CIV Personnel Office

Welcome to the United States Space Force:

https://www.spaceforce.mil/

Current Job Listings can be found at afciviliancareers.com

Civilian Hiring Efforts (Taken from AFPC Talking Points)

The Air Force has diligently been striving to improve civilian hiring through a number of initiatives. Focusing on training HR Staff, modernizing technology systems and utilizing non-traditional methods of recruitment are all major focus areas as we strive to evolving hiring demands.

Expedited Civilian Hiring

Hiring managers can be proactive by starting the recruitment process when notified of an upcoming vacancy rather than waiting for it to be physically vacated. Other tools managers may use to speed up time to hire are:

♦ Hiring current civilians and skip advertising by using: Reassignment, Change to Lower Grade and Repromotions within AF employees

♦ Utilizing Non Competitive Hiring Authorities to include:

• Expedited-Hiring Authority
• Direct-Hire Authority
• 30% or More Disabled Veterans
• Schedule A Hiring Authority for Persons with Disabilities
• Workforce Recruitment Program

Question: Why does the average hiring time take more than 80 days?

Answer: The civilian hiring process is complex where the actions travel through a multitude of necessary steps steeped in law and policy to ensure fair and equitable hiring practices. The process begins with the hiring manager working with the local manpower and civilian personnel office to fill an upcoming vacancy. The Request for Personnel Action travels through several different offices to ensure compliance measures are met in order to bring top-quality candidates into the workforce using fair and equitable hiring practices. Once the action reaches AFPC, the action is sent to the right in-take office such as the Career Field Teams or the Priority Placement Program branches. Announcements are then posted to USA Jobs where applicants can apply. Once the announcement closes, qualified and eligible applicants are referred via certificate to the hiring manager. The hiring manager conducts interviews, if applicable, and makes a selection which is submitted back to AFPC. In turn, AFPC sends a tentative job offer to the applicant. Each position is unique in that it requires certain pre-employment conditions to be met such as security clearances, drug testing, physical examinations, etc. Once all conditions are met, AFPC sends a firm job offer with an expected entry on duty date and the applicant has 48 hours to accept

Federal civilians are offered a multitude of various work life balance programs while supervisors are provided with the tools necessary for maintain order in the workplace. The below list provides some of the programs the Civilian Personnel Office manages:

Employee Benefits

• Leave
• Employee Assistance Program (EAP)
• Health Insurance
• Life Insurance
• Unemployment Compensation
• Injury Compensation
• Retirement
• TSP
• Long Term Care Insurance (LTC)
• Flexible Spending Accounts (FSA)
• Federal Dental and Vision Program (FEDVIP)
• Financial Literacy

Work Environment Concerns

• Standards of Conduct
• Discipline
• Tours of Duty
• Leave
• Safe work environment
• Fitness for duty/recurring physical exams
• Grievances and appeals
• Drug testing

Work Life Programs

• Telework
• Employee Assistant Program (EAP)
• Health and Wellness
• Family

Employees covered by the Bargaining Unit Agreement are represented by AFGE 1867 out of the Air Force Academy.

NAF HR supports hiring and employee relations for all NAF positions and NAF employees on Schriever SFB.

NAF Phone: 719-567-5710

NAF HR: schriever.hro@us.af.mil