Heidelberg and Mannheim Transformation

Wiesbaden expects an increase of about 900 U.S. civilians and about 100 local nationals.

USAG BW is presently in the process of renovating the headquarters facilities for both the 18th MP Brigade and 95th MP Battalion. They’re at Sembach proper and we begin the move there in the spring months and finish in September.

Individuals who have reached the end of their five-year terms normally enter the Priority Placement Program or exercise their return rights, if any, unless for some reason an extension is granted to the five-year period. Extensions are a management decision. The length of an extension is also normally a management decision. In relation to transformation, management will look at individual situations closely to determine the best course of action. Individuals need to talk to their supervisors to make sure they understand each individual case.

There will be a population decrease of 2,401 Soldiers, 2,094 civilian employees and approximately 6,743 family members. Approximate total decrease of 11,238 U.S. personnel. There will be an approximate decrease of 843 local national positions.

Yes, and management will have to agree to it.

You will be released from Federal Service effective the inactivation date, but you will remain in PPP for one additional year.

The minimal notice period is 60 days but usually a longer notice period is given.

In May 2011, all employees will be reviewed for eligibility for employment under the established civilian personnel rules.  Both Mannheim and Heidelberg employee resumes will be compared and those meeting the highest qualifications/seniority will be placed in consolidated jobs.  We make every effort possible to place employees in facilities and programs that will remain open until 2014/2015.  We will also work closely with the Region and FMWRC for placing employees in other locations throughout Europe and in CONUS.

During the Reduction-in-Force process, Local National employees are registered in the Local National Priority Placement program and it is the employer's obligation to try and find continued employment opportunities within the commuting area and also outside the commuting area. However, latter option is applicable only provided the employee indicated willingness to relocate outside of commuting area. Positions with the Air Force and AAFES are also looked at as possible placement opportunities during this time. Employees must meet qualification requirements for the vacant positions, and the positions may be at a lower grade than currently held, in which case the employees may also be entitled to an income protection supplement. Positions will be offered in retention order, i.e. employees with higher retention rights will receive the offers of continued employment first. The registration in the PP program is valid until the effective date of the termination. The establishment of a transfer company is planned. If approved, interested LN employees would transfer to this company upon expiration of the notice period; however, certain prerequisites must be met. Upon effective date of a termination notice, there is no further means/possibility of assisting. However, former employees may apply for positions which are announced in other locations.

USAG Mannheim will partner with gaining installations to provide an easier transition for Soldiers and Families as they depart the Mannheim Military Community for other locations throughout Europe such as Schweinfurt and Wiesbaden.

Each employee’s case must be reviewed individually to determine what placement priorities they have for positions in Europe and/or the United States.

If eligible and qualified, there are two programs in which an employee may receive priority consideration:

1) The Priority Placement Program: employees can register in the Priority Placement Program for possible placement.  As stated in the Priority Placement Manual, Chapter 3, section D; Permanent employees become eligible to register for placement in other areas when they receive a specific Reduction in Force (RIF) notice of separation. Eligible employees are registered and referred for placement using one of the three numerical priorities.  Please see the definition of Priority 1 below:

Priority 1 – employees scheduled for RIF separation provided they have not received an offer of continued DoD employment, regardless of grade or location.

2) Interagency Career Transition Assistance Plan (ICTAP) - To exercise special selection priority under ICTAP, the employee must be "displaced".  In most cases, these are employees who fall into one of these categories:

- A current career or career-conditional competitive service employee in tenure group 1or 2 at grade levels GS-15 or equivalent and below, who has received a specific reduction-in-force (RIF) separation notice or a notice of proposed removal for declining a directed reassignment or transfer of function (TOF) outside of the local commuting area;

- A former career employee, as defined above, who was separated through RIF or removed for declining a directed reassignment or TOF outside the local commuting area.

**Employee’s must note in their supplemental data section in Answer that they are ICTAP eligible.

In both programs noted above, the employee must be determined “well qualified” for a position. 

If an employee has return rights to a CONUS activity, he/she may choose to exercise those rights. Depending on status, employees may also register in the Priority Placement Program for possible placement.  As stated in the Priority Placement Manual, Chapter 3, Section D:  Permanent employees become eligible to register for placement in other areas when they receive a specific Reduction-in-Force notice of separation.  Local Commanders and heads of activities may approve early registration for employees expected to be adversely affected up to one year prior to the effective date of closure or RIF.

