Manpower & Personnel Flight Newsletter

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1 Manpower & Personnel Flight Newsletter A Message From Our Flight Chief Welcome to the July edition of our newsletter. It has been a hot summer and we ve included some tips to keep cool. Be aware of the base heat index and reports. If you have questions about your work environment and the heat, please give our EMR sections a call (see page 2). Check out the important information in our newsletter and keep providing input your feedback is important to us. Be Safe this Summer Christine Murray People, Pride, Performance...Always! Furlough Reminders: Managers have limited flexibility to adjust work and furlough schedules for mission needs and employee requests. Also be mindful that taking more furlough days than the designated two days per pay period may result in the employee exceeding the final furlough count in the event the furlough is cancelled or number of days reduced. Managers and supervisors must plan work around absences due to furlough, as well as, limited availability of civilian workforce 8 hours per day/32 hours per week. Inside this issue: Keep Your Cool in Hot Weather Reading Corner 3 Protecting Personal Identifiable information (PII) BAL: Coverage of Same- Sex Spouses USAJOBS/Application Manager Access Problem Change in Excused Absence for Participation in the Civilian Physical Fitness During Furlough Approval of Use of Home Leave for Certain Civilian Employees Faces to Spaces 5 Manpower & Organization NAF News 6 LN News On the day that employees are being furlough they are not allowed to volunteer their services or work. This includes telework, answering work related s, using work-related laptop computers, and blackberries must be shut off. Only those specifically exempted from the furlough may continue to work. Any work performed on a furlough day is a violation of the Anti-Deficiency Act of Employees and supervisors may face disciplinary action for violations.

2 Page 2 Manpower & Personnel Flight Newsletter Getting too hot can make you sick. You can become ill from the heat if your body can't compensate for it and properly cool you off. Heat exposure can even kill you: it caused 7,233 heat-related deaths in the United States from 1999 to These are the main things affecting your body's ability to cool itself during extremely hot weather: High humidity. When the humidity is high, sweat won't evaporate as quickly, which keeps your body from releasing heat as fast as it may need to. Personal factors. Age, obesity, fever, dehydration, heart disease, mental illness, poor circulation, sunburn, and prescription drug and alcohol use can play a role in whether a person can cool off enough in very hot weather. Here are some facts about which people are at greatest risk for heat-related illness and what protective actions to take to prevent illness or death: People who are at highest risk are the elderly, the very young, and people with chronic diseases or mental illness. But even young and healthy people can get sick from the heat if they participate in strenuous physical activities during hot weather. Air-conditioning is the number one protective factor against heat-related illness and death. If a home is not air-conditioned, people can reduce their risk for heat-related illness by spending time in public facilities that are air-conditioned. You can take these steps to prevent heat-related illnesses, injuries, and deaths during hot weather: Stay in an air-conditioned indoor location as much as possible. Drink plenty of fluids even if you don t feel thirsty. Wear loose, lightweight, light-colored clothing and sunscreen. Schedule outdoor activities carefully. Pace yourself. Keep Your Cool in Hot Weather Take cool showers or baths to cool down. Check on a friend or neighbor and have someone do the same for you. Do not leave children or pets in cars. Check the local news for health and safety updates. If you have questions about working conditions and hot weather, contact our EMR sections at: NAF , APF: or Non-US

3 Page 3 READING CORNER Managing Incompetence: An Innovative Approach for Dealing With People, Gabriel Ginebra Every day, managers and supervisors face a myriad of personalities in the workplace. This humorous, yet practical guide will help managers diagnose inefficiencies in their staff and learn how to discern and improve peoples behaviors in the workplace. Complete Training: From Recruitment to Retirement, Robin Hoyle With a focus on measurable, evidence based techniques, this practical guide looks at the employee life cycle and suggests a series of training challenges and opportunities relevant for diverse employees at each stage. Doing More with Teams: The New Way to Winning, Bruce Piasecki Using real-life and historical examples of teams that have inspired awe, this book challenges the perception that individualism is the only way to wealth, and lays out a solid set of principles that will work for all kinds of teams Key Skills for Professionals: How to Succeed in Professional Services, Alan Pannett, Shalini Sequeira, Andrew Dines and Andrew Day Useful for both those entering a profession and those already working in a professional services business, this book helps professionals acquire and develop the expertise needed to stand out in the fiercely competitive environment of professional services. Modern Systemic Leadership: A Holistic Approach for Managers, Coachs, and HR Professionals, Cyrus Achouri An introduction to essential managerial instruments for the improvement of performance, this book will help readers achieve a higher level of comprehension of how leadership actions may affect the behavior of individuals or groups in enterprises and organizations. Opening Doors to Teamwork and Collaboration, Judith H. Katz and Frederick A. Miller Describing four simple behavioral keys that fundamentally change how people work together, this book shows how organizations can generate the sense of excitement, energy, and shared mission that occurs when people truly join together.

