Business Transformation Agency
Joint Forces Command
J6 Command, Control, Communications and Computer Systems
Networks and Information Integration
Note: Access to some Command Transition sites is restricted. Only those with proper credential will be allowed to access those sites.
JQS is available to both Active Component and Reserve Component officers, O-1 through O-10. However, this JQS website is available only to officers in the current grades of O-1 through O-6. Officers in the current grades of O-7 Select through O-10 should contact their Service's General /Flag Officer Matters Office for procedures to submit joint experiences. Warrant Officers and Enlisted personnel are not permitted to access the JQS website.
The Joint Qualification System (JQS) website provides Army, Navy, Marine Corps, and Air Force officers an opportunity to nominate their past assignments/duties for consideration as "joint experience" and accumulate points toward achieving the various levels of joint qualification.
Contact the DMDC Support Center (DSC) at 1-800-477-8227 for any login problems, to include problems with Common Access Cards (CAC), DoD Self-Service Logon (DSLogon), or DFAS Account (myPay) logon.
For technical issues only please contact firstname.lastname@example.org. In your email, please include the following information
Attachments must have a .pdf, .doc, .tif, or .txt extension. The filename should NOT contain any special characters or extra periods. All Personally Identifiable Information should be removed from documents prior to submission. Please do NOT submit any Classified documents. Only include those documents required to support your experience for duty, dates, and location. Examples of supporting documentation are:
Please ensure that the file has the correct file extension. If you are still experiencing problems with file upload, please contact email@example.com.
Once an experience has been submitted, it will be reviewed by your Service Joint Officer Management Representative for validity and accuracy through the supporting documentation you provide to them. Those experiences submitted to the Joint Staff by the Services will be considered by a JQS Experience Review Panel with representatives from all Services. JQS Experience Review Panels will be convened periodically to review experiences submitted by the Services to determine if those experiences meet the definition of joint matters, and recommend to the Chairman, Joint Chiefs of Staff, approval or disapproval of the individual experience. If approved, the points will be entered into your Joint Officer History to be used toward qualification to the next level in the Joint Qualification System. If disapproved, you will have one more opportunity to submit the same experience with additional supporting documentation.
As soon as your joint experience is complete.
Until September 30, 2010, Active Duty Officers may request assessment of their joint experiences completed on or after September 11, 2001. Until September 30, 2013, Reserve Component officers may request assessment of their joint experiences completed on or after September 11, 2001. Subsequent to the cutoff date established for each component, officers have a period of 12 months subsequent to completion of their experience to request assessment of their joint qualifications.
The JQS website responds to legislative changes in the John Warner National Defense Authorization Act of FY2007 (NDAA 07) as implemented in DoD Instruction 1300.19 and Chairman of the Joint Chiefs of Staff Instruction 1330.05, which provide the eligibility criteria for accruing joint experience points and other related JQS topics.
Each change in duty title, assignment or location to include extended temporary duty assignments is an individual experience. Each individual experience must be entered to be considered on its own merit for meeting the Joint Matters definition as defined by 10 U.S.C., Section 668.
Matters related to the achievement of unified action by multiple military forces in operations conducted across domains such as land, sea, air, in space, or in the information environment, including matters relating to --
In the context of joint matters, the term "multiple military forces" refers to forces that involve participants from the armed forces and one or more of the following:
This program gives eligible, well-qualified employees priority placement status for jobs in other Federal agencies within the same commuting area if the agencies are hiring from outside their current workforce. The ICTAP operates outside of an agency. It requires the selecting official to select a well-qualified surplus or displaced external agency employee who applies for a vacant position in the commuting area before selecting any other candidate from either within or outside the agency.
To be eligible for the ICTAP, you must be a "displaced" employee as defined in 5 CFR 330.703. Although there are several categories of displaced employees, eligibility is usually based on involuntary separation from a career or career-conditional competitive service appointment due to:
Eligibility expires one year after separation or when the employee receives a career, career-conditional, or excepted appointment without time limit in any agency at any grade level. Of course, eligibility also expires when the employee no longer meets the definition of "displaced", for example, if the employee's RIF separation notice is canceled or separates by resignation or non-discontinued service retirement prior to the RIF effective date.