As is the rule, the determination of the Works Council agencies was made by the Highest Service Authority (HQ USAREUR) in 2010 prior to the works council elections in May 2010. At that time the USAG Mannheim was defined as a Works Council Agency which included other non-USAG Mannheim organizations in the footprint. In June 2010, the decision to inactivate the USAG Mannheim was announced and as a consequence, the works council agency will be inactivated as well. Thus the “abolishing” of the Works Council Agency Mannheim is a direct result of the inactivation of the USAG Mannheim which was directed by the DOD Transformation Announcement Round 56.  Although the U.S. employees are currently not in a RIF status, their positions will be abolished due to the inactivation of USAG Mannheim.  However, through the effective use of available pre-RIF tools, the impact on the workforce should be reduced.  These tools include, but are not limited to:   (1) Reassignments:  Management has the general right to reassign employees to other vacant positions at the same grade, for which there is a need and employees meet qualifications;  (2) Early PPP registration:  The local commander may approve early Priority Placement Program (PPP) registration for affected employees.  (This has already been accomplished by the Commander, USAG Mannheim); (3) Non-Extension of Tour:  The overseas’ rotation program can be used to reduce RIF impact and also to ensure adequate coverage of critical activities during transformation; (4) Tour Curtailment:  Tours may be shortened and employees may return to a position in CONUS to which they have return rights, or can be placed through PPP if circumstances in the organization prevent an employee from completing their tour.  If an employee has return rights to a position at the same grade, the employee can be directed to exercise his/her return rights.  If the employee has return rights to a lower grade or no position at all, the employee may register in PPP as a non-displaced employee.  An employee with return rights to a position in the U.S. can also voluntary exercise their return rights and can request a tour curtailment through their supervisory chain; (5) Voluntary Early Retirement Authority (VERA) allows eligible employees to retire prior to meeting normal age and service requirements. This allows employees to voluntarily separate rather than face possible involuntary separation during RIF. Voluntary Separation Incentive Pay (VSIP) is a tool whereby management can offer monetary incentives to encourage permanent employees to voluntarily separate by retiring or resigning rather than be subject to involuntary separation via RIF. (VERA/VSIP approval has been requested by the Commander, USAG Mannheim).

Leadership examined various options, but with the garrison inactivating in May 2011, it was necessary to realign community support activities to USAG Baden-Wuerttemberg by that date.  The decision to conduct a single RIF rather than several RIFs was made because it provides all employees with the fairest opportunity for either future employment within the U.S. Forces or social entitlements since all employees of the Garrison will be treated the same.

Exact numbers are unavailable because the process is continuous and dynamic, and changes every day.  The Army is optimistic that a large number of affected employees will be afforded opportunities that would preclude unemployment, but an exact figure of how many employees could ultimately be released from employment is unknown as it is dependent on many variables.  We’re working to place U. S. and local national employees in vacant positions where possible. 

Employment will end on the effective date of the notice which may be 31 May 2011 or later, depending on the notice period.  US employees registered in PPP and not placed on 31 May 2011 will remain in PPP for one additional year or until placed, whichever occurs earlier.  US employees may apply for positions elsewhere within the U.S. Forces.  Local National employees meeting the conditions of the Protection Agreement (2 years of service, 21 years of age, with indefinite employment) will receive placement offers, if available, until the end date of their notice period which may exceed the May 2011 garrison inactivation date.  LN employees may also qualify for annulment contracts (buy-outs).  Application of the Tariff Agreement for Social Security (TASS) will be requested from the Federal Ministry of Finance on 4 October 2010.   

Surplus local national employees will remain registered in the Local National Referral System until the expiration of the notice period, i.e., until Sept. 30. If they are qualified for vacancies that become available between now and the end of September, they will be offered positions with priority given to those with the highest standing as determined by their social points.

The garrison is not in a position to address the GAO report.  I would refer you to USAREUR, the Department of Defense or the GAO.  Force structure decisions are driven by the OSD end state force structure guidance. USAREUR GR-2 has developed a campaign plan for USAREUR units and Supporting Agencies to achieve OSD/DA direction; details of transition to end state – i.e. the consolidation of forces in Wiesbaden – have been approved and we are continuing to plan based upon that end state. 

False.  A concerted, ongoing communication effort is being conducted to support this action.  In full accordance with law and regulations, the following actions have taken place to inform the Mannheim Workforce of the impact of the inactivation and to discuss the consequences for employees affected by the Round 56 announcement. 

Our process respects the substantial protections for local national (LN) employees existing under German Law, international agreements and the Collective Tariff Agreement II (CTA II). The NATO Status of Forces Agreement (SOFA) mandates the application of German labor laws and Agreements for LN employment in Germany.  LN employees facing termination of employment are entitled to works council (WC) representation. This process requires a minimum of 470 days following official notification, if the action is directed from higher headquarters outside the theater.  Actions initiated within the theater require additional lead time for the WC cooperation process.  The timeline begins with the official public announcement from DOD.  For U.S. employees, Army regulations as well as Title 5 and the Code of Federal Regulations will applicable.  Pre-RIF tools are addressed I Q2 above. 

The Army requires a minimum 60-day RIF notice period.