November 22, 2019
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VSIP-VERA Webcast


Good morning!
On behalf of the United States Office
of Personnel Management I would like to welcome
you to today’s webcast. Well, our topic is on the Voluntary Early
Retirement Authority and the Voluntary Separation
Incentive Program. My name is Renee Singleton and I am a Manager
over in the Agency Support & Technical
Assistance Office where I oversee a team of
Human Capital Support Officers. Today we are quite fortunate
to have two presenters today. We have Ms. Pam Galemore,
a Human Resources Specialist in our Hiring and
Policy Office, and Ms. Nnenna Uzochukwu, who is also a Human
Resources Specialist in our Human Resources
Services Group. Together these two ladies will
be providing an overview on the Voluntary Early
Retirement Authority and the Voluntary Separation
Incentive Program. They will be addressing
the process that’s entailed
for this effort as well as the statutory
and regulatory requirements governing these two areas. With no further ado, I’d like
to turn this over to Pam. Once Pam has presented
her piece of information, we’ll move to Nnenna, and then we’ll be
receiving questions in which we’ll address
for all to share. -Thank you.
-Pam, please. Excuse me? The email address will be provided at the
conclusion of the presentation. -Thank you.
-Please Pam. Good morning!
Thank you, Renee. Again, my name
is Pam Galemore. I am with Hiring Policy and Recruitment and Hiring
Employee Services here at OPM. And as Renee said, what we’re
going to be going over today is the purpose of
VERA and VSIP. Renee was very nice and she
actually spelled them all out, but I’ll be using the
acronyms of VERA and VSIP throughout this presentation. Now hopefully
you can hear me. Again, my name
is Pam Galemore. We’ll have to go over
this quickly again. I am from the Office of
Personnel Management Employee Services. And as Renee said,
we’ll be going over the Voluntary Early
Retirement Authority and the Voluntary Separation
Incentive Payments. Renee was very good
that she spelt… sounded all of them out, but I’ll be basically
saying VERA and VSIP throughout this presentation. VERA, and what we’ll be going over is the
purpose of these authorities, what is the eligibility
criteria for employees that you may wish to
offer VERA and VSIP too, the criteria for
agency requests, and Nnenna is going
to be going over the actual request processing
that’s done here at OPM. This is a very,
very broad overview. We cannot touch on every
aspect of either program so we just want to give you an
idea of what they’re used for, what’s necessary
for you to consider if you’re going to
utilize these programs to help you get where you
need to be within your agency. The purpose of both
of these programs is mainly to avoid
reductions in force. Reductions in force
are necessary when an agency is
going to restructure or reshape its workforce
or reduce its workforce, that’s going to
require someone to be involuntarily separated
or downgraded. Notice the word involuntary
for reduction in force. VERA and VSIP both have the
word voluntary in their names. The purpose of these
programs is to incentivize certain employees to leave that are not going
to adversely affect the mission and
function of your agency, but will help them
voluntarily decide to go, so that you can hopefully
either avoid entirely, or at the very least, lessen the impact of
any required reduction in force. These are management tools. There is no employee entitlement
to either a VERA or a VSIP. These are tools to help the agency get
to where it needs to be, both within its budget and
its mission and functions as ordered to do by the
administration and our Congress. Again, it’s to incentivize
voluntary separations, to avoid or lessen
the impact of a RIF. Neither VERA nor VSIP is a short-term solution
for a budge cut. These are long-term solutions, because you are affecting
positions, okay? These are
position-based programs. So if you have… if you have
a very short-term reduction in the rest of the
fiscal year, for example, that you can meet
via furlough, that will be much
more appropriate than coming after
a VERA or VSIP, because these are permanent
reductions in your workforce, okay, or permanent
changes in your workforce. VERA and VSIP also
are not to be used to address performance
or conduct issues. If you think about it, these are
Voluntary Separation Incentives. Why would you use these
authorities to incentivize poor performance
or poor conduct? We all know that there are
appropriate regulatory methods and procedures to address
those particular issues, okay? Also, neither of these
programs are to implement what may happen. These programs are to help you
get to where you need to be based upon where you have
decided you are going to go, okay, either because
of a budget reduction, you have a new
mission or function, your function or
mission is changing, again, by Congressional
direction or administrative direction, therefore that’s
what these programs are to help you
to get to, okay? They are not to be used
