Tech Tools
National Guard Technician Branch
This page provides essential information, forms and reference materials for Federal Technicians.
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| National Guard Technicians of the Army and Air National Guard represent an essential part of the federal workforce. Federal employees provide the day-to-day continuity in the operation and training of Army and Air National Guard unit members.
The National Guard workforce is comprised of military technicians, competitive technicians and Active Guard Reserve (AGRs). Military technicians are required to maintain military membership in the National Guard in order to retain employment. Military technicians perform full-time work in their units, perform military training and duty in their units and are available to enter active military service at any time their unit is called to active duty.
The state Adjutant Generals, subject to federal regulations, are the designated employer of technicians. The Department of Defense, the Army and the Air Force, and the National Guard Bureau all oversee dual-status technicians. |
NEW EMPLOYEE ORIENTATION (NEO)
Welcome to the Hawaii National Guard Full-Time Force!
| This page provides essential information, forms, contacts and reference materials to help you start a great career. Here you will find various resources to help you begin your in-processing. |
Here is what you need to know as a Newly Appointed Employee:
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| As a newly appointed employee, you are required to attend a one day New Employee Orientation (NEO) on the first day you report. NEO is held the Monday after a new pay period at the Human Resource Office unless told otherwise. We will start promptly at 0830 because of the amount of information needed to cover.
Technician Work Attire
- Duty Uniforms will be issued in accordance with appropriate service regulations
- Required rank insignia, name, service and organizational patches will be worn correctly
- Title 5 NG Employee Dress Code (T5 Dress Code Policy 17 JUL 18)
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BENEFITS
Enrollment
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| The Army Benefits Center-Civilian website is where you can find out more information about technician benefits including Health insurance, Injury Compensation, Life Insurance, Retirement, Thrift Savings Plan (TSP), and Unemployment Compensation. This website also includes |
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| The Employee Benefits Information System website is where technicians can view or change their FEHB (Federal Employees Health Benefit), TSP (Thrift Savings Plan), or FEGLI (Federal Employees Group Life Insurance). Here you can also various calculators for retirement, TSP, and severance pay due to involuntary separation. |
Additional Information:
Law Enforcement Leave for State Active Duty
Buy Back Post 56 FERS – Steps of Military Buy Back
SELF SERVICE MYBIZ: EMPLOYMENT VERIFICATION
(CURRENT TECHNICIANS ONLY)
| Employment Verification is now available thru My Biz for employees! |
| Employment Verification is a Self Service My Biz tool allowing employees to email employment and/or salary information to an external organization (business, bank, credit union) directly from the Defense Civilian Personnel Data System (DCPDS) – via secure internet!
Employment Verification allows employees to securely and conveniently provide proof of their employment and/or salary to an external organization or person. It’s quick and easy – have the organizations or recipients email address on hand, and log into My Biz, select Employment Verification, and then Details to Share. Details to Share include two secure choices of information to send:
- “Employment Information”, provides Employee Name, Current Date, Job, Organization, Last 4 of SSN, Employment Status, Employment dates, and Rate of Pay
- “Employment and Salary Information”, provides the same employment information above, plus total salary.
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| To email Employment Verification information to an external organization: |
| Employment Verification is the employee’s secure choice for quick verification of employment and/or salary information!
- Log into the DCPDS PORTAL
- Select, My Biz, Employment Verification
- Select your Details to Share, either Employment Information, or
- Employment and Salary Information
- Enter Recipient Email Information
- Enter (verify) your work email address is included in Recipient Information ‘CC’ field to receive a copy of Employment Verification email
- Select Continue to ‘Acknowledge and Submit’ to send your EV information.
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Verification-of-Employment Flow Chart
Verification-of-Employment Example
PAY & LEAVE – LEAVE ADMINISTRATION
Advance Annual Leave Guidance
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| Reference CNGBI 1400.25 Volume 630 Leave and Absences dated 6 August 2018, Enclosure B (6)
- TAG’s discretion to advance annual leave to an employee
- Not to exceed amount of leave the employee would accrue within the leave year
- Will not be approved if it is know (or reasonably expected) that the employee will not return to duty (i.e.-disability retirement)
- Employees who separate from service are required to refund the amount of advanced leave that is not paid back
- Employees pending separation will not be advanced leave which exceeds the amount that can be repaid by accrual before their date of separation
- Advanced Annual Leave Requests Forms must be signed by supervisor and emailed to: [email protected] final HRO approval
- Employee cannot be coded for advanced annual leave in ATAAPS until HRO approval
Advanced Annual Leave Request Form
Point of contact: HRO Benefits Section |
Personal LWOP (Leave Without Pay)
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- You can take personal LWOP for various reasons.
