Business Based Actions BBA

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Business BasedActions (BBA)
Managing organizational and business realities

• BUPERSINST 5300.10A

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Whats here

• Definitions
• Whats Needed
• Standards
• Interpersonal Skills
• BBA Steps
• BBA Types
• Competitive Areas
• Employment Categories
• Competing Categories

• Performance Ratings
• Retention Register
• Mock BBAs
• General Notice
• Specific Notice
• Execute
• Additional Information
• BBA Records
• Thats all

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Definitions, Page 1 of 2

• BBA A management initiated, Business Based
  Action, used to adjust resources in response to
  changes in business revenue, budget, workload,
  organization, mission, etc
• Performance Rating for BBAs, these are the
  immediate past two annual performance ratings
  recorded on the Non-Appropriated Fund Employee
  Performance Rating Form, NAVPERS 5300/17, (Rev
  03-06) and previous versions

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Definitions, Page 2 of 2

• Competitive Area the total NAFI activity or
  that portion of the activity in which management
  plans to take the BBA and in which all competing
  employees are located or employed.
• Competitive Level All positions in a
  Competitive Area that are
• Of the same pay plan, series, grade and title for
  CT positions, or
• Assigned to the same pay band, position title and
  series for pay band positions and in the same
  employment category. i.e., regular full time
  (RFT), regular part time (RPT), or flex employees
  with 3 or more years service

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Whats Needed

• To administer a BBA you will need
• Management decisions and directions
• BUPERINST 5300.10A and applicable command and
  department standard operating procedures (SOPs)
• Employees Official Personnel Files (OPF)
• Annual Performance Ratings for affected employees
• Applicable forms and routine office supplies,
  including word processing capability

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Standards, Page 1 of 2

• This task is done correctly when
• The need for a BBA has been justified and
  approved through all applicable levels of command
• Affected employees have a clear understanding of
  all BBA procedures and have been notified in a
  timely manner

Continues on next slide
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Standards, Page 2 of 2

• This task is done correctly when
• All BUPERSINST 5300.10A prescribed BBA procedures
  have been followed in correct sequence
• Every reasonable effort has been made to help
  affected employees find other employment

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Interpersonal Skills

• BBAs are challenging
• Stay informed
• Communicate regularly
• Answer questions
• Minimize rumors
• Tell the truth
• Assist affected employees with employment
  procedures and opportunities

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BBA Steps

• BBA Procedures Include
• Determining type of BBA
• Identifying Competitive Areas and Levels impacted
• Specifying positions/jobs and employees involved
  (competing and non-competing Categories)
• Reviewing personnel files for SCD and performance
  ratings
• Preparing BBA Register
• Conducting mock BBAs
• Issuing General Notice
• Issuing Specific Notice
• Preparing Re-employment Priority List (RPL)
• Executing BBA / Issuing PARs

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BBA Types

• Reduction in salary and/or pay band
• Furloughs of 8 calendar days or more
• Reduction in employment category
• Separation for business-based reasons
• Note Reductions in pay resulting from
  misconduct are
• processed using the BUPERSINST 5300.10A
• directions for Severe Disciplinary Actions.

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Competitive Areas

• May be the total organization or a segment of the
  organization (for example all of NAS Blue Sky or
  just the Clubs on NAS Blue Sky)
• Must be established and published 90 days before
  the General Notice is issued
• Employees should have reasonable access to the
  Notice of Competitive Area/s (e.g., published in
  an instruction placed on a bulletin board
  distributed in a flyer, etc.)