for anticipated scenarios, because if they are, what if
that scenario never occurs? You’ve just gotten… you’ve
just incentivized folks to leave and you need to
do the same thing and now you’re going to
have to staff up again, so that doesn’t make a
whole lot of sense, okay? Also, these positions, we will not consider a VERA or
VSIP request for any positions for which an agency may already
have direct higher authority, or that you have… are paying
recruitment incentives. The reason being is, if you’re
having trouble getting them, why are you letting them go or why are you incentivizing
them to leave, okay? We’re going to cover each
program separately, okay? First we’re going
to go with VERA or Voluntary Early
Retirement Authority, okay? Again, VERA, harping on this,
it’s a voluntary separation. It is a cost-effective
separation, more so than any kind
of reduction in force. The only cost…
there’s no additional cost other than any other
voluntary separation. For example, you’re
still going to have a lump sum annual
leave payment that you’re going
to have to pay, but you will not have
to pay severance pay. You will not have to pay any
unemployment insurance that’s associated with
involuntary separations. The vacated position, that if a person is eligible
for VERA accepts the offer, the position either has to
be abolished or restructured or used to place
another employee who happens to be in the
surplus position, okay? So if say, for instance,
I am not eligible for a VERA and my position is
going to be abolished because of a
change in direction of where we’re
going as an agency. However, John Doe,
over… my cube mate, he is a retirement eligible and he is ready
to go ahead and go for the second
part of his life and is ready to go
ahead and retire, however he is not eligible. The agency can use the VERA so that Joe can
separate voluntarily and provide a position
for me to go to instead of running a RIF because my position is no
longer necessary, okay? OPM will approve
the agency request, and we’ll go over the
agency request a little bit. And VERA can also be used
in conjunction with VSIP or Voluntary Separation
Incentive Programs, which we’ll cover
in just a moment. The basis for
a VERA Request or Voluntary Early
Retirement Authority Request is that the agency
must be undergoing some kind of
substantial delayering. Maybe you’re reducing
the span of control for your supervisors
or managers. You’re reorganizing. You’re finding a better way to
do the work that you need done. You have to do a
reduction in force. For instance, you have a budget
cut that you have to address, you have surplus employees that you need
to get those positions freed up. You have a
transfer function, you’re moving a particular
function of your agency from one location to another, or if you’re doing any other
kind of restructuring, okay, we’ll go over into some other
examples in just a moment. Another basis could be if
you’re going to separate or if you’re likely to
separate or downgrade a significant percentage
of your workforce. For instance, you’re
automating a function, so you no longer
need as many people, but you really have
places for people to go, but you’re not going
to need the same grade, so you’re going to abolish
positions at certain grades, establish positions
at lower grades, again, before somebody
could be involuntarily downgraded or separated
you’d have to run a RIF. So this again, VERA
might be helpful for you to incentivize for
voluntary retirement so that may be you wouldn’t
have to run a RIF, okay? Or you have employees
in positions that are becoming surplus
or excess to your agency. Again, for example,
you’re automating a function, you don’t need as many, okay? Or you need new
or different skills because of a congressionally
mandated or administratively mandated
function or a new program or a change in direction of
your current programs, okay? Again, notice the word is in the
first one, will likely separate, identified, all of these indicate that
you have made decisions and you’re going to
use these programs to implement those decisions. Again, these programs are
not for an anticipated need or what may happen or what
you may decide to do, okay, because of the way
the law is written and also just to ensure
that you can perform, you know, your continued
highly successful mission and function, okay? The agency decides if the
agency wants to do VERA or request VERA, there are other decisions that
you have to take into account that you’re
going to have to implement during your
VERA authority period. For instance, what positions where you will be allowed
to be covered by VERA? Again, why would
you offer VERA to positions that
you’re trying to… that you have a direct
higher authority for or positions that you
are… are hard to fill? If you have people in
there doing those jobs, it’s not a good idea to
incentivize their separation. So you decide which positions
you will offer the VERA to. How long you’re going… when
you’re going to offer it, okay? Again, you come into
OPM for the request that Nnenna will
cover later and… but I want to offer through the
