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DAMI-CP &nb

    DCIPS/IPMO UPDATE

    DCIPS/IPMO UPDATE No. 2005-4 25 March 2005

TABLE OF CONTENTS Page No.

I. SUPPORT TO ARMY’S CIVILIAN HUMAN RESOURCE STRATEGIC PLAN

     A. The Intelligence Community Management Staff Continues Gaining

     Momentum to Implement DCID 1/12 on Human Capital 2

     B. DCIPS Policy Revision Still on Hold That Would Include Features of NSPS 2

     C. Annual Extension of the Interchange Agreement with the Office of

     Personnel Management Has Still Not Been Officially Approved 2

     D. Initiative Being Considered to Recruit Over 150 Civilian Volunteers To

     Meet Short Fall of MI Soldiers in CENTCOM 3

     E. G-1 and G-2 Continue to Work On Suitability Procedures and Process 4

     F. IPMO Readies Rewrite of AR690-13 4

     G. Database Available of Legitimate Colleges Tool to Avoid Selecting

     Someone With a Degree from a Diploma Mill 5

     H. Compensatory Time for Travel 6

     I. New Recruitment Tool - Employment of Highly Qualified Experts 8

    II. NOTES FROM THE FT. HUACHUCA CPAC/CPOC

     A. Centralization of DCIPS Servicing in CONUS from Ft Huachuca Now

     Expanding to OCONUS 8

     B. Avoid Employee Misassignments 9

     C. Performance Appraisals 9

     D. Army Human Resources (HR) Task List 10

     E. Army Deploys New Automated Human Resource Tool 10 III. CAREER PROGRAM 35 (INTELLIGENCE AND SECURITY)

     A. Central Funding for Training and Professional Development Has Been

     Committed Now Seeking Additional Funding 11

     B. MICECP Website Offers Employment Information 11 IV. TRAINING AND DEVELOPMENT (ALL DCIPS PERSONNEL)

    A. Intelligence Community Assignment Program (ICAP) Announcement

     Period To Be Opened Throughout the Month of April 12

    B. SIPRnet Will Now Offer More ICAP and ICOT Information and Will Permit

     Direct Input of ICAP Applications and ICOT Credit Requests 13

    C. Over 35 Army Employees Are Pursing ICOT Accreditation 14

    D. The Army Distance Learning Program Has Over Twenty MI Courses

     And a Physical Security Course 15

    E. The Joint Intelligence Virtual University (JIVU) Provides an Automated

     Transcript of all Courses Completed and in Process of Completion 15 V. DCIPS/IPMO WEBSITES AND STAFF LISTING

     A. IPMO Will Use This Update and PERMISS Articles to Communicate Official

     Guidance/Interpretations 15

     B. Information from Back Issues of DCIPS/IPMO Updates is Now Easy to Find 16

     C. IPMO Staff Listing 16

     D. IPMO Websites 16

DCIPS/IPMO UPDATE No. 2005-3 25 March 2005

I. SUPPORT TO ARMY’S CIVILIAN HUMAN RESOURCE STRATEGIC PLAN.

     A. The Intelligence Community Management Staff Continues Gaining Momentum to Implement DCID 1/12 on Human Capital. In the last edition of this

    Update, we altered you to the signature of subject DCID in December 2004. The purpose of this Director of Central Intelligence Directive is to begin implementation of the Human Capital provisions of EO 13355, "Strengthened Management of the Intelligence Community. It is expected that the new Director of National

    Intelligence (DNI) will use the DCID to revitalize and reshape the community’s workforce. Implementation working groups are now being established for: Recruitment; Diversity; Education and Training; Professional Development/Standards; Leadership Development and Cross Community Assignments; Personnel Security; and Retention. The Recruitment working group is consolidating and expanding existing community efforts on: diversity oriented collaborative recruitment; development/training of recruiters; and information management/application sharing. The Education and Training working group will be working to establish an IC university system with a core curriculum for professional education and training and a leadership academy. The Professional Development/Standards working group will be developing collaboratively career paths with the first to be for Analysis. The Leadership Development and Cross Community Assignment working group will be overhauling the Intelligence Community Officer (ICO) Designation programs for GG-12s through 15s and planning a similar Seniors program for those above 15. Several of the working groups are being asked to assist in developing reports to satisfy related areas of continuing congressional interest.

