65th Air Base Wing Civilian Personnel E-Newsletter

65th Air Base Wing
Newsletter Date: January 2011
Lajes Field Azores Portugal
65th Air Base Wing
Civilian Personnel E-Newsletter
Civilian Personnel Phonebook:
In our continuing effort to provide you quality service, the
Lajes Field Civilian Personnel
Flight encourages all customers
to call ahead to make an appointment so we may better meet
your needs. The section telephone numbers are listed below:
Mobile Assistance On The Road To
Success
USAJobs iPhone/iPad app
The latest version of the USAJOBS app is now available.
Civilian Personnel Officer
Monica Ritze
535-6363
Classification
Eleanore Smits
535-5152
Gina Cardoso
535-6240
Ilda Moreira
535-3124
Staffing
Eleanore Smits
535-5152
Lou Andrade
535-3385
Isidro Nunes
535-6329
Employee Relations
Carla Leal
535-4160
MJ Ormonde
535-5127
Geoff Patterson
535-3119
535-3508
MJ Ormonde
535-5127
Human Resource Assistant:
535-4208
Customer Service
Miguel Janeiro
To enjoy all the benefits of the app, you'll need a USAJOBS
account.
Download the USAJOBS app for the iPhone, iPad or iPod
Touch.
For technical assistance contact CPO at 535-5137.
Training
Connie Santos
Jolee Berry
• Search for Federal Government jobs easily - anytime, anywhere
• Save job opportunities that interest you
• Get your notifications wherever you are
• View informational videos from OPM
• Share jobs, searches and videos with friends through major
social networks
535-5137
PAGE 2
VOLUME 1, ISSUE 1
Federal Long Term Care Insurance Program Open Season
The Federal Long Term Care Insurance Program (FLTCIP) Open Season is from April 4, 2011 through June 24,
2011. During this time, abbreviated underwriting (applicants answer fewer health questions) is available for actively
at work Federal and U.S. Postal Service employees (civilian workforce members) and their spouses/same-sex domestic partners and active members of the uniformed services and their spouses who are not currently enrolled in the
FLTCIP.
FLTCIP Open Season applications are available beginning March 1, 2011. You can either download an application
or use the online information request form to request an application be mailed to you. If you would like to apply
online, please return to the Apply section of the website between April 4 and June 24, 2011.
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New applicants listed below are eligible to apply with abbreviated underwriting during the FLTCIP Open Season. All employees must be actively at work.
Federal and U.S. Postal Service (USPS) employees in a position that convey eligibility for the Federal Employees Health Benefits Program.
Active members of the Uniformed Services who are on active duty or full time National Guard duty for more
than 30 days.
Spouses of employees listed above
Same Sex domestic partners of civilian workforce members who have submitted a form affirming this status to
their partner’s employing agency.
Learn more about the FLTCIP Open Season.
You CAN Afford to Quit Smoking
Beginning in plan year 2011, all Federal Employee Health Benefit (FEHB) plans must cover:
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Four tobacco cessation counseling sessions of at least 30 minutes for at least two
quit attempts per year. This includes proactive telephone counseling, group counseling and individual counseling.
All 7 FDA-approved tobacco cessation medications.
These benefits must be provided with no copayments or coinsurance and not subjected to deductibles, annual or life time dollar limits.
Quitting tobacco use will result in both immediate and long-term health benefits for Federal employees. Smokers who quit greatly reduce their risk for disease and premature
death, improve their health and quality of life, and increase their life expectancy. While benefits are greater for
smokers who stop at earlier ages, cessation is beneficial at all ages. Quitting smoking is the single most important
action that smokers can take to protect their own and their families’ health. For pregnant women, quitting smoking
greatly increases the chances that they will give birth to a healthy baby.
Read the full article and see all FEHB benefits at http://www.opm.gov/insure/health/nosmoking/officers.asp
65TH AIR BASE WING
PAGE 3
Federal Employees Health Care Plans
The U.S. Office of Personnel Management (OPM) can assist federal employees search for resources to help you and
your family make informative choices regarding health, dental, vision, life, long term care, and flexible spending accounts. They have an abundant supply of resources to guide you through the information you need.
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OPM offers a variety of ways for you to find health plans, and the information you need about them.
The Plan Comparison Tool — an interactive tool directing you to individual health plan brochures, benefit and premium information, and health plan results from members surveys and accreditation reviews.
