Applicability. This plan applies to all employees in the geographical competitive areas who may be impacted by Reduction in Force due to reorganizations, budge shortfalls, lack of work and/or any other situation that may occur which causes management to determine that a RIF is necessary and unavoidable.

HR Points of Contact:

Rich Hastings (703) 607-5092 or DSN 327-5092

Cheryl Vinci (703) 607-1138 or DSN 327-1139


The Local Union President (or his or her designee) and management should make every effort at the local level to jointly discuss issues and concerns that are unique to their local mission and geographic interests.

We seek, through this agreement, to Foster a continuing attitude of partnership and cooperation in our relationships. The parties mutually agree to strive to minimize the adverse impact on our employees, to examine the harmony between family and work life.

Through this agreement, we intend to establish an environment where our employees are treated fairly and equitably.

The parties should collectively develop recommendations and concepts tailored to the local community that will benefit the impacted employees.

Nothing in this local process of bargaining local supplements to this program shall alter or impeded the established RIF timeframes for implementation of managementís decision.


Voluntary Priority Placement Program Registration: Business Line Executives may approve early registration for up to one year in advance for employees expected to he adversely effected by a reduction in force action. Expected to be adversely effected means an employee will be involuntarily separated or changed to lower grade as a result of a Mock RIF or other realignment/reduction analysis.

Mandatory Priority Placement Program (PPP) Registration: Employees who receive changes to lower grade who are entitled to grade retention and employees scheduled for RIF separation must register in PP once specific notices are issued.

Interagency Career Transition Assistance Program (ICTAP): Employees who receive a specific RIF separation notice may apply for non-DOD vacancies and will be selected if found to be in the best qualified group. Positions applied for must be at or below the grade level of the position from which the applicant will be separated, which does not have a greater promotion potential than the position from which the employee will be separated.

Coordinaion: DFAS, in conjunction with Local Union officials, will contact Local, State and Federal Agencies in the commuting area for the possibility of job placement for effected employees. Coordination activities include but are not limited to:

  1. Job Fairs
  2. Media Advertisement
  3. Etc.

Certificate of Expected Separation: Employees who receive a Certificate of Expected Separation are eligible for Department of Labor training and referral programs as well as the ICTAP.

Job Fairs: The agency will make efforts to host job fairs for effected employees.

Use of Government Equipment: Employees will have access to the necessary government equipment (computers, faxes, copiers, etc.) needed to conduct a job search.

Permanent Change of Station (PCS): PCS costs will be paid when one of the following criteria is met:

  1. Employees who are scheduled for RIF separation receive a job offer outside of their commuting area through the Priority Placement Program.
  2. When paying PCS within DFAS and DOD and to other Federal Agencies IAW with the laws and regulations would be beneficial to DFAS and the effected or potentially effected employees. For example, paying PCS costs for an employee who is scheduled to be separated, and PCS costs wold be less than separation costs (severance pay, benefits, etc.).

Administrative Time: Up to 24 hours for the following purposes:

  1. Employees scheduled for RIF separation will be granted administrative time to attend job fairs in the local area.
  2. Employees with a RIF or MOCK RIF separation notice will be granted administrative time for the purpose of interviews. Employees who receive a Change to Lower grade (CLG) RIF notice will be granted administrative time for interviews for positions above the grade level being offered in RIF. The includes time for interviews outside DOD, jobs with other Federal Agencies and for positions in the private sector.
  3. All effected employees in the competitive area may be granted administrative time for the purpose of preparing resumes.
  4. All effected employees in the competitive area will be granted administrative time in order to access Automated Systems to conduct job searches either on their work computer or a computer at their location established for this purpose.



DFAS Training Programs: Employees placed in positions as a result of OPM qualifications being waived or modified will be provided training, including on the job training, which will equip them to perform their new position.

Department of Labor Programs: Employees who receive a Certificate of Expected Separation will have access to all services DOS offers, to include the Workforce Investment Act and Dislocated Workers Retraining.


Internal Placement List: Employees may be placed in unfilled positions at the site and for which they are qualified prior to the issuance of RIF notices (or MOCK RIF).

DFAS Vacancies in the Commuting Area: All unfilled positions in the commuting area will be reviewed for possible assignment of DFAS employees facing RIF action. If placement is possible, the position will be frozen and used in the RIF process.

Waiver of Qualification Requirements: Unfilled positions remaining after all RIF placements have been made will be made available for consideration of employees involved in the RIF.

Retention Allowances: If a temporary, but critical staffing situation exists, a Business Line Executive may approve payment of a retention allowance. Once the critical staffing shortage is alleviated, payment of a retention allowance will terminate.

Voluntary RIF: Once RIF notices are issued, employee in the competitive area not impacted by RIF may be notified of the Voluntary RIF option. Volunteers for RIF separation may be considered.


VERA/VSIP: A VERA/VSIP window will be opened in the competitive area in order to create positions and lesson the impact of the RIF. When the agency offers separation incentives, such notice will be provided the Council and effected Local Presidents in advance prior to the surveying or announcing to employees.

VSIPII: Employees in receipt of a RIF separation notice will be automatically registered for VSIP II when they are registered in PPP. This means that when an employee facing involuntary separation is registered in the PPP system, they are matched against not only vacant positions, but also encumbered positions in their commuting area where the current employee has made themselves available for VSIP.



All counseling services will be coordinated with Local Bargaining Unit representatives. Counseling services include but are not limited to the following:

Employee Assistance Program (EAP): All employees in the competitive are may use EAP services.

Job Placement Services: DFAS will request the Department of Labor to provide job placement services for all employees facing separation. As necessary, that effort may be supplemented through contractor-furnished assistance.

Financial Planning: Financial planning seminars will be conducted for employees facing separation or retirement, if requested.

Retirement Counseling: All employees, who elect to retire will be scheduled for individual retirement counseling, if requested.

VERA/VSIP Counseling: Counseling will be provided to each employee who receives a RIF notice on options for VERA/VSIP to include financial incentives, severance pay, life insurance, health insurance, etc..

Special Needs: Employees with special needs will be offered assistance in utilizing provisions of this agreement as needed.