(IPMO POC can be reached by e-mail at mailto:dcips@hqda.army.mil or by phone at

    DSN225-1005. If sending e-mail, please put in your ―subject line‖ – DCID 1/12‖)

     B. DCIPS Policy Revision Still on Hold That Would Include Features of NSPS.

    We have been trying to keep you updated on the development of Defense Civilian Intelligence Personnel System (DCIPS) policy that would integrate features of the National Security Personnel System (NSPS). Not much has changed in the last 12 months. We do not yet have new DCIPS policy. NSPS applies directly to the title 5,

    Competitive Service, not to the title 10, DCIPS. DCIPS positions will be excluded from the Spirals of the DOD implementation plan for NSPS. However, OSD has determined that DCIPS will establish its own system similar to NSPS. What that

    system will look like and when it will be implemented remains undetermined.

(IPMO POC can be reached by e-mail at mailto:dcips@hqda.army.mil or by phone at

    DSN225-1005. If sending e-mail, please put in your ―subject line‖ – DCIPS Policy‖)

     C. Annual Extension of the Interchange Agreement with the Office of

    Personnel Management Has Still Not Been Officially Approved. We reported in

    the last Update that the extension of the Interchange Agreement between the Defense Civilian Intelligence Personnel System (DCIPS) and the Title 5, Competitive Service did not get extended on time on the first of January. The

    Office of Personnel Management has decided to extend the agreement but is requiring certain actions by DOD first. The extension will not be made retroactive. The Office

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DCIPS/IPMO UPDATE No. 2005-3 25 March 2005

    of the Secretary of Defense is progressing as required by OPM but cannot yet estimate when all of the conditions will be met. We are getting weekly updates. The immediate

    impact is that Army's DCIPS employees cannot be appointed to Competitive Service positions until the Agreement is extended--some personnel actions will have to remain, or be put, on hold.

(IPMO POC can be reached by e-mail at mailto:dcips@hqda.army.mil or by phone at

    DSN225-3661. If sending e-mail, please put in your ―subject line‖ – Interchange

    Agreement‖)

     D. Initiative Being Considered to Recruit Over 150 Civilian Volunteers To

    Meet Short Fall of MI Soldiers in CENTCOM.

     (1) The G-2 is planning to seek civilian volunteers in the near future to support

    CENTCOM. Army MI cannot presently source 150+ military intelligence billets. CENTCOM is willing to consider civilian replacements. The plan is to seek

    volunteers both, from within Army to serve on temporary reassignment or detail, and from new employee candidates willing to accept a time limited appointment. They will be asked to serve in Iraq, Afghanistan, Qatar or Djibouti. We will be

    initially seeking those with relatively recent intelligence experience from military service.

    We will be seeking those with experience as an enlisted soldier, warrant officer or officer as follows:

     No. MOS

     Officer Conversions (GG-132s)

     1 35A Branch Immaterial

     20 35D General/Tactical

     4 35E CI

     4 35F HUMINT

     1 35G SIGINT

     1 FA59 Strategic Plans & Policy

     Warrant Officer Conversions (GG-132s)

     4 350B All Source Tech

     4 351B CI Tech

     1 351E HUMINT Collection Tech

     1 352D SIGINT

     Enlisted Conversions (134s & Some 132s)

     40 96B Intel Analyst

     1 96D Imagery Analyst

     2 96Z Intel Senior Sergeant

     14 97B CI Agent

     33 97E HUMINT Collector (Interrogator)

     4 97L Translator/Interpreter

     9 98C Signal Intel Analyst

     1 98G Cryptologic Linguist

     1 98J Elect Intel Interceptor/Analyst

     7 98X Signals/Foreign Language

     3 98Z Signal Intel Senior Sergeant

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DCIPS/IPMO UPDATE No. 2005-3 25 March 2005

     (2) Because of the requirement for substantial continuous overtime and eligibility for danger and foreign post differentials, volunteers will be receiving two to three times the compensation they would have been receiving in CONUS civilian positions. The G-1 will be supporting this initiative with recruitment assistance from its North Central Civilian Personnel Operations Center and its Rock Island Civilian Personnel Advisory Center. Depending on applicant response, and availability of thfunds, the first wave of civilian substitutes will reach CENTCOM units in 4 Qtr 05

    with the bulk arriving in fiscal year 06.