Guide to Federal Benefits — electronic version of the paper copy of the Guide to Federal Benefits.
Type of FEHB plans — Information on the different types of FEHB programs and how you receive and pay for
care under each type.
You can find out information on overseas coverage by FEHB plans by visiting our the plan information pages.
During the annual Federal Benefits Open Season (mid November through December) you may change plans, options or
type of enrollment. You may also make a change upon experiencing a qualifying life event (QLE). Enrollment changes
are made through the Employee Benefits Information System (EBIS).
For questions or additional information contact CPO at 535-4208.
OPM Revised Regulation on Sick Leave
Office of Personnel Management (OPM) has issued final regulations addressing the use of sick leave. The final regulations allow an employee to use up to 104 hours of sick leave to provide care for a family member who would, as determined by the health authorities, jeopardize the health of others because of exposure to a communicable disease before it
is clear whether the family member has contracted the disease. The regulations also allow an employee who has been
exposed to a communicable disease to be advanced sick leave.
OPM has not published final regulations on the Family Medical Leave Act (FMLA) portion of the proposed regulations
since changes to the FMLA statute were passed in the NDAA for FY 2010, and OPM is required to issue FMLA regulations consistent, to the extent appropriate, with the Department of Labor’s FMLA regulations.
The law permits the substitution of up to 26 weeks of sick leave during a single 12-month period for unpaid FMLA leave when an employee invokes FMLA to provide care for a spouse,
son, daughter, parent, or next of kin who is a covered service member with a serious injury or
illness.
OPM plans to issue final FMLA regulations after the Department of Labor issues its final
FMLA regulations implementing the NDAA for FY 2010 changes.
PAGE 4
VOLUME 1, ISSUE 1
Guidance on Paying Registration Fees for Training
Advance Registration Fees
 Fees required to be paid 30 days or more in advance should be paid with the Government Purchase Card
(GPC)
 Fees to be paid less than 30 days in advance must be paid with the members Government Travel Card (GTC)
or Controlled Spend Account (CSA) as soon as a travel order is issued
 When paying advance registration fees with GPC, members must up-load the receipt of payment (regardless
of amount) into DTS settlement voucher, make a note stating conference fee was paid with GPC, and make
any necessary adjustments to meal rates.
Registration Fee Paid at Point of TDY
 If fees can be paid after arriving at the TDY location, they should be paid with the travelers GTC or CSA
Conference Cancelation
 If paid with GPC, refund will be processed to the cardholders account
 If conference fee is non-refundable, no further action is necessary on the part of the traveler
 If paid with the GTC or CSA, refund will be processed to the traveler
 If conference fee is non-refundable, the traveler will process a voucher to include paid conference fee—the
voucher payment will make the traveler whole
 If traveler files a voucher to claim conference fee and subsequently receives a refund, they owe that money
back to the government—contact FSO for repayment instructions
GPC approving official should communicate with the DTS approving official to ensure actions have been taken to
identify conference fees paid with GPC and any subsequent meal adjustments have been made in DTS.
In order to mitigate risks, do not use the SF-1164 for conference registration fees.
Training Courses Requiring a Tuition Fee
An SF-182 will be prepared and approved for ALL training courses—these fees should be paid with the GPC whenever possible.
Self Service Training Updates
Department of Defense civilian employees may update their training record in the Defense Civilian Personnel Data
System (DCPDS) using My Biz self-service module. This self-service tool allows employees to view, add, or delete
completed training and Professional Military Education (PME) in your personnel record.
For assistance in viewing, adding, deleting, and/or printing a training report, view the Employee Training Update
Guide.
If you need assistance with accessing My Biz, contact the Personnel Systems Operations Control Center (PSOCC) at
DSN 665-5004, Comm 210-565-5004, or toll free 1-800-525-0102, press 8 or send an e-mail
[email protected]
If you still need assistance, contact your local Civilian Personnel or Education and Training Section.
65TH AIR BASE WING
PAGE 5
Supervisory Training Course
Initial training for all newly assigned supervisors helps to bridge the gap between the skills
required at the working level and those required at the supervisory level. Therefore supervisory training is priority one (1) on the Air Force Priority Scale. The only approved source for
supervisory training is by attending the on-line courses offered through the Air Force Human
Resource Management School.
