| Frequently Asked Questions |
III. RIF BENEFITS/ENTITLEMENTS
- Q. What assistance can I expect if my position is abolished in a RIF?
A. CIPMS employees affected by RIF will receive information and assistance from their supervisors and the CPO with regard to the regulations and procedures followed in processing the RIF action. The CPO can provide information about outplacement programs, to include registration of eligible employees. The CPO will also provide information regarding entitlements and benefits for which the employee may be eligible, and can assist with career counseling, job search counseling, or preparation assistance for the employee's Standard Form 171. CIPMS employees under notice of separation due to RIF who are registered in the Defense Intelligence Special Career Automated System (DISCAS) are eligible for administrative referral assistance through DISCAS. This is not a mandatory placement program, but it provides an additional source of referral for RIF-affected employees. See your CPO for specific information.
- Q. If my position is abolished, can I retire?
A. Determination of retirement eligibility is the same for CIPMS employees as for employees in the competitive service. If you believe you may be eligible for retirement, you should contact your CPO for specific information.
- Q. Can I be registered in the DoD Priority Placement Program (PPP)?
A. Yes. CIPMS employees are eligible for registration in the DoD Priority Placement Program. CIPMS employees who have either personal competitive status (from prior work in the competitive service), or Interchange eligibility, are eligible for registration for both competitive and excepted service vacancies. CIPMS employees who do not have either personal status or Interchange eligibility may be registered only for excepted service vacancies. Priority level determination and registration procedures are the same for CIPMS employees as for employees in the competitive service. Your CPO can provide additional information.
- Q. How does the Priority Placement Program work?
A. The DoD PPP provides maximum placement assistance within DoD for employees adversely affected by changing manpower requirements. Registered employees are referred to DoD activities (in the United States and Puerto Rico) on a priority basis for placement in appropriate positions. Your CPO can provide additional information on registration procedures and requirements.
- Q. Are there other programs for which I am eligible if I am separated in a RIF?
A. The Defense Outplacement Referral System (DORS) is an automated referral system established through a cooperative effort between DoD and OPM. The purpose of DORS is to provide maximum placement opportunity for current DoD personnel and their spouses who may be adversely affected by downsizing. Referral will be to other DoD activities, non-DoD Federal agencies and private industry, including state and local governments. Registration and placement through DORS is strictly voluntary and should not be confused with the DoD PPP, which affords mandatory placement of DoD employees to DoD positions. Eligibility for DORS typically occurs prior to eligibility for the PPP. Specific information related to eligibility and registration procedures can be obtained from your servicing CPO.
Local placement programs are normally established by Civilian Personnel Offices. Such programs establish contacts with local Federal, State, and private employers in an effort to locate acceptable employment opportunities for employees who desire to remain in the local area. Depending upon the specific circumstances, it may be possible for the servicing CPO to contract with private outplacement agencies to assist those personnel who face involuntary separation as a result of base closure and realignment or downsizing of the Army.
Reemployment Priority Lists (RPL) give separated employees priority consideration over outside applicants for local vacancies as they occur. Though CIPMS employees are not eligible for the competitive service RPL, servicing CPOs are encouraged to establish local RPLs for separated employees following guidance in FPM Chapter 213 for excepted service programs.
CIPMS employees scheduled for RIF separation who are registered in the Defense Intelligence Special Career Automated System (DISCAS) are eligible for special administrative referral assistance through DISCAS from the time of official notification for up to 12 months following separation. This is not a mandatory placement program, but it provides an additional source of referral for RIF-affected employees.
Additional information relating to each of these programs is available from your CPO.
As the result of recent discussions with OPM, it has been determined that CIPMS employees are not eligible for registration in either the Displaced Employee Program (DEP) or the Interagency Placement Assistance Program (IPAP). This is because CIPMS is a statutory (Title 10) excepted service. These particular programs are available only to current competitive service employees, or those appointed under Title 5 authority. (Historically, these programs have provided limited placement opportunities for DoD employees.)
- Q. If I am offered a position in another geographic location through one of the outplacement programs, will the government pay my moving expenses?
A. Relocation expenses are generally allowable when an employee's move is in the interest of the Government. Employee placements made through recognized outplacement programs are considered to be in the interest of the Government. Special programs such as the Homeowner's Assistance Program (HAP) or the Department of Army Relocation Services for Employees (DARSE), are available to eligible employees when certain conditions are met. Your CPO can provide specific information about eligibility requirements and program services.
- Q. What benefits do I qualify for if my position is abolished?
A. CIPMS employees who are affected by RIF are entitled to the same types of benefits as are competitive service employees. Separated employees will receive a lump sum payment for unused annual leave accumulated prior to separation. Eligibility for severance pay, Federal Health Benefits Program (FHBP), Federal Employees Group Life Insurance (FEGLI), and retirement programs is the same for CIPMS employees as for competitive service personnel. Your CPO can provide specific information regarding each of these entitlements.
IV. APPEAL RIGHTS AND QUESTIONS
- Q. What are my options if I wish to contest my RIF action?
A. Your CPO is available to assist you with regard to the regulations and procedures used to support your RIF action. CIPMS employees who are separated or demoted as a result of a RIF may appeal to the Merit Systems Protection Board (MSPB) under the provisions of MSPB's regulations. These regulations provide for appeal to MSPB when affected employees believe that RIF regulations were not invoked for one of the legitimate management reasons specified in FPM Supplement 351-1, or that RIF procedures were not properly applied. Appeals must be filed with MSPB during the 20-day period beginning with the day after the effective date of the action being appealed. Appeals are not accepted on or before the effective date.
- Q. Where can I go if I have other questions or concerns?
A.Employees are encouraged to talk with their supervisors or servicing CPOs to resolve any questions they may have. Issues, which cannot be resolved locally, should be elevated through normal organization channels as appropriate.
The Deputy Chief of Staff (DCS, G-2), Intelligence Personnel Management Office (IPMO), serves as the Army's focal point on CIPMS matters. Questions, concerns, or comments regarding CIPMS issues may be directed through channels to:
HQDA Deputy Chief of Staff (DCS, G-2)
Intelligence Personnel Management Office
ATTN: DAMI-CP
Washington, D.C. 20310-1001
Telephone: (703) 806-6343/44; DSN 656-6343/44
FAX: (703) 806-5356; DSN 656-5356