The purpose of the page is to compile answers for questions 305th personnel may have regarding the implementation of Executive Orders. The intent is for this to be a living document. As questions come in, we will try to provide answers and/or updates as information becomes available. We encourage you the keep this in your cross check. Have a question you want to ask? Submit it HERE.
CanDo FAQs
[2/26/2025] We are about to enter the period of time when civilians receive performance appraisals. Every civilian employee and supervisor need to take these seriously. As an employee, you have an opportunity to put on record how you achieved or exceeded your performance elements. We highly recommend you do not forego this opportunity as these records have the potential to be used in determining employment-related actions. Remember, appraisal ratings can be used in force shaping actions.
[2/27/2025] At this point in time, we have received no decisions on what positions or job series may be exempted from any force shaping actions. We know that there are ongoing deliberations regarding exemptions but no decisions have been received/published.
[2/26/2025] Yes. We had a few. To date, none have finalized the actions required for the program and are still at work. We expect this program to start moving within the next week. DoD is currently review potential exceptions. Once complete, those involved will be contacted with next steps, to include an agreement to be signed.
[2/27/2025] The Employment Assistance Program (EAP) provides free and
confidential services to help Air Force civilian personnel manage everyday challenges
and work on more complex issues. All Air Force civilian personnel—including nonappropriated
funds (NAF) employees; Guard and Reserve; and family members may
use the EAP at no charge to the individual or family member. Services are also
available to Army civilians at Air Force-led bases, Direct Hire Foreign Nationals in
USAFE, and their respective households. The message linked below provides more information on the program.
[2/26/2025] It is our understanding that DoD and the Air Force are reviewing each application for the program for a couple purposes. First, does the individual/position fall into a category that must be excepted from the program due to mission requirements. Secondly, is the employee eligible to participate in the program. We, locally, are not privy to any of the criteria they are using to make their assessments. While we have heard nothing formal, we heard today the program is moving forward and individuals who have applied should receive notifications this week that include instructions on the required next steps and a legal agreement. Once those “next steps” are accomplished, the member and leadership will receive instructions on transitioning to the Administrative Leave status. Members are NOT authorized to immediately be placed on administrative leave without completing necessary steps and so instructed through official channels. Leadership should have been provided a list of all individuals in their organization that have applied for the program.
[3/3/2025] On 28 Feb 2025, DoD implemented a complete hiring freeze, a halt on all on-boarding actions, and revocation of all TJOs and FJOs that had not been onboarded. You can review the associated directives in the Compendium under the DoD and HAF sections.
[2/26/2025] Currently the DoD has been exempted from the hiring freeze. In fact, we are still onboarding new hires. Many of our civilian positions have been judged essential at this point. However, there is ongoing discussion at higher echelons on the topic of a hiring freeze and how to manage new accessions. We have no further details at this time.
A probationary period for a federal employee in the Department of Defense (DOD) is a trial period that usually lasts one year. However, some agencies and positions may have longer probationary periods, such as two or three years. Who is on probation? Typically recent hires and employees who were promoted or moved to a new position. You can normally determine if there is probationary or trail period for an employee by referring to the SF-50 that was produced upon the original appointment to their position. It will be referenced in the remarks (Section 45) and will normally indicate the duration of the probationary period and the start date. SF-50s produced for actions such as salary adjustments do not contain these remarks, regardless if the probationary period is still in effect.
[2/27/2025] At this time, we do not know how employees will be notified of any formal action. However, if any employee does receive such notification, they should immediately contact their chain of command and not take any action until local CIVPERS can properly advise on how to handle the situation.
[2/26/2025] A position designate as “Key” does not protect those who occupy the position from RIF actions. DOD Directive Number 1200.7 and AR 690-11 define a KEY position as a Federal position that cannot be vacated during a national emergency or mobilization without seriously impairing the capability of the Federal agency or office to function effectively. Because of the essential nature of these positions, they may not be filled by Ready Reservists or military retirees with recall obligations.