Before supervisors assume their new duties or within 6 months after assignment to a supervisory position, first-level supervisors will be provided initial training consisting of:
USAF Supervisors Course
Civilian Personnel Management Course
Military Personnel Management Course
USAF Supervisors Course: This course is primarily designed to provide first-level supervisors, regardless of organizational component, with basic general leadership and management
skills required in supervisory positions. This training is conducted on-line.
USAFE Civilian Personnel Management Course (CPMC): This course is primarily designed to provide military and
civilian first-level supervisors with background information and an understanding of applicable personnel laws and regulations needed to effectively carry out their civilian personnel management responsibilities. This training is conducted
on-line.
USAF Military Personnel Management Course (MPMC): This 16-hour course is designed to provide first-level civilian supervisors the basic skills, knowledge, and abilities required to supervise military personnel. This training is conducted on-line. First-level civilians who supervise military members must attend this course.
To sign up for these mandatory Supervisory Courses you will need to go to the Virtual Campus
link:https://www.my.af.mil/afknprod/community/views/home.aspx?Filter=AF-ED-00-38
If you have any questions on Supervisory Training or required assistance, please contact Connie Santos at 535-3508.
Revised Training Priority Definitions
Priority 1 training meets at least one of the following:
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Is required by Federal or State law/regulation, Executive Order or DoD Directive
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Meets occupation certification and/or licensing requirements as a condition for continued employment
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Training/development that maintains critical function/occupation competencies identified by career field managers
and/or AF policy and instructions
Priority 2 training is required to increase efficiency and productivity fostering effective use of resources to improve mission capability and meets at lease one of the following:
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Facilitates systematic replacement of skilled employees
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Meets new and emerging requirements
Priority 3 training is other training not covered above*
* No leadership training is funded for MAJCOMs w/88751 (except for AF/A1 &AFPC)
PAGE 6
VOLUME 1, ISSUE 1
Summer Hire Program
Youth employment and learning opportunities are critical issues affecting the quality of life for US families. The Youth Summer Hire
Program is specifically designed to provide temporary employment
for US family members ages 14 to 22. This program provides valuable work experience, teaches responsibility and gives the participants an insight into professions to pursue. The Summer Hire Program will run from 16 June to 30 Sep . For information on how to
apply, to request a summer hire for your organization, or if you are
interested in learning more about this program, please contact
Isidro Nunes, 535-6329.
Military Spouse Preference
Military spouse preference (MSP) was established to provide improved employment opportunities for spouses of
active duty military personnel. MSP applies to GS-02 through GS-15 positions and equivalent Federal Wage System
(WG, WS, WL) positions. It also applies to certain position in the Non-Appropriated Fund Instrumentalities (NAFI).
Eligibility is determined based on the following criteria:
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Spouse of an active duty military member who is relocating because of service under a statutory tour.
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The vacancy must be in the same commuting area as that of the new duty station of the military sponsor and the
spouse must reside with the military sponsor.
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Spouse must enter into the marriage with the military sponsor before the sponsor’s receipts of orders authorizing
the PCS relocation to a new duty location.
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MSP must only be exercised only ONCE for each permanent relocation of the military sponsor and only for the
INITIAL permanent employment offer.
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A spouse must meet minimum qualification and other basic eligibility criteria in order to be considered. Mandatory selection is required when the spouse is determined to be within the ―qualified group.
If you have any questions please contact Isidro Nunes at 535-6329.
Civilian Employment
Interested in federal employment? Learn how to apply through USAJOBS.
The Civilian Personnel Office (CPO) offers a class once a month at the Airman and Family Readiness Center
(A&FRC). This class may will help you navigate through the USAjobs website and resume building process.
Computers with access to USAJobs are also available for civilians and their dependents interested in a civilian career
at Lajes AB.
Vacancy announcements are posted at http://www.usajobs.opm.gov/
Please call CPO for an appointment 535-5137.
65TH AIR BASE WING
PAGE 7
English Exams For Portuguese Applicants
The Training Section of the Civilian Personnel Flight is responsible for administering the American Language Placement Test (better known as the English
exam) as well as typing tests for both
base employees and off-base job candidates.
English exams reverted to a permanent
status for anyone testing as of August
2007, per coordination with USAFE. In
order to be at the A level (basic) you
need to have a minimum of 50 points; B
level (intermediary) 70 points; and C
level (advanced) 90 points.
