FEDweek Issue: Wednesday, September 15, 2004 FEDweek is the largest information resource in the federal government with now over one million weekly readers. To Subscribe, Go to http://fedweek.sparklist.com/t/294944050/821888/32/0/ *********************************************************** Valuable Information for the Federal Family Federal Job Search http://fedweek.sparklist.com/t/294944050/821888/10/0/ Job Bulletin Board http://fedweek.sparklist.com/t/294944050/821888/10/0/ Brand New Federal Manager's Daily Report--FREE Daily Electronic Briefing http://fedweek.sparklist.com/t/294944050/821888/32/0/ ********************************************************** In This Week's Issue 1. Raise Issue Before House, Senate 2. Federal Employees Receive Insurance Refund Checks http://fedweek.sparklist.com/t/294944050/821888/303/0/ 3. Congress Remains Skeptical on Pay-for-Performance 4. NSPS Nomination Process Underway 5. Options Paper on NSPS Released http://fedweek.sparklist.com/t/294944050/821888/4/0/ 6. Unions Seek Continuation of DHS Talks 7. Experts' View: The FEGLI Open Season http://fedweek.sparklist.com/t/294944050/821888/304/0/ 8. F Fund Leads Monthly Returns 9. Conversion Rule Applies to Open Season Choice 10. Federal Legal Corner: Retaliatory Job Reference Is Illegal, Even If Employee Wouldn't Have Gotten the Job. http://fedweek.sparklist.com/t/294944050/821888/299/0/ 11. The Complete Guide to Writing a Federal Resume Just Published-- http://fedweek.sparklist.com/t/294944050/821888/1/0/ *********************************************************** Today's Issue of FEDweek is sponsored by Nortel Networks
Converged Voice and Data Convergence is the new reality for mission-critical networks. Nortel Networks authorized GSA-schedule partners can help you evaluate your current systems and plan a smooth migration to network convergence. Visit <a href="http://fedweek.sparklist.com/t/294944050/821888/300/0/";>http://ad.doubleclick.net/clk;10107743;10033121;d?http://www.nortelnetworks.com/usfedconvergence</a> to learn more. 1. Raise Issue Before House, Senate The House at any time could take up the Transportation- Treasury spending bill for fiscal 2005 that contains language setting the January 2005 federal raise at 3.5 percent. The Senate Appropriations Committee meanwhile has started drafting its version of a counterpart bill. However, working time is tight before Congress hopes to break for the elections in early October--possibly to return for a post-election lame-duck session--and the measure may end up as part of a catchall spending bill, or a series of them, needed to keep the government funded in the fiscal year that starts October 1, since it appears that few of the regular appropriations bills will be enacted by then. The White House's recommendation of a 1.5 percent raise, made earlier this year, remains the administration's official position since President Bush did not use an opportunity in August to recommend an alternative figure. Congress so far has not addressed how much of the raise would be paid across-the-board and how much would be divided up as locality pay for general schedule employees; the House measure, though, does specify that blue-collar employees would get at least the amounts paid to GS employees in their localities. 2. Federal Employees Receive Insurance Refund Checks This week civilian federal employees who have life insurance coverage through WAEPA http://fedweek.sparklist.com/t/294944050/821888/303/0/ will be receiving a refund check equal to 25% of their annual premium. This is nothing new to those federal employees with WAEPA life insurance, as this is the eighth refund in the past nine years. Since 1996 WAEPA members have received over $19,000,000 in refunds, and in fact, if you had WAEPA coverage since 1996 you would have received refunds equal to twenty-one months of premium payments! That's almost two years of life insurance coverage at no cost! This impressive history of giving back to the federal community is only one of the benefits of life insurance from WAEPA. Here are just a few other examples: More Coverage Options for you the Civilian Federal or Postal Service Employee. WAEPA offers coverage from $25,000 up to $500,000 (FEGLI is based on your annual salary). More Coverage Options for your Dependents. WAEPA offers dependent spouse coverage from $10,000 up to $250,000 (the FEGLI maximum is $25,000). Also, domestic partners of civilian federal and postal service employees are now eligible for WAEPA's dependent program. (Domestic partners are not eligible under FEGLI Option C). Lower Premium Rates. Civilian federal and postal service employees less than age 60 will find WAEPA's premium rates to be significantly less than FEGLI Basic, FEGLI Option A, and FEGLI Option B. Likewise, WAEPA's premiums for dependent coverage are also significantly less than FEGLI Option C. Unique Benefits Not Available Under FEGLI. Your non-dependent adult children can become eligible for WAEPA coverage - even though they are not federal employees. For them to become eligible, you the civilian federal or postal service employee must become a member