Idaho



| Volume 4, FY10 | | 21 July 11 |

A Real Job

You know, some people still don't understand why military personnel do what they do for a living.

This exchange between Senators John Glenn and Howard Metzenbaum is worth reading. Not only is it a pretty impressive impromptu speech, but it's also a good example of one man's explanation of why men and women in the Uniformed Services do what they do for a living. And an example of what those who have never served think of the Military.

Senator Metzenbaum to Senator Glenn: "How can you run for Senate when you've never held a real "job"?"

Senator Glenn: "I served 23 years in the United States Marine Corps. I served through two wars. I flew 149 missions. My plane was hit by anti-aircraft fire on 12 different occasions. I was in the space program.

It wasn't my checkbook; it was my Life on the line. It was not a 9 to 5 job where I took time off to take the daily cash receipts to the bank. I ask you to go with me...as I went the other day... to a Veterans Hospital and look at those men with their mangled bodies in the eye and tell them they didn't hold a job. You go with me to the space program and go as I have gone to the widows and orphans of Ed White and Gus Grissom and Roger Chaffee and you look those kids in the eye and tell them that their dad didn't hold a job. You go with me on Memorial Day, and you stand in Arlington National Cemetery, where I have more friends than I'd like to remember - and you watch those waving flags, and you stand there, and you think about this nation, and you tell me that those people didn't have a job.

I'll tell you, Howard Metzenbaum, you should be on your knees every day of your life thanking God that there were some men-SOME MEN- who held a job. And they required a dedication to purpose and a love of country and a dedication to duty that was more important than life itself. And their self-sacrifice is what made this country possible..

I HAVE HELD A JOB, HOWARD! What about you?

HRO Staff Directory

Human Resource Officer – Col Kevin Dawkins 272-4206

Deputy Human Resource Officer – LTC Henrik Fast 272-3809

Employee Relations Specialist –Mrs. Gayle Hinrichs 272-4210

Workers' Compensation Program

Employees Benefit/Entitlements

Performance Mgmt & Awards Program

Adverse Action/Disciplinary Actions

Employees Assistance Program

Federal Technician Retirements

Labor Relations Officer-1Lt Jennifer Davis 272-3749

Labor Relations

Air AGR Manager –SMSgt Mary McKenna

272-4228 Air AGR issues

Staffing Specialist – MSgt Leann Reid 272-4220

Recruiting, Announcing and Staffing Vacancies

Compatibility and Eligibility

Federal Pay Setting/Pay Scales

State Merit Placement Plan

Restoration/Re-employment rights

E-Verify Program

Human Resource Specialist – MSgt Jeff Guzi

272-4225

Retirements

Classification Specialist-TSgt Yvonne Hopper

Full-Time SPMD Position Management

Position Classification Guidance

Desk Audits 272-4221

Federal Technician Position Descriptions

Wage Development - Coordinator for Boise

Environmental Differential Pay/Hazardous Pay

Equal Employment Opportunity – Mrs Gayle Hinrichs 272-4210

Equal Employment Manager

Affirmative Action Program Manager

Special Emphasis Program Coordinator

Alternative Dispute Resolution Coordinator

State Personnel Manager – Mrs Paula Edmiston

Maintain Merit Program 272-4236

State Position Manager

State EEO Officer

Personnel Regulations Maintenance

State Pers Asst. Ms Wendy Ackley 272-4237

Employee Benefits Administration

Performance Appraisals

Salary Administration

Job Announcements

State Workers Compensation Claims

Customer Service:

Pers. Asst. –SSG Jeff Renon 272-4218

Workers Compensation

Servicing last names beginning with : R-Z

Pers. Asst. – MSgt Jeff Guzi 272-4225

Military Buy back

Servicing last names beginning with : L-Q

Pers. Asst. – Mrs. Pat Barth 272-4223

Mass Transit

Servicing last names beginning with : A-E

Pers. Asst - SSgt Melissa Loepp 272-3780

Awards Program

Servicing last names beginning with : F-K

Employee Benefits

In-Processing

Personnel System Manager –Mr Tracy Mortenson 272-4229

HRO LAN/IMO Group Administrator

CIV-MOD Database Manager & ADPE Monitor

Personnel System Assistant- Mr Roger Gleason

272-4257

Employee Development Specialist – SFC Becky Burkhart (DEPLOYED CALL 4226) 272-4226