Typing tests are administered for
employees who require certification as a qualified typist. Qualified
typists must type 40 words per
minute with a maximum of 3 errors.
Employees’ current position descriptions must state the requirement of a Qualified Typist in order
to be exempt from the typing test
requirement. As of January 2009,
typing tests are valid for 3 years
based on Office of Personnel
(OPM) Qualifications Standards.
For questions on the English exam
please contact Connie Santos at
535-3508. For questions on the
Exames de Inglês Para Candidatos
A Secção de Treino de Pessoal Civil é responsável por administrar os exames de Língua de Inglês, bem como, os testes de
dactilografia, tanto a empregados da Unidade, como a candidatos de emprego na mesma Unidade.
Por coordenação do USAFE os exames de Inglês, realizados apartir de Agosto de 2007, terão um estatuto permanente. O nível
básico de classificação A, exige um resultado mínimo de 50 pontos; o nível intermédio B de 70 pontos; e o nível C um mínimo
de 90 pontos.
Os testes de dactilografia serão administrados a empregados da Unidade, que necessitam de certificado de dac-tilógrafo qualificado. Os dactilógrafos qualificados devem dactilografar 40 palavras por minuto, com um máximo de 3 erros.
As actuais descrições de serviço dos empregados, devem indicar a exigência ou não, de um Dactilógrafo Qualifi-cado, de
forma a descreverem nas mesmas a isenção ou não, da referida exigência. Apartir de Janeiro de 2009, os testes dactilografia
serão válidos por um período de 3 anos, de acordo com os padrões de qualificação do OPM.
Em caso de dúvidas relacionadas com os exames de Lingua Inglesa, por favor contactar Connie Santos pelo tele-fone 535-3508
e Maria João Ormonde em caso de dúvidas relacionadas com os testes de dactilografia, através do número 535-5127.
Portuguese Vacancy
Vagas Portuguesas a Concurso
Effective 18 May 2009, all Portuguese vacancy announcements will be posted in the electronic Lajes Weekly Bulletin. As a result, the open cycle will now run from Monday
through Friday and all individual e-mail notifications will
cease.
A partir do dia 18 de Maio de 2009, todas as vagas
portuguesas serão anunciadas electronicamente no
“Lajes Weekly Bulletin”. Consequentemente, o
período de anúncio será de Segunda a Sexta-Feira e
todas as notificações por email serão descontinuadas.
Vacancy announcements can still be viewed on the Civilian
Personnel web page or by looking through the vacancy
announcement binder at the Civilian Personnel Office.
Please contact Miguel Janeiro at DSN 535-5137 if you
have any questions.
Os anúncios continuarão a estar disponíveis na
página da internet do Escritório do Pessoal Civil assim
como no livro de vagas do Escritório do Pessoal Civil.
É favor contactar Miguel Janeiro pelo telefone 5355137 se tiver quaisquer dúvidas.
PAGE 8
VOLUME 1, ISSUE 1
Knowledge, Skills and Abilities
It is critical that civilian employees possess the appropriate knowledge, skills and abilities necessary for successful
performance in the positions to which they are appointed. To ensure candidates for Federal positions meet minimum requirements, the Office of Personnel Management (OPM) has established a set of qualification of standards.
Candidates who lack qualifications at the full performance level may be considered for positions restructured to a
grade level below the full performance level. OPM will also allow some standards to be modified for specific types
of actions.
When filling a job through Merit Promotion, candidates are rated and ranked using criteria designed to ensure that
the best available qualified candidates are referred. The criteria used must always be job-related in accordance with
the Uniform Guidelines on Employee Selection Procedures.
If Management has a qualifications question or dispute, CPS will assign an HR Specialist to review source documents such as the PD and employee resume to determine qualifications and address management’s concerns. This
assignment does not affect management's right to dispute qualifications with AFPC. If CPS concurs regarding the
qualification disagreement the manager should e-mail AFPC with cc to the CPS HR Specialist assigned explaining
their disagreement. The manager should include the CPS qualification determination as additional documentation.
Any questions or concerns, please contact our Staffing Section at 535-6329.
Local National Work
Experience
Experiência profissional
dos trabalhadores portugueses
All new employees are briefed on their first day of
assignment on the need to submit documentation on
any past work experience they may have; such as non
-federal work for private companies. Employees have
30 days from their initial start date to submit a resume
with all work experience.
