For more policy information per Line of Business below, please click on the (+) sign to the right.
Planning & Accountability Line of Business is guided by Department of Defense Instruction 1400.25, Volume 250, June 7, 2016, “DoD Civilian Personnel Management System: Civilian Strategic Human Capital Planning (SHCP).” The instruction provides a prescriptive methodology to assess the current state of the workforce, identify skill and competency gaps and strengths, and forecast emerging and future workforce requirements to support the DoD mission. Office of the Secretary of Defense functional community managers and DoD Component functional community managers are responsible for Strategic Human Capital Planning for assigned occupations within the civilian workforce.
Department of Defense Instruction 1400.25, Volume 250, June 7, 2016, “DoD Civilian Personnel Management System: Civilian Strategic Human Capital Planning (SHCP)”
DoD Instruction 1400.25, Volume 331, “DoD Civilian Personnel Management System: Civilian Air Traffic Controllers (ATCs), Effective January 26, 2015.”
Defines procedures to use in mandatory separation situations and delegates authority to approve exceptions to mandatory separations for ATCs.
DoD Instruction 1400.25, Volume 336, “DoD Civilian Personnel Management System: Civilian Firefighters and Law Enforcement Officers, Incorporating Change 1, December 1, 2017.”
Defines procedures to use in mandatory separation situations and delegates authority to approve exceptions to mandatory separations for Firefighters and Law Enforcement Officers.
DoD Instruction 1400.25, Volume 830, “DoD Civilian Personnel Management System: Civil Service Retirement System (CSRS), August 22, 2014.”
Defines servicing human resources offices and benefit centers responsibility to ensure employees receive adequate and timely information and the assistance necessary to make informed decisions about retirement. Instructions are also set forth describing how to complete retirement applications for CSRS employees.
DoD Instruction 1400.25, Volume 840, “DoD Civilian Personnel Management System: Federal Employees Retirement System (FERS), August 22, 2014.”
Defines servicing human resources offices and benefit centers responsibility to ensure employees receive adequate and timely information and the assistance necessary to make informed decisions about retirement. Instructions are also set-forth describing how to complete retirement applications for FERS employees.
DoD Instruction 1400.25, Volume 870, “DoD Civilian Personnel Management System Federal Employees Group Life Insurance (FEGLI), August 22, 2014.”
Defines servicing human resources offices and benefit centers responsibility to provide adequate and timely information and the assistance necessary to ensure employees are equipped to make informed decisions about Federal group life insurance.
DoD Instruction 1400.25, Volume 890, “DoD Civilian Personnel Management System Federal Employees Health Benefits (FEHB), August 22, 2014.”
Defines servicing human resources offices and benefit centers responsibility to provide adequate and timely information and the assistance necessary to ensure employees are equipped to make informed decisions about the FEHB program.
Phase Retirement is a HR tool that will allow full-time employees to work a part-time schedule and draw partial retirement benefits during employment. It is also another tool to enable agencies to manage their workforce, promote best practices, and encourage experienced employees to spend some time mentoring the next generation of experts.
Participation is voluntary, and requires the mutual consent of both the employee and employing agency. In order to participate, an individual must be a full-time employee for the preceding three years. Under CSRS, the individual must be eligible for immediate retirement with at least 30 years of service at age 55, or with 20 years of service at age 60.
Under FERS, the individual must be eligible for immediate retirement with at least 30 years of service at the minimum retirement age of 55-57 depending upon year of birth, or with 20 years of service at age 60.
Section 100121 of Public Law 112-141, the "Moving Ahead for Progress in the 21st Century Act," or "MAP-21" approved on July 6, 2012, authorizes this tool.
Additional Information and Resources:
Phased Retirement Fact Sheet
Employment as a Phased Retiree
Phased Retirement final FR Vol 79 No 153
Professional Liability insurance protects and defends against financial liabilities that may arise while on the job.
Overseas Healthcare ProgramDoD Components are delegated the authority to prepay the costs of emergency health care. This authority includes the cost of medical evacuation and/or the cost associated with medical treatment at an overseas health care facility for the DoD civilian employee and the authorized dependents assigned to, or performing temporary duty, outside of the United States, its territories and possessions.
Injury and Unemployment Compensation Programs
DoD Instruction 1400.25, Volume 810, “DoD Civilian Personnel Management System: Injury Compensation, Administratively reissued April 16, 2009.”
DOD-wide policy and guidance regarding Injury Compensation.
DoD Instruction 1400.25, Volume 850, “DoD Civilian Personnel Management System: Unemployment Compensation, July 7, 2017.”
United States Department of Labor
Division of Federal Employees’ Compensation (DFEC)
Laws and Related Materials
DoD Instruction 5120.39, “DoD Wage Fixing Authority - Appropriated Fund and Nonappropriated Fund Compensation Programs, Incorporating Change 1, July 26, 2017.”
Other:
Public Law 92-392- Prevailing Rate Systems
5 CFR 532– Prevailing Rate Systems
Compensation Policy Memorandum - Update to FY 2018 Prevailing Rate Pay Adjustments
OPM Pay & Leave, Pay Systems – Appropriated Fund Operating Manual
OPM Pay & Leave, Pay Systems – Nonappropriated Fund Operating Manual
Talent Development provides the full range of program management and policy development. We clarify laws and government-wide regulations for Training, Education, and Professional Development for the DoD civilian workforce.
Talent Development writes training, education, and professional development policy and guidance related to programs in our portfolio to include DOD Issuances, Memoranda, and Program Guidance. Where and when applicable, Talent Development responds to Congressional, Office of Management and Budget, and Office of Personnel Management inquiries and provides information on a myriad of training-related topics.
