Our mission is to provide sustainable installation support and services for Soldiers, Families, and the military community that meets current and future mission requirements, promotes community well-being and enhances the natural environment UNCLASSIFIED USAG-HI Employee Town Hall COL Douglas S. Mulbury Commander, US Army Garrison, Hawaii May 2012

UNCLASSIFIED 2 of 14 COL Douglas S. Mulbury/IMPC-HAW-ZA/(808) Situation Update Commander’s Intent Progress Report Mission Update “Mock RIF” IEPP Questions and Answers Agenda USAG-HI Employee Town Hall

May 2012 UNCLASSIFIED 3 of 14 COL Douglas S. Mulbury/IMPC-HAW-ZA/(808) In December the Department of the Army notified Congress of civilian personnel reductions, effective for FY13 IMCOM reduction target is 3,766 Garrison reduction target is 104 IMCOM directed Garrisons to begin implementing and voluntary retirements and constructive personnel management measures to reduce its staffing to mandated end-strength by the end of September In early March IMCOM directed submission of RIF Packages from Garrisons not on glide path to achieving mandatory staffing level. Current projections reflect high probability that USAG-HI will meet its mandated staffing level, but will continue to have a significant workload to skill set mismatches. On 2 May IMCOM issued FRAGO 7 to OPORD authorizing Garrisons offer another round of VERA/VSIP and the use of Mock RIF in determining the exact positions and personnel that would be impacted if RIF procedures were implemented. USAG-HI Employee Town Hall Situation Update

May 2012 UNCLASSIFIED 4 of 14 COL Douglas S. Mulbury/IMPC-HAW-ZA/(808) Garrison Commander’s Intent We will realign our garrison consistent with higher HQs OPORDs and FY13 TDA with no adverse personnel actions, if possible, and compassionately complete all actions with dignity and respect for our employees. Identify and plan for continuity of functions critical for customer support, to include use of Soldier Skill Set Utilization Program Key Tasks: - Use targeted constructive personnel management when ever possible - Keep the workforce informed - Ensure mission success End State: USAG Hawaii fully functioning with all Employees fully engaged in meaningful positions that contribute to the success of the Garrison Mission USAG-HI Employee Town Hall (Unchanged)

May 2012 UNCLASSIFIED 5 of 14 COL Douglas S. Mulbury/IMPC-HAW-ZA/(808) Reduction/Reshape Progress Report USAG-HI Employee Town Hall Phase 1: Administrative Reassignments: (Completed) Phase 2: Voluntary Reassignments: (Completed) Phase 3: Internal Reassignments: (Completed) Results of Phase 1 – 3 Mitigation Strategies: 58 VERA/VSIP 98 Internal Reassignments 31 Possible Management Directed Reassignments Identified 7 USAG-HI/TAMC Partnership Reassignments Phase 4: Management Directed Reassignments: (In-progress) Current Phase 4 projections: - 31 Projected Management Directed Reassignments Remaining mismatched employees.

May 2012 UNCLASSIFIED 6 of 14 COL Douglas S. Mulbury/IMPC-HAW-ZA/(808) Garrison Mission USAG Hawaii will conduct a “Mock” Reduction-In-Force 14 May – 8 Jun 2012, for the purpose of identifying employees that would be impacted in the case of an official RIF action, assess the cost/benefit of conducting a RIF and to provide the potentially impacted Employee and Management the opportunity to effectively plan for transition support, in the event an official RIF is conducted. USAG-HI Employee Town Hall

May 2012 UNCLASSIFIED 7 of 14 COL Douglas S. Mulbury/IMPC-HAW-ZA/(808) UNCLASSIFIED 7 of 5 The Mock RIF will be based on the Garrison Commander’s mission analysis review, that identifies: What positions (i.e., types, numbers, and locations) are excess because of the agency's reduced or revised mission; What positions (i.e., types, numbers, and locations) are still needed to perform the agency's continuing mission; What options are available to avoid involuntary separations; and What is the status of the agency's human resources organization to support this organizational change (including a status review of the agency's personnel records that would be used to conduct a reduction in force or other form of reorganization). USAG-HI Employee Town Hall Mission Analysis