An employee can submit an OF 612 on work experience that is on-going with proof and acknowledgement from employer.
Updates to experience brief can take up to 30 days.
No primeiro dia de admissão ao service, todos os trabalhadores são informados da necessidade de entregarem documentação, na qual conste a experiência professional passada
que possam ter, por exemplo trabalho prestado fora da base
para empresas privadas. Os trabalhadores têm 30 dias para
entregarem um cur-rículo com toda a experiência profissional
apartir da data de início do contracto de trabalho.
O trabalhador pode entregar o impresso OF 612 para actualizar experiência profissional continuada com provas e confirmação da entidade patronal.
O processo de actualizacão da experiência do trabalhador
pode demorar até 30 dias.
Position Description Classification
Descrição de Posição Classificação
Position Description (PD) or Core Personnel Document (CPD)
Classification involves the assignment of a title, series, and grade
to a set of duties and responsibilities. A variety of Office of Personnel Management Classification Standards is used by classifiers
to determine the classification. An analysis between duties/ responsibilities of the position and the classification standards is conducted, often requiring an in-depth desk audit of the position by the
classifier to gain knowledge necessary for the analysis process.
The purpose of the classification is to provide equal pay for equal
work, thereby creating equity of compensation amongst varying
degrees of difficulty and levels of responsibility found in jobs
throughout the Federal Government. The classification staff is here
to assist you in carrying out your position management and classification program responsibilities.
Descrição de Posição (PD) ou Documento Padrão (CPD) A classificação envolve a atribuição de um título, série e grau a um conjunto
de deveres e responsabilidades. Na determinação de uma classificação o classificador utiliza um conjunto de normas de gestão de classificação. É realizada uma análise entre os deveres e responsabilidades de uma posição e as normas de classificação, sendo necessário, muitas vezes, uma auditoria exaustiva por parte do classificador de forma a recolher toda a informação necessária para a
análise do processo. O objectivo da classificação é garantir um
mesmo orde- nado para uma mesma função, criando assim igualdade remuneratória entre os vários graus de dificuldade e responsabilidade existents no Governo Federal. A repartição da classificação
tem como objectivo ajudá- lo na gestão das suas posições e nas
responsabilidades que advêm do program de classificação. Por favor
ligue a marcar uma reunião se desejar discutir algum aspecto destes
programas – isto irá permitir a reorganização do nosso trabalho, de
modo a dar-lhe a nossa total aten- ção.
Please call for an appointment if you wish to discuss any aspect of
these programs.
65TH AIR BASE WING
PAGE 9
Classification Appeals Procedures for Portuguese Employees
All employees have the right to appeal the classification of their position. When an employee wishes to appeal the classifi- cation
of his/her position, the organization ’ s clas- sifier should be contacted to review the duty as- signments. This consists of consultation with the employee and supervisor to ensure the accuracy of the duties and responsibilities shown in the position description.
Therefore, an employee can only appeal the classification of a position to which he/she is officially assigned to. After all efforts
have been made to reach an agreement, and the employee dis- agrees with the re- sults of the review, the employee must submit
their appeal to the Civilian Per- sonnel Flight (CPF), or indicate the desire to request the assistance of the Technical Com- mission of Professional Classification (TCPC). The TCPC must submit recommendations to the CPF within 14 calendar days of the
date of this decision, and it must be submitted in writing to the CPF, who will then forward the package to the Office of Personnel
Management (OPM).
Normas sobre Recurso da Classificação Profissional para Trabalhadores
Todos os funcionários têm o direito de recor- rerem da classificação professional do seu cargo. Quando um funcionário
desejar recorrer da classificação professional do cargo que ocupa, o classificador da organização deve ser contactado para
rever os deveres atribuídos. Esta revisão consiste de uma entrevista com o trabalhador e respectivo chefe para se certificar
da exactidão dos deveres e responsabilidades constantes da respectiva descrição de serviço. Por conseguinte, o funcionário
só pode recorrer da classificação do cargo que ocupa oficialmente. Depois de esgotados todos os esforços para se chegar a
um acordo e o funcionário não concordar com os resultados da revisão, este pode requerer que a decisão da classificação
seja reconsiderada. Este pedido deve ser apresentado por escrito ao Escritório do Pessoal Civil (EPC), ou indicar se deseja a
ajuda da Comissão Técnica de Classificação Profissional (TCPD). A TCPD deverá enviar as suas recomendações ao EPC
no prazo de 14 dias da data desta decisão e deverá ser enviado por escrito par a o EPC, que enviará o process para o Gabinete de Gestão de Pessoal (OPM).
