Army profession and Civilian Corps. In addition it will introduceyou to Career Program management, individual development planning, andperformance management planning—each an important aspect of facilitatingyour smooth transition into the organization and enabling your ability to applyyour talents to successful accomplishment of the mission.At the conclusion of this guide, you will find five annexes:Annex A: Employee Onboarding and Acculturation Checklist—A checklisthas been created to help you with all of the steps involved and the timelinesassociated with each. You can access this checklist at the end of this guide. Thechecklist provides an overview of the activities that need to be planned andaccomplished prior to your first day of employment, as well as during the first7/30/90, and 180 days. It also covers activities that need to be accomplishedduring the balance of the first year. It is your responsibility to work with yoursupervisor and ensure that all of these items are covered.Annex B: Human Resources Policies and Procedures—Discuss pay, leave,and other Human Resources topics you may find helpful and use as a readyreference.Annex C: Benefits and Entitlements contains information about benefits andentitlements that are available to Army Civilians.Annex D: Key Administrative and Computer Use Policies and Proceduresthat you may find helpful and use as a ready reference.Annex E: Army Customs, Courtesies, Traditions, Symbols, and Lingo youmay find useful and that can also serve as a ready reference.Annex F: Information Resources and Common Acronyms.Employee’s Guide to Onboarding and Acculturation1
WHAT IS ONBOARDING AND WHY IS ITIMPORTANT?Onboarding is strategic innature Lasts for months Promotes betterunderstanding of Armyculture, mission, and goals Fosters a feeling ofbelonging and affirmation ofmaking a right choice Maximizes engagement andretentionOnboarding is the process of integrating and acculturating new employees to theArmy and their unit. It is designed to help you understand job expectations andhow your position aligns with your organization’s mission, and equip you with theknowledge, skills, and understanding of key relationships so that you can quicklybecome a productive member of the Army Profession. Acculturation is asocialization process that supports new employees by helping them learn, adjustto, internalize, and ultimately embody the organizational culture.In addition to your Civilian Personnel Advisory Center (CPAC) orientation, duringwhich you will review and complete necessary payroll and benefits paperworkand begin to become familiar with the organization’s structure, mission, andpolicies, we will provide you with an onboarding and acculturation process thatstarts before your first day and extends through your first year of employment.Our goal is for you to feel welcome, comfortable, prepared, and supported; tohasten the time for you to make an impact and be productive in your new role,both immediately and over time; and to facilitate your success, leading to yoursatisfaction and retention, thus helping the Army to achieve its goals andcontinue to meet its mission.In addition to you, there are several key players in the Onboarding andAcculturation process: Role of your CPAC: You have already been contacted by your CPAC.That is the organization that presented you with your offer of employmentand confirmed your start date after you accepted the offer. They areinstrumental in establishing your official personnel record and ensuringyour records result in the correct pay and benefits. Your CPAC hasprovided you information about benefits options and with other importantforms you should complete before you report to the CPAC for inprocessing and orientation on your first day of employment. Role of your supervisor: Your supervisor’s role in getting you off to agood start cannot be overemphasized, especially since the mostimportant relationship within any organization is the one between theemployee and his or her immediate supervisor. Your supervisor willestablish regular communication and work with you to develop acomprehensive training plan (called an Individual Development Plan(IDP)) to ensure proficiency in job tasks and organizational norms. Yoursupervisor will also assign work tasks and set clear performanceexpectations, give needed direction, and provide coaching andperformance feedback. Your supervisor will also connect you with keyinformation, resources, and people within the organization, to helpsupport your performance success. Role of your sponsor: Your sponsor’s role is to support you during yourtransition to your new organization, and, if applicable, new geographicEmployee’s Guide to Onboarding and Acculturation2
area. Your sponsor will reach out to you to help you feel welcome. She/he will also help you create a bond with your new organization and teamand to acquire a good understanding of the structure, culture, values,policies, procedures, and practices of the Army and your organization.ARMY’S MISSION, VISION, AND VALUEArmy MissionARMY’S MISSION, VISION,AND VALUES LoyaltyThe U.S. Army’s mission is to deploy, fight, and win our Nation’s wars byproviding ready, prompt, and sustained land dominance by Army forces acrossthe full spectrum of conflict as part of the Joint Force. The Army mission is vital tothe Nation because we are a Service capable of defeating enemy ground forcesand indefinitely seizing and controlling those things an adversary prizes most—itsland, its resources, and its population. Duty Respect Selfless Service Honor Integrity Personal CourageArmy VisionThe Army of 2028 will be ready to deploy, fight, and win decisively against anyadversary, anytime and anywhere, in a joint, multi-domain, high-intensity conflict,while simultaneously deterring others and maintaining its ability to conductirregular warfare. The Army will do this through the employment of modernmanned and unmanned ground combat vehicles, aircraft, sustainment systems,and weapons, coupled with robust combined arms formations and tactics basedon a modern warfighting doctrine and centered on exceptional Leaders andSoldiers of unmatched lethality.Employee’s Guide to Onboarding and Acculturation3