Technician Training Applications

Technician Travel Orders

Supervisory Training Coordinator

Individual Development Plans

Defense Travel System

Army AGR Manager—MSG Arlin DeGroot

272-4215

Army AGR Issues

ADSW Tours

AGR Medical

Army AGR Assist- SGT Jackie White 272-4217

PFC Dustin Dyer 272-4214

Customer Service (AGR-ADSW/ADOS)

WORK SCHEDULE POLICY



Effective 28 March 2010, Office of Personnel Management (OPM) changed the nature of action previously known as LWOP-US to Absent-Uniformed Service. In this status the technician was considered absent (whether in a pay or non-pay status) to perform duty with the uniformed services. HR Policy Letter 10-04 instructed commanders and supervisors to submit an SF 52, Personnel Action, when a technician was performing military duty, regardless of the technician’s pay status. After careful consideration that policy is hereby rescinded and the following new guidance is provided concerning the nature of action ABSENT-US:

a. If a Federal technician is in a “paid” leave status for the entire duration of the military order no SF 52, Personnel Action, will be required.

b. If a federal technician plans to use paid leave to cover some of the absence (annual, military, compensatory earned, compensatory travel, time-off awards) a SF 52, Personnel Action, Absent-US, will not be required until the first full “unpaid” (KG) scheduled duty day during the military order. In this case, supervisors will also submit a SF 52, Personnel Action, Return to Duty, normally effective the day after the military order ends. (The only exception would be when the technician desires to return to technician duty while still on orders in a military terminal leave status.) Please insure that a copy of the military order is attached to the SF 52, Personnel Action.

4. Technicians who are in an ABSENT-US status for 30 days or more, and who are on

an alternate technician work schedule will convert to a normal eight (8) hour technician schedule. The normal basic work week is established as a minimum 40 hrs, 8 hours per day, Monday through Friday.

5. Should there be any questions regarding this matter, please contact the Employee Relations Specialist at 272-4210.

Department of the Army

Department of Transportation

Mass Transportation Benefit Program (MTBP)

Guidance for Participants

This guide is to assist participants with the following:

• Determining eligibility

• How to apply

• Determining amount of benefit

• Timeline for getting started

• Retroactive benefits

• Revalidation

• Obtaining fare media

• Changes and withdrawals

• Making adjustments

• Other questions

• Who is eligible to participate in the Army’s Mass Transit Benefit Program?

• All Army Active Component (AC) military service members.

• Army Reserve Component (RC) military service members (including both Army Reserve and Army National Guard) who are currently on active duty.

• DA Federal civilian employees, including part-time federal employees and interns.

• DA Non-Appropriated Fund (NAF) personnel employed by a duly constituted Army Non-Appropriated Funded Instrumentality (NAFI) under the control of the Secretary of the Army and organized under the provision of AR 215-1 (Military Morale, Welfare, And Recreation Programs And Nonappropriated Fund Instrumentalities), (e.g., NAFI activities managed by the U.S. Army Family and Morale Welfare and Recreation Command).

• Who is NOT eligible to participate in the program?

• Army Reserve Component service members who are drilling or training in an Inactive Duty for Training (IATD) status.

• Contractors.

• Service members and civilian employees on TDY.

• NAF employed personnel whose salary is not funded by a duly constituted Army NAFI under the provisions of AR 215-1.

• Reserve Officer Training Corps (ROTC) students unless they are enlisted in a military branch and serving on active duty.

• Army military retirees and Army civilian employee retirees.

• Military dependents.

• How do I apply for the Mass Transit Benefit?

• Contact ACHD (208-387-6164) to complete the required forms to ride the Commuter Van, and to find out what the fare will be for your particular van.