end of the fiscal year, okay? You’re trying to
address a particular, maybe a budget reduction and you
need the people off the rolls. Or if you’re coming in,
you’ve decided that you’re going
to reorganize and you need the people
to be off the rolls by the end of
December, okay, so you can take full advantage
of the cost reduction during the first quarter of
the new fiscal year. Okay? These are all decisions that
you as an agency would make. How long are you
going to offer it? How many you’re going
to allow to retire? You might have a lot of folks
that are retirement eligibles, but you as the agency, again, this is an agency,
a management tool, so you determine how many you’re going to
allow to separate by VERA. The criteria for
approving applications if too many employees apply. Say, for instance, you have a
large amount of VERA eligibles, you can also dictate that
you will only approve a certain number, okay? And the latest date
for VERA separations, this date cannot be beyond the authority that OPM has
granted you VERA authority for. That would not be legal. So any separations
for VERA must occur during the period of
the OPM approved VERA, Voluntary Early
Retirement Authority. That’s not to say that
employees can’t separate, it’s the same with Voluntary
Separation Incentive Payments, okay, or Buyouts. They can go
whenever they want, but it’s an agency tool,
a management tool. So if they want
to go by a VERA, you have the authority
to set the date, to set the
separation date, okay? Anybody can separate
anytime they want, but if they want to go under
Voluntary Early Retirement, they go by this date, okay? The VERA Eligibility
for the employee. They have to have at
least 20 years of service with 50 years of age, okay, or have at least 25 years
of service at any age. By the way, it’s interesting, but some people will
call us at OPM and go, I wasn’t covered,
I wasn’t offered a VERA. It’s because they are 58
with 30 years of service, they are already
eligible to retire, they don’t need a Voluntary
Early Retirement Authority in order to retire and
collect their annuity. So VERA only applies for
early retirement, okay? For Civil Service Retirement
System employees, you need to make them aware that there will be a permanent
reduction of 2% per year for each year they’re
under 55, okay? The Federal Employees
Retirement System or FERS, there is no reduction
in the FERS annuity. But they need to know that so
that they’re not surprised, and I am sure if
you do offer VERA your Human Resources
Office would be inundated with requests for
retirement estimates. So also take that
into consideration when you prepare for
your VERA offers. They must have been
on the agency rolls for at least 31 days before the
agency requests the OPM VERA. Again, this is another
statutory requirement. They must occupy a position covered by your
agency plan, okay? Again, when the plan
comes into OPM, you’re covering all of
this information in the request and the employee has to
be covered by the plan. If you need to amend your
request, that’s fine, okay? If you find another…
if something else happens and you are around a
current VERA window and you need to address
that situation as well, you can come in and request an
amended VERA, that’s fine, okay? But you would still have to
provide us with the information that’s required both
by law and regulation. Again, the employee
must… to get a VERA the employee must retire by the
date that the agency sets, okay? And again, there is no
entitlement to VERA. So if an employee
in one organization starts beating down HR’s
door saying, I want to go too, they might be in a position
you can’t afford to lose, okay? So again, it’s the
agency decision, it’s the agency
program or plan or tool to get to where they
need to be, okay? Okey-doke. Also for VERA Eligibility, again, there are
different ways to address performance
and conduct. So if an employee has received
a final decision notice for separation,
involuntary separation due to performance
or misconduct, they are not
eligible for a VERA. And they must not be serving
on a time-limited appointment. Meaning, having a not to exceed
date on their appointment. So no temporaries,
no term employees, none of those employees would
be eligible for a VERA, okay? The Laws and Regulations
covering VERA are the Civil Service
Retirement System, and actually we have
two Retirement Systems so we have two different
sets of Laws and Regs. For the Civil Service
Retirement System we have the authority
cited on here, the 5 U.S.C
Section 8336. The (d)(2)(D)
specifically provides… is discussing the Voluntary
Early Retirement Authority and also the
Regulatory Citation. And FERS is in
5 U.S.C 8414 and also the Code of Federal
Regulation Citation as well. Okay. And by the way, I wanted to…
I’ll show these again later, but on our website
at opm.gov, and we’ll have the
website later on, for more information on
either of these programs we have the Guide to Volunteer
Early Retirement Authority as well as the Guide to Volunteer Separation
Incentive Payments, okay, and we’ll show those