(IPMO POC can be reached by e-mail at mailto:dcips@hqda.army.mil or by phone at

    DSN225-1005. If sending e-mail, please put in your ―subject line‖ – Support to

    CENTCOM‖)

     E. G-1 and G-2 Continue to Work On Suitability Procedures and Process.

    HQDA G-1, and its support activity, the Civilian Human Resource Agency (CHRA), continue to develop processes and procedures to implement the Office of Personnel Management’s decentralization to Services and Agencies of suitability determinations. This office also continues to assist in this process. The current plan is to ensure

    that the information gathered during the selection process is provided to the selecting official for their determination where there are apparent suitability issues. If it is determined that there might be issues, the supervisor will be assisted by their servicing Civilian Personnel Advisory Center (CPAC) and local Labor Law Counselor. Proposed findings of not suitable for federal service (debarment) will be forwarded to the servicing Civilian Personnel Operations Center for decision. Some issues will remain under the authority of OPM, such as intentional falsification of application information. Since the Defense Civilian Intelligence Personnel System (DCIPS) is a title 10, Excepted Service system, all of its decisions as to non-suitability will fall under the authority of the Department of Army. DCIPS will therefore be a separate chapter within proposed DA procedures with this office possibly servicing as the HQDA final decision authority for the more serious offenses instead of OPM.

(IPMO POC can be reached by e-mail at mailto:dcips@hqda.army.mil or by phone at

    DSN225-1070. If sending e-mail, please put in your ―subject line‖ – Suitability‖)

     F. IPMO Readies Rewrite of AR690-13. The Intelligence Personnel Management

    Office has been committed for sometime to redrafting and published AR690-13 on CIPMS. Many things need to be updated. Easy things like changing CIPMS to Defense Civilian Intelligence Personnel System (DCIPS) and references to GS to GG. A draft

    should be ready for limited review by May and full Army review by this Summer.

     (1) Additional planned changes to update the regulation are:

     Organizational and Discretionary Coverage Guidance

     GG Positions Grades Based Only on the CIPMS Primary Grading

    Standard (PGS) or Army Occupational Guides (AOG)

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DCIPS/IPMO UPDATE No. 2005-3 25 March 2005

     Incorporating the Interchange Agreement

     Second Approval Required When Granting Veterans Preference in Hiring

    Actions

     DCIPS Grade Band Promotions Criteria Allow for the Army’s

    Regionalization/Centralization of HR Servicing

     Integration of ACTEDS Plan for CP-35

     Requirement to Consider Professionalization During the

    Performance Management Process

     And When Making Competitive Selections/Promotions;

     Manager Given Authority to Select From Either a Career Program List or

    Resumix Referral List.

     Goal of 20-40% recognized with Performance Awards instead of 20-30%

     Chapters on Defense Senior Intelligence Executive Service and

    Defense Intelligence Senior Leader programs

     (2) Planned clarifications are:

Overseas Tours Can Be Required

     Spouse Preference and the Family Member Program Do Not Apply to DCIPS Re-Titling of the Step Increase on Reassignment Incentive to the Step Increase

    on Lateral Placement

     Clarification of What Can Be Appealed and What Can Be Grieved Through DOD

    Grievance System

     Addition of Management Control Checklists

     Establishing Special Salary Rates

     Use of intervening grades (GG-6, 8, and 10) when hiring interns Use of time limited appointments

     (3) Possible new Policies are:

Administrative Return Rights Will Be Granted

     Establishment of the IPMO as HQDA decision authority for suitability

    decisions not delegated to the Civilian Personnel Operations Center Expanding the grounds for granting an advanced salary step upon

    appointment beyond comparison with existing salary or documented salary

    offers to include comparison of qualifications with current similar labor

    market compensation salaries

    ; Authority to grant lodging allowances to certain employees on Intelligence

    Community Assignment Program (ICAP) assignments

    ; New responsibilities for the Intelligence Personnel Management Office for

    INSCOM personnel actions when INSCOM becomes a Direct Reporting

    Unit to HQDA and the G-2

(IPMO POC can be reached by e-mail at mailto:dcips@hqda.army.mil or by phone at

    DSN225-3689. If sending e-mail, please put in your ―subject line‖ – AR690-13‖)

     G. Database Available of Legitimate Colleges Tool to Avoid Selecting

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DCIPS/IPMO UPDATE No. 2005-3 25 March 2005

Someone With a Degree from a Diploma Mill. On February 1, 2005, the U. S.