• Submit a signed and completed application form to your Mass Transit Benefit Program POC for processing. The D.O.T. form for commuter checks must be filled out with the correct information to include current work phone number and email address, correct amount of fare, and must be signed by the applicant and supervisor. Once completed the form must be submitted to the Mass Transit POC. The form is now available on the HRO website under forms (Mass transit).

• POC for Army Guard Participants is Pat Barth at 272-4223.

• POC for Air Guard Participants is Tim Gibbons at 422-6466.

• How do I determine the benefit amount that I am eligible to receive?

• Contact ACHD at (208) 387-6164) to determine your benefit amount.

• Parking fees are not authorized for reimbursement and will not be included in calculating commuting costs.

• The cost for seat reservations on vanpools during a participant’s absence from the workplace is not authorized for reimbursement and will not be included in calculating commuting costs.

• As of 1 January 2007, the maximum mass transit benefit is $200 per month, dependent on your route.

• How long does it take to enroll in the mass transit benefit program?

• The turnaround time for the participant to receive benefits is approximately 30 workdays or six weeks from the date of submission.

• Can I be retroactively reimbursed for the mass transit costs I have already incurred or will incur prior to my application being processed?

• No. The MTBP is a benefit, not an entitlement; thus, there is no retroactive reimbursement for the program.

• How do I obtain my fare media?

• The participant is notified by email by the Program POC that their commuter checks are available. It is critical that the employee have the correct email address and telephone number on their application form. There will be specific times and dates posted for the distribution of the commuter checks. If the employee is a new participant they will be notified by email and telephone about the disbursement of their checks. If unable to pick up their commuter checks when notified, the employee must contact the Mass Transit POC thru email and the commuter checks will be held until he or she can pick them up and sign for them. The employee will need to schedule a special date and time to pickup the disbursement with the Mass Transit POC.

• If my commuting circumstances change, can my benefit amount be changed?

• Yes. Participants are required to submit a new MTBP application form to your POC for “making a change” if there is a change to your commuting circumstances or costs.

•

• Should I submit an updated application if any of my personal information changes?

• Yes. Submit a new application form for “making a change” whenever changes occur (address change, name change).

•

• What if I decide to withdraw from the program?

• Participants must submit an application form for “withdrawal” if they choose to withdraw from the program, or when they depart from their command. Departure includes retirement, separation, dismissal and transfer. The participant must also return all unused fare media to Mass Transit POC upon departure.

• I have just learned that I must go TDY for the rest of the month but I’ve already picked up my fare media for this distribution period. What should I do?

• Participants on temporary duty travel (TDY), leave or no-cost orders for longer than 10 out of 21 consecutive business days are not eligible to claim the benefit for the period of their absence.

• If the participant knows of leave or TDY before the fare media distribution, he/she can ask for a reduced benefit amount.

•

• What if I have more questions?

• Your installation POC should be able to help with any additional questions.

POC for Army Guard Participants is

Pat Barth at 272-4223.

POC for Air Guard Participants is

Tim Gibbons at 422-6466.

HOW TO READ YOUR LEAVE AND EARNINGS STATEMENT



Note: It is important that you go to the Update My Information link and update your work e-mail with your actual military e-mail. This is how you and your supervisor will coordinate the appraisal process.  Also, reports will be sent to you through this process.

**VERIFICATION OF EMPLOYMENT**

You can now do this from you’re my Biz account. Check it out.

Select “Employment Verification”. Elect the details to share for employment and salary or for employment only. You will need the e-mail for the bank, agency or individual the information should be forwarded to. You will receive a copy by e-mail also.



TALX, the previous employment verification process, is no longer available for use by National Guard Technicians. This process was terminated effective 11 February 2011. Technicians now must use the process in My Biz which is located in the Defense Civilian Personnel Data System (DCPDS). My biz and associated web pages are web-based tools created by the Department of Defense (DoD) as part of DCPDS to allow DoD personnel access to and management of their personal, personnel records.

In-Processing -

All new Temporary, Indefinite, Conditional and/or Permanent Technicians will need to bring their Military ID, Drivers License, Social Security Card, their Banking Account Information (which includes their routing and checking account number) and any DD214’s they may have (Member Copy 4).