again a little later. Okey-dokey, moving on,
we’re going to discuss VSIP, Voluntary Separation
Incentive Payments, also known as Buyouts. Now, VSIP or Buyouts have
been around in various forms since the mid-90s, okay? There was a major life
lesson learned in the 90s. When the VSIPs
were first offered, there was no requirement for
agencies to really consider how they’re going to use this
program to address at that point mandatory reductions in
the federal workforce. So I worked for an agency where it’s like, okay,
anybody wants to go, go, because we have to address this
initiative, and so they did. Anybody who wanted
to go could go. Unfortunately, we lost our
entire HR Policy Office and a major agency, because there was
just no strategy. And then after everybody
left it was like, oh my gosh, what are
we going to do now? So they had to literally bring
people in from the field, costly, in order to continue
the function that was previously
being performed. They needed that function. They needed people
in that function. It just was not a very good way
to implement a Buyout Program. You need to know where you’re
going to be, where you are now, and where you’re going to be after these incentive
programs are done, okay, that’s the
whole point of these, to help you get
from here to there, hopefully without involuntary
separations or RIFs that are more costly and
much more disruptive, okay? VSIP, generally less
expensive than RIF, okay? That’s because you’re
not paying severance pay. However, which could
under Severance Pay Law potentially go up to an
employee’s annual salary, okay? VSIPs are limited. The current law restricts
them to no more then $25,000. An employee would be
eligible under Buyout for either the Buyout amount or what they otherwise
would have been entitled to under the Severance
Pay computation. The agency has the right
to set the VSIP amount; the $25,000 is maximum. An agency can set any amount
from $5,000-$25,000, okay, it’s your call, what can
you afford to do, okay? It might come into play about
when you’re offering these, if you have to take
an immediate reduction in the last quarter
of the fiscal year, you might not be
able to go as far, or if it’s in the
first quarter, you might get more folks to
leave in the first quarter, you’re going to save more
money throughout the year, so you might be able to
go with a higher amount. But that’s totally the
agency’s call, okay? Again, the employee has
no right to either amount, so it’s up to
you as the agency to decide how much
you wish to offer. Again, with VSIP there is no
unemployment insurance cost, because again, these are
voluntary separations, and the request
would come in to OPM, and with… for
VISP and VISP only, it also requires
OMB concurrence that Nnenna will cover
in a little bit. Okay. The basis for the VSIP
Request or Buyout Request is that you must
submit to OPM, and also with OMB
seeing later on, an agency plan outlining the
intended use of the VSIP Program or Buyout Program, including a proposed
organizational chart showing you that you got
to where you need to be at the completion of the
VSIP Program, okay? What are the expected changes
from where you are today to where you are tomorrow, okay, after the
program is done? How will VSIP help you
get from here to there? That’s really what
we’re looking for, okay? The Agency Decisions
you have to make for the purposes of your
plan and also to submit to OPM. The number and the
maximum amount of VSIPs; remember up to $25,000 and how
many you’re going to offer, okay, which will in turn
tell you exactly how much you’re going to paying
in the total VSIP program. The specific positions
and functions to be reduced or eliminated. This is a requirement of law. Again, it’s unlike the
initial Buyout authority back in the early 90s, this requirement is
forcing the agencies to think through the
decision on how the VSIP is going to help you get
to where you need to be and still perform your
mission effectively and highly successfully
as you always have, okay? The specific positions
and functions to be reduced or eliminated could include positions
that you anticipate that you will restructure once the position is
vacated by VSIP, okay? Again, for instance, we’re automating the function
I currently perform, so my position
description of record is going to change dramatically. So when we’re done that
position description is gone and this new position will
be established, okay? So whose… the position to
be reduced or eliminated could include this
position, okay? The categories of employees that you’re going
to offer Buyouts or VSIPs to. The requirements are that you
would specify the organization, the location, the series, and grade levels of who you’re planning
to offer the VSIPs to. Again, looking at it,
when you see that list it’s like, okay, we have 15 and
we’re going to offer it to 10. Can you afford to… I mean, can
you still perform effectively and efficiently with
those 5 positions left? It’s trying to help you make sure that you’re
not going to… your mission function is not
