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Department of Defense


The Department of Defense (DoD) is charged with coordinating and supervising all agencies and functions of the government relating directly to national security and the United States armed forces. The mission of the Department of Defense is to provide the military forces needed to deter war and to protect the security of our country.

The Department of Defense is America's oldest and largest government agency -tracing its roots back to pre-Revolutionary times. Today, the Department is not only in charge of the military, but it also employs a civilian force of thousands. With over 1.4 million men and women on active duty, and 718,000 civilian personnel, DoD is the nation's largest employer. Another 1.1 million serve in the National Guard and Reserve forces. More than 2 million military retirees and their family members receive benefits.

Perhaps you are working for the DoD or interested in working for the DoD. Here is a forum to share your experience with the DoD.
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engravergirl  
#1 Posted : Wednesday, October 03, 2012 1:35:31 PM(UTC)
engravergirl

Rank: Newbie

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Joined: 10/2/2012(UTC)
Posts: 4

Hello All-

I am an NAF NF-II Recreation Assistant fighting for an upgrade to NF-III Recreation Specialist. I have been in the industry for 16 years and have worked at 4 Arts & Crafts Centers (USAF).
I was hired for a position in 2009 after my husband retired and we made a move.  The job was previously a NF-III...downgraded for the employee before me...and my application had  Rec Spec NF-III written on it.  Upon accepting the job and signing the paperwork, NF-II was listed...refused to sign..demanded to se Flt Chief...was told it would be revisited after my 6 month probation (which was unusual since I actually transfered)...and 3 years later I'm still fighting.
Is there someone out there who has fought this fight or who knows the system.  I have done so much research regarding the PD's, the OPM, Services HRO...and all the info I find is controdictory...
The OPM writes the PD's...and the same PD's are used for GS, NF, NA, WA, CY...but for NAF, they have been modified by Services HRO to better meet the needs of NAF facilities...but how much can they alter them?... My PD has almost nothing to do with my actual job...in fact only listing "may use computerized engraver"
 
I am soely responsible for every aspect of the shop...and have not received a second of training, supervision or instruction from the day I started.  I came to the job with all the experience and knowledge needed to overhaul and run the shop.  No one in the facility can even turn the equipment on let alone run it... My work is not scheduled or checked by the facility director...yet I'm not a "Specialist" in my field.  I am not required to do any other job in the facility although I am experienced in both Framing and with aspects of the Operations Clerk position.  I am only required to be the engraver although I have experience in all other aspects of the center.
 
Here is my other problem... Since 2009, I have trained 4 other new employees...all of which have moved on... each one of these have been brought in as a NF-II (holding the same grade/position as me on paper) but they all came to the job with NO experience.  The PD says that the incumbent must have experience or a general working knowledge of most or all aspects of the facility.  They come in looking the same as me on paper, and are responsible for 1% of the work...and none of the responsibility.
 
I am then expected to train them...provide them with my many years of knowledge and experience...all of which I've worked very hard to obtain...all on my own! (none of which was provided at this facility) and share the same paygrade with them the entire time...when they come with zero experience...some not even able to read a ruler...seriously...
 
The flex position is open again (the last train wreck just left)...and the Flt Chief is pushing another hire.  I suggested they hire a NF-I and let that person earn their NF-II upgrade sometime after their probation period..and I was told no becasue they can't run the equipment as a NF-I.
 
I love my job...and I'm really good at what I do.  It is extremely technical...and very detail oriented.
I am basically a CNC operator and a graphics artist in one... The PD is written like I teach ceramics to old ladies and set tables up at the Community Center...or teach leather punching....along with organizing a cribidge tournament and demonstrating how to use a hole punch. 
 
How do I get my job description changed to spell out what I actually do and also have it reflect the technical aspect of the work I do...especially when Engraving and Engraver is never mentioned or listed in any but a base leverl PD...I read dozens and dozens of pages from OPM and engraver was NEVER mentioned.
 
I appreciate any assistance with how to fight this fight...and make them have to listen!!
 
engravergirl
 
 
computerscott2  
#2 Posted : Wednesday, October 03, 2012 8:53:21 PM(UTC)
computerscott2

Rank: Senior Member

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Joined: 6/24/2009(UTC)
Posts: 1,835



Fighting NAF is a losing proposition. NAF agencies suck and if you want to see the good 'ole boy network in action, get a job at a NAF agency. If you were more liked or one of their "buddies" they would have no problem upgrading you to a 3. I have seen it happen at NAF facilities. If you are a "pain in the neck" to them, they will spend more money and time fighting you than they would have spent upgrading you.
engravergirl  
#3 Posted : Thursday, October 04, 2012 1:10:51 AM(UTC)
engravergirl

Rank: Newbie

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Joined: 10/2/2012(UTC)
Posts: 4

computerscott2-
You hit the nail on the head!...do you know how many times I use the term good ol' boy network when I'm talking about NAF?...
I'm still going to fight the good fight...they need to upgrade positions that now require a higher level of expertise...technology has had a great impact on what we now do at A & C Centers...If Marketing Assistants are NF-III's then it should be a no-brainer for me... I use all the same graphics software as Marketing...but I actually produce a revenue generating product with it...and I use an expensive, highly technical piece of equipment to boot...A CO2 laser isn't your standard "computerized engraver" from 20 years ago when the PD's were written.  They can add all they want to the PD...but it doesn't change the fact that they now need highly trained people to perform the work...and "a monkey" can't do the job!  Management is so disconnected with it's facilities and people.  Our FC was once a A&C manager...back in the day...and so he thinks he knows what my job entails...but he doesn't have a clue...and neither does HRO...  Having dependable, well trained employees is going to just be more and more important as NAF-T continues...cutbacks and shortcuts...are going to sink the ship.  Unless we come up with more innovative classes, new and interesting products, and people with the experience and knowledge to produce both...we don't have a chance.
 