- It must be approved by your supervisor and chain of command. They will initiate a request for personnel action in DCPDS for your Leave Without Pay – Personal (NOAC, Notification of Action Code 460).
- While on an LWOP status it will affect your FEHB, TSP, and possible your other employee benefits.
- In ATTAPS you shall be coded as “KA” LWOP (Personal leave).
- If you have a TSP loan, please fill out the TSP 41 form.
Please see the links below for more information. |
| TSP Loans: Non-pay Status |
| What is a non-pay status? |
| Effects of a non-pay status on your TSP Account |
| LWOP and Insufficient Pay |
WORKERS COMPENSATION PROGRAM (OWCP)
| Federal Employees’ Compensation Act (FECA) passed in 1916 |
| Provides compensation to civilian employees of he US for disability due to personal injury or disease sustained in the performance of duty.
Provides benefits to dependents if a work-related injury or disease causes death.
Funded through agency charge-backs.
Log on to https://www.dol.gov/owcp/dfec/laws.htm for more information about FECA. |
| FECA Overview |
| FECA is adminstered by the Office of Worker’s Compensation Programs (OWCP), U. S. Department of Labor. Each employing agency is serviced by a District Office; Hawaii is serviced by the San Francisco District Office (#13).
Individual cases are protected under the Privacy Act. Only employee, approved representative and agency may have access to information concerning compensation claim.
HIPAA does not apply to OWCP or employing agencies as it relates to information concerning the compensation claim.
No one may require an employee or other claimant to waive his/her right to claim benefits.
FECA is a non-adversial system. Disputes under FECA are resolved through informal conferences or formal reconsideration at the district office level, through administrative hearings, or review by the independent Employees’ Compensation Appeals Board whose decision is final.
Benefits provided under FECA constitute the sole remedy against the United States for work-related injury or death. A Federal Employee of surviving dependent is not entitled to sue the United States or recover damages for such injury or death under any other law. |
Click here to learn more
| OWCP Form Titles & Descriptions |
| CA-1 Federal Employee’s Notice of Truamatic Injury and Claim for Continuation of Pay/Compensation* |
| CA-2 Notice of Occupational Disease and Claim for Compensation* |
| CA-2a Notice of Recurrence |
| CA-7 Claim for Compensation |
| CA-7a Time Analysis Form |
| CA-7b Leave Buy Back Worksheet |
| CA-10 What A Federal Employee Should Do When Injured At Work |
| CA-17 Duty Status Report |
| CA-20 Attending Physician’s Report |
| CA-35 Evidence Required in Support of a Claim for Occupational Disease |
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| Points of Contact |
| Injury Compensation Program Administrator (ICPA)
Human Resources Specialist (Employee Benefits)
Joint Forces Headquarters, Hawaii National Guard (HRO-M)
Workers’ Comp Claims Voice (808) 672-1238
HRO Customer Service Voice (808) 672-1234
HRO Fax (808) 672-1225 |
OWCP HRO POC:
USERRA
Hawaii Contact Information
91-1227 Enterprise Ave Bldg 1784, Room 105-B
Kapolei HI 96707
808-672-1249
[email protected]
91-1227 Enterprise Ave Bldg 1784, Room 105-C
Kapolei HI 96707
808-672-1246
[email protected]
https://www.esgr.mil/About-ESGR/Contact/Local-State-Pages/Hawaii
(USERRA 38 U.S.C. 4301-4335)
Checklist for AB-US and RTD: (turn in to HRO with orders)
Informational Briefs and Material:
Forms:
Register for the next USERRA Briefing with our Benefits Team!
This training will be conducted virtually via Microsoft Teams.
Dates:
| 13 October 20 |
Time: 1330 |
| 26 October 20 |
Time: 1330 |
| 10 November 20 |
Time: 1330 |
| 23 November 20 |
Time: 1330 |
| 8 December 20 |
Time: 1330 |
| 21 December 20 |
Time: 1330 |
DCPDS/MYBIZ/MY WORKPLACE
DEFENSE CIVILIAN PERSONNEL DATA SYSTEM (DCPDS)
MYBIZ/MYWORKPLACE
PERFORMANCE APPRAISAL APPLICATION (PAA)
eSF52
How to Print your eOPF record Current technicians only.
TRAINING
Click the “Learn More” icon for more useful resources and information about Selection Board Training.
Click here to learn more
Be a Certified Instructor! Train-the-Instructor Option
Criteria for eligibility: Must have had to be a part of three selection boards to be considered. If you meet the requirements, the trainee will then be required to attend three classes with the Selection Board Training Team. Attendance does not have to be consecutively attended. The 3rd session, the trainee will be expected to be the lead instructor before becoming a certified Instructor. Once you complete this, you’d be certified to give the training!