The following Laws, Policies, Issuances, and Guidance documents fall within the Talent Development Line of Business portfolio.
Laws:
DoD Directives (DoDD)
DoD Instructions (DoDI)
Talent Development Instructions:
Memoranda
Policy Related Memoranda related to Civilian Training and Education
DOD Constitution Day and Citizenship Day and Constitution Week
Memorandum for Human Resources Directors, dated May 21, 2018, presents key findings of the U. S. Office of Personnel Management’s Federal Supervisory Training Program Survey
2018 Signed OPM Memo - Federal Supervisory Training Program Survey Results.pdf
Administrative Grievance System
DoD Instruction 1400.25, Volume 771, “DoD Civilian Personnel Management System: Administrative Grievance System, Incorporating Change 1, Effective June 13, 2018.”
Authority
Awards
DoD Instruction 1400.25, Volume 451, “DoD Civilian Personnel Management System: Awards, November 4, 2013.”
Authority
This volume establishes DoD policy, assigns responsibilities, delegates authority, and establishes requirements, pursuant to the authority of Parts 451 and 531 of title 5, CFR and Section 5336 and Chapter 45 of title 5, U.S.C., for DoD civilian employee awards and awards programs.
Labor-Management Relations
DoD Instruction 1400.25, Subchapter 711, DoD Civilian Personnel Management System, December 1996
Authority
Chapter 71 of title 5, U.S.C.
Performance Management
DoD Instruction 1400.25, Volume 430, “DoD Civilian Personnel Management System: Performance Management, August 5, 2014.”
Authority
Performance Management and Appraisal Program
DoD Instruction 1400.25, Volume 431, “DoD Civilian Personnel Management System: Performance Management and Appraisal Program, February 4, 2016.”
Authority
The Performance Management and Appraisal Program is covered under Chapter 43 of title 5, U.S.C. and Part 430 of title 5, (CFR).
Title 5, CFR § 430.205 Agency performance appraisal program(s). (a) Each agency shall establish at least one appraisal program of specific procedures and requirements to be implemented in accordance with the applicable agency appraisal system. At a minimum, each appraisal program shall specify the employees covered by the program and include the procedures and requirements for planning performance (as specified in § 430.206), monitoring performance (as specified in § 430.207), and rating performance (as specified in § 430.208). (b) An agency program shall establish criteria and procedures to address employee performance for employees who are on detail, who are transferred, and for other special circumstances as established by the agency. (c) An agency may permit the development of separate appraisal programs under an appraisal system. (d) Agencies are encouraged to involve employees in developing and implementing their program(s). When agencies involve employees, the method of involvement shall be in accordance with law.
DoD Instruction 1400.25, Volume 251, “DoD Civilian Personnel Management System: Relationships With Non-labor Organizations Representing Federal Employees and Other Organizations, October 23, 2014.”
Authority
Suitability and Fitness Adjudication for Civilian Employees
DoD Instruction 1400.25, Volume 731, “DoD Civilian Personnel Management System: Suitability and Fitness Adjudication for Civilian Employees, August 24, 2012.”
Authority
Workplace Violence Prevention and Response Policy
DoD Instruction 1438.06, “DoD Civilian Personnel Management System: Workplace Violence Prevention and Response Policy, January 16, 2014.”
Authority
Performance Management and Certification
Instruction 1400.25, Volume 920
Authority
5 U.S.C. 4311-4315, 4301-4302, 4304, 5307(d)
5 CFR Part 430, subparts A, B, C and D
SES/SP Performance Management Certification
Executive Resources Boards
Authority
5 U.S.C. 3393(b)
Biennial Allocation
Authority
5 U.S.C. 3133
Position Designations and Appointments
DoD Directive, 1403.1, The Senior Executive Service and Equivalent-Level Positions and Personnel
Authority
5 U.S.C. 3132(b), 3391-3395; 3104; 3324; 3325; 3133; and 5108
5 CFR Part 214, subpart D; 5 CFR Part 316; 5 CFR Part 317, Subparts E and F; 5 CFR Part 319, subpart C and D
Pay and Other Compensation
DoD Instruction 1400.25, Volume 920
Authority
5 U.S.C. 5307, 5318, 5376, and 5381-5385
5 CFR Part 534, subparts D and E; Part 530, subpart B
Awards
Authority
5 U.S.C. 4501-4509 and 5384
5 CFR Part 451 and 534, subpart D
Executive Development
DoD Directive, 1403.03, The Career Lifecycle Management of the Senior Executive Service Leaders Within the Department of Defense
Authority
5 U.S.C. 3373-3375, 3396, 4103, 4121
5 CFR Part 412.202, 412.301, 412.302, 412.401; 5 CFR 334
Removals and Suspensions
DoD Instruction 1400.25, Volume 920
Authority
5 U.S.C. 3393(g), 3592, and 7541-7543
5 CFR Part 359 and Part 752
Leave
Authority
5 U.S.C. Chapter 63
5 CFR Part 630
Talent Management and Succession Planning
DoD Directive, 1403.03, The Career Lifecycle Management of the Senior Executive Service Leaders Within the Department of Defense
DoD Leader Development Continuum Framework
Highly Qualified Experts/Highly Qualified Experts-Senior Mentors
DoD Instruction, 1400.25, Volume 922, DoD Civilian Personnel Management System: Employment of Highly Qualified Experts (HQEs)
Authority
5 U.S.C. 9903
Combatant Commands
DoD Directive 5100.03, Support of the Headquarters of Combatant and Subordinate Unified Commands