Supervisor’s Role in Position
Management
QUAL É O PAPEL DO CHEFE NA
GESTÃO DE POSTOS DE TRABALHO?
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 organization 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 organizational structures. Applying sound position management principles combined with good management judgment results in a productive, cost-effective structure which
supports sound recruitment and provides 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 workforce ready to
meet the Air Force mission. Contact your position Classification Section at 535-5152 for assistance.
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 pessoal. 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 diversidade 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 superior. A gestão de postos de trabalho é utilizada para
se obter uma força laboral eficaz e de qualidade
pronto a cumprir a missao da Forca Aerea. Se necessitar de
ajuda, por favor contacte a Seçcão de Classificação, telefone
535-5152.
PAGE 10
VOLUME 1, ISSUE 1
LEAVE SCHEDULES
Supervisors of civilian employees are reminded of their responsibility to establish annual leave schedules through the end of
the leave year. This requirement is to be completed by 15 April for Portuguese employees, reference Article 54 of the Work
Regulation.
Schedules shall be completed and posted in all work areas. The reasons for establishing the schedules are: to avoid conflicts
during the popular leave time, help ensure that leave is not forfeited at the end of the leave year, and to ensure that employees
take time off during the year so that their productivity remains high.
If there is no agreement on the leave schedule for Portuguese employees, the supervisor may schedule the employee’s vacation between 1 May and 31 October. However, before making any determination, you should contact the Civilian Personnel
Office for advise/details.
Note: Employees belonging to the same household shall have the option of taking their yearly vacation period at the same
time, unless a determination is made that priority job requirements exist. (Reference: Article 54, Work Regulation)
MARCAÇÃO DE FÉRIAS
Lembramos aos chefes de que é da vossa responsabilidade estabelecer um plano de férias anual. De acordo com o artigo 54
do Regulamento de Trabalho, este requisito deve ser finalizado até ao dia 15 de Abril para os trabalhadores Portugueses.
O plano de férias deverá ser afixado em todas as áreas de serviço. As razões para se estabelecerem os planos de férias são as
seguintes: evitar conflitos durante a melhor época para férias, ajudar a evitar a perca de férias no final do ano e para assegurar
que os trabalhadores tirem férias durante o ano para que não baixe a sua rentabilidade.
Caso não haja acordo no plano de férias dos trabalhadores Portugueses, o chefe pode marcar as férias do trabalhador no
período compreendido entre 1 de Maio e 31 de Outubro. Contudo, recomenda-mos que antes de tomar a sua decisão deverá
contactar o Escritório de Pessoal Civil para obter mais informações.
ANNUAL PERFORMANCE
EVALUATIONS
AVALIAÇÃO ANUAL DO
DESEMPENHO PROFIS-
As a reminder, the annual rating cycle for US civilians is 18
July 2010 through 31 March 2011 and for Portuguese civilians is 1 April 2010 through 31 March 2011. With the end of
the cycle fast-approaching, it’s time to begin thinking about
annual performance evaluations.
Chamámos a vossa atenção para o facto do período de avaliação anual para os civis americanos ser de 18 de Julho de
2010 a 31 Março de 2011 e para os civis portugueses ser de 1
de Abril de 2010 a 31 de Março de 2011. Ao aproximar-se o
fim do período de avaliação, está na altura de começar a pensar sobre as avaliações anuais.
The end of the rating cycle is when supervisors must review
performance requirements, ensure that good performance is
recognized and appreciated, and identify any work deficiencies and/or training needs. The goal of this program is to improve the work performance of individual employees by
strengthening supervisor-employee relationships. Each employee must be evaluated at the end of the rating cycle. This
means that starting 1 April 2011, you should begin the
evaluation process.
Nessa altura os chefes deverão rever os requisitos de desempenho, garantir que os bons desempenhos sejam reconhecidos e recompensados e identificar algumas deficiências no
trabalho e/ou necessidades de treino. Este programa de
avaliação tem por objectivo melhorar o desempenho dos trabalhadores fortalecendo a relação chefe/trabalhador. Cada
trabalhador deverá ser avaliado no fim deste período. Isto
significa que a partir de 1 de Abril de 2011 deverá iniciar a
avaliação dos seus empregados.