4 Page 4 Manpower & Personnel Flight Newsletter Protecting Personal Identifiable information (PII) Safeguarding information is a way of life in the Air Force and the service trains military members, Department of Defense and contract civilians alike to avoid releasing personally identifiable information (PII) about themselves or others DOD Instruction R, DOD Privacy Program and AFI , Air Force Privacy Program establishes the current DOD and Air Force guidance on PII. 1. Do not leave items such as performance reports, recall rosters, social rosters or alpha rosters in an area that could result in their loss or theft. Do not place PII on public websites or SharePoint. 2. Encrypt all s that contain PII, put (FOUO) at the beginning of the subject line, and apply the following statement at the beginning of the "The information herein is For Official Use Only (FOUO) which must be protected under the Privacy Act of 1974, as amended. Unauthorized disclosure or misuse of this personal information may result in criminal and/or civil penalties." If you discover any disclosures of PII, report it immediately through your supervisor and chain of command and contact the base Privacy Act manager. Additionally, lost, stolen or possible compromised PII must be reported to U.S. CERT ( within one hour of the discovery. An investigation will be initiated and those who are found guilty of causing the breach could be charged with criminal and civil penalties. Please click below link to view poster: s6925ec fb5e e329a9/files/ editorial/pii_poster.pdf Benefits Administration Letter: Coverage of Same-Sex Spouses A new Benefits Administration Letter was published in July and provides information on coverage for same-sex spouses. If you have any questions about the information provided in this BAL, please contact your Headquarters Insurance Officer. If you do not know who this person is, please go to where you will find a list of agencies and their Headquarters Insurance Officers. For more information please click: USAJOBS/Application Manager Access Problem Currently, there is an issue when employees attempt to apply for positions on their work computer through USA- JOBS. It has been reported by a few users that when they log into their USAJOBS account and select Apply Online they are unable to connect to the back-end application system. As long as the issue hasn t been resolved, there are a couple of ways to apply for positions; apply on your home computer or any system that does not have website OR complete the OPM Form 1203-FX and fax your application to Please ensure you follow the instructions on USAJOBS.Gov to ensure your application package is complete.

5 Page 5 Change in Excused Absence for Participation in the Civilian Physical Fitness During Furlough We have received many inquiries regarding the policy on civilian employee s continued participation in the Physical Fitness Program during furlough. The following adjustment is made to the guidance on PT during furlough period: mission permitting, civilians may be excused to participate in physical fitness activities at supervisor s discretion, provided they have an approved request on file to include medical clearance. If you have any other questions or need further assistance regarding the APF Civilian Fitness Program, please contact the Civilian Personnel Office at Approval of Use of Home Leave for Certain Civilian Employees As we are well into the summer months, we need to remind managers and employees on the guidelines concerning the use/approval of civilian Home Leave. Only employees recruited from the U.S. into overseas positions may accrue and use Home Leave. Home Leave may only be used in the U.S., the Commonwealth of Puerto Rico, or the territories and possessions of the U.S. An employee is eligible to use earned Home Leave when he/she has completed 24 months of continuous service abroad. For more information about Home Leave please contact the Civilian Personnel Employee Relations Section at or Faces to Spaces Resource management is critical to any business and the Air Force is no different. With continuing fiscal constraints looming over head senior leaders are tasked to make difficult decisions about our force structure. Determinations will be made based upon information provided in databases such as the Unit Manpower Document (UMD), Unit Personnel Manning Roster (UPMR) & the Defense Civilian Personnel Data System (DCPDS). It is imperative that leaders and managers at every level take measures to ensure database integrity. Take a proactive approach to managing your workforce by work closely with your Manpower and Personnel professionals. For assistance please contact us at or DSN The 86 Force Support Squadron, Manpower and Organization Section (MO) stands ready to assist you in the full spectrum of Manpower and Organization services. We are committed to your needs, whether it is a simple manpower change affecting your unit, Manpower & Organization working a mission change to your unit, or assisting in improving your processes. We are here to help you understand how one of the most valuable and costly resources (manpower authorizations) are earned and controlled.