Eligible employees must apply directly to the activity for specific vacancies in the local commuting area within the prescribed timeframes specified in the announcement. Appropriate proof of eligibility must be attached.
For employees displaced through RIF or TOF, proof consists of a RIF separation notice (or SF-50 showing separation by RIF) or notice of proposed removal for declining a directed reassignment or TOF to another commuting area (or SF-50 showing separation for declining the TOF or directed reassignment). (See 5 CFR section 330.708 for a complete list.)
The determination if you are well-qualified would be determined by the gaining organization. ICTAP applicant is one whose knowledge, skills, and abilities clearly exceed the minimum qualification requirements; however, the individual would not necessarily meet the agency's definition of "highly or best qualified".
The Priority Placement Program (PPP) is an automated mandatory placement program used to match eligible well-qualified employees, most of whom are subject to displacement, with vacant Department of Defense (DoD) positions. It enables the Department to maintain a relatively stable work force during base realignment and closure, reduction in force (RIF), and other displacement actions, and minimizes the adverse effect of these actions on employees. The PPP has long been the most effective placement program of its kind in the Federal government.
Employees adversely affected by RIF, transfer of function (TOF), base realignment and closure, and other displacement actions, are registered in an automated system that matches them with vacancies at DoD activities within a specified geographic area. This area of consideration is determined in accordance with program rules. Employees may register for their current skill and others for which they are determined to be well-qualified.
Registration is mandatory only if you have received a specific separation notice and are entitled to severance pay. If you do not know whether you are entitled to severance pay, check with your supporting human resources office (HRO) or refer to title 5, Code of Federal Regulations (CFR) 550.704. Prior to the issuance of separation notices, registration is voluntary for all eligible employees.
The PPP applies only to appropriated fund employees serving on permanent appointments. Eligibility categories include: employees being separated or demoted by RIF; employees being separated as a result of declining positions outside the commuting area under transfer of function (TOF) or management-directed reassignment; employees serving under grade retention; military spouses and various types of family members; and certain separating military reserve and National Guard technicians. For more information regarding PPP eligibility, check with your supporting HRO.
Employees whose eligibility is based on RIF separation or demotion may register upon receipt of a specific RIF notice. Employees whose eligibility is based on separation as a result of a written declination outside the commuting area under transfer of function (TOF), transfer of work (TOW), or management-directed reassignment (MDR) may register upon receipt of a specific notice of removal based on their declination to relocate outside the commuting area. Employees affected by RIF or written declination to relocate outside their commuting area may be allowed to register in advance of receiving specific notices if the commander or activity head approves early registration. The local approving authority may authorize registration up to 1 year prior to effective date of the RIF, TOF, TOW, or MDR, and may submit a request for up to 1 additional year of early registration to the DoD Civilian Assistance and Re-Employment (CARE) Office.
If you are scheduled for separation without having received an offer of continued employment within your commuting area, you will have the opportunity to register for other areas. However, if your separation is based on declining an offer outside of your commuting area, you can only register for areas no more than 25 percent of the distance from the declined duty station to the current duty station. Employees who receive RIF offers of change to lower grade and all of the various family member registrants are limited by policy to registration within the commuting area.
Registration above your current permanent or retained grade is not allowed, so you cannot be promoted through the PPP. However, you will have the option to register for lower grades, which could significantly increase your placement opportunities.
If you're placed before you're separated and you meet eligibility requirements, you will be entitled to grade and/or pay retention benefits. If you're placed after separation, or if you don't otherwise meet the requirements for grade or pay retention, your last earned rate of pay (e.g., the rate you were earning at the time of your separation) will be preserved to the maximum extent permitted by applicable Federal pay regulations. Your supporting HRO can explain more about these pay protection benefits.
All PPP registrants are assigned numerical priorities based on the type of displacement action that is affecting them. When more than one registrant is referred for the same job, the registrant with the highest priority gets first consideration.