going to suffer adversely by implementing VERA
and VSIP, okay? And the latest date
for VSIP separations, like VERA, okay, I can separate whenever I want, but if I want to
go with a Buyout, I’ve got to go when the
agency says to go, okay? As a matter of fact, personally, I was going to take a Buyout
back in the mid-90s, okay, and the Buyout date was they
were closing our Bureau, the Buyout date
was September 30, and it’s like, okay,
see you, and by the way, 25,000 is not a
whole lot of money after taxes. But anyway, then I happened
to be in the HR Office and was needed to help
close down the Bureau, the offer changed. It was like, if
you want a Buyout, you’ve got to stay
until January. I was like, well, I’ve
already made plans. It’s like, you can go
whenever you want, but if you want a Buyout then you have to stay
until this date. And it’s like, there were go. So that was the… the agency
had the right to make that call and then it was my choice
to accept or decline it. And ultimately, I
didn’t take a Buyout because they closed our
Bureau and I was RIFed. So anyway. But the latest date, again, the agency has the
authority to set that, and that’s another
one of the things for you to think
about as an agency, what is going to be the
most cost-effective date of separation? How is VSIP going to
best help you, okay? So when you… knowing that you have that
authority to set the date, you should be
able to use that in order to get you to
where you need to be in the most cost-effective
manner, okay? Again, as with VERA,
no payments can be made after the VSIP authority… the expiration date of the OPM
and OMB approved VSIP authority. So if you need somebody
to stay a little longer, maybe you didn’t anticipate this
with the initial request, okay, but you found out it’s like, oh my gosh, we need at
least five or six people to finish off this function before we can fully
close it out, that’s fine, but just come back
in and let us know, okay? Because you cannot
by law pay a VSIP beyond an OPM and OMB
approved authority. So just talk with your
Human Capital Officer that Nnenna is going to
talk about in a few minutes and let us know and
submit the information and we can go from
there, okay? More Agency Decisions
to again consider the mistakes in the
learning curve from the 90s is that the requirement
for you to tell us how you will operate without the
reduced or eliminated positions. Again, going back to ensuring
mission effectiveness after these programs
are done, okay? I apologize for continuing
to harp on this issue, but it’s very, very important, because we don’t want
what happened in the 90s when by the way, the positions
that were offered were human resources, procurement, contracting positions, the administrative
overhead type positions. And because there was not
a whole lot of thought it seemed or appeared at
the time for those Buyouts, notice where we are now. And the law, the
current law believe… I believe it was written
to address that, so that, that doesn’t
happen again. That we don’t put
ourselves in a position that we help people
go out the door and then realize that
that wasn’t a great idea, because now it is
adversely affected how we get our mission done, okay? The organizational chart
showing the expected changes after your VSIP program. Now, we’re not saying that
you have to move boxes in order to use
VERA and VSIP, okay? But you do have to show us that there is some
kind of change going on, okay? The boxes could stay the same. The boxes may have less
positions in them, or the boxes may have
different titles and series and grade levels, okay, but there’s got
to be a change. Again, VERA and VSIP are not
for the short-term fixes, not to separate or to
incentivize a separation of all your high grades and you’re going to turn
around and fill that exact same position
at a lower grade that’s ultimately going
to get back up here again, okay? And you’re not changing
the mission or function or the requirements for the job. It’s the same job. That’s not appropriate
for VERA and VISP. It’s just going to put
you back where you were just a few years down…
not that far down the road. So for both VERA and VISP,
there must be something that’s changing with the
positions or the organization. But I just want to say, even
though we need the org charts, they don’t have to… the boxes don’t have to
shift or change the name, but you’ve got to show us that there is something
that went on within the box that you’re offering
VERA and VISP for, okay? And how the agency will use
VERA in combination with VSIP? This could be as simple as
just including a statement to say that we will…
we’re offering VERA to assist in incentivizing the
maximum number of separations so to avoid our
reduction in force or to get to the reshaping
that we need to get to, okay? And no, I don’t
memorize everything so I do have to go to my notes,
hence the glasses as well. Okay. For VSIP Eligibility, okay, this is for the employee. The employee, again, cannot be serving in a job
with time limitation. Meaning, their job does not
have or their appointment does not have a not to exceed