POSITION DESCRIPTIONS: How to Find your Position Description(PD)
BOARD TRAINING FAQs
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| Which regulation governs the conduct of the hiring board? For Army AGRs, NGR 600-5, paragraph 2-5 and AR 135-18, paragraph 2-4. Air AGR reference ANGI 36-101, chapter 4 and Merit Placement Plan. |
| Can the board select other than the number 1 applicant (highest score)? Yes, submit justification as to why the person who scored the highest would not be the most suitable person for the position. In case of an audit due to a complaint; be prepared to explain the scoring and answer questions that may surface. |
| Why is the composition of the board 3 or 5? Standard guidance for any government agencies and stated in the NGR 600-5 under composition of the board. Having an odd number of voting members will less likely to result in a tie. |
| Does the interview have to be weighted at 3? The State TAG made the determination a while back, and it has never changed. It is standard among technician and AGR hiring boards (Army and Air Force). |
| Do the Commander, supervisor, and reviewing official have to all be a board member? Yes, either they are all part of the board panel or be represented. |
| Does the board recorder have to go through the same training as the voting board members? Yes, all personnel involved in the conduct of a board must have a full understanding of the whole process. The board recorder is not a voting position. |
| What is required of the board if an applicant does not make the OML list? A memorandum of justification which made the applicant unqualified, and is usually drafted by the recorder. |
| How is it handled if an applicant does not respond when scheduling an interview? Document the times called and responded. If no show, then document “NS” (Tech) or a memo for AGR boards. The panel must still review application and award points in “Records Review” section. |
| What happens when an applicant is not within the commuting area? Must contact applicant and schedule time to conduct phone conference with the same Panel members. |
| Can an applicant challenge a board member? No, applicants do not have the right to pick who sits on the board or scores the interviews. If an individual feels his/her civil rights are violated, or the board acted improperly, he/she has the right to file a “stop hire” complaint with HRO. Board will continue, but members will annotate the problem. If the applicant later has a problem with the results, he/she can mention to HRO, and we can bring it up to the TAG. |
| Can I notify the applicant that they have been selected for the position? No, HRO will
notify each applicant of the outcome of the interview. This process takes approximately 2-3 weeks. At no time does the hiring board panel notify the applicant. You can advise the applicant of the process. The selection recommendation will go through the command chain to HRO for approval. |
| Who is identified as the interview chairperson? The highest military ranking individual is recognized as the interview Chairman. This may not necessarily be the supervisor of the position being filled. |
| Is an observer allowed in the board proceedings for training purposes? No, all training will be conducted by HRO personnel. |
| Can one of the voting members also serve as a recorder? No, it is not ideal to have a voting board member also serve as a non-voting recorder. BUT, if you have exhausted your search and no one is available, you can do so as an EXCEPTION to the rule with HRO concurrence. |
| Can the board members contact an individual who has written a letter of recommendation? No, they should not. When you are scoring the applicant, you should just be looking at their packet and the individual at their interview and nothing more. And besides, you will need to be fair all around, therefore what you do for one you would need to do for all. |
SUPERVISOR TRAINING
AWARDS
HING_Performance_Management_Awards_Program_(9Nov18)
TPR 451 – Awards Program Hawaii National Guard
NGB Form 32
DD Form 2906 Sample
PERFORMANCE MANAGEMENT
TPR 430 – National Guard Technician Performance Appraisal Program
Appendix B – Guidelines for Appraising
Appendix A Performance – Performance Improvement Plan (PIP)
Instructions on MyPerformance: https://gko.portal.ng.mil/joint/J1/D06/MyPerformance/Forms/AllItems.aspx
How To Guide for PAA – Employee MY BIZ -Gives detailed instructions for employee MyBiz portion of PAA
How To Guide for PAA – Rating Official My Workplace -Gives detailed instructions to supervisors and managers for My Workplace option of PAA.
HLR how to guide -Gives detailed instructions to higher level rating official for My Workplace option of PAA.
Introducing the NG PAA – Employee -A powerpoint presentation of screenshots from the Performance Appraisal Application in DCPDS for the employee.
Introducing the NG PAA – Rating Official and Higher Level Reviewer (HLR) -A powerpoint presentation of screenshots from the Performance Appraisal Application in DCPDS for the rating official and higher level reviewer (HLR).
WRITING EFFECTIVE CRITICAL ELEMENTS (JOB OBJECTIVES) – A guide to writing job objectives (formerly referred to as “critical elements”) with explanations and examples of the SMART and MARST formats. Generally SMART is used for GS and MARST used for WG.
WRITING EFFECTIVE SELF ASSESSMENTS – Helpful-Hints – Things to Do/Not to Do