6 Page 6 Manpower & Personnel Flight Newsletter E-RPA is an acronym for Electronic Request for Personnel Action. It is the electronic request and submission to process changes in an employee record. This form is submitted to the Human Resources Office for processing, by the requesting facility. All information listed in this checklist must be accurate. This includes the rate of pay, the employment category, cost center, and guaranteed hours. For those potential employees who wish to be hired for a limited time period, we are able to hire under the Not To Exceed status. This option is for the college student visiting parents for the summer, the 16 year old who wants to get a summer job, or any other individual who will be in the commuting area for a limited amount of time. This too can be annotated on the E-RPA. It is critical that all applicable information provided on the E-RPA is accurate, as NAF News: E-RPA s this information is viewed by AFPC. Please do not include information in the To column when a person is resigning. That column is to inform the processing agent that the person is moving into that position. The from column should only be used for resignations and movement from one position to another (Reassignments, Promotions, Change in Cost Center, Change in Guaranteed Hours ). The Final Authority to approve the action is the individual who needs to provide their digital signature. Any action that is not coded correctly, or is missing the signature of the final authority for that particular action will be returned to the facility for correction. Again, this is submitted for approval and reviewed by AFPC. It is HRO s responsibility to make sure that it is precise. NAF News: Leave Before Resignation LOCAL NATIONAL NEWS For those NAF employees who are employed under the Regular Employment Category, a few options are available before resigning from a position. If you have orders and are PCSing, you re entitled to the 150 Leave Without Pay Moving with Head of Household benefit. This allows the employee to take 150 days of LWOP as they move to their new duty station. It places all annual and sick leave on hold during the PCS so that these benefits can transfer to the new position that may be obtained at the new base. This benefit, however, is not an option for those who are returning from an overseas assignment due to Retirement from Active Duty or separation from the employing NAFI. Rufbereitschaft Aus Anlass eines kürzlich durchgeführten Audits sollen noch einmal die wichtigsten Punkte zum Thema Rufbereitschaft angesprochen werden: 9 Absatz 8 des Tarifvertrages (TV AL II) regelt die Umsetzung und Vergütung von Rufbereitschaft. Rufbereitschaft wird geleistet, wenn der Arbeitnehmer sich auf Weisung des Arbeitgebers während einer festgelegten Zeitspanne außerhalb seiner regulären Arbeitszeit auf Abruf bereithalten muss, d.h. er muss für den Arbeitgeber während der Rufbereitschaft jederzeit und einfach erreichbar sein, um die Arbeit unverzüglich aufnehmen zu können. Im Unterschied zum Bereitschaftsdienst muss der Arbeitnehmer sich also nicht in der Dienststelle oder an einem vom Arbeitgeber bestimmten Ort aufhalten.