of WAEPA. It is easy for you to join WAEPA -- all you have to do is pay a one-time $2.00 membership fee -- you are not required to purchase any WAEPA insurance. Then your non-dependent adult children are automatically eligible to apply for WAEPA coverage from $25,000 up to $500,000. Just imagine your 24-year-old son or daughter could have $25,000 of coverage through WAEPA at a cost of only $12.00 per year! Serving Those Who Have Served. As a non-profit association, WAEPA's mission is to serve the needs of civilian federal and postal service employees. Additionally, WAEPA is governed by a Board of Directors composed of federal employees who serve on a voluntary basis without pay. WAEPA was founded in 1943 by federal employees just like you - eleven years before the FEGLI program was formed. Also, besides affordable life insurance, WAEPA also offers an attractive long-term care program. If you currently have life insurance through WAEPA, enjoy your 25% premium refund check. We can't promise you a refund every year, but we do promise to offer you the most attractive insurance programs possible, and will continue to service your needs with respect and dignity. If you did not receive a refund check from WAEPA this week, we urge you to consider WAEPA as you review your family's insurance needs during the current Federal Life Open Season. To learn more about WAEPA and the unique benefits it offers, please visit the WAEPA web-site http://fedweek.sparklist.com/t/294944050/821888/306/0/ or call toll free 1 (800) 368-3484 to speak with a customer service representative. (WAEPA does not use insurance agents or telemarketing firms). You can also e-mail your questions to [EMAIL PROTECTED] Once again, WAEPA -- serving those who have served! http://fedweek.sparklist.com/t/294944050/821888/303/0/ 3. Congress Remains Skeptical on Pay-for-Performance Barring a last-minute change of direction, it appears that Congress once again will provide only a token sum for the federal pay-for-performance fund, one of the administration's major compensation initiatives. The White House for two years running has sought $300 million for a "human capital performance fund" and while Congress last year authorized such a fund, it allocated only $1 million for the current fiscal year. The House Transportation-Treasury bill for fiscal 2005 would allot only $16.5 million in the upcoming fiscal year, an amount that itself was shaved in committee action from $21 million. Committee language further would require the Office of Personnel Management to report on any agency performance plans that have been approved for payouts and would bar any actual payouts from the fund without congressional approval. The measure also would require that employees of two major agencies considering pay- for-performance as part of personnel overhauls--the Defense and Homeland Security departments--must give their employees the same January 2005 raises as other agencies. That is largely a moot point for the upcoming raise since those agencies won't be ready to begin pay-for-performance that soon, but it could set a precedent for future years. 4. NSPS Nomination Process Underway The Defense Department has started the process of identifying which components will be in the first phase of its new "national security personnel system," which will feature pay banding, pay-for-performance and numerous other changes in personnel rules at DoD. The agency continues to draft proposed rules which it expects to come out around the end of the year, with final rules months later. DoD expects the first phase--which it is dubbing "spiral one"--to begin in July 2005. DoD components have been told to make recommendations for organizations that in effect will serve as a pilot project for broader implementation over several years. Factors to be considered in the final selection will include organizational size, complexity, mission, infrastructure, resources, workforce adaptability and demonstrated acceptance and readiness for change. The organization's strategic framework will also be reviewed to determine whether human resources management goals, objectives, metrics are in place and aligned with organization's strategic plan, DoD has said. The Navy has been the most vocal of the military services in saying it wants in on the first phase. Top Pentagon officials are expected to announce later this year which organizations will be the early adopters. 5. Options Paper on NSPS Released DoD has published an options paper on the NSPS that lays out many of the potential changes in personnel policies that DoD is considering, including market-based pay, revised job classification and hiring authorities, and greater ability to reward employees in certain circumstances. DoD stressed that the options are not final or binding but merely on the table for consideration as it continues the process that culminate in proposed rules late. Nor is the paper comprehensive, since it doesn't address some of the thornier issues including employee appeal rights and union representation and bargaining rights. For a closer look at the paper, go to http://fedweek.sparklist.com/t/294944050/821888/4/0/ in the hot free info section of our website. 