Fort Bliss Monitor

Troop Talk

What is the status of special salary for Police Officers?

Special salary rates are supplemental rates to basic pay that an organization may request to assist in recruiting or retaining employees. The request is submitted through the installation to the Office of Personnel Management for final approval. A request for special salary rate was submitted for DA Police Officers in the fall of 2004. However, due to budget shortfalls and the significant cost $2.3 million that request was denied. In a continued effort to recruit and retain qualified personnel, the special salary initiative remains a critical priority for the Provost Marshal’s office and this installation. The special salary rate proposal is currently being revised and will be resubmitted for FY 06.

What is the status of monetary awards for employees? There is a cap of 1 percent of total personnel allocations for each organization. Supervisors have the responsibility to award deserving personnel based on this criteria.

Why do employees not have an opportunity for higher graded jobs, or to advance in the positions they have now? When management decides to recruit for a position, they have several avenues: Open competition for the general public, open competition for individuals that have status (current federal employees, individuals with Veterans’ Recruitment Appointment status, etc.) or by requesting a certain individual (commonly known as “name request”). However, it is important to understand that no matter how management chooses to recruit, the applicant must be found qualified for the position. Qualification determinations are made by the Western Civilian Personnel Operations Center using the standards set forth by the Office of Personnel Management and the Uniform Guidelines on Employee Selection Procedures.

Most of the vacant positions located here at Fort Bliss are either announced via open competition for individuals with status or open competition to the general public. Employees should ensure that their resumes are kept up to date and apply within the open announcement period. Also, being mobile can enhance the possibility of promotion simply by being able to go where the jobs are. Employees should not expect to be promoted simply by staying in the same position for a long period. We encourage employees to actively seek higher graded position.

Federal human resources classification is the determination of the title, series, and grade of the position. The final determination of the grade is accomplished by reviewing the duties of the position and comparing them to the Office of Personnel Management classification standards. It is important to understand that the grade of a position is determined by the duties, not the individual’s skills or background. Additionally, the quantity of the work rarely has an effect on the grade of a position, but rather it’s higher responsibility.

How will the BRAC process impact employees, will there be opportunities for employees who may not want to relocate, if that happens, to fill positions here, and will retraining be made available? All options are being considered. The resource managers and other entities are working diligently to determine what impact the BRAC decision will have on the workforce here. Will functions move along with positions? Employees have a right to be concerned and to want answers and I assure you all that I will be as forthright and open as possible when I have answers to your questions.

Union representatives, contractors and supervisors, in all categories, have a responsibility to work together to ensure the workforce they have work in an environment of trust, and receive the best possible benefits within the guidelines of their agreements. We call ourselves Team Bliss and this means everyone has a voice and a stake in the success of this installation. We all have one goal, and one goal only – to support the Soldier and their family. Differences will arise and problem solving is an ongoing effort, but working together we will succeed. Your service is important and I value each and every one of you for your hard work and dedication.
Thanks for all you do. Keep the lines of communications open and I welcome letters with your concerns and will address them directly, or in this column.

Brig. Gen. Robert P. Lennox
Fort Bliss Commanding General



www.bliss.army.mil	Published for the Fort Bliss/El Paso, Texas Community	August 4, 2005

	Troop Talk What is the status of special salary for Police Officers? Special salary rates are supplemental rates to basic pay that an organization may request to assist in recruiting or retaining employees. The request is submitted through the installation to the Office of Personnel Management for final approval. A request for special salary rate was submitted for DA Police Officers in the fall of 2004. However, due to budget shortfalls and the significant cost $2.3 million that request was denied. In a continued effort to recruit and retain qualified personnel, the special salary initiative remains a critical priority for the Provost Marshal’s office and this installation. The special salary rate proposal is currently being revised and will be resubmitted for FY 06. What is the status of monetary awards for employees? There is a cap of 1 percent of total personnel allocations for each organization. Supervisors have the responsibility to award deserving personnel based on this criteria. Why do employees not have an opportunity for higher graded jobs, or to advance in the positions they have now? When management decides to recruit for a position, they have several avenues: Open competition for the general public, open competition for individuals that have status (current federal employees, individuals with Veterans’ Recruitment Appointment status, etc.) or by requesting a certain individual (commonly known as “name request”). However, it is important to understand that no matter how management chooses to recruit, the applicant must be found qualified for the position. Qualification determinations are made by the Western Civilian Personnel Operations Center using the standards set forth by the Office of Personnel Management and the Uniform Guidelines on Employee Selection Procedures. Most of the vacant positions located here at Fort Bliss are either announced via open competition for individuals with status or open competition to the general public. Employees should ensure that their resumes are kept up to date and apply within the open announcement period. Also, being mobile can enhance the possibility of promotion simply by being able to go where the jobs are. Employees should not expect to be promoted simply by staying in the same position for a long period. We encourage employees to actively seek higher graded position. Federal human resources classification is the determination of the title, series, and grade of the position. The final determination of the grade is accomplished by reviewing the duties of the position and comparing them to the Office of Personnel Management classification standards. It is important to understand that the grade of a position is determined by the duties, not the individual’s skills or background. Additionally, the quantity of the work rarely has an effect on the grade of a position, but rather it’s higher responsibility. How will the BRAC process impact employees, will there be opportunities for employees who may not want to relocate, if that happens, to fill positions here, and will retraining be made available? All options are being considered. The resource managers and other entities are working diligently to determine what impact the BRAC decision will have on the workforce here. Will functions move along with positions? Employees have a right to be concerned and to want answers and I assure you all that I will be as forthright and open as possible when I have answers to your questions. Union representatives, contractors and supervisors, in all categories, have a responsibility to work together to ensure the workforce they have work in an environment of trust, and receive the best possible benefits within the guidelines of their agreements. We call ourselves Team Bliss and this means everyone has a voice and a stake in the success of this installation. We all have one goal, and one goal only – to support the Soldier and their family. Differences will arise and problem solving is an ongoing effort, but working together we will succeed. Your service is important and I value each and every one of you for your hard work and dedication. Thanks for all you do. Keep the lines of communications open and I welcome letters with your concerns and will address them directly, or in this column. Brig. Gen. Robert P. Lennox Fort Bliss Commanding General