Kentucky National Guard New Technician Employee Orientation

1. Kentucky National GuardNew Technician Employee Orientation

2. INTRODUCTION

3. Next Presenter is MSgt Kevin Robison to discuss Pay and Applying for Jobs

4. Pay MSgt Kevin Robison Human Resources Office DSN 667-1332 Kevin.A.Robison@ngb.army.mil Look at your LES

5. Pay Direct Deposit Is Mandatory!! SF 1199A or Voided Check Upon Appointment Look at your LES

7. PAY SETTING • General schedule • Clerical/administrative • Federal Wage System • Wrench turner types • WIGI timetable • Pay/grade retention • Locality pay • RUS

8. GS Grades (10 Steps) Clock restarts when promoted to new grade. Does not restart if given a Quality Step Increase (QSI) Pay adjustments are done in January of each year

9. WS WL WG Grades (5 Steps) • 1-2 26 Weeks • 2-3 78 Weeks • 3-4 104Weeks • 4-5 104Weeks Clock restarts when promoted to new grade. Pay adjustments are in April timeframe for Lexington/Louisville/Nashville. May timeframe for West Va

10. Questions?

11. Applying for another Job See the sample Vacancy Announcement in your packet

12. Understanding the Vacancy Announcement • Two types of announcements • Technician (Mostly Accepted versus Competitive) • AGR • Announcements contain • Position title • Position number • Salary Range • Area of Consideration • Closing dates • Location • Type of appointment • Compatible AFSC’s/MOS’s • Minimum and Specialized Quals

13. Qualification Procedures • Each applicants’ relevant training and experience • Experience must be listed on the application or resume(cannot rely on assumptions) • Job-related qualifications Tip: Address the KSA’s and give full dates (not year only)

14. Merit Promotion

15. Questions? Nuggets

16. BREAK

17. Next Presenter is TSgt Kathy Romito to discuss Hours of Duty & Leave

18. Hours of Duty • Administrative Workweek • Basic Workweek • Lunch Periods • Rest Periods • Clean-up Time • PT • CWS

19. Administrative Workweek • 7 Consecutive Days. • Determined by the Adjutant General. • Usually 0001 hrs Sunday thru 2400 hrs of the Following Saturday

20. Basic Workweek • A Regularly Scheduled 40-Hour Workweek; or • The First 80 Hours of Work in a Bi-Weekly Pay Period.

21. Compressed Work Schedule • Eight (8) 5 Hour Days • Eight (8) Nine Hour Days, One Eight Hour Day; or • Eight (8) Ten Hour Days • 80 Hours Bi Weekly

22. Lunch Periods • 30 Minute Paid Lunch • May extend the lunch period to 60 minutes by adding the additional time to the beginning or end of the duty day and adjusting the start/stop time

23. Rest Periods • 15 Min Per 4 Hrs • Granted as Work Permits • Specified in Union Contract • Criteria • Not an Extension or Continuation of Lunch

24. Make Ready & Clean-Up Time • Is: • Directly connected to Job Performance • Is Not: • “Technician Wash-up”

25. Comp Time Rules For Engagement • Written procedures. • Advanced written requests & approval. • Earned in 15 minute increments – charged in 30 minute increments. • Use within one year.

26. Annual Sick Leave Without Pay Military Court Law Enforcement Family Medical Leave Act Compensatory Time Excused Absence Voluntary Leave Transfer Program State Active Duty Continuation of Pay Administrative Closing Look at your LES Types of Technician Leave

28. Annual Leave • Earned – 4, 6, 8 hrs • Used • Min Qualifying Period • When It Can Be Used • Max Earned/Year

29. Reasons To Deny Annual Leave • Valid, work-related concerns

30. Sick Leave IsUsed For: • Personal illness or incapacitation • Health-related exams or treatment • Contagious diseases

31. Contagious Disease Use Only When: • Required to attend to infected family member; or • An exposed Technician represents a threat to other Technicians.

32. Advanced Sick Leave • 240 hrs at any one time • Written request backed w/physician’s certification • Consult HRO for guidance

33. LWOP Approval Is Mandatory For: • Disabled Veteran’s Medical Treatment • Military Duty Not Covered By Other Paid Leave • Receiving injury compensation for work related injury • Family Medical Leave Act

34. 15 days (120 hours) each FY For serving periods of active duty/inactive duty training Temp Techs not authorized Max accrual of 30 days (240 hours) Technician’s option Intervening weekends Calendar day use Military Leave

35. Court Leave Approved for Witness Service When: • Juror • Serving in official capacity or producing official records • Witness on behalf of a state or local government

36. On-the-job injury Voting Blood donations Tardiness Employee Assistance Program (Initial visit) Employee Interview (federal position within state) First level supervisors may excuse absences of one hour or less TAG may grant up to 3 days per calendar year Types of Excused Absences Talk to your SUPERVISOR FIRST!!!

37. Enforced Leave Is Used Whenthe Technician: • Isn’t ready, willing, and/or able to perform duties; or • His presence is highly undesirable or represents a threat to safety.

38. FAMILY MEDICAL LEAVE ACT • Up to 12 administrative work weeks of unpaid leave during any 12 month period. • Used for example: • birth of child • adoption of a child • care of spouse or child with serious health condition

39. Sick Leave to Care For Family Member • Employees may use up to 13 days of sick leave for personal or medical care of a family member. • Also used for funeral of family members. • May also be used for adoption of a child.

40. Sick Leave to Care for Family Member • 12 administrative workweeks of paid sick leave may be used to care for a family member each year to care for a family member with a serious health condition. Certification from health care provider may be required by agency.

41. Leave Transfer Program • Designed for employees who are having a medical or family emergency. • Only Annual Leave can be donated. • When the emergency ends any leave left in the account is returned to the donors.

42. Questions? Nuggets

43. Next Presenter is TSgt Kathy Romito to discuss Performance Appraisals

44. TECHNICIAN APPRAISAL TIMES • Probationary “Trial-Period” GS employees - • by end of 11th month after appointment • Existing technicians - annually by the last day of September • Upon a technician moving - close out appraisal must be done by losing supervisor unless at least 120 days are left in the appraisal period

45. PERFORMANCE APPRAISALS • COMMUNICATIONS • Ask your supervisor for a copy of your Job Standards and Position Description • Discuss with your supervisor specific job-related goals/standards • Remember - communicating is a two-way street

46. APPRAISAL DOCUMENTATION • Must be: • Job-related • Accurate • Concrete • Simple; to-the-point • Specific (Answers - who; what; where; when; why; and how)

47. TRIAL-PERIOD APPRAISALS • Performance standards must be • established within 30 days of • appointment • A technician must serve a one-year probationary/trial period • LWOP over 30-calendar days during • the trial period extends its duration - • day for day (unless performing military • duty)

48. TPR 430 - Performance Management Performance Improvement Plan • For employee not performing successfully • Provides opportunity for additional training • Provides period of time to demonstrate proficiency or improvement • If not successful may result in reduction or termination

49. APPRAISAL APPEALS • Technicians may appeal: • Any performance appraisal/rating, or • Any single aspect of an appraisal/rating • Timeframes for filing appraisal appeals: • Unacceptable ratings - within 10 calendar • days of receiving a copy of the appraisal • Other than Unacceptable ratings - within • 30 calendar days of receiving the • original copy of the the appraisal

50. Questions? Nuggets