[2/26/2025] Through Presidential Directive, the Executive Branch of the Federal government is directed to be equipped and continue to perform essential functions during contingency operations, natural disasters, extreme weather situations or other emergency situations. These MISSION ESSENTIAL functions are existing functions that enable the Federal government to continue to provide the necessary, vital services during time of need and require great commitment of the civilian employee. Employees occupying positions that are essential to Agency operations in closure situations are identified and designated by activity Commanders and Directors. Among these should also be employees that have unique or technical skills that are required by organizations for extended operations. There are no standard definitions or categories in regard to essential determinations; instead, they are based on the organization’s unique mission requirements and/or circumstances and may even vary according to the particular nature of an exigency. Not that the designation of ME is associated with the position. This categorization does not exempt the employee occupying the position from RIF, furlough, or other force shaping actions.
[2/27/2025] Now more than ever, every employ must take the time to review their appointment information listed on the SF50 to ensure accuracy. The rules for assigning probationary periods are complex and very situationally dependent. If you are concerned that there is an error on the SF50 or that your probationary period in incorrect, contact the civilian personnel flight to review with you and take action as required.
[2/27/2025] Definitive guidance has not been received regarding the ability to “back-fill” positions vacated either through the “Fork in the Road” process or any other force shaping actions. We understand rumors and the words from political actors indicate the positions will be removed. Every position we have has been justified by workload. Just because a position is vacated does not mean that workload goes away. In fact there are many positions that if lost, will significantly compromise mission capability. AMC, AF, and DoD leadership are strongly advocating for the use of internally developed processes, focused on mission capability, to implement force shaping directives and goals, not the arbitrary cutting of positions. This will continue to evolve and we expect more information to flow to us in the near future.
[2/26/2025] We don’t have any specific information on that. Eligibility for unemployment compensation varies by State. Additional information about unemployment compensation can be found at UCFE FactSheet February 2025
[2/26/2025] Every situation is potentially different, depending on the employee and how the appointment is accomplished (ie. use of special hiring authorities, normal competition, etc.). Generally, once you have accomplished your probationary period, you should not have another for the type of hiring action accomplish. For example, if you competed for a job through USAJobs, got the job and remained in it for 4 year (completing your probationary period), then you compete via USAJobs for a promotion and get that job, then there should be no new probationary clock started. However, if you took that new job using special hiring authorities such as Schedule A or 30% VA Service Connected Disability, then a new probationary period may be required. CIVPERS will have the best information regarding the multitude of potential situations.
[2/27/2025] Voluntary Early Retirement Authority (VERA) allows agencies that are undergoing substantial restructuring, reshaping, downsizing, transfer of function, or reorganization to temporarily lower the age and service requirements in order to increase the number of employees who are eligible for retirement. The authority encourages more voluntary separations and helps the agency complete the needed organizational change with minimal disruption to the work force. By offering these short term opportunities, an agency can make it possible for employees to receive an immediate annuity years before they would otherwise be eligible. Want to know more?
The Voluntary Separation Incentive Payment (VSIP) Authority, also known as buyout authority, allows agencies that are downsizing or restructuring to offer employees lump-sum payments up to $25,000 as an incentive to voluntarily separate. When authorized by the Office of Personnel Management (OPM), an agency may offer VSIP to employees who are in surplus positions or have skills that are no longer needed in the workforce who volunteer to separate by resignation, optional retirement, or by voluntary early retirement, if approved. By allowing employees to volunteer to leave the Government, agencies can minimize or avoid involuntary separations through the use of costly and disruptive reductions in force (RIFs). Agencies such as the Department of Defense that have been granted agency-specific VSIP authority are not required to seek OPM approval for their use of this option.
[2/26/2025] As of Friday, 21 Feb, NO termination notices have been sent to Air Force employees. There is discussion at higher levels regarding probationary employees, exceptions for employees not to be considered for dismissal, but we have no details regarding how they might apply any termination action to any subdivision of civilian employees. There are approximately 16,000 probationary employees across the DAF. About 10% of the Wing’s civilian force is on some sort of probationary status.
[2/26/2025] Once termination has occurred, an employee will likely no longer have access to documents associated with their employment. These documents could be crucial in any subsequent employment with the federal government.
- Obtain a copy of your last performance rating of record from your supervisor if you don’t have a copy of it; this will help if applying for federal employment in the future since the probationary period will be processed as a termination.
- Print a copy of your electronic official personnel folder via: https://eopf.opm.gov/usaf/EOPF
- Download your SF50 Notifications of Personnel Action. Make sure you understand what they are telling you. Make sure they are correct.
