CHRA BRAC TRAINING CONFERENCE

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CHRA BRAC TRAINING CONFERENCE October 26 30,
2009
Ms. Denise Copeland Chief, Civilian Personnel
Division
Our mission is to provide the Army the
installation capabilities and services to support
expeditionary operations in a time of persistent
conflict, and to provide a quality of life for
Soldiers and Families commensurate with their
service.
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Current Civilian Workforce Strength

• Appropriated Fund
• 39,048
• Non-Appropriated Fund
• 25,105
• Local National
• 9,996
• TOTAL 77,149

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ORGANIZATIONAL CHANGE
EXISTING
END-STATE
IMCOM HQ Functional Staff
IMCOM HQ Functional Staff
Consolidate technical expertise
at IMCOM HQ that is
both Enterprise Focused and Region/Garrison
Specialized (SYNERGY)
MUST
Functional Staff at Regions
Northeast Region Technical Staff
Europe Region Technical Staff
Southeast Region Technical
Staff
Pacific Region Technical
Staff
Korea Region Technical
Staff
West Region Technical Staff
Region Installation Support Teams (RIST)
Generalists resolve or reach-back to functional
support at HQ IMCOM (FOCUS)
Garrison Functional Staffs
HQ IMCOM provides adequate resources, staffing
and training to garrison, so they are able to
provide adequate customer support across the
board for all day-to-day garrison operations
without need for assistance except in
extraordinary or emergency situations
(EMPOWERMENT)
MUST
Garrison Functional Staffs
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Projected IMCOM Enterprise Manning Flow
50 of FSH End-state
70 of FSH End-state
Actual
Projected
Garrisons Fort McPherson Fort Monmouth Fort
Monroe IMCOM HQ and Region data Source 1 Oct
2009 Annex K
5
Done
Phase 1Transformation (Planning)

• Enterprise-Wide Implementation Guide
• HR Implementation Plan
• Initial realignment according to shared services
• Region personnel identified to fill Region
  positions
• Non-binding canvass identified over 148 early
  movers to FSH
• Phased relocations underway now
• Leased space acquired for 750 positions
• Started filling vacancies in FSH this year

This train has left the station!
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Phase 2 Relocation (Execution On-Going)

• Executed through the IMCOM Volunteer Process
• Every permanent employee volunteer guaranteed a
  job offer at their current pay band or grade
• Administered through signing acceptance of
  relocation, and subsequently accepting assignment
  in writing
• Must meet OPM/DoD qualification standards
• Job offer order of priority
• Direct match Same/essentially same job at old
  and new location
• Indirect match Same/similar functional family
• Other match Job may need to be restructured to
  make an offer
• Relocate in phases
• Management determines move date of position with
  consideration of employee preference or personal
  circumstances

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Relocation Tools and Programs

• HQ IMCOM BRAC/Transformation CARE Office
• Group Relocation Incentive
• 18 Relocation Incentive
• Paid after fulfillment of one year service
  agreement
• Spouse Relocation Employment Consideration Plan
• Defense National Relocation Program (DNRP)
  Guaranteed
• Home Sale (GHS)
• Homeowners Assistance Program (HAP)
• Home Marketing Incentive Payment (HMIP)
• Permanent Change of Station (PCS) expenses
• House hunting trip

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• Recruitment Strategy
• Civilian Executive Development Assignment Program
• Use of Recruitment/Relocation/Retention
  Incentives
• Partnership with AMC Fellows Program
• Workforce Planning
• Monitor fill rate/fill time
• Positive engagement with CHRA and CPACs
• Outplacement for in-voluntary separations
• IMCOM NE Region - Reassignment Program

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INSTALLATION MANAGEMENT COMMAND
Sustain, Support and Defend