Previous Temporary Technicians will not need to attend the in-processing briefing. However, they will need to schedule an appointment to come into HRO and fill out their Appointment Affidavit, W-4, Direct Deposit, and Address Form.

Technicians who are converting from Temporary Technicians to Indefinites, Conditional and/or Permanent Technicians will need to attend the Permanent In-Processing Briefing given.

Emails will be sent to the employee and to the employee’s supervisor letting them know of their in-processing time and date. If they are unable to attend please let the HRO in-processing representative know so that we are able to re-schedule them for the next week’s in-processing.

Awards

MEMORANDUM FOR SUPERVISORS of Technicians

The following items are required when submitting an award packet to HRO:

NGB 32

ngbpdc.ngb.army.mil/forms/Adobe/NGB32.pdf

Descriptive Narrative

Current Performance Appraisal

If you have questions regarding the Federal Incentive Awards Program, please contact SSgt Melissa Loepp at (208) 272-3780.

There will be a 4th Quarter Awards Board for Army and Air Technicians. The

Awards Board is scheduled for 17 August 2011. All award nomination packets

must arrive at the Human Resource Office on or before 05 August 2011 by 1630

hours in order to be reviewed by this Quarter's Awards Board.

***Previously submitted Army and Air Technician cash/QSI awards will be

included in this Quarter's Awards Board***

As a reminder Time-Off Awards may be submitted at any time for Technicians.

|• Position information (current/historical) |

|Classification @ext 272-4221/DSN 422-4221      |

| |

|• Salary information |

|Staffing @ ext 272-4220/DSN 422-4220 |

| |

|• Appraisal and Awards information |

|ERS @ ext 272-4210/DSN 422-4210 |

| |

|• Personnel or Benefits |

|ERS @ ext 272-4224/DSN 422-4224 |

| |

|• Appointment information |

|Staffing @ ext 272-4220/DSN 422-4220 |

|                                                 |

|• Login Problems |

|PSM @ ext 272-4229/DSN 422-4229 |

*****Employee's questions regarding their personal information in My Biz/My Workplace should be directed to the servicing section*****

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Retirement is one great big giant coffee break.

The Army Benefits Center-Civilian (ABC-C) website now includes a brand-new feature - - announcing the "New Employee Benefits Tool Kit"!

The ABC-C is proud to offer this one-stop, streamlined page, designed to introduce new employees to the ABC-C and its services, provide information and tools on retirement and insurance benefits, and much more. The tool kit includes ABC-C's recently-announced automated and self-paced "New Employee Benefits Briefing", and also, an email inquiry box to allow appointees to contact the ABC-C with questions prior to the entrance on duty date.

The New Employee Benefits Tool Kit, a consideration for future use in the Electronic Entrance On Duty eEOD initiative, will make benefits in-processing much more efficient and also allows appointees to get a head start on learning about the Federal benefits available to them. Employees will

have the references needed to make educated decisions regarding the benefits that will protect themselves and their family members today and tomorrow.

Each State HRO is asked to use and market the New Employee Benefits Tool Kit to the furthest extent possible. Serving Army, Defense Contracting Management Agency, and National Guard customers with pride, the ABC-C welcomes feedback via ICE. The New Employee Benefits Tool Kit is now available on the ABC-C website at , or from the ABC-C Homepage , "What's Hot", "New Employee Benefits Tool Kit".

Incentive Awards Board Dates for FY 2011:

17 August 2011

Please be reminded that all SF 52s should be into the HRO office 5 days in advance of the action.

OPTIONAL FORM 612

The Optional Form 612, Application for Federal Employment, is being abolished. In the near future all announcements will be posted on USA Jobs on the OPM website. There is a resume builder on the website for you to use in building one or if you already have one, you can scan it into their site. Keep your eyes open for emails and or memos as to when this will begin.

The 6 Scary Phrases to Avoid in Documentation

West, principal at Employment Practices Specialists in Pacifica, California, offered her suggestions at SHRM's annual conference and exhibition, held recently in Las Vegas. Here are her six scary phrases:

1. 'You're overqualified'

Overqualified people are usually over 40, says West, and that makes this phrase a red flag for discrimination. Candidates who meet minimum qualifications should not be eliminated at an early stage on that basis.