Employees scheduled for RIF separation without offers of continued employment are Priority 1, the highest priority. Priority 2 includes employees who are being separated after declining offers outside of the commuting area, as well as employees being demoted by RIF action of two or more GS grades (or the equivalent). Employees scheduled for RIF demotion of less than two GS grades (or the equivalent) are registered as Priority 3.
At a minimum, you'll be required to register for your current occupational series. You may also register for up to four other types of jobs, but only if your supporting HRO confirms that you're well-qualified. For PPP purposes, "well-qualified" means that you have performed the work before and you could successfully meet all job requirements upon placement in that type of position.
Not necessarily. Even if you're well-qualified, you might not be the highest priority registrant referred. If you are, you may be one of several with that same priority and one of the other registrants might receive the offer.
PPP registrants are eligible for one valid job offer only. If you accept or decline a valid offer, your registration eligibility will end. An offer of permanent employment is generally considered valid if it's made by a DoD activity within your selected geographic area of consideration and the offered position matches one of the occupational series and grades on your registration. Under certain circumstances, you may be allowed to decline an offer as invalid. Your supporting HRO will explain your options if you receive a PPP offer.
If you accept a PPP offer from a DoD activity in another geographic area, your moving expenses will be reimbursed by your current activity up to the limits prescribed by the Volume 2 of the DoD Joint Travel Regulations. If you’re offered a job outside of your commuting area, consult with your supporting HRO for more detailed guidance.
The single most important factor is mobility. Registrants who are willing to relocate are placed more often than those who register only for their current commuting area. Except for those in hard-to-find jobs, most employees who register on a broad geographic basis eventually receive offers. Registering for lower grades also increases the probability of an offer.
A reduction-in-force (RIF) is when the agency releases a competitive employee from his/her competitive level by furlough for more than 30 days, separation, demotion, or reassignment requiring displacement of another employee.
An agency must give an employee at least 60 days specific written notice before the employee is released from the competitive level by a RIF action.
Generally, temporary employees do not have RIF rights.
You will be given official written notice at least 60-calendar days before the scheduled date of termination. The notice will also include the reason for the layoff, your RIF placement rights and information about the RIF.
A Competitive area establishes the geographic and organization limits for the RIF competition. It may consist of all or part of an agency. The minimum competitive area is an organization in a local commuting area that is separate from the agency organizations because of differences in operation, work function, staff, and personnel administration.
A local commuting area usually includes one population center in which employees live and reasonably travel back and forth to work. The regulations do not define a mileage standard for local commuting area. Instead, the agency must apply the regulations and determine what is reasonable for a specific geographic location.
"Bumping" means the displacement of an employee on a different competitive level who is in a lower tenure group, or in a lower subgroup within the released employee's own tenure group.
"Retreating" means displacing an employee on a different competitive level with less service within the released employee's own tenure group and subgroup. The same position or essentially identical to a position held by the released employee in any Federal agency on a permanent basis. An employee with a current annual performance rating of record of Minimally Successful (Level II) has retreat rights only to positions held by an employee with the same or a lower performance rating of record.
Severance Pay is authorized for full-time employees who are involuntary separated from Federal service and who meet other conditions/requirements for eligibility. To determine your eligibility you should contact your local Human Resource Office.
The Voluntary Early Retirement Authority (VERA) is a management tool used for downsizing or to restructure the workforce to meet mission objectives. Reasons for approving VERA include substantial delayering, reduction in force (RIF), reorganization, or transfer of function (TOF). VERA may be based on occupational series or grade; skills, knowledge, or other factors related to a position; organizational, geographical, nonpersonal and objective factors; or a combination of these factors.
Title 5, United States Code (U.S.C.), Section 9902(i), provides authority for the Secretary of Defense to establish a permanent downsizing and restructuring Voluntary Early Retirement Authority (VERA) program. This authority was redelegated to the Heads of the DoD Components for positions up to the GS-15 level (and equivalent) and authorizes further delegation to the lowest practicable level, but not lower than the local installation commander or activity head.
