LEAVING THE COMFORT ZONE
Mobility—through geographic relocation or temporary developmental assignments—is important to acquisition careers. It shows leadership the wealth of perspectives an employee has and how they can add value to the workforce at large. (Image by Getty Images)
an opportunity. Tat’s like super mobility. Tat’s wonderful!” Greene said.
LOCATION, LOCATION, LOCATION Geographic relocation can be daunting; however, if Bob meets his command’s requirements for moving, there are some key resources available to guide him through the process and potentially assist him in the move.
Each PEO has the authority to approve relocation incentives for its employees under the criteria outlined in “DOD Instruction 1400.25, Vol. 575, DOD Civilian Personnel Management System: Recruitment, Relocation, and Retention Incentives and Supervisory Differentials,” said Cary Cooper, a human resources specialist with the U.S. Army Acquisi- tion Support Center. Bob may be paid relocation incentives—a moving bonus or supplementary pay to cover moving expenses—if he relocates without a break in service to accept a position in a differ- ent geographic area that is likely hard to
fill. He’ll need to be rated “fully success- ful” or equivalent in his last performance evaluation to be eligible for an incentive, the instruction states.
After meeting command requirements, workforce members should be sure to research the Joint Travel Regulations (JTR) and the DOD National Reloca- tion Program (DNRP). Te JTR governs all permanent change-of-station entitle- ments, Cooper said. Tese regulations are applicable to all service members, DOD civilian employees and anyone else traveling at DOD’s expense. Chapter 5, Part B lists basic entitlements for current government employees given permanent change-of-station orders.
Te DNRP is one real estate assistance option that can be authorized under the JTR, Cooper said. It is designed to assist eligible and authorized civilian transfer- ees, like Bob, to relocate from one duty station to another on orders. Te DNRP includes home sale and marketing incen- tives for DA civilians. Tese incentives can
be offered to Bob if his move is covered by the mandatory mobility agreement outside of his commuting area, if his reassignment is management-directed or if he is a Senior Executive Service member going to another position. Each DOD agency establishes eligibility crite- ria for its organizations. Generally, Bob and other employees like him should meet the requirements for permanent change of station, be authorized to use these services by their command and ensure that their residence meets the criteria established in the JTR and DNRP. Cooper cautions that though employees are offered the use of this program, it is not guaranteed that an organization will authorize it. Inter- ested employees should coordinate with their command’s human resources office to determine eligibility and receive further instructions.
LATERAL MOBILITY If Bob’s family decides a permanent move isn’t feasible, another option for mobil- ity is to take a temporary developmental assignment, Greene said. An employee’s
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