2. 'You're overcommitted'

When you say this, the applicant will hear: "Has kids and won't stay late."

3. 'You lack skills necessary to do the job'

The employee will think: I'm not the kind of person they want to spend the time and energy training because of my age, race, etc.

Better way to say it? Detail exactly why the applicant is not qualified. Comments must be objective and based on job requirements. For example:

* Bob has not created excel spreadsheets.

4. 'You don't fit in'

Or "You're not a culture fit." Again, this is an invitation to a discrimination charge, says West, especially if you have an all white or all Asian, etc., culture.

5. 'You have a bad attitude'

"I've been told that all my life," West notes. "That doesn't tell me anything." "Attitude" is a red flag for discrimination.

Better way to say it? "Look, we're having problems with your attitude, specifically, when asked to stay late to work on a project you roll your eyes and sigh."

The same goes for "not a team player." You say, we've worked with you, but you're just not a team player. That's another potential red flag for discrimination. Hmmm, the person thinks, I'm the oldest person, only minority, etc.

6. 'You are not communicative'

Employee thinks: I couldn't answer their question, I'm viewed as a loser, I wasn't given a chance.

Better way to say it? Was unable to provide answers concerning interactions with boss or did not expand on responses about interactions with manager.

How to talk to employees about performance is one of what, 20 things you need to train managers and supervisors on? Training is critical, but it's tough to fit it in. To train effectively, you need a program that's easy for you to deliver and that requires little time from busy schedules.

MSgt Leann Reid, 272-4220

Leann.reid@idbois.ang.af.mil

TSgt Yvonne Hopper, 272-4221

Yvonne.hopper@idbois.ang.af.mil

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Education, relocation, parenting, stress - you name it - Military OneSource

is there to help you with just about any need. Available by phone or online, it is a free service provided by the Department of Defense for active-duty, Guard, and Reserve service members and their families. The

service is completely private and confidential, with few exceptions.

Have a concern? Start solving it today with Military OneSource.



Please give me a call if you have any questions or concerns. I’m here to help and can be reached at

Mary.mckenna@ang.af.mil

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Please give me a call if you have any questions or concerns. I’m here to help and can be reached at

Arlin.Degroot@id.ngb.army.mil

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REMEMBER TO LET US KNOW IF YOUR ADDRESS, MARITAL STATUS OR FAMILY STATUS CHANGES!!!!!!

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DTS Helpdesk is available at 272-2600, 272-2601, 272-2602 or 272-2603

HRO is the approving authority for technician travel. POC is SSG Renon @ 272-4226 or jeffrey.renon@ang.af.mil

DTS Travelers Tip:

Travelers should not enter a line of accounting for technician travel unless it is a cross organizational line of accounting that has been directed for input.

Training/Education:

National Guard Professional Education Center, PEC, a great source training, PEC offers many courses. Take a look. Provided are the direct link to PEC’s web page

Once you have a course reservation you can submit your DTS request.

Future Training:

Future training events can be found at



A REMINDER TO ALL TECHNICIANS WHO HAVE TAKEN CLASSES, PEC OR OTHERWISE, I NEED A COPY OF YOUR FINAL CERTIFICATE SO THAT I CAN UPDATE THE SYSTEM.

Jeffrey.renon@us.army.mil

OUR NEW SPECIAL CONVEYANCE POLICY CAN BE FOUND ON OUR WEBSITE (under policies)



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An EEO Counselor is available to speak with any Federal employee who believes that he/she has been discriminated against or sexually harassed. The Counselor is trained to help you in addressing your issue or concern related to equal opportunity.

Any EEO Counselor may assist either Army or Air Technicians with their EEO concerns. The following EEO Counselors are located on Gowen Field. You may speak with them directly if you have a question or concern, or you may contact the State Equal

Employment Manager, Mrs Gayle Hinrichs, at 272-4210.

Certified EEO Counselors:



"If its sanity you are after there is no recipe like laughter."

