Office of Human Resources




Vacant, Assistant Director

Mission

The mission of the Office of Human Resources is to provide human resources management services to the CBC and customer sites to ensure availability of appropriate staff to support EM’s accelerated cleanup and closure mission. Support services include: workforce planning and analysis, position classification; staffing; employee benefits; human resources training and development; employee performance management; labor relations; personnel actions processing; and creating, maintaining and disposition of Official Personnel Folders (OPFs) for employees at CBC and customer sites.

Office of Human Resources Services Include:

Office of Human Resources Useful Tools:

Recruitment & Placement

The Department of Energy Participates in E-Verify

Special Employment Programs

Benefits

The EMCBC offers a wide variety of training opportunities including Classroom, and Self Study programs. Log on to the CHRIS Course Catalog to view the list of available courses.

Internal Customers

Especially for New Employees:

EMCBC Employees

Employee Relations

Discipline

Grievance and ADR Procedures

Hours of Work, Pay, and Leave

Performance Management

Retirement

Training

Hiring Reforms

Position Classification

Awards

Strategic Plans

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Position Classification and Staffing

Vacant, Lead

Role

The Organizational Planning, Classification and Staffing Team is responsible for strategic, workforce and succession planning, accountability systems, employment services, which include staffing and placement, classification and position management, and personnel actions processing and records management.
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Employee Relations and Benefits

Linda Brunner, Lead

Email: linda.brunner@emcbc.doe.gov

Role

The Employee Relations Benefits and Training team is responsible for employee benefits, leave administration, incentive awards, human resources development, employee performance management, employee relations, and quality of work life initiatives and the disposition of electronic Official Personnel Folders.
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U.S. Office of Personnel Management

Section 2301, Title 5, United States code

§ 2301. Merit system principles
  • This section shall apply to
    • an Executive agency; and
    • the Government Printing Office
  • Federal personnel management should be implemented consistent with the following merit system principles:
    • Recruitment should be from qualified individuals from appropriate sources in an endeavor to achieve a work force from all segments of society, and selection and advancement should be determined solely on the basis of relative ability, knowledge and skills, after fair and open competition which assures that all receive equal opportunity.
    • All employees and applicants for employment should receive fair and equitable treatment in all aspects of personnel management without regard to political affiliation, race, color, religion, national origin, sex, marital status, age, or handicapping condition, and with proper regard for their privacy and constitutional rights.
    • Equal pay should be provided for work of equal value, with appropriate consideration of both national and local rates paid by employers in the private sector, and appropriate incentives and recognition should be provided for excellence in performance.
    • All employees should maintain high standards of integrity, conduct, and concern for the public interest.
    • The Federal work force should be used efficiently and effectively.
    • Employees should be retained on the basis of adequacy of their performance, inadequate performance should be corrected, and employees should be separated who cannot or will not improve their performance to meet required standards.
    • Employees should be provided effective education and training in cases in which such education and training would result in better organizational and individual performance.
    • Employees should be
      • protected against arbitrary action, personal favoritism, or coercion for partisan political purposes, and
      • prohibited from using their official authority or influence for the purpose of interfering with or affecting the result of an election or a nomination for election.
    • Employees should be protected against reprisal for the lawful disclosure of information which the employees reasonably believe evidences
      • a violation of any law, rule, or regulation, or
      • mismanagement, a gross waste of funds, an absence of authority, or a substantial and specific danger to public health or safety.
  • In administering the provisions of this chapter
    • with respect to any agency (as defined in section 2302(a)(2)(C) of this title), the President shall, pursuant to the authority otherwise available under this title, take any action including the issuance of rules, regulations, or directives; and
    • with respect to any entity in the executive branch which is not such an agency or part of such an agency, the head of such entity shall, pursuant to authority otherwise available, take any action, including the issuance of rules, regulations, or directives; which is consistent with the provisions of this title and which the President or the head, as the case may be, determines is necessary to ensure that personnel management is based on and embodies the merit system principles.

OPM Web Site Index
OPM Home Page

 

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Eligibility for Retirement

Civil Service Retirement System (CSRS)

General Eligibility Requirements

Under CSRS, you must have at least 5 years of creditable civilian service to be eligible for an annuity. Additionally, you must be subject to CSRS for 1 out of the 2 years of service before separation on which your retirement is based (this requirement does not apply in disability retirement cases).

Immediate Retirement
Age Years of Service
55 30
60 20
62 5

 

If you retire on the 1st, 2nd or 3rd of the month, your annuity will commence the next day. If your retirement date is on the 4th day of the month or later, your annuity will commence on the 1st day of the month following the month in which you retired.

Early Retirement
Voluntary Early Retirement Authority (VERA)
Age Years of Service
50 20
Any 25
Discontinued Service - Involuntary
Age Years of Service
50 20
Any 25

 

Annuity commences the first day following the date of the involuntary separation. Your annuity is reduced by 2% for each year you are under age 55.

Deferred Retirement
Age Years of Service
62 5

 

You must not have taken a refund of retirement deductions for the last period of service. In a deferred retirement, you will have no credit for unused sick leave, or have your life and health insurance reinstated. You, as the former employee, should not apply more than 3 months before eligibility. Annuity will commence on your 62nd birthday.

Disability Retirement
Age Years of Service
Any 5

 

Annuity commences the last day of pay or the day following your date of separation. A deposit may be required to make redeposit service creditable.

 

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Eligibility for Retirement

Under FERS, you must have at least 5 years of creditable civilian service to be eligible for and annuity and be covered by the retirement system on the day of separation. Exception: The service requirement for disability retirement is 18 months.

Immediate Retirement
Age Years of Service
MRA 30
60 20
62 5

If you retire voluntarily, your annuity will commence on the first day of the month following your retirement. Refer to the “Minimum Retirement Age (MRA) Schedule”.

MRA + 10


You can retire as early as age 55 with as little as 10 years of creditable service (see MRA chart). This allows you to retire at your MRA with 10 to 29 years of service with a possible reduction in annuity. An MRA + 10 retirement is effective the first day of the month following separation from service. However, your annuity will be reduced by 5% for every year under 62. A separating employee can reduce or eliminate the age reduction by postponing the commencing date of the MRA + 10 annuity. A postponed MRA + 10 annuity becomes effective the first day of the month the individual elects to receive payments. (MRA + 10 optional retirement means that you have met the age before separating.)

Early Retirement
Major RIF (VERA) - Voluntary
Age Years of Service
50 20
Any 25
Discontinued Service - Involuntary
Age Years of Service
50 20
Any 25

Annuity commences the day after the date of the involuntary separation.

Early Retirement
Major RIF (VERA) - Voluntary
Age Years of Service
MRA 30*
60 20*
MRA 10
62 5

If you have taken a refund of your retirement contributions, you have no annuity right. If you have not taken a refund, you should apply not more than 3 months before eligibility. When you apply, there is no credit for unused sick leave, nor will life and health insurance be reinstated. The annuity is effective the first day of the month after your 62nd birthday or the first day of the month after you meet the MRA + 10 requirement. (MRA + 10 deferred means that you have 10 years of service at separation but not your MRA. When you reach your MRA, you can apply for the annuity.)

•No age reduction because service requirement was met at separation.

Disability Retirement
Age Years of Service
Any 18 months