SES members and equivalent employees (e.g. Senior Level (SL), Scientific and Technical (ST), Defense Intelligence Senior Executive Service (DISES), Defense Intelligence Senior Level (DISL)), those in payband positions above the GS-15 level, and NAF executives in payband NF-6 are not eligible for buyouts, unless the Principal Deputy Under Secretary of Defense (Personnel and Readiness) (PDUSD(P&R)) approves the voluntary early retirement to avoid RIF action or to restructure the workforce. Approval requests concerning DISES and DISL employees must be coordinated with the Under Secretary of Defense for Intelligence (USD(I)) before being submitted for PDUSD(P&R) approval.
To be eligible for VERA, an employee must be either age 50 with 20 years of creditable service or have 25 years of total creditable service at any age. It is important to note that if an employee covered by the Civil Service Retirement System takes a VERA, he or she will face a 2 percent reduction in annuity per each year he or she is under the age of 55. There is no reduction for employees covered by the Federal Employee Retirement System.
Yes. Employees on time-limited-appointments (i.e., temporary or term appointments), and those who have not been continuously employed by DoD for more than 30 days before the date on which the determination to conduct a workforce reduction or restructuring action has been approved, are ineligible to receive a VERA. In addition, employees in receipt of a decision of involuntary separation for misconduct or unsatisfactory performance are not eligible for VERA.
For early retirements due to workforce reductions, the key is the documented date that the appropriate management official approves the use of reduction in force. For workforce restructuring actions, it is the documented date that the appropriate management official determines that a position or positions should be restructured to meet mission objectives. All VERA announcements must include the date from which employees must be continuously employed in order to be eligible (i.e., 30 days prior to the date the necessary determination was made). If you are interested in receiving VSIP in conjunction with VERA, you must also keep in mind that according to DoD policy, employees must have been employed by the Department for a continuous period of at least 12 months in order to separate with a buyout.
VERA is not an employee entitlement and must always be based on management requirements related to workforce downsizing or restructuring. Each DoD installation using VERA must determine and publicize the maximum number of local VERA approvals and the anticipated number of opportunity periods (windows) required. Positions may be targeted by occupational series or grade; skills, knowledge, or other factors related to the position; organizational, geographical, non-personal and objective factors; or any combination of these factors. In the event that approved non-personal factors other than service computation date (SCD) are used to determine eligibility, these factors must be included in the announcement. You may apply for a VERA if you are eligible and your position is in the targeted group of positions.
In addition to the factors already listed (i.e., occupational series and/or grade; skills, knowledge or other factors related to the position; as well as organizational, or geographical factors) other non-personal factors could include offering VERA based on the specific VERA window period(s) or receipt of a specified number of applications for retirement within that window.
Yes. If the downsizing and/or restructuring needs change, management may subsequently revise the closing date for receipt of VERA applications or the effective date for VERA retirements, or reduce or increase the number of early retirement applications it will accept.
No. Once an employee is issued a RIF separation notice, that employee is no longer eligible for VERA. VERA is a voluntary action; receipt of a separation notice makes any following action involuntary.
If you also accept a downsizing VSIP, or "buyout" you must be off the rolls by the reduction in force effective date. VERA recipients may not be retained in a duty status for any reason after this date. However, when VERA is not used in conjunction with a buyout, the effective date of the early retirement may be extended beyond the RIF effective date to allow the employee to use annual leave to establish initial eligibility for the early retirement.
Voluntary Separation Incentive Pay (VSIP), which is commonly referred to as a buyout, is a payment of up to $25,000 to encourage eligible employees to separate from service voluntarily (either by retirement or resignation) to avoid or minimize the need for involuntary separations due to reduction in force (RIF), base closure, reorganization, transfer of function, or workforce restructuring. The buyout payment is equivalent to an employees severance pay entitlement up to a maximum of $25,000 (before taxes). Buyouts are used at management's discretion and are not an employee entitlement.