7 Page 7 Zunächst einmal ist also die Entscheidung, ob Rufbereitschaft angeordnet wird, immer strikt bedarfsorientiert vom jeweiligen Management zu prüfen und zu treffen. Korrekte Erfassung und Dokumentation sind hierbei wichtige Aufgaben des jeweiligen Vorgesetzten. Ist die Anordnung von Rufbereitschaft zur Abdeckung des Bedarfs unumgänglich, ist als nächster Schritt vor erstmaliger Einteilung zur Rufbereitschaft eine Ergänzung des Arbeitsvertrages vorzunehmen. Diese Personalmassnahme wird vom Vorgesetzten mit Form 52 beim Personalbüro beantragt. Die Durchfüh-rung der Personalmassnahme stellt erst sicher, dass die Rufbereitschaft durch die ADD korrekt abgerechnet werden kann. Die Vergütung erfolgt zunächst für das reine Bereithalten der Rufbereitschaft als solcher also. Hierfür erhält der Arbeitnehmer 12,5% seiner jeweiligen Grundvergütung (an Wochenenden bzw. Feiertagen 20%). Muss der Arbeitnehmer dann tatsächlich während einer Rufbereitschaftseinteilung zur Arbeit erscheinen, fällt zusätzlich dazu die normale Vergütung nebst eventuellen Zeitzuschlägen an. Hierbei ist eine Mindestvergütung für 3 Stunden zu beachten. Selbst Telefonate, die der Arbeitnehmer im Rahmen der Rufbereitschaft mit der Dienststelle führt, werden mit mindestens 1 Stunde als Arbeitszeit angesetzt und als Mehrarbeit vergütet. Zusätzliche Kosten, die aufgrund der Rufbereitschaft entstehen, werden erstattet, z.b. sind Fahrtkosten entsprechend mit dem km-pauschbetrag (30 Cent) auf der Form 594 fuer taegliche Dienstfahrten geltend zu machen und mit dem Hinweis Rufbereitschaft / On-Call kenntlich zu machen. Die Tarif-Regelung enthält auch genauere Festlegungen nach Lage, Dauer und Umfang der Rufbereitschaft, die bei der Festlegung der Dienstpläne zum Schutz der Arbeitnehmer zu beachten sind, unter anderem eine Obergrenze von 14 Tagen bzw. 2 Wochenenden im Monat. Abgewichen werden darf nur mit Zustimmung des Arbeitnehmers. Wichtig ist auch, dass die zu beachtende Ruhezeit zwischen Arbeitsende und beginn 9 Stunden betragen muss. Arbeitet der Arbeitnehmer an einem Tag durch Ableisten der regulären Arbeitszeit und zusätzlichem Einsatz im Rahmen der Rufbereitschaft mehr als 10 Stunden, ist dies am Folgetag durch entsprechende Arbeitsbefreiung auszugleichen. Kann am nächsten Tag aufgrund Ruhezeit die Arbeit nicht zum eigentlichen Dienstbeginn aufgenommen werden, wird die ausfallende Arbeitszeit wie Arbeitszeit vergütet. Bei Fragen wenden Sie sich gerne ans Personalbüro, Abteilung Personalbetreuung, Tel bzw. den jeweils für Ihre Einheit zuständigen Sachbearbeiter der Abteilung. On-call-duty On the occasion of a recently conducted audit the most important facts regarding on-call-duty are readdressed: Art. 9 Section 8 of the Collective Tariff Agreement (CTA II) covers the implementation and compensation of on-call-duty. On-call-duty is performed if the employee is available for being called in to report to work during a set time frame outside her/his regular duty hours. This means she/he has to be easily available for the employer during the on-call time frame to be able to report to duty without undue delay. Unlike standby-duty, the employee does not have to stay at the duty station or at an employer designated location. First of all, the decision to implement on-call-duty is always to be reviewed and made by management strictly based on operational needs. Proper recording and documentation are important supervisor responsibilities.

8 Page 8 Manpower & Personnel Flight Newsletter If the directive for on-call-duty is unavoidable to cover the operational need, the next step prior to the first tour of on-call-duty is to make an amendment to the employment contract. This personnel action has to be requested by the supervisor by providing Form 52 to the Civilian Personnel Office. Only the processing of this personnel action ensures that the ADD is able to properly account for the on-callduty later. At first payment will be due for the pure fact of being ready for on- call which is the original on-callsituation. For those time periods the employee gets 12.5% of his basic pay ( 20% on weekends or German holidays). In case the employee really has to assume work during an on-call-duty time period, she/he is additionally entitled to regular pay plus respective supplements, if applicable, for a minimum of 3 hours. Even phone calls which the employee answers during on-call will be accounted with a minimum of one hour pay and considered overtime. Additional costs occurred due to the on-call-duty will be reimbursed, e.g. travel costs for duty travels will be accounted on basis of the standard km deduction (30 Eurocent) and have to be requested via Form 594 marked with the comment on-call-duty. For the protection of the employee the tariff provision also covers rules on the specific conditions, duration and amount of on-call-duty to be observed when setting up the schedules. Among other limits, a maximum of 14 days, respectively 2 weekends, is possible per month. Deviations are only allowed in case of employee consent. Also important is that 9 hours of rest time between end of duty and start of work have to be granted. If the employee works more than 10 hours (regular tour of duty plus additional performance due to being called in) this has to be compensated by a respective release from duty the next day. If the observance of the rest period prevents the employee from reporting to duty at the regular start time, the missed time will be paid as if worked. In case you have questions please address the Civilian Personnel Office, Employee Relations Section, DSN , or the respective specialist of the section. Programm zur Zeiterfassung, Kontrolle und Meldung von Zeitlistendaten USAFEI G Dokumentation und Erfassung von Rufbereitschaft, Mehrarbeit (Überstunden) und sonstiger Zuschläge im Rahmen der Rufbereitschaft Seit der Einführung der tariflichen Bestimmungen zur Rufbereitschaft im März 2009 kommt es immer wieder zu Missverständnissen und Fehlern bzgl. der in LNTAP zu verwendenden Codes. Hierzu einige klarstellende Ausführungen: Als Rufbereitschaftsperiode gilt die Zeit vom Ende der Arbeitszeit eines Arbeitstages bis zum Beginn der regelmäßigen Arbeitszeit am nächsten Arbeitstag. Diese Periode kann auch mehrere Tage umfassen, wenn etwa ein gesetzlicher Feiertag, ein Wochenende oder eine Kombination von beiden dazwischen liegt. Zeiten normaler Rufbereitschaft werden dabei mit Code 455 erfasst, Zeiten am Wochenende oder Feiertag mit Code 457. Bei arbeitsfreien Tage aufgrund sonstiger Regelungen (z.b. US Feiertagsregelung) ist für die Pauschalvergütung der Rufbereitschaft nicht Code 457, sondern wie bei normaler Rufbereitschaft Code 455 zu verwenden. Auch ist es zwingend erforderlich, geleistete Mehrarbeitsstunden (Überstunden) und Mehrarbeitsstunden im Zusammenhang mit Rufbereitschaftszeiten getrennt zu erfassen:

9 Page 9 Mehrarbeitsstunden, die nicht im Rahmen von Rufbereitschaft geleistet werden, sind in LNTAP mit der Lohnart 250 zu erfassen. Für die entsprechenden Mehrarbeitszuschläge sind die Lohnarten 252 und 254 zu verwenden. Tatsächlich geleistete Arbeitsstunden in der Zeit der Rufbereitschaft werden mit der Lohnart 458 erfasst. Für die entsprechenden Mehrarbeitszuschläge sind ebenfalls die Lohnarten 252 und 254 zu verwenden. Fallen im Rahmen der Rufbereitschaft sog. Aufstockungs-Mehrarbeitsstunden gemäß 9, Abs. 8e, Satz 2 TVAL II an, so sind diese (und zwar ausschließlich diese) mit der Lohnart 459 zu erfassen. Auch in diesem Fall sind für die entsprechenden Mehrarbeitszuschläge die Lohnarten 252 und 254 zu verwenden. Dienstliche Telefongespräche während der Rufbereitschaft gelten gemäß 9, Abs. 8e, Satz 3 TVAL II als tatsächliche Arbeitszeit und werden mit mindestens einer Stunde, bzw. darüber hinaus mit der tatsächlich für dienstliche Telefongespräche angefallenen Zeit vergütet und mit der Lohnart 459 erfasst. Mehrere Telefonate werden addiert. Die Aufstockung auf eine Stunde erfolgt erst nach Addition aller Einzelanrufe innerhalb einer Rufbereitschaftsperiode. Für die entsprechenden Mehrarbeitszuschläge sind die Lohnarten 252 und 254 zu verwenden. Für alle Aufstockungsvarianten gilt, dass Zuschläge für Nacht-, Sonn- und Feiertagsarbeit nur in Höhe der tatsächlich geleisteten Arbeitszeit gebucht werden dürfen. Es ist unbedingt darauf zu achten, dass Mehrarbeitsstunden nicht doppelt erfasst werden. Zur nochmaligen Klarstellung: Normale Mehrarbeitsstunden werden mit der Lohnart 250 gebucht; Mehrarbeitsstunden (einschließlich Wegezeiten), die in der Rufbereitschaft gearbeitet werden, mit der Lohnart 458; und Aufstockungs Mehrarbeitsstunden, sowie Mehrarbeitsstunden aufgrund von dienstlichen Telefongesprächen, bei denen der Arbeitnehmer seinen Aufenthaltsort nicht verlässt, mit der Lohnart 459. Bei Fragen zu diesem Thema wenden Sie sich bitte an die Non-US Abteilung des Personalbüros unter DSN oder CIV TIME AND ATTENDANCE REPORTING FOR NON-US CITIZEN EMPLOYEES USAFEI Documentation and Report of On-Call Duty, Overtime and other Supplements during On-Call Duty Since the introduction of tariff provisions for On- Call Duty in March 2009 there have been misunderstandings and mistakes on the codes to be entered into LNTAP. Below you find some clarification: The period from the end of the working time on one workday until the beginning of the working time on the next workday is considered the period of On-Call Duty. This period may also consist of several days, e.g. when there is a legal holiday, a weekend, or a combination of both in between. Times of normal On-Call Duty will be coded with code 455, on-call time on weekends or legal holidays will be coded with code 457. For days of absence based on other provisions (e.g. shop agreement on US holidays) the lump sum supplement for on-call duty will not be coded with code 457, but with code 455, just the same as times of normal on-call duty. It is also indispensable to record additional hours of work that served as overtime work and additional hours of work related to On-Call Duty separately.