65TH AIR BASE WING
PAGE 11
Civilian Appraisal Timeline
In order to assist you with this task, the Civilian Personnel Office provided training for Supervisors, Reviewers, Award Approving Officials and Unit Quality Control Reviewers during the month of March. If you would like additional help, please
don’t hesitate to contact the civilian personnel office at 535-6137 to set up an appointment.
1 – 15 Apr: Rater completes AF Form 860-A, recertifies the core document/performance plans for the next rating cycle and
submits the package to the Reviewer. The AF Form 860A is available http://www.e-publishing.af.mil/shared/media/epubs/
AF860A.xfdl
16 Apr – 30 Apr: Reviewers review the package, signs the AF Form 860-A and core document/performance plan and submits the package to the Quality Control Reviewer (QCR) for review before submitting packages to the Award Approving
Official (Squadron Commander)
01 – 15 May: Supervisor discusses approved appraisals/awards with their employees and returns the AF Form 860-A to the
QCR. As a reminder, supervisors should not discuss recommended annual evaluations or/and awards with employees until
all is final/approved.
NLT 16 May: The QCR submits completed packages to Civilian Personnel Flight
**Appraisals and Awards are effective 1 June 2011.
Guia Cronológico para 2011
Com o objectivo de lhe ajudar com esta tarefa, durante o mês de Março o Escritório de Pessoal Civil providenciou treino aos
Supervisors, Oficiais de Revisão, Oficiais de Aprovação de Prémio e Oficiais de Revisão e Controlo. Se necessitar de ajuda
adicional, por favor não hesite em contatar o escritório de pessoal civil através do número 535-6137 para marcar uma hora.
01 – 15 Abr; O avaliador completa o impresso AF 860-A, assina o Documento Padrão/Plano de Desempenho para o ciclo de
avaliação seguinte e envia o processo de avaliação ao Oficial de Revisão. Pode encontrar o impresso AF 860-A na seguinte
página: http://www.e-publishing.af.mil/shared/media/epubs/AF860A.xfdl
16 – 30 Abr; O Oficial de Revisão analisa os processos, assina o impresso AF 860-A e o Documento Padrão/Plano de
Desempenho e envia os processos de avaliação ao ―QCR (Quality Control Reviewer)‖ que por sua vez também vão rever os
processos antes de serem enviados ao Oficial de Aprovação do Prémio (Comandantes de Esquadra)
01 – 15 Mai; O chefe imediato discute, pela primeira vez, a avaliação/prémio aprovado com os empregados e depois entrega
o AF 860-A ao QCR. Lembrámos que os chefes não devem discutir as avaliações anuais e/ou prémios com os trabalhadores
antes de serem aprovados.
Até ao dia 16 de Maio; QCR entrega os processos de avaliação no EPC
** As avaliações e/ou prémios são efectivos a 01 de Junho de 2011.
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NEWSLETTER TITLE
Upcoming Training Courses
April 2011

06 April: English Proficiency Exam

10:00 to 11:00 or 14:00 to 15:00

15 April: Portuguese Civilian Personnel Management Course

01—15 April: Civilian Personnel Timeline, Rater completes the AF Form 860 A
May 2011

04 May: English Proficiency Exam

10:00 to 11:00 or 14:00 to 15:00

01-15 May: Civilian Personnel Timeline, Supervisor discusses approved appraisals/awards with their employees and returns AF Form 860-A to QCR.

16 May: Deadline to submit appraisals to CPO
June 2011

08 June — English Proficiency Exam

10:00 to 11:00 or 14:00 to 15:00
Helpful Websites
Lajes CPO Website: http://lajesfss.com/index.php?do=01&fac=15
My Biz/My Workplace: https://compo.dcpds.cpms.osd.mil/
Air Force Personnel Center (AFPC): http://ask.afpc.randolph.af.mil/
Office of Personnel Management: http://www.opm.gov
DFAS/ MyPay: http://www.dfas.mil
VOLUME 1, ISSUE 1
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Civilian Personnel
Office
Bldg T-112
P.O.Box 8010
APO AE 09720-6856
DSN: 555-5137
Off Base: 295-57-5137
Commercial: 011-351-295-57-5137
65 FSS/FSMC Web Page
Employee News
The CPO Team … Ready to assist you!