    Department of Education (Dept/Ed) released an online database listing of approximately

    6,900 accredited postsecondary educational institutions and programs in the continuing effort to identify diploma mills and individuals who present fraudulent credentials. Diploma mills are schools that sell degrees but do not have a genuine academic curriculum. The Dept/Ed list is designed for personnel officials to research schools on applications and résumés. Each institution and program has been accredited by an accrediting agency or state approval agency recognized by the U.S. Secretary of Education as a "reliable authority as to the quality of postsecondary education" within the meaning of the Higher Education Act of 1965, as amended. The Dept/Ed

    recommends agencies use the database as one source of qualitative information and consult others. The database is provided as a public service without warranty of any kind; it does not constitute an endorsement by Dept/Ed of any educational institution or program contained therein.

(IPMO POC can be reached by e-mail at mailto:dcips@hqda.army.mil or by phone at

    DSN225-3661. If sending e-mail, please put in your ―subject line‖ – Diploma Mills‖)

     H. Compensatory Time for Travel. By now, most of you have heard that federal

    employees can receive compensatory time off for travel. But, there are restrictions

    Compensatory time for travel is a NEW and that you need to understand.

    different form of compensatory time. It was introduced as one of the provisions of

    the Federal Workforce Flexibility Act of 2004 (Public Law 108-411, October 30, 2004) and the implementing regulations were effective on January 28, 2005. The

    definition of employees covered includes DCIPS employees, GG-1 thru 15.

    Defense Intelligence Senior Level (DISL) employees are covered but Defense

    Intelligence Senior Executive Service (DISES) employees are not included.

     (1) Key points to understand include:

    ; Compensatory time off for travel NEVER converts to overtime and will not

    transfer between agencies. (However, for purposes of comp time for travel, DoD

    is considered as one agency. Regular comp time DOES NOT transfer from one

    service/activity to another within DoD.)

; Any comp time off for travel not taken within 26 pay periods is forfeited.

    (Comp time for travel will be held in abeyance if an employee separates or is placed

    in a leave without pay status due to: (1) performing service in the uniformed service

    or (2) an on-the-job injury with entitlement to injury compensation. If an employee

    later returns to work following one of these situations, the comp time for travel that

    has been held in abeyance must be used within 26 pay periods of the employee’s

    return to duty (i.e., the 26 pay-period clock starts over).

    ; Travel means officially authorized travel. Army is requiring that comp time for

    travel must be requested and approved in advance. Anticipated hours of comp

    time should be known based on pre-travel itineraries and the only exception would

    be if an employee got ―stranded‖.

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DCIPS/IPMO UPDATE No. 2005-3 25 March 2005

    ; Comp time for travel must be requested in increments of 15 minutes. ; Comp time for travel is earned only for hours that are not otherwise

    compensable as hours of work (which means creditable under other

    compensation provisionseven if there are caps that limit the payment of premium

    pay for those hours).

    ; There is no hard cap on the amount of comp time off for travel that an

    employee can earn.

    ; Comp time for travel can only be given when an employee is in an official

    travel status away from his/her official duty station. It does not apply to

    Permanent Change of Station (PCS) travel.

    ; Comp time for travel is authorized while traveling between the official duty

    station and a temporary duty station and/or traveling between two temporary

    duty stations and includes usual waiting time that precedes or interrupts such

    travel.

; Bona fide meal periods are not considered time in a travel status. For example,

    if an employee spends an uninterrupted hour eating a meal at an airport restaurant

    while waiting for a connecting flight, that hour is NOT considered time in a travel

    status.

    ; Offsetting creditable time in a travel status by the amount of time the

    employee spends in normal commuting time between home and work:

    If an employee travels directly between his or her home and a temporary duty station

    outside the limits of the employee’s official duty station (e.g., driving to and from a 3-

    day conference), the agency must deduct the employee’s normal home-to-

    work/work-to-home commuting time from the creditable travel time. The agency

    must deduct an employee’s normal commuting time from the creditable travel time if

    the employee is requiredoutside of regular working hoursto travel between

    home and a transportation terminal (e.g., an airport or train station) outside the limits

    of the employee’s official duty station. An employee’s time spent traveling outside of

    regular working hours to or from a transportation terminal within the limits of his or

    her official duty station is considered equivalent to commuting time and is not

    creditable time in a travel status for the purpose of earning compensatory time off.

    If an employee travels between a worksite and a transportation terminal, the travel

    time outside regular working hours is creditable as time in a travel status, and no

    commuting time offset applies.