[2/27/2025] In preparation for a potential government shutdown due to a lapse of appropriations, HAF has asked all agencies to conduct a furlough indicator code review. Each position (not person) has associated with it a code that indicates in the case of a shutdown whether that position will be expected to continue work with pay, without pay, or be put into furlough status. Organizational leadership should have the status of every position and should make every employee aware of how their position is coded.
Here are the furlough categories/codes that are applied to positions:
“F” (Subject to Furlough) – Employees who are not necessary to carry out or support excepted activities and who will be furloughed in the event of a lapse in appropriations.
“X” (Excepted) – Employees who have been identified under an excepted activity and who will continue to work during furlough. Pay will be delayed until appropriations are approved.
“E” (Exempt) – Employees whose salaries are paid from a DoD appropriation or fund that has sufficient funding authority (In our case, positions that are coded as part of the Transportation Working Capital Fund). TWCF employees will continue to work and continue to be paid until the funding within TWCF runs out. At which point, the positions would adjust to one of the other two furlough codes
[3/3/2025] On 28 Feb 2025, DoD implemented a complete hiring freeze, a halt on all on-boarding actions, and revocation of all TJOs and FJOs that had not been onboarded. You can review the associated directives in the Compendium under the DoD and HAF sections.
[2/27/2025] DoD has implemented a freeze on the “on-boarding” of new employees unless they meet the criteria for an exceptions. In the 305th, we understand most of our positions are covered by one or more of the current exceptions so we are permitted to continue the on-boarding processes. However, there are discussions at higher levels to further restrict hiring actions. We do not have details on when or how they might be implemented. Advice from CIVPERS is to continue with expediency with all hiring actions until informed otherwise. Regarding the disposition of vacated positions in the event of implementation of force shaping actions, we don’t know.
[2/26/2025] The actual text from the guidance document from the Office of the SECAF reads as follows: “OPM has clarified that a non-response to its email request will not be considered a resignation. Some of you may already have provided input to OPM, and this is acceptable. For those who have not, you are directed to hold further input pending additional guidance from DoD and DAF as to how we will meet the OPM request for additional information. DoD is responsible for reviewing the performance of its personnel, and it will conduct any review in accordance with its own procedures.” One should take this as do not respond at all. However, there may be additional requests for responses in the future for which DoD will also provided guidance. The prevailing wisdom is that we follow the guidance from our command chain. The Department of Defense is its own agency and does not fall under OPM, but OPM supports the DoD. You can read the actual SECAF message on the Compendium page.
[2/26/2025] As of this date, no information has been published that indicates any timelines for any force shaping actions. Additionally, none of these decisions are being made locally. Force shaping actions originate from DoD and HAF.
[2/26/2025] Typically recent hires and employees who were promoted or moved to a new position. You can normally determine if there is probationary or trial period for an employee by referring to the SF-50 that was produced upon the original appointment to their position. It will be referenced in the remarks (Section 45) and will normally indicate the duration of the probationary period and the start date. SF-50s produced for actions such as salary adjustments do not contain these remarks, regardless, if the probationary period is still in effect. If you are interested into conducting some research on probationary periods, you can start by searching the internet for 5 CFR 315.802, 5 CFR 315.801 for both competitive and excepted service appointments.
[2/27/2025] Based on the current information we have, Veterans Preference status is not directly related to the probationary period being served. Rules for determining probationary periods are complex. If you are in some sort of probationary status and have questions about what rules drove the status or others, we recommend you contact our local CIVPERS for the correct answers.
[2/26/2025] We have no information/guidance from OPM and HHQ regarding any potential RIF, although, it is still a force shaping tool that can be used. If you want to know more about what a RIF is and how the rules may be applied you can visit the OPM website
[2/26/2025] We do not have any information regarding future opportunities for early retirement or other incentives to leave the civilian work force.
[2/26/2025] We were fortunate to have Mr Tommy Epps and the local bargaining unit leadership with in our Civilian All Call this morning. I asked this question of them specifically. They explained that Weingarten is intended to provide bargaining unit assistance during investigations that could result in potential disciplinary or adverse actions against an employee. The situations we are talking about here do not fall under the Weingarten umbrella.