6. Unions Seek Continuation of DHS Talks Meanwhile, the two largest unions representing Department of Homeland Security employees, the American Federation of Government Employees and the National Treasury Employees Union, want to restart meetings with DHS and Office of Personnel Management officials on plans for the new personnel system there. Like DoD, DHS expects to issue rules later this year on issues ranging from compensation to union rights, although in the case of DHS the rules would be final, since proposed rules were issued earlier this year. The two sides had been in talks overseen by the Federal Mediation and Conciliation Service and the unions contend that a package deal was close--even though no agreements had been reached on major issues such as the scope of bargaining, employee appeals rights and the compensation system--when the management side ended its participation. They are asking members of Congress to pressure the administration to resume the talks. 7. Experts' View: The FEGLI Open Season FEGLI open seasons are rare opportunities, but you may decide not to make any changes in your life insurance coverage, writes benefits expert Reg Jones. "It'll be just like an FEHB open season. If you're happy, just sit still," he writes. You'll find his column at http://fedweek.sparklist.com/t/294944050/821888/304/0/ 8. F Fund Leads Monthly Returns The bond (F) fund of the Thrift Savings Plan led the program's five funds in returns during August, posting a 1.88 percent gain, compared to 1 percent for the international stock (I) fund, a 0.38 percent gain for the government securities (G) fund, and a 0.34 percent gain for the large company common stock (C) fund; the small and mid-sized company (S) fund broke even. In terms of 12-month returns, the I fund leads with a 22.85 percent gain, followed by the S fund, 12.22, C fund, 11.33, F fund, 6.08, and G fund, 4.36. 9. Conversion Rule Applies to Open Season Choice One consideration for federal employees near retirement in the current Federal Employees Group Life Insurance program open season are rules regarding carrying FEGLI coverage into retirement. Rules require that any coverage carried into retirement have been in effect for the prior five years, or from the first opportunity to elect coverage. Since the open season doesn't qualify as a "first opportunity" and since higher coverage elected in the open season will not be effective until September 2005, in general that new coverage can't be carried into retirement for anyone retiring before September 2010. However, guidance on the open season carries a reminder that there is another life insurance option available at retirement: converting FEGLI coverage to a private policy. A converted policy may well be more expensive than the group rates offered through FEGLI, the guidance notes, but higher coverage elected in the open season can be converted once it takes effect--that is, in September 2005 or later. 10. Federal Legal Corner: Retaliatory Job Reference Is Illegal, Even If Employee Wouldn't Have Gotten the Job. On August 27, 2004, a U.S. appeals court clarified the types of actions that may be illegal under Title VII discrimination laws. In Hillig v. Rumsfeld, No. 02-1102 (10th Cir. 2004), the Court ruled that likely harm to future job opportunities -- without actual harm -- can make an employer's retaliation illegal. Ms. Hillig settled two discrimination complaints with her employer, Defense Finance Accounting Service (DFAS). Later, Ms. Hillig applied for a job at Department of Justice (DOJ). Her DFAS supervisors, one of whom was the subject of Ms. Hillig's EEO complaint, gave DOJ harmful information about Ms. Hillig. A jury found that the damaging references were retaliatory, but that Ms. Hillig did not prove that she would have received the job offer even if DFAS had not provided a harmful recommendation. The trial court found that Ms. Hillig did not suffer an "actual tangible injury." The trial court reasoned that the poor reference was not an "adverse employment action" because Ms. Hillig did not show that the reference, by itself, was the cause of her not getting the job. The Court of Appeals disagreed, reversed, and reinstituted the jury's $25,000 award to compensate her for the retaliation, even though the retaliation did not cause her to lose the job opportunity. The Court ruled that "harm to future employment prospects" is sufficient to prove that an employer's actions are illegal. The court focused on DFAS's action as well as the resulting harm. The court also distinguished two types of harm resulting from a discriminatory action: "tangible harms," such as a hiring, firing, non-promotion, or change in salary or benefits; and intangible harms which have a "significant risk of humiliation, damage to reputation, and a concomitant harm to future employment prospects." Hellig, citing Berry v. Stevinson Chevrolet, 74 F.3d 980, 986-87 (10th Cir. 1996). The court noted that actions with a minimal impact on future job potential are not severe enough to be illegal. Thus, the