May 2012 UNCLASSIFIED 8 of 14 COL Douglas S. Mulbury/IMPC-HAW-ZA/(808) USAG-HI Employee Town Hall What it is: –Method of identifying and correcting problems in records to be used in an actual RIF before the errors impact the employee or the organization. –Is a tool to help the organization calculate cost of an official RIF action, i.e. severance pay, lump sum annual leave, etc. –A way of accurately identifying employees potentially impacted by a RIF as early as possible. –Provides opportunity for potentially impacted employees to participate in priority placement programs. What it isn’t: –It is not a RIF. Mock RIF

May 2012 UNCLASSIFIED 9 of 14 COL Douglas S. Mulbury/IMPC-HAW-ZA/(808) USAG-HI Employee Town Hall  The law provides that the RIF regulations must give effect to four retention factors: (1) Tenure of employment (i.e., type of appointment); (2) Veterans' preference; (3) Total creditable Federal civilian and uniformed service; and (4) Performance ratings. (5 C.F.R. part 351) Mock RIF/RIF Factors

May 2012 UNCLASSIFIED 10 of 14 COL Douglas S. Mulbury/IMPC-HAW-ZA/(808) UNCLASSIFIED 21 Oct 11 Issued OPORD NOV 11 Begin Releas Temps OCT 11 Impose/Continue Hiring Restrictions Review Union Agreements for Requirements Assess Normal Attrition OCT-NOV 11 Canvass for VERA/VSIP NLT 31 MAR 12 VSIP Recipients Released - Phase I 8 NOV 11 IEPP launched Europe Force Structure Memo Released Communicate/Bargain with Local Bargaining Units 4 Nov 11 Issued OPORD (IEPP) 4 Nov 11 Issued OPORD (IEPP) OCT-NOV 11 Request Approval for VERA/VSIP (if necessary) MAR 12 Mid-Year Review Needs Assessment for Mock RIF Early PPP Registration 15 FEB 12 Issued FRAGO 6 MAY 12 Mock RIF Notify HQ IMCOM 5 days prior to conducting Mock RIF 30 SEP 12 End Strength Target Date Phase I Phase II 29 DEC 11 Issued FRAGO 5 29 DEC 11 Issued FRAGO 5 UNCLASSIFIED ANNEX K (Timeline for Pre-RIF Actions and RIF Planning) Release FRAGO 7 MAY 12 Release FRAGO 7 MAY 12 MAY – SEP 12 Notify IMCOM 45 days prior to separation of 50+ temp/terms Notify IMCOM 30 days prior to separation of 49 or less temp/terms NLT 30 JUN 12 VSIP Recipients Released - Phase II

May 2012 UNCLASSIFIED 11 of 14 COL Douglas S. Mulbury/IMPC-HAW-ZA/(808) Organizations seek Hiring Approval IAW FRAGO 2 & 3. Approvals posted to IMCOM Portal. Over-hire employees apply for consideration. Position announced for a minimum of 3-days. Employees submit resumes via to HQ TF POC (identified on job-listing) for positions they want to be considered. Consideration for current (or lower) grade only. Application will be coordinated with DHR to ensure meets intent of the program. Qualified applications will be forwarded to hiring official for selection. Not referred/selected applicants will be notified by HQ G1 staff. Selected employee will report within 45-days of the Job offer.. USAG-HI Employee Town Hall IMCOM Enterprise Placement Process (IEPP)

May 2012 UNCLASSIFIED 12 of 14 COL Douglas S. Mulbury/IMPC-HAW-ZA/(808) A mock RIF is not a RIF. A mock RIF can be an extremely valuable tool in identifying errors in personnel records before errors negatively impact the employee. All resumes being updated and accurate is critical in obtaining accurate Mock RIF results. A Mock RIF allows leadership to assess the cost benefit of an actual RIF. The results of the Mock RIF will be released only to those potentially impacted employees and their supervisors. We will not lose focus on our commitment to excellence in serving our Units, Soldiers and Families. USAG-HI Employee Town Hall Summary

May 2012 UNCLASSIFIED 13 of 14 COL Douglas S. Mulbury/IMPC-HAW-ZA/(808) QUESTIONS AND ANSWERS ? USAG-HI Employee Town Hall

May 2012 UNCLASSIFIED 14 of 14 COL Douglas S. Mulbury/IMPC-HAW-ZA/(808) INSTALLATION MANAGEMENT COMMAND “Sustain, Support and Defend” End of Brief USAG-HI Employee Town Hall