OCR Text |
Show Hilltop Times Jan. 28, 1993 DraCGiraflnves ' Continued from Page 1 in Air Force Materiel Command. Additionally, in fiscal 1993 and 1994, based on currently announced base closures, Air Force will be closing 13 bases, affecting more than 9,000 employees. Additional civilian reductions may be called for pending the conclusion of Round III of the Base Closure and Realignment Commission. "The Air Force philosophy has been, and continues to be, to use involuntary separations as a last resort," Schittulli said. "We are hopeful that the separation incentive plan will go a long way in easing the pain of our civilian employees by helping the Air Force avoid or minimize the need for involuntary separations," he said. The Air Force was an early supporter of legislation to provide additional tools to assist the Department of Defense during the civilian drawdown. The use of traditional means, particularly attrition, has not produced the necessary reductions. "Our separation incentive plan will allow the Air Force to balance the work force and, at the same time, afford those employees who are willing to leave voluntarily an opportunity to do so," Schittulli said. Incentives can be offered to those employees who are eligible to optionally retire, who accept early retirement, or to those who volunteer to leave employment with the Air Force. When an employee voluntarily leaves employment with the Air Force, the service can reduce its costs because unemployment compensation costs are eliminated or reduced; and the cost associated with continuing the government contribution towards the individual's federal health insurance coverage for 18 months are avoided. The Air Force also avoids the cost associated with moving employees unnecessarily in a RIF. That includes saved pay for those who are downgraded and costly retraining for those who must be placed in other occupations. Payment of an incentive to encourage employees to retire voluntarily rather than involuntarily would preclude the cost of paying unemployment compensation to those who reside in states that allow such payments to any employee whose job is lost involuntarily. Not only are there cost savings, the Air Force can also reduce the risk of adversely impacting the affirmative employment gains made in recent years. "We are concerned about costs; however, more importantly, we are concerned about our people and the avoidance of the overall turbulence to the work force associated with RIF," Schittulli concluded. The separation incentive plan will allow the Air Force to offer to eligible employees cash incentives in an amount equal to an employee's entitlement to severance pay, or $25,000, whichever is less. Com- - Continued from Page 1 small stars," he said. Following the pinning on, Lyles said, "I'm whelmed!" over- "General Yates took a chance on sending me out here taking a guy who had nothing but acquisition experience for 24 years and putting him in the midst of what I think is the best air logistics center," Lyles said. "I think he probably did that on purpose because Gulf service credit expanded RANDOLPH AFB, Texas (AFMPC) People who served in the Persian Gulf after Aug. 2, 1990, are entitled to Persian Gulf War service credit, personnel officials said. The area involved includes Saudi Arabia, Kuwait, Bahrain, Qatar, United Arab Emirates, Oman, Yemen, Egypt, Turkey, Israel, Jordan Syria an.d the air space and adjacent waters of these countries. Crew member? at Diego Garcia should also be credited with service. - . v, rr Personnel offers sample computation A request for authority to offer voluntary separation incentives has been submitted to Air Force Materiel Command headquarters, where it will be consolidated with requests from the other ALCs and submitted to Air Force headquarters, and finally to the Department of Defense. Hill AFB's Civilian Personnel Office has been inundated with calls and questions regarding the requested separation bonus. The most often asked questions are "How much will I get?" and "Will you do a computation for . me?" for Computations early retirement and the separation bonus cannot be provided at this time, nor will retirement applications be handed out until such time as official notice is received granting authority to offer early retirement and incentives. The following information, and formula, therefore, are provided for planning purposes only, personnel officials stressed. Since there has been no authority granted, the Civilian Personnel Office is not in a position to answer questions regarding use of the incentives or early retirement. The incentive formula is the same formula used to compute severance pay. It is based on age, years of creditable service, and salary at the time of separation. The basic allowance is computed at the rate of one week's basic pay (at the rate paid immediately before separation) for each of the first 10 years of service, plus two week's basic pay for every year beyond 10 years. An age allowance is added if the employee is more than 40 years of age. This portion of the allowance is computed by taking an amount equal to 10 percent of the basic allowance, then multiplied by the number of years over age 40. (If less than a whole year, 2.5 percent is used for each 3 month increment.) The basic allowance and the age allowance are then added together to arrive at the total .not Published by MorMedia, Inc., a private firm in no way connected with the U.S. Air Force, under exclusive written contract with Hill AFB. This commercial enterprise Air Force newspaper is an authorized publication for members of tho U.S. military services. Contents of the Hilltop Timet are not necessarily the official views of. or endorsed by. the U.S. government, the Department of Defense or the Department of the Air Force. , . one for General Following are two examples Schedule employees, and one for Wage Grade emboth with 15 years service, but differployees ent age and salary. EXAMPLE: GS-1- 2 step 01 with 15 years of service at age 52. 