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Employment Categories

• Identify affected categories covered by the
  proposed BBA
• Regular full-time
• Regular part-time
• Flexible
• Identify affected categories by position/job
  title, series, and grade or pay band
• Determine covered categories as competing and
  non-competing

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Competing Categories
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Performance Ratings, Page 1 of 2

• Requirements
• Use only annual Performance Ratings
• Compare Performance Rating evaluation dates to
  the date of the BBA General Notice
• Ensure new employees are covered under
  presumptive rating rules per BUPERSINST 5300.10A
• Review 14 month rule for the most current annual
  Performance Rating

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Performance Ratings, Page 2 of 2

• Performance ratings are the first determinant in
  deciding which covered employee will be impacted
  by a BBA. Points are assigned to the overall
  annual performance ratings as follows
• Outstanding 5 points
• Highly Satisfactory 4 points
• Satisfactory 3 points
• Less than Satisfactory 0 points
• Using the two most recent annual performance
  ratings for competing NAF employees, place
  employees in a performance category based on
  total points earned.
• For example
• 9 - 10 points Gold Performance Category
• 7 - 8 points Silver Performance Category
• 3 - 6 points Bronze Performance Category
• Longevity is considered only when employees
  impacted by a BBA are in the same performance
  category.

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Retention Register, Page 1 of 4

• Retention Register Includes
• Effective date
• The Competitive Area and Competitive Level
• business office, CYP, clubs, wait staff, etc.
• e.g., full-time, part-time, flexible
• Position title, series, and grade or pay band
• Employee names
• Dates of the annual performance ratings
• Employees' Service Computation Dates (SCD) from
  Official Personnel File (OPF)
• Performance category (gold, silver, bronze, N/A)

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Retention Register, Page 2 of 4
SAMPLE
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Retention Register, Page 3 of 4
SAMPLE
Note One of Daves Performance Ratings were
presumptive.
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Retention Register, Page 4 of 4
Note There were no NCEs in the Gold Category.
SAMPLE
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Mock BBAs

• Recommend that a mock BBA be prepared at least
  twice by two different individuals
• Reduces potential for an administrative or
  procedural error that may reverse the BBA on
  Appeal
• More reviews the better remember, an error on
  one individual's placement on the Retention
  Register may impact the entire process

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General Notice

• Reason for the planned action
• Nature of BBA (separation, furlough, etc.)
• Projected effective date of actions
• Titles, series, grades/pay-band, and employment
• categories of positions impacted by planned
  action
• General Notice must be posted or made available
  to
• employees a minimum of one calendar day before
  Specific Notices are issued

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Specific Notice, Page 1 of 2

• The Specific Notice must be issued at least one
  day (24 hours) after the General Notice was
  issued
• Specific Notice must include
• Employee information to include job/position
  title, series, grade/pay-band, employment
  category
• Reason and description of BBA
• Effective date of action

Continues on next slide
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Specific Notice, Page 2 of 2

• Specific Notice must include
• Statement that the action is non-disciplinary and
  does not preclude re-employment
• Information on the Re-employment Priority List
  (RPL)
• Information on eligibility for Interchange
  Agreement
• Information on unemployment compensation

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Execute BBA

• Working from the bottom of the BBA Register, take
  the determined personnel action with each covered
  employee, starting with the non-competing
  employees (NCEs)
• If no NCEs, take the determined personnel action
  starting with the employee in the lowest
  performance rating group with the least amount of
  creditable service
• Continue process until all needed BBAs in the
  Competitive Level have been taken
• Prepare and issue PARs

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BBA Records

• A BBA file must be established whenever such
  actions are taken.
• Maintain for 2 years from effective date of
  action
• Contents
• General Notice
• BBA Register
• Specific Notice
• Individual PAR that consummated BBA
• Copy of full appeal file, where applicable
• Annotated and updated copy of Re-employment
  Priority Lists (RPLs) that resulted from BBA

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Additional Information

• BUPERSINST 5300.10A, Personnel Manual for
  Nonappropriated Fund Instrumentalities (NAFIs)
• MWR Managers desk reference, Vol. 3, Task 6.12,
  Facilitate Business Based Actions (BBAs)
• DoD Base Realignment and Closure information at
  http//www.cpms.osd.mil/bractransition/
• See notes page for Critical Event Sequence

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Thats All There Is To It

• Suggestions and requests to
• Commander, Navy Installations Command (CNIC)
• FFR Training Branch, N947
• Millington, TN 38055-6540
• Com [phone] DSN 882-6727
• helen.turner1_at_navy.mil