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"Against the assault of laughter, nothing can stand."

How to Recognize Subtle Sexual Harassment

Many cases of sexual harassment are reported in the news. However, there are many other more subtle situations of harassment that go unreported and unnoticed on a daily basis. Covert actions are more apt to erode morale and impact work performance, yet the person making inappropriate comments or excluding a co-working may not be aware that their actions are offensive.

Subtle sexual harassment is unwelcome sexual or sex-based behavior that, if allowed to continue, could create illegal sexual harassment. Subtle sexual harassment is not a legal term. It is a practical term for identifying subtle unwelcome sexual behavior. Once that behavior is identified, it is then possible to effectively deal with that behavior.

The following five step method can assist you in determining when behavior crosses the line between friendly behavior and subtle sexual harassment.

Step One: Identify the people involved in the interaction. Usually it will be obvious who is directly involved in the interaction. It is also necessary to determine if there are third parties present who could be affected by the behavior.

Step Two: Determine their relationship. Do the people involved have only a typical work relationship; i.e., they talk primarily about work related issues and don’t socialize outside of the workplace except at work related events. If you see sexual or sex-based behavior between them, it is important to apply the next three steps. If the people have a good friendship and they are engaged in a sexual or sex-based behavior that is acceptable to both parties, their behavior could still create a hostile work environment for other employees.

Caution: If the people involved in the interaction have a good friendship, that does not automatically mean that both people welcome that behavior.

Step Three: Objectively describe the behavior. Describe specifically what happened. Include the behaviors of all the people identified in Step One.

Step Four: Determine if the behavior described in Step Three was welcome using the following methods.

A. Does (Do) the recipient(s) clearly indicate verbally and/or nonverbally that the behavior is unwelcome? If she/he/they does/do, go to Step Five. If not, continue to B.

B. Does (Do) the recipient(s) equally initiate the behavior; i.e., ask that person to engage in the behavior, sometimes behave that same way to that person first? If your answer is no, go to Step Five. If it is yes, go to C.

C. Does (Do) the recipient(s) equally participate in that behavior; i.e., engage in the same or very similar behavior to the person initiating the behavior? If your answer is no, go to Step Five. If it is yes, continue to D.

D. It is doubtful that either person is being sexually harassed. But, their sexual or sex-based behavior could be inappropriate and should stop. Their behavior could be unwelcome to third party persons. If the behavior described in Step Three is sexual or sex-based and the third party person(s) does (do) not appear to equally participate in and initiate that behavior, it probably is unwelcome. That situation should be dealt with to ensure that third party sexual harassment does not occur.

Important: To determine if the behavior is welcome, it is important to focus on the impact of the behavior, not the intent of the person doing the behavior. Avoid “Yes … buts …”; i.e., “Yes, she touched him, but that is her personality.” “Yes, he makes sexual comments, but he’s harmless.” “Yes, …” is an objective description of the behavior while “but …” is a subjective reaction that often makes excuses for the person initiating the behavior and stops the objective process of determining if the sexual or sex-based behavior is welcome.

Step Five: Is the unwelcome behavior sexual or sex-based behavior? If the behavior is obviously sexual, it is sexual harassment or, if it is derogatory about men or women, it is sex-based harassment.

Summary: This Five Step process provides a very objective method to assess personal behavior and the interactions of other employees to determine when friendly or joking behavior crosses the line into subtle sexual harassment or sex-based harassment. If it has, that behavior should stop immediately.

Contact Mrs. Gayle Hinrichs, State Employee Manager at (208) 272-4210 for further information and or guidance.

124th Fighter Wing and State Sexual Assault Response Coordinator's (SARC)

124th Fighter Wing Sexual Assault Response Coordinator (SARC):  Lt. Col. Beverly Bracewell 

If you have been sexually assaulted, please call the SARC at (208) 422-8400. Additionally, DOD has set up a 24-hour hotline at 1-800-342-9647 for geographically separated military personnel as well. Military members who access the DOD hotline will be referred to the nearest Sexual Assault Response Coordinator's office for assistance. You may also e-mail the SARC. (email below)

State Sexual Assault Response Coordinator (SARC):  1st Lt Colleen Walker 

 

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If you have been sexually assaulted, please call the State SARC at 422-8400.  You may also contact the 24 hour hotline at 208-447-6166.  You may also e-mail the State SARC at coleen.walker@ang.af.mil.