19.31 Per annum rate divided by 2087 hours 19.31 (hourly rate) X 40 (hours per week) 772.40 (1 week basic pay) 1.544.80 (2 weeks basic pay) x 10 (years of service up to 10) x 5 (yeors of service beyond 10) 7,724.00 7,724.00 7,724.00 7,724.00 15,448.00 (Bask allowance) Age allowance 1,544,80 (10 of basic allowance) x 12 (number of years over 40) 18,537.60 (adjusted age albwance) 15,448.00 (basic allowance) 33,985.60 (totol allowance) EXAMPLE: WG-0- 8 step 07 with 15 12.34 (hourly rote) x 40 (hours per week) 493.60 (1 week basic pay) X 10 (years of service up to 10) 4,936.00 Incentive is limited to $25,000. yean of service at age 48 987.20 (2 weeks basic pay) X 3 (years ot service beyond 4,936.00 0) 4,936.00 4,936.00 9,872.00 (Basic allowance) . Age allowance for age 48 987.20 (10 of basic allowance) 8 (number of yeors over 40) X 7,897.60 (adjusted age allowance) 9,872.00 (bosk allowance) 17,769.60 (total allowance) A provision in the incentive authority could possibly allow resignations to also receive an incentive. The same formula applies; however, be- cause most employees exercising this option would be younger and have less time in service, the incentive would be far less. An example follows: EXAMPLE: GS-- 7 step 5 with eight years of service, Per annum salary divided by 2087 hours $12 34 12.34 (hourly rate) x 40 (hours per week) 493.44 (1 week basic pay) x 8 (number of years of service) 3,947.52 (basic allowance) age 35. manders may submit requests for incentives, based on identification of a RIF or a transfer of function that will result in surplus employees, to their major command. Requests will be reviewed prior to sub- - mission to Air Force Headquarters. Requests must be fully documented and approved by Air Force headquarters and, in turn, by the assistant secretary of defense, before any incentive may be offered. I think he knew I could learn from the best," he said "I can't think of a better place to be in terms of the caliber of people," he said. "We knew we were coming to an area where there were not only good friends, but top quality professionals." After the ceremony, Lyles said, "I am extremely proud and humbled by this promotion selection. "When I came into the Air Force almost 25 years ago my aspirations were to someday be a colonel, but thanks to great job opportunities all through my career, and more importantly, great bosses who both challenged me and rewarded me when I met those challenges, I have gone far beyond my original expectations," he said. "This is a golden opportunity to continue to serve in key leadership positions in the Air Force Materiel Command," he said. "It is also a tribute not just to me, but to my family my wife and four kids who have been my inspiration and stalwart support ers every step oi the way. News Briefs AFMC managers earn awards AFB, Ohio (AFNS) -Three Air Force Materiel Command managers have earned the Air Force's highest award for implemen- WRIGHT-PATTERSO- N The appearance of advertisements in this publication, including insert? or supplements, does not constitute endorsement by the Department of the Air Force or MorMedia, Inc. of the products or services advertised. Everything advertised in this publication shall be made available for purchase, use or patronage without regard to race, color, religion, sex, national origin, age marital status, physical handicap, political affiliation or any other nonmerit factor of the purchaser, user or patron. Editorial content is edited, prepared and provided by Office . PS? s1,rstic? Center Pub,ic Affa Bldg. 1102.Room 118. Ext. 77321. Unless otherwise indicated, all photos are U S Air Force photos. tation of eaual errmlovrnpnr. nnnnrtiinifv nrnorami! 1 rr- ' t AFMC officials said. .The recent winners' are: D Maj. Gen. Richard D. Smith, commander action category. Smith is deputy chief of staff for logistics at AFMC headquarters. B Lt. Col. Mark E. Nelson, supervisory action category. Nelson is a senior navigator with the 4952nd Test Squadron, Wright-PattersoClyde Leon Williams, program management category. Williams is a civilian personnel officer in " "ct,turauj oi civilian personnel-stallin- f Air Force members should contact offices to ensure the personnel data systempersonnel reflects their area of responsibility serviceproperly credit. vuwuig t,w wvrtu, s must respected iir ana apace Force Hilltop Times to exceed $25,000. n. g. Global Power and Reach for America, " Hill AFB Editorial Staffs UK w "J C 1ThomP" Command, J" Hb,h,y Public Affair. Gary Hatch Editor Franco Kosakowiky, jay Jcrx...!.'.'.'.'.'.'.'.'.".'sioH"wrH,r. OO-AL- Tuf.!TdIi,!M, "i":10' nd "A,0""d day, US TP"w"k .f pubieafion PWicotian, cloifi.d ,on' Fof mof "i"" Ham od, 3 ortiU , p.m.m 2 p.m. Way, mf"on, call th. .ditor, Ext. |