date associated with it. They have to be in,
again, like VERA, in a position covered
by your plan, and notice again, each time
we’re saying position, we’re not saying the employee… we’re saying it’s all
position based, okay? And the employee must have
been continuously employed by the Federal Government
for at least 3 years. The type of appointment
is not covered by law, so it can be any
type of appointment, but it must have just
been continuously 3 years in the government, okay? Employees who are not eligible. Again, these are
specified by law, okay? A reemployed annuitant
cannot get a VSIP. You can’t pay them
to leave again, okay? If, again, like VERA, if an employee is in
receipt of a final notice, a final decision notice
of involuntary separation due to misconduct
or performance, again, VERA and VSIP
are not to incentivize poor performance or conduct, so they are restricted by law
from receiving a VSIP. If they’re eligible for
disability retirement, or if they have previously
received a VSIP under any authority. Now, after the 90s… about mid-90s,
94, from then on, we had the two
government-wide ones, and now we have our current one, but individual agencies also
had their own VSIP authorities. For instance,
Department of Defense currently has its own voluntary
VERA and VSIP authorities. They do not have
to come to OPM. But other agencies had
specific VSIP authority because Congress had
changed their mission so they provided them an opportunity to have
folks separate voluntarily rather than force…
reductions in force. Any VSIP, under any authority,
prohibits an employee from getting a VSIP under
the current law, okay? So actually if you are
anticipating using VSIP, that’s one of the things
that your Human Resources Office would have to review, because VSIP is done
by a personnel action, so their folder would document
if they ever received one. Even if they’re
covered by the plan, they are barred by law from
receiving a second one, okay? If they received a student
loan repayment within 36 months from the date of separation that
you’ve established for VISP, if they’ve received a
recruitment or relocation bonus within 24 months of
your separation dates, or a retention
bonus for 12 months. Again, notice a pattern here, you’ve incentivized
them to stay, why would you again, incentivize
them to now separate, okay? So these are
requirements of law that these people
are not eligible or these types of employees who have received these
types of incentives to remain in the workforce are not eligible
for an incentive to separate from
the workforce, okay? One other note that employees
need to be aware of is, for any VSIP, if they accept
a voluntary separation, an incentive
payment, or a Buyout, then they can… they can return
to the Federal Government, but they will be required to pay
the full amount of the Buyout to the agency
that paid it, okay? If they return to the Federal
Government within five years, and that’s any instrumentality
of the Federal Government, not necessarily to your agency or the agency they
separated from, but any agency, and then
the agency will find out, because when they
get the employee’s Official Personnel Folder, when they go through
their review, they will see that the
person received a Buyout, okay? So you need to ensure
that if anybody has any… if they put in their resume that they left
voluntarily with a Buyout, you need to inform them
that they would not be… that they cannot return
back to the government within five years without
repaying that full amount, okay? Not the net amount, not the 17,000… 16,000, 17,000 they may
have gotten after taxes, the full 25,000, because that’s
what the agency paid, okay? So employees do need to
be aware of that, okay? And here are the
Law and Regulation dealing with the VSIP. It’s interesting that
they are in Chapter 35, which is also ReductionóInóForce
statute chapter, okay? The regulation…
implementing regulation which lists all the
requirements are in 5 CFR 576, and we also have… again, the Guidance
are on the OPM website. If you go to
opm.gov/ReductionóInóForce and under General, we
have the Guide to Voluntary… excuse me, under the
Agency References Tab, we have the Guide to Voluntary
Early Retirement Regs, we also have the Guide to Voluntary
Separation Incentive Payments, and we also have an overarching Workforce Reshaping
Operations Handbook. These two are kind of thin. The Reshaping Operations
Handbook is kind of large, okay, because it covers a
lot of information; what you need to prepare
for in order to run a RIF, if these programs
don’t work for you or don’t work for
you enough, okay? But these Guides pretty much
cover in much more detail what we’ve talked
about this morning as well as provide checklists
for you when you… to help you prepare your
request to come into OPM and for VSIP with OMB as well. So Nnenna is going
to go over the… how we can deal… or how it’s
dealt with, with the processing or the agency request and what you would need to do and how OPM works with you to get those to where
they need to be. So thank you very much. -Thank you.