Army ValuesTrust is the bedrock of the Army Profession and one of the essentialcharacteristics. Trust begins as new Army Civilians and Soldiers enteremployment with the Army and is reinforced throughout their period of service tothe Nation. The Army Values become the catalyst to developing the trustbetween all members of the profession. The Army Values of loyalty, duty,respect, selfless service, honor, integrity, and personal courage, instill charactertraits needed in our daily lives.Go to this website to see Army Civilians epitomizing these valueshttp://cape.army.mil/civilians.php.THE ARMY CIVILIAN CORPSAlthough Civilians have been an integral part of the Army since its inception, theArmy Civilian Corps was formally established on June 19, 2006, by theHonorable Francis J. Harvey, former Secretary of the Army and General Peter J.Schoomaker, former Chief of Staff of the Army. The Army Civilian Corpsembodies the commitment of dedicated individuals who serve as an integral partof our Army team. Army Civilians have a 230-year record of service and are acritical component of the Total Army Force Structure.The Army Civilian Corps consists of experienced civilian personnel committed toserving the Nation. Army Civilians play a vital role in maintaining our Nation’sreadiness and are valued members of the Army Profession. Army Civiliansprovide invaluable institutional knowledge and continuity for the organizationsthey join, and they lead, manage, and maintain critical programs that supportSoldiers and their Families, both while Soldiers are at home and while they aredeployed. Army Civilians fill positions on Army staffs and sustain base operationsthat would otherwise have to be filled by Military personnel. They providemission-essential capability, stability, and continuity during war and peace insupport of the Nation. Some Army Civilians also deploy to combat zones andmany are stationed overseas in direct support of our Soldiers and Families. It’s amission that Army Civilians take personally.Go to this website to watch an inspiring video about the Army Civilians Corps:http://cape.army.mil/civilians.php.The Civilian CreedJust like their counterparts in uniform, Army Civilians are committed to selflessservice in the performance of their duties as illustrated in the Army Civilian CorpsCreed.Oath of OfficeArticle VI of the United States Constitution stipulates, “The senators andrepresentatives and the members of the several state legislatures, and allEmployee’s Guide to Onboarding and Acculturation4
executive and judicial officers, both of the United States and of the severalstates, shall be bound by oath or affirmation, to support this Constitution ”Becoming an employee of the Federal Government, within any of the Civilianemployment systems, brings with it special responsibilities. Civilian employeesare part of the Executive Branch of the Federal Government and work for theAmerican people. Their loyalty to the Government is a fundamental requirementof Federal employment. Federal employees also have an obligation to the public,as they are often entrusted with work that is financed by taxpayers’ dollars.Swearing or affirming an Oath of Office demonstrates a clear understanding ofthat sense of loyalty, as well as an acceptance of the trust bestowed by thepublic.The Oath of Office is identical for congressional persons and United StatesCivilians, with only slight differences for U.S. Military Officers and enlistedSoldiers. Accepting this oath is a serious matter; it demands that all appointeesfully recognize they are undertaking a solemn obligation and pledge their utmostloyalty to the United States. The oath is legally binding—violations can serve as abasis for criminal prosecution. The oath will be administered during your inprocessing and orientation by the CPAC.Civilian Oath of Office“I, , do solemnly swear (or affirm) that I will support anddefend the Constitution of the United States against all enemies, foreignand domestic; that I will bear true faith and allegiance to the same; that Itake this obligation freely, without any mental reservation or purpose ofevasion; and that I will well and faithfully discharge the duties of theoffice on which I am about to enter. So help me God.”Understanding the content and coverage of the Constitution and its amendments,including the Bill of Rights, is good preparation for taking the Oath of Office.You can access and review the Constitution of the United States pdf/GPO-CONAN-1992-6.pdf.Constitutional Amendments, including the Bill of Rights, ents-11-27.Employee’s Guide to Onboarding and Acculturation5