court concluded that an action that does more than de minimis harm to an individual's future employment prospects can be illegal even if the individual does not show the act resulted in the denial of a particular job or a particular employment prospect. * This information is provided by the attorneys at Passman & Kaplan, P.C., a law firm dedicated to the representation of federal employees worldwide. For more information on Passman & Kaplan, P.C., go to http://fedweek.sparklist.com/t/294944050/821888/301/0/ * 11. The Complete Guide to Writing a Federal Resume Just Published-- Available for Immediate Shipment Order Yours at http://fedweek.sparklist.com/t/294944050/821888/1/0/ >From the Publishers of FEDweek, the federal government's largest information resource... We are proud to announce the launch of The Complete Guide to Writing a Federal Resume. This book was written specifically for you and is designed to help you meet the requirements for written materials in seeking a new federal job or advancement within the federal government. There is no longer a single, required method of applying for federal employment. In fact, most federal agencies are moving toward the resume (either paper or electronic) as the preferred method of applying for jobs. That's why we've just published The Complete Guide to Writing a Federal Resume and all current federal employees, retirees, military members and private sector professionals who are looking for a federal job need this all-inclusive guide. Note to Military Members: Many of the federal job openings at this time require security clearances. As a military member, a large percentage of you have the security clearance and the qualifications needed to fill these positions. This all-new guide will show you how to compose your resume to accentuate your strengths and experiences. Here's a partial list of the table of contents: Finding a Federal Job Should I Apply Using a Resume or an Application Form? The Federal Resume Preparing to Draft Your Resume What to Cover (and not cover) in a Resume The Designing of Your Federal Resume Your Accomplishments (including a worksheet) What if You Use an OF-612? Knowledges, Skills and Abilities (KSAs) Cover Letters and Thank You Letters Interactive Worksheets The Do's and Don't's for Federal Resume Cover Letters Contains Many Sample Federal Resumes and Cover Letters And Much More! This book is a "must have" for: All federal employees Military personnel interested in civil service careers Federal managers and supervisors Human resources professionals and federal libraries Military retirees beginning their second career with the federal government All private sector workers that wish to apply for federal government positions. Simply put, designing and writing your resume is not an easy task. You must highlight your accomplishments, qualifications, experience, etc. all while keeping it brief and easy to follow. The Complete Guide to Writing a Federal Resume will show you how to do this. It also gives a complete list of "result and action" words to use in your cover letter and resume as well as a list a frequently misspelled or misused words or phrases. "In today's competitive job market, especially the federal job market, this new interactive resume book is a must have and is guaranteed to help you, whether you are writing a new resume from scratch, making minor changes depending on the position you are applying for or just fine tuning and error checking it." Don Mace, Publisher FEDweek *********************************************************** Order it Today and Have it Shipped to You Tomorrow! Go to http://fedweek.sparklist.com/t/294944050/821888/1/0/ to order online or see below for other ways to order. The Cost of The Complete Guide to Writing a Federal Resume is only $9.95 (plus s&h) and here are the ways to order it: Place Your Secure Order Online With Credit Card http://fedweek.sparklist.com/t/294944050/821888/1/0/ Call or toll-free order line (888) 333-9335. We have representatives ready to take your order 24 hours per day. By Mail Send $13.95 ($9.95 plus $4) to FEDweek, PO Box 5519, Glen Allen, VA 23058 *********************************************************** FEDweek 11551 Nuckols Rd. Suite L Glen Allen, VA 23059 (804) 288-5321 Website: http://fedweek.sparklist.com/t/294944050/821888/296/0/ You are subscribed to fedweek as [EMAIL PROTECTED] To unsubscribe, send a blank email to [EMAIL PROTECTED] [Non-text portions of this message have been removed] ------------------------ Yahoo! Groups Sponsor --------------------~--> Make a clean sweep of pop-up ads. Yahoo! Companion Toolbar. Now with Pop-Up Blocker. Get it for free! http://us.click.yahoo.com/L5YrjA/eSIIAA/yQLSAA/BCfwlB/TM --------------------------------------------------------------------~-> <a href=http://English-12948197573.SpamPoison.com>Fight Spam! Click Here!</a> Yahoo! Groups Links <*> To visit your group on the web, go to: http://groups.yahoo.com/group/kumpulan/ <*> To unsubscribe from this group, send an email to: [EMAIL PROTECTED] <*> Your use of Yahoo! Groups is subject to: http://docs.yahoo.com/info/terms/