    ; Employees may not earn compensatory time off for travel during basic (non-

    overtime) holiday hours because they are entitled to their rate of basic pay for

    those hours. (An employee continues to be entitled to pay for the holiday in the

    same manner as if the travel were not required.)

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DCIPS/IPMO UPDATE No. 2005-3 25 March 2005

     (2) Procedures under development. At present time DFAS is not able to

    electronically process comp time off for travel. All comp time off for travel will need

    to be tracked manually by the supervisor/timekeeper until a systems change is processed. DFAS expects to have the change in place by June and once the system is able to accommodate this new kind of comp time, amended time and attendance reports will have to be submitted to reflect any comp time off for travel that has been accrued and used.

(IPMO POC can be reached by e-mail at: mailto:dcips@hqda.army.mil or by phone at

    DSN 225-1045. If sending e-mail, please put in your ―subject line‖ – ―Comp Time for

    Travel‖)

     I. New Recruitment Tool - Employment of Highly Qualified Experts. A section

    of the National Defense Authorization Act for FY2004 provided DOD the ability to attract highly qualified experts in critical occupations for up to 5 years, with the possibility of a one-year extension, and prescribe appropriate compensation. ―A

    highly qualified expert is an individual possessing uncommon, special knowledge or skills in a particular occupational field beyond the usual range of expertise, which is regarded by others as an authority or practitioner of unusual competence and skill. The expert knowledge or skills are generally not available within the Department and are needed to satisfy an emerging and relatively short-term, non-permanent requirement.‖

    This authority is in addition to long time authority to hire experts and consultants

    with compensation limited to GG-15 step 10. This new authority provides for

    salaries up to the maximum payable to Defense Intelligence Senior Executive Service (DISES) and Defense Intelligence Senior Level (DISL) positions. Additional

    recruitment incentives or performance awards may also be paid within established limits. The Secretary of the Army has been delegated approval authority. Re-delegation has

    not been made. Allocations are limited. The Administrative Assistant to the

    Secretary of the Army, for instance, has been given 25 allocations that the G-2 can seek to utilize. INSCOM has also been given 25. A vacancy announcement is not

    required but a formal package must be submitted to the Secretary of the Army for approval to include recommended compensation. The following limits apply: may

    not be used to provide temporary employment in anticipation of a permanent appointment; may not provide services that are readily available within the Department or another Federal Agency; may not perform a continuing function, including work of a policy, decision-making, or managerial nature; may not aid in influencing or enacting legislation or to perform work of regular employees or fill in during staff shortages.

(IPMO POC can be reached by e-mail at mailto:dcips@hqda.army.mil or by phone at

    DSN225-3661. If sending e-mail, please put in your ―subject line‖ – ―Employment of

    Highly Qualified Experts‖)

II. CPAC/CPOC Corner:

     A. Centralization of DCIPS Servicing in CONUS from Ft Huachuca Now

    Expanding to OCONUS. An article in the last Update alerted you to the pending

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DCIPS/IPMO UPDATE No. 2005-3 25 March 2005

    shifting of servicing (centralization) of some of our DCIPS units in Europe and the Far East to the Fort Huachuca Civilian Personnel Advisory Center (CPAC) and to the West Civilian Personnel Operations Center (CPOC) also located at Ft Huachuca, Arizona. Commands have had to volunteer for this centralized servicing. OCONUS

    centralization of volunteers is taking place this month for those in the Pacific (INSCOM, IMA, NETCOM, OPTEC, and MEDCOM) and in May for those in Europe (INSCOM, IMA, NETCOM, MEDCOM, USA Element Shape, and EUCOM). The

    CPAC and CPOC visit each organization before centralization. They have already

    completed their visits to the Pacific and will complete those to Europe during the week of 25-29 April.

