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Show HILL TOP TIMES Friday, March 7, 1986 m O Gratuity violators Promotion factors eon help careers could be punished Civilian promotion evaluation pattern questions answered Ogden ALC commander, Maj. Gen. Charles McCausland, has said he will not tolerate any breaches of the standards of conduct (acceptance of gratuities) and expects supervisors to promptly invoke disciplinary and correction measures against violators. In a recent letter to commanders, directors and chiefs of staff offices, the general stated, "One of the principal areas of potential conflicts of interest is the acceptance of gratuities from defense contractors. "Gratuities," he continued, "are closely related to the problem of bribes and unlawful compensation accepted by public officials for performing official duties. They may include any tangible items or intangible benefit, discount, ticket, pass, transportation, or accommodation." The letter indicated the regulatory provision prohibits all Air Force personnel from soliciting or accepting gifts, favors or other things of monetary value from those doing or seeking business or financial relationships with the Air Force or other Department of Defense components. Also, gifts or gratuities to members of the immediate families are viewed in the same light as those bestowed upon Air Force personnel, the general wrote. He continued, "The rule is designed to preserve our objectivity, instill public confidence in the integrity of the government and preclude embar- rassment to the Department." General McCausland wrote, "I expect you (organization leaders) to be thoroughly familiar with the general rule and its exceptions. When in doubt, don't speculate discuss it with the Staff Judge Advocate. "The behavior of those involved in acquisition process must be beyond reproach at all times," he continued. "The integrity of the government requires it and I will accept no less. One way of maintaining that standard is to pay your own i.v way all the way." Editor's note: This is the second in a two-painterview with Esther of the Office of Civilian Personnel at Kelly AFB, Texas. The series concerns the Promotions and Placements Referral System or PPRS. It explains some factors to be considered in the promotion evaluation pattern and provides answers for civilian employees in their career advancement efforts. ber, employees are automatically considered for promotion. Additionally, should they rank high enough to be within reach for consideration, they will be contacted by the interviewing supervisor. However, should employees desire this information, they should review the coding on their career brief. New employees receive their career brief within 90 days of entry on duty. Employees who have misplaced their career brief may review the original that was returned to the personnel office and filed in their Official Personnel Folder. Compare coded experience with PEP requirements to determine if qualifications are met. In situations where positions are advertised, employees who submit an application will be notified of their qualifications when ranking has been completed. Q: What happens if one candidate declines? A: The supervisor may request one name to replace the declination or make a selection from the remaining available candidates. Q: What if there is only one candidate left on the promotion certificate? A: The supervisor may select that candidate or request additional candidates be referred. Q: Does the supervisor have to select one of the rt Q: How is tablished? the promotion evaluation pattern es- PEP is established by identifying the knowledge, skills and abilities needed to perform the major job duties. Q: Who does this job analysis? A: Normally, job analysis is accomplished through the combined participation of subject matter experts and personnel specialists. Q: How much experience is required for maximum points? A: Employees are not given experience points under PPRS. Instead, experience is emphasized and varies in each position. Experience requirements are placed in progression-leve- l factors or steps. Should you meet the requirements of a PLF, you advance to the next step or PLF. This process continues until employees are ranked or assigned to a PLF or step. Q: How will education help? A: The OPM 8 handbook, "Qualification Standards," allows for education substitution for experience in various job series. The substitution varies from one job series to another. Q: Can I find what experience is included on a A: job-relate- d - X-11- off-bas- PEP? A: Yes, copies of approved PEPs are available in the library in the Job Information Center for em- ployees to review personally. Q: How can I find out what the OPM requirements are for a specific position? 8 handbooks are available for A: OPM review by employees in the Job Information Center. Q: How can I find out what position I qualify for? A: To find each and every one would be a lengthy process requiring several days' research. Remem MIUTflfiV PERSONNEL n flCTMs flND- RSSRVo X-11- s r7 - jl J I Insurance Company UNIVERSAL lifts COMBINES HIGH YIELD TAX DEFERRED SAVINGS WITH THE INSURANCE PROTECTION YOUR FAMILY NEEDS! Below RANK . George Cansler For more information, contact George at: x j IJa (AFLCNS) - v Over 2000 Hill A.F.B. Military and Civil Service Personnel are insured with American Protectors. We have been serving you for over 28 years. is the military specialist at API, with over 12 years experience working with military personnel. candidates referred? A: No, the supervisor may request candidates from other sources such as reassignment, trainee, e hire, etc. Q: How can I find out how I ranked for promotion for a certain position? A: First of all, remember that employees who rank high enough to be within reach for consideration will be contacted by the interviewing supervisor. However, if employees desire this information, they may submit a "request for ranking" form to the staffing office of Civilian Personnel. Replies are normally made within five workdays of receipt. are some typical plans for Healthy Non-Smoki- MONTHLY DEATH ALLOT. BENEFIT 210 190 150 110 73 55 49 42 40 175,000 175,000 175,000 150,000 150,000 125,000 125,000 100,000 100,000 9 43 E-- 8 41 E-- 7 E-- 6 E-- 5 E-- 4 37 33 27 23 E-- 3 21 E-- 2 19 E-- 1 18 Males CASH VALUE TYPICAL AGE E-- ng AT 65 164,980 187,544 228,430 257,719 300,092 330,566 345,265 358,256 364,832 Cash values are projected on current interest rates. Actual future values may be more or less. Death Benef it amounts and premiums can be tailored to meet your individual needs. you currently own a cash value whole life policy, it can be easily upgraded bases. to Universal Life on a tax-fre- e If OFFICE SALT LAKE CITY HOME LAYTON There is no military exclusion clause. . i -- |