-You’re welcome. Thank you Pam. Good morning! My name is Nnenna Uzochukwu
and I work for OPM as well. And we’re going to talk
about how an agency can go about requesting
a VERA/VSIP Request. Requests should come
from agency headquarters and can be sent to our… at opm.gov/ReductionóInóForce. And you may submit a
VERA and VSIP Requests either together or separately. I’m going to address how to go about submitting
a request to OPM, and we did a flowchart
just to help you out to see what the
process looks like. Apparently, an agent…
we first begin with the Agency, and the Agency may
submit the request, a draft request is what
we advice for agencies to do, is to work with their
Human Capital Officer to know whether or not this
tool of VERA and/or VSIP tool would be the best
tool needed or used for workforce planning
for the agency. After that, your Human Capital
Officer will coordinate with the Human
Resources Specialist to determine whether or
not this is a strong request and whether it can move
forward for approval. At that point, the draft
request will become… will be finalized by the
agency as an official request. Moving along, we will… the HR Services Team
and the HR Specialist will review your request
and make a determination of whether or not we feel
that it should be approved. At the same time, our Policy
Office has an opportunity to review the request as well
and render their own decision. Our HR Specialist and our
Policy Office come together on a consensus of whether this
request should be approved. For the VERA and VSIP, if we’re doing a VERA
and VSIP simultaneously, the VSIP has to be
approved as well from OMB. We do need OMB’s concurrence. So that can also be a holdup
in the review process, because we do need OMB to
concur on VSIP request. Again, as Pam stated, you can either submit your
VERA separately from your VSIP or you can submit
them together, but either way, VSIPs must
have OMB’s concurrence. And that is all. But if there are any questions that OMB may raise or
our Policy Office may raise or the HR Specialist may raise, we do work with the
agency and the HCOs to address any concerns. We just want to make sure that
your requests are approved and make sure that these tools
will definitely help the agency with their
workforce planning. Thank you. Well, I would like
to thank Pam and Nnenna for their
informative information regarding VERA and VSIPs. It’s our hope that you
learned or were refreshed with some additional pieces that may not have resonated
prior to the webcast today. We did receive a
couple of questions during these session today and the question
primarily was, how do I access the slides, or will in fact this
webcast be recorded? And the answer to both
of those questions is yes, the webcast today
has been recorded. Slides that were
provided today will need to go through a
post-production effort to make sure that its
508 compliant; that will take a few weeks. However, once that’s done it will be available as a
link on OPM’s website. If you have a question that relates to the laws or the
regulations or the criteria or the process that
was just described, I encourage you to
go to the email link that we provided in marketing
this session today, the email
address is [email protected] Again, for questions, please send your questions
to [email protected] We really don’t want to get
into the what-if scenarios, we want to address
those burning questions regarding laws, procedures, criteria, and the process. Are there any
questions in the room? Patty, do you show any questions
from the email address? No. We’ll give about
another 30 seconds. Okay. Well then, I would like to
conclude today’s session and thank you again
for your time. Have a pleasant
and rewarding day! Thank you.

Robin Kshlerin

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