10 Page 10 Overtime work hours that were not served in the context of On-Call Duty will still be reported under LNTAP with the pay code 250. Pay codes 252 and 254 will be used for the corresponding overtime supplements. Hours of work actually served during the period of On-Call Duty will be reported with pay code 458. Pay codes 252 and 254 will be used for the corresponding overtime supplements as well. If in the context of the On-Call Duty there are socalled top-up overtime hours in accordance with Art.9, paragraph 8e, sentence 2 CTA II. These (and these exclusively) have to be recorded with pay code 459. In this case, pay codes 252 and 254 will also be utilized for the corresponding overtime supplements. Official telephone calls during On-Call Duty are considered actual working time in accordance with Art.9, paragraph 8e, sentence 3, and will be compensated for as at least one hour or, if that period is exceeded, for the actual time spent for official phone calls and recorded with pay code 459. Manpower & Personnel Flight Newsletter Several telephone calls will be added. The rounding-off to one hour will only be done after all individual calls during a period of On-Call Duty are added up. Pay codes 252 and 254 will be used for the pertinent overtime supplements. For all variations of rounding-off, supplements for work during the night, on Sundays, and on holidays will only be entered for the actual duration of work. By all means, it has to be ensured that overtime hours are not recorded twice. To clarify this once more: Regular overtime hours will be entered with pay code 250; overtime work hours (to include commuting periods) served during On-Call Duty with pay code 458; and topup overtime hours, as well as overtime hours due to official telephone calls during which the employee remains at his residence with pay code 459. Questions about the matter may be addressed to the Manpower & Personnel Flight, Non-US Section, at DSN or CIV Fehlerhafte Zuweisung von Tätigkeiten Eine fehlerhafte Zuweisung ist eine inkorrekte oder unangemessene Anweisung eines Vorgesetzten an einen Arbeitnehmer, Haupttätigkeiten auszuführen, die nicht in der offiziellen Stellenbeschreibung festgelegt sind. Auch umgekehrt kann es zu einer fehlerhaften Zuweisung durch Management kommen und zwar dann, wenn die offizielle Stellenbeschreibung Haupttätigkeiten enthält die überhaupt nicht oder nur teilweise vom Arbeitnehmer ausgeführt werden. Fehlerhafte Zuweisungen sind ein Hinweis auf gravierende Fehlsteuerung von personellen Ressourcen und Planstellen, welche von allen Vorgesetzten vermieden werden sollten. Die Festlegung von Aufgabenbereichen basiert auf erforderlichen Aufgaben und Funktionen, Personalanforderungen und/oder Personalstärke welche von der Luftwaffe ermittelt und bestimmt sind. Gründe für fehlerhafte Zuweisungen sind das Versäumnis von Management die Tätigkeiten gemäß dem offiziellen Bedarf festzulegen, zu beschreiben und zuzuweisen; Managements Versagen vor der Zuweisung neuer Aufgabenbereiche an der offiziellen Stellenbeschreibung Änderungen vorzunehmen; oder das Hauptaugenmerk von Management liegt eher auf der Person anstatt auf den tatsächlichen Anforderungen der Planstelle.

11 Page 11 Misassignment A misassignment is an incorrect or inappropriate assignment which occurs when a supervisor/ manager allows a subordinate employee to perform major duties, which are not described on the official job description or even the reverse situation. Example: Describing major duties in the official job description which are not performed by the individual. A misassignment indicates serious mismanagement of human resources and should be avoided by all supervisors. The decisions of work assignments is based on mission and function requirements, manning needs and other factors as determined by the Air Force. Reasons for misassignments are: Management's failure to officially assign and describe mission/ function requirements in duty descriptions; management's failure to request official job description changes prior to assigning new duties on a continuing basis; management s main focus of attention on the person in the position versus position requirements.