Fed1969  
#4 Posted : Thursday, October 04, 2012 1:36:07 AM(UTC)
Fed1969

Rank: Senior Member

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Joined: 10/28/2010(UTC)
Posts: 3,333

I suggest you consider looking into a GS job.
0811usmc  
#5 Posted : Thursday, October 04, 2012 3:06:43 AM(UTC)
0811usmc

Rank: Rookie

Groups: Registered
Joined: 6/7/2010(UTC)
Posts: 44

Upgrading a slot/position requires additional funding.
Maybe it's easier to find a NAF III vs. try to upgrade one that
you are in right now.  $ is tight all over the place now. 
engravergirl  
#6 Posted : Thursday, October 04, 2012 6:38:41 AM(UTC)
engravergirl

Rank: Newbie

Groups: Registered
Joined: 10/2/2012(UTC)
Posts: 4

There are no jobs for Engravers in the GS system...except possibly working for the Treasury Department...and I have no desire to move again...spent too much time moving with the AF.  I'm very aware that money is tight everywhere...I've been working for Dept of the AF for years.  My logic is that they can upgrade me and continue to have a great employee who never calls in sick...who knows more about the AF than most...who is well liked by her customers and co-workers, who rarely makes mistakes...thus little spoilage...who is organized, responsible, detail oriented...and who actually cares!
I know I'm living in la-la land...but for me it is worth the fight.  If it doesn't happen, well, then...I'll either have to take it and stay...or find something else....which I hate to do since I've done this for so long...and I really love it...
Maybe I'll get lucky...or maybe the FC will retire...or maybe, just maybe...they will actually do the right thing for once :^)  One can only hope!
 
So, instead of all the negative response...how about someone give me some ideas on how to actually suceed at this fight....engravergirl
computerscott2  
#7 Posted : Thursday, October 04, 2012 8:01:35 PM(UTC)
computerscott2

Rank: Senior Member

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Joined: 6/24/2009(UTC)
Posts: 1,835


When asking for the upgrade make sure that you leave out as many of your old duties as possible and showcase all of your new duties. I was once denied a desk audit for position upgrade because I stated that I still did 1% of my old job. I kid you not, they denied it because "I was not doing a 100% 'new' job.", that was the quote from HR. Work hard to show how the position has changed and how it has evolved. This failed desk audit was with a NAF organization. So the next option was to wait for my elderly co-worker to retire, but when he did they moved his job billet (kept the grade, but changed the title, behind the backs of everyone) to one of their old favorites. No job announcement whatsoever, just Bob quietly became promoted and the only way I found out about it was that, while fixing the directors computer i happened to see a personnel listing laying on her desk and lo-and-behold, there on the front page was Bob and his new position. By the way, I was not snooping, all I had to do was look down while waiting for the software to load.
I wish you luck, I just wanted to make sure you went in with eyes wide open....
engravergirl  
#8 Posted : Thursday, October 04, 2012 10:30:42 PM(UTC)
engravergirl

Rank: Newbie

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Joined: 10/2/2012(UTC)
Posts: 4

Thanks computerscott2...I appreciate you honesty and advise.  The problem is...no matter what, I will still do my original job...I am just working way above my actual PD.  The position was an NF-III just a year before I transferred in.  It was convenient for them to downgrade it when a much less experienced person took over.  She didn't last a year...she stepped out of the regular slot into a flex slot when I took over...she was in way over her head...but she was their only choice when the NF-III left unexpectedly. 
My biggest problem now is understanding the PD's...do I use OPM's or NAF's.. I can't go to my HR office...I can't trust them...I found that out.  Who is the governing body...how to I make a gameplan when I don't know which set of rules to follow. 
It is exhausting!  I know my job would not be downgraded...so I'm not worried about that...but I refuse to dummy myself down to work within my job description and compromise my work ethic...
 
I'll keep at it and see what happens.  Until then...I'm going to have to train another completely inexperienced person who will last 6-7 months...and then leave.  I'll work by myself for another several months until the whole process starts over again. 
Fed GS  
#9 Posted : Friday, October 05, 2012 3:46:37 AM(UTC)
Fed GS

Rank: Senior Member

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Joined: 2/20/2011(UTC)
Posts: 308

From the DCPAS website - http://www.cpms.osd.mil/

DoD number 1400.25 Volume 1407 Jan 2012 NAF Classification

CLASSIFICATION GRIEVANCES. Employees may grieve the assignment of their position to a particular band. Also, where levels within a band have been established, the assignment of a position to a particular level may be grieved. Either the negotiated grievance procedure or the applicable DoD Component NAF administrative grievance system may be used, as appropriate. In accordance with section 7121 of Reference (e), a negotiated grievance procedure, if applicable, may be used only if the classification results in a pay or payband reduction. Bargaining unit employees may use the applicable DoD Component NAF administrative grievance system for classification complaints about actions that do not result in a reduction of pay or payband. The final decision authority for classification grievances shall be the Head of the DoD Component or designee. There shall be no classification appeal or grievance rights to DoD or to OPM for NF positions.
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