THE ORGANIZATION OF THE ARMYThe Components of the ArmyThe United States Army is a large and complex organization. Title 10 of theUnited States Code (USC) establishes the basic structure of the Army ascomprised of the Regular Army (RA), the U.S. Army Reserve (USAR) and theArmy National Guard (ARNG). Soldiers and Army Civilians serve in, andcontractors support, all three components.The Regular Army (RA)The RA consists of Soldiers and Army Civilians supported by contractors. It isunder the command of the President of the United States but service-specificmatters are the responsibility of the Secretary of the Army, a civilian politicalappointee, exercised through the Chief of Staff of the Army. The forces of the RAinclude units of all types necessary for prompt employment of land power.Reserve Components (RC)Traditionally, the RC provides the Army with the capacity to rapidly expand warfighting capability when needed. Over the last 20 years, the Army has reliedmore and more on the RC to meet demanding mission requirements in support ofthe National Military Strategy. In recent years, the Army has taken major steps tointegrate the efforts of the Active Component (AC) and the RC. Today’s powerprojection force can only accomplish its missions through such integrated efforts.The Reserve forces of the Army consist of two elements: the USAR and theARNG. The RCs—the ARNG and USAR—comprise nearly 50.5% of the totalArmy’s Military force.U.S. ARMY STRUCTURE AND FOOTPRINTThe Army’s organization includes the Army Staff, Army Commands (ACOMs),Army Service Component Commands (ASCCs), and Direct Reporting Units(DRUs). These organizations are located across the United States as well as insome overseas locations.You can find anorganization chartand descriptions ofindividual Armyorganizationmissions ee’s Guide to Onboarding and Acculturation6
OPERATING AND GENERATING FORCESOF THE ARMYThe Army is comprised of both operating and generating forces. The operatingforces, sometimes referred to as the pointy end of the spear, are primarilypopulated by soldiers. The generating force trains, equips, and deploys theArmy’s operating forces. Army Civilians are part of the generating force.Operating ForcesOperating forces consist of units organized, trained, and equipped to deploy andfight. They include about 66% of the RA and 75% of the Army’s total force. TheSecretary of Defense assigns these units to the various combatant commanders.Operating forces are modular. They consist of interchangeable units groupedunder various headquarters. When a combatant commander specifies thecapabilities needed, the Army provides tailored force packages to provide thosecapabilities. In addition to general purpose forces, the Army also provides thelargest element of the joint special operations forces.The Generating ForceThe generating force consists of Army organizations whose primary mission is totrain, equip, and deploy the Army’s operating forces. The generating force is alsothe Army’s principal interface with the commercial sector. Our Nation’s industrialbase provides equipment and sustainment for the Army, which is managed bythe various headquarters of the generating force. Once operating forces deploy,the generating force provides the sustainment that Soldiers need for theirmissions, as well as specified support provided by the Army to the otherServices.Without the generating force, the operational force cannot function. Without theoperational force, the generating force has no purpose.THE ARMY PROFESSIONIt is important to understand the Army Profession as you start your journey ofbecoming a certified Army professional. The Army has a dual nature—it is aMilitary department of the United States Armed Forces and a Military profession.As one of the Nation’s Armed Services, it carries out the missions assigned bythe President of the United States, as the Commander in Chief, in accordancewith the law and the intent of Congress. Each member of the Army Profession,both Soldiers and Civilians, exemplify the Army’s professional criteria in theareas of character, competence, and commitment. The essential characteristicsof the Army profession include: Trust, Military Expertise, Honorable Service,Esprit de Corps, and Stewardship.Employee’s Guide to Onboarding and Acculturation7
The U.S. Army as a ProfessionThe professional responsibilities of Soldiers and Army Civilians include: Preserve the trust and confidence of the American people and fellowArmy professionals by sustaining the five essential characteristics of theprofession (Trust, Military Expertise, Honorable Service, Esprit de Corps,and Stewardship). Advance our expert knowledge, skills, and abilities in unified landoperations, develop every Army professional in competence, character,and commitment. Strengthen our honorable service and demonstrate our strength ofcharacter by living in accordance with the Army Values and the ArmyEthic. These Values and principles are the basic moral building blocks ofour profession. Army professionals are individually responsible fordeveloping and maintaining moral character and competence, on and offduty, while following their own personal commitment to work that is morethan a job—a calling to serve in the defense of the Nation. Create and sustain a positive working environment, increasecollaboration and teamwork to build cohesion, and foster pride in ourprofession’s winning spirit through esprit de corps.Through stewardship, ensure the present and future development andeffectiveness of the profession’s people and resources. As stewards of thishonorable profession, all Army professionals must not only police themselves butalso fellow members of the profession.When faced with decisions and ethical dilemmas, have the personal courage tostand strong and choose an ethical, effective, and efficient course of action.Conduct yourself and hold each other accountable in a manner consistent withthe Army Ethic and worthy of our professional status.Becoming an Army ProfessionalWhen you take your initial oath, you voluntarily join the Army Profession as anaspiring Army professional. The Army certifies the expertise of individuals andunits, at different stages during their service and varying based upon theparticular skill set. The Army is a profession of professions, some uniquelyMilitary and others with close Civilian counterparts. Army Civilians are selectedand hired for specific positions, based upon their documented talents and thepotential they exhibit during the selection process.Most Army Civilians are initially employed on a probationary basis. The purposeof the probationary period is to provide the Government with an opportunity toevaluate an individual’s conduct and performance on the job to determine if anappointment to the civil service should become final (per 5 Code of FederalRegulations (CFR) 315.801 and 5 CFR 315.802). In parallel with, but distinctfrom the probationary process, is the supervisor’s and higher level reviewer’sassessment of your performance. You will earn initial certification and recognitionas an Army professional within the Army Profession, when you complete theEmployee’s Guide to Onboarding and Acculturation8