Mr. Terry Williams, Contractor

Asst. Sexual Assault Response Coordinator

JFHQ-ID/J1-SAPR

Office: 208-272-4306

Cell: 208-949-7583

Terry.williams@ang.af.mil

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Performance Management

Effective 01 January 2012, Idaho will implement a new automated Performance Appraisal Application (PAA). Training for this program will begin August 2011 and continue throughout the end of the year. Additional training will be scheduled as needed to ensure all personnel are properly trained.

Major Changes include:

- A standardized annual rating cycle with one close out date for all technicians;

- 01 Jan – 31 Dec.

- Rating scheme changes from a 3 tier manual process to a totally automated, 5 tier process utilizing My Biz/My Workplace.

- Employees provide input in the development of critical elements and performance standard.

- Performance Management is a required Critical Element for all Supervisors.

- Mandatory interim review for all technicians.

The current timeline for training on this new program is as follows:

August 2011- October 2011: Mandatory training for all Supervisors on writing effective Critical Elements to be used in PAA.

October 2011- December 2011: Mandatory Training for all Technicians on policy changes in TPR 430 and PAA system.

October 2011- December 2011: Optional hands-on Training of PAA system.

01 January 2012: Implementation of new TPR 430 and PAA.

01January 2012- March 2012: Make up training for all personnel who were unable to attend above scheduled training.

Additional information will be sent out addressing scheduling times for said training. All questions pertaining to this program should be directed to 1st Lt Jennifer Davis at (208) 272-3749.

Labor Relations:

All questions regarding the Union can be referred to one of the following:

SSG Scott Solders (Union President)

(208) 272-4022

TSgt Gary White (124 Air Union Steward)

(208) 422-5407

Please note the changes in HRO while the Brigade is deployed:

Mrs. Gayle Hinrichs vice: CPT James Medwick as Employee Relations Specialist

X4210

SSG Jeff Renon vice: SFC Becky Burkhart as HR Development Specialist

X4218

SSgt Melissa Loepp vice: SSG Jeff Renon as OWCP Specialist

X3780

SGT Jackie White vice: SSG Chris Young as ARMY AGR Assistant

X4217

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SURVEY BOX

HRO has established a survey box in the lobby of our building. We are here to work for you and if you have any suggestions on how we can better serve you, please let us know.

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Summer is finally upon us, don’t forget the sunscreen.

The IDARNG Safety Office is pleased to offer an ATV Rider Safety Class, provided by the ATV Safety Institute, a Division of the Specialty Vehicle Institute of America. The purpose of this class is for ATV riders to learn to do a proper pre-ride inspection, ride in a variety of conditions, and negotiate obstacles. You’ll also get information on protective gear and the latest local laws about ATV use on-road and off-road. Upon completion of the course, students will receive a completion card and an ATV Rider-Course Handbook to take home. [pic]Idaho National Guard members are eligible to attend, as well as one accompanying member of their immediate family over 16 years old (with own ATV). There is no charge to attend this course. Attendance will not be in a paid/military status.

You must bring your own ATV (not a side-by-side model) to the class. ATVs are not furnished. Accompanying family members must ride their own ATV. Students must bring a DOT-approved helmet with face shield or goggles, and wear over the ankle boots, ATV or motorcycle gloves, and long sleeve shirt and long pants.

Location: Gowen Road, in the gravel area immediately to the south of (and slightly east of) the main Gowen Field gate.

Time: Class will start promptly at 0800 on Saturday, 13 August 2011. This is a four-hour class.

To sign up: Or if you have questions, please contact the IDARNG Safety Office at (208) 272 4198 or 4200.

POC: CW3 Virgel L. Clark

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IDAHO NATIONAL GUARD

HUMAN RESOURCE OFFICE

EMPLOYEE INFORMATION

LETTER

MASS

TRANSIT

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