(IPMO POC can be reached by e-mail at mailto:dcips@hqda.army.mil or by phone at

    DSN225-3661. If sending e-mail, please put in your ―subject line‖ – ―Centralization‖)

     B. Avoid Employee Misassignments. Commanders, directors, managers, and

    supervisors must be committed to preventing the assignment of employees to duties not described in their official position descriptions (PDs). Managers and

    supervisors are responsible for properly assigning subordinates to job descriptions that accurately report the major duties performed. Employees also should be aware they

    should NOT, on a continuing basis, perform duties not officially documented. A

    misassignment occurs when one or more of the major duties are not being performed, or when an employee is allowed to perform one or more major duties not described in the PD. Misassignments frequently happen when supervisors fail to officially detail or temporarily promote employees to temporary duty assignments in excess of 30 days; when official PD changes are not requested prior to assigning new regular and recurring duties; and when PDs are not reviewed for accuracy prior to recruitment. Factors contributing to misassignment include inflated duties on PDs; gradual accretion of duties when employees assume higher-graded work; removal of duties from poor performers; and redelegation of duties to other employees. Supervisors should

    ensure that the job description of each subordinate under their immediate control is kept current and accurate on a day-to-day basis. Significant changes that are

    regular and recurring, as opposed to a one-time project falling under ―other duties as

    assigned‖, should be reflected in the current PD, and the PD should be rewritten or amended as appropriate. Continued assignment of an employee to an inaccurate

    PD, and/or assignment of work other than reflected by the official job description (without an official detail) constitutes a misassignment that is prohibited by law

    and civil service regulations, and results in reduced efficiency, improper pay, and low employee morale. Misassignment indicates a mismanagement of human

    resources and should not be allowed to occur. It is critically important that PDs be

    carefully reviewed for currency prior to recruitment, as well as at appraisal time.

(IPMO POC can be reached by e-mail at mailto:dcips@hqda.army.mil or by phone at

    DSN225-3661. If sending e-mail, please put in your ―subject line‖ – ―Misassignments‖)

     C. Performance Appraisals. This is a reminder to managers that, effective

    immediately ,all performance appraisals should be sent directly to the West CPOC. In the past, the Fort Huachuca CPAC reviewed the appraisals for accuracy

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DCIPS/IPMO UPDATE No. 2005-3 25 March 2005

    before they went to the CPOC where they are entered into the Modern system and added to the employees’ Official Personnel Folder. Because of a change in the Army Human Resources servicing process, the CPOC now has that mission. Managers are

    responsible for ensuring that the appraisals are accurate; however, managers are encouraged to contact the CPAC for advice and assistance when questions arise.

    The CPAC regularly works with managers during the preparation phase and are able to address all performance appraisal concerns.

     (1) Where to Send Appraisals. Managers can fax small numbers of appraisals to

    the CPOC at DSN 879-0028 or commercial (520) 538-0028. Please mail large numbers (five or more) to the following address. Also please use a transmittal sheet when

    faxing or mailing appraisals; this is to verify the names and number of appraisals sent.

Department of Army

    West Civilian Personnel Operations Center (WCPOC)

    Bldg 61801, 2133 Cushing St.

    Attention: Branch A, Processing Team

    Ft. Huachuca, AZ 85613-7076

Facsimile Number: DSN 879-0028 520 538-0028

     (2) Additional Note CPOC Role. Although appraisals are now sent directly to

    the CPOC for Modern input, the CPOC does not do a regulatory review of the appraisal (i.e. must have 75% of elements exceeded in order for top level appraisal). Their role is to check the appraisal for completeness and process the appraisal into Modern. The

    CPOC processors know, however, that if they see something that is obviously wrong, they should contact the CPAC who should advise the manager to correct and resubmit.

     D. Army Human Resources (HR) Task List. The Army has been working on an

    HR task list for years to clearly identify the different responsibilities associated with human resources servicing in a regionalized environment. In general, we are all aware that the CPAC provides advisory/assistance services to Commanders/managers and that the CPOC is the processing center. The task list called the Integrated Definition

    Model/Task Listings or IDEF, now clearly identifies all of the HR tasks within Army by category (Staffing, Classification, Benefits, Management-Employee Relations, etc.), by task (deployment, referral list, FEGLI, etc.) and by task owner (Employee, Manager, Admin, CPAC, CPOC, ABC-C, MACOM, etc). The IDEF is in a spreadsheet format and is fairly easy to maneuver through. For example, if you

    have a question with regards to travel order responsibilities, you would go to the

    IDEF site and click on “Benefits, Entitlements, and Technical Services”. The tasks

    are listed in alphabetical order. The heading for this particular task is “PCS Orders”.

    The ―PCS Orders‖ task is then broken down by individual tasks associated with the

    ―PCS Orders‖ process and the task owner. For example, although the IDEF identifies that the Manager prepares the travel orders, the CPAC is identified as providing advisory/entitlement information to the Manager when requested. We encourage you to

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