following: Successful accomplishment of performance standards identified in yourperformance plan. Develop an IDP with the assistance of and approval by your supervisor. Civilian Education System (CES) requirements (e.g., FoundationCourse). Supervisor Development Course (SDC) (only if required because youhave been hired into a supervisory position). Career Program specific training and education requirements, ifapplicable. Army required training. Successful completion of the experiential onboarding and acculturationprocess and all requirements set forth by their supervisor.Go to this website to learn more about the Army Profession as described in theArmy Doctrine Reference Publication (ADRP) 1: http://cape.army.mil/adrp-1/.CAREER MANAGEMENTStarting in 2011, the Secretary of the Army initiated a major critical review,analysis, and revision of the Army Civilian personnel management system, calledArmy Civilian Workforce Transformation (CWT), with the goal of creating anadaptive and flexible Civilian cohort supported by integrated policies andprograms that produce and deliver “the right person, to the right place, at theright time.” The introduction of structured Career Management by 31 CareerPrograms (CPs) is an outcome of the CWT process. Each of the 31 distinct CPsencompasses an Army functional community that provides career management,education and training to its designated population. The CP population iscomprised of position occupational series that are aligned into consolidatedgroupings based on common technical functions, associated command missionsand position. Customized Army Civilian Training, Education and DevelopmentSystem (ACTEDS) plans are developed by each CP.It is important to know which CP you belong to so you can find the specificinformation for your CP. When you look at your position description, which yoursupervisor will share with you, under the position assignment title, you will seeCP number. Training and development requirements and recommendations foryour CP should inform development of your IDP, which you should developduring your first month of employment. You will create an updated IDP each yearof your employment as an Army Civilian.The core CP management structure consists of: Functiona
Annex A: Employee Onboarding and Acculturation Checklist—A checklist has been created to help you with all of the steps involved and the timelines associated with each. You can access this checklist at the end of this guide. The checklist provides
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Employee or an employee's dependent becomes entitled to coverage under Medicare, or the employee or employee's dependent loses eligibility for coverage under Medicare. No No Yes Yes Yes Employee's or dependent's current health plan becomes una vailable because the employee or dependent is no longer eligible for a Health Savings Account (HSA).
Dec 27, 2020 · The effective date of contractual employee terminations should be the last day of work Procedure: 1. Search for the employee. Tip: To find an employee Type the employee name or employee ID in the Search field. Then, click the Search icon, OR Find the employee in their
834 Other long-term employee benefits are all employee benefits other than short-term employee benefits, post-employment benefits and termination benefits. Termination benefits are employee benefits provided in exchange for the termination of an employee's employment as a result of either: (a) an entity's decision to terminate an employee's employment before the normal retirement
To add a new employee, click Add Employee and fill in the Employee profile shown below. To submit the new employee's profile click the Add Employee button at the bottom of the screen. When viewing an individual employee's record you can see the employee's Profile, Account Summary, Enrollments, Contributions, Claims, Payments, and Status.
In 2022, State of Kansas Employee medical rates for employee and employee/children premium deductions will remain the same, while employee/spouse and employee/family premium deductions will be reduced by 2%. Employee Dental rates will increase 3.3%. What's New in 2022 Look for Scopes throughout the Guide
August 2nd—Shamble "Queen of the Green" August 9th—President's Club (Eclectic Week 1) August 16th—President's Club (Eclectic Week 2) August 23rd—Criss-Cross (1/2 Handicap) August 30th—Stroke Play (HSTP Qualifying) August Play Schedule August Theme — Queen of the Green! P utting prodigies, our next General Meeting and theme day is August
Employee Tasks See Employee TAL Manual for more information. Manager Tasks Employee Timesheets, Employee Balances, Time Off Approvals, Delegate Authority, FMLA Request, On Call, Attendance, and Find Employee Timesheet Group. Messages Welcome screen with any messages for the user. Employee Setup Comp. Effective Dates and Payouts