VSIP is calculated using the severance pay formula in title 5, United States Code (U.S.C.), Section 5595(c). Using this formula, any severance pay previously received must be deducted from the employee's lifetime entitlement. The final VSIP amount is equal to $25,000 or the amount of severance pay the employee would be entitled to using this formula, whichever is less.
Yes. It is subject to federal and any applicable state and local taxes, and is considered income in the year that it is received.
No. Tax laws specify that a rollover to an IRA must come from a qualified retirement plan. VSIP is not a retirement plan. It is paid from alary and expenses and does not qualify as such.
Yes, provided they meet the basic eligibility requirements outlined in question 5, below. The payment would be determined using the amount of severance pay the employee would have received if he/she had been entitled to severance pay.
5 U.S.C. 9902(g) provides authority for the Secretary of Defense to establish a permanent downsizing and restructuring VSIP and Voluntary Early Retirement Authority (VERA) program. This authority was redelegated to the Heads of the DoD Components for positions up to the GS-15 level (and equivalent) and authorizes further delegation to the lowest practicable level, but not lower than the local installation commander or activity head.
An employee must be a U.S. citizen, employed in an appointment without time limitation, and must have been employed by the Department for a continuous period of at least 12 months. An employee is ineligible for a buyout if he or she:
Yes. Absent a waiver, an employee is ineligible for a buyout if he or she:
Waivers may be granted on a case-by-case basis by the installation commander or activity head (or in the case of special salary rates, the appropriate DoD Component Assistant Secretary, or equivalent), when that official determines the offer of the buyout is in the best interest of the offering installation. For Defense Agencies and DoD Field Activities, waiver authority for special salary rate positions is the Head of the Defense Agency or DoD Field Activity.
SES members and equivalent employees (e.g., Senior Level (SL), Scientific and Technical (ST), Defense Intelligence Senior Executive Service (DISES), Defense Intelligence Senior Level (DISL)), those in pay band positions above the GS-15 level, and non-appropriated fund (NAF) executives in pay band NF-6 are not eligible for buyouts, unless the Principal Deputy Under Secretary of Defense (Personnel and Readiness) (PDUSD(P&R)) approves the voluntary separation incentive to avoid RIF action or to restructure the workforce. Approval requests concerning DISES and DISL employees must be coordinated with the Under Secretary of Defense for Intelligence (USD(I)) before being submitted for PDUSD(P&R) approval.
Yes. When accepting a buyout, the following restrictions on reemployment within the Federal Government apply:
According to the Federal Acquisition Regulation (FAR), Subpart 37.104(a), a personal services contract is characterized by the employer-employee relationship it creates between the Government and the contractors personnel. As specified in Subpart 37.104(b), agencies shall not award personal services contracts unless specifically authorized by statute (e.g., 5 U.S.C. 3109). The key question which must be asked in making a determination as to whether or not a contract is for personal services is: Will the Government exercise relatively continuous supervision and control over the contractor personnel performing the contract? It is critical to note that each contract arrangement must be judged in the light of its own facts and circumstances (FAR, Subpart 37.104(C)(2)). Agencies should seek further guidance from their General Counsel's office when considering whether a former Federal employee who has taken a buyout is engaged in an arrangement, which constitutes a personal services contract. The following descriptive elements should be used as a guide in assessing whether or not a proposed contract is personal in nature:
Yes. The Secretary of Defense may approve exceptions on a case-by-case basis to the 1-year bar on DoD employment. When reemployment is within the Department, the Secretary of Defense may approve waivers to the repayment provision when the individual for whom the waiver is being sought is the only qualified applicant for the position. All waiver requests should be submitted through the Secretaries of the Military Departments or, for the Fourth Estate, the Office of the Secretary of Defense, Director of Washington Headquarters Services.
There is no requirement to repay the entire amount of the buyout prior to the date of reemployment. In DoD, buyout repayment is considered the same as any other debt to the Government and may be repaid by allotment. According to the DoD Financial Management Regulation, Volume 8, paragraph B.2.b.(2), installment payments will be at least $25 per pay period and will be sufficient to liquidate the debt within 3 years.
Yes. VSIP is calculated using the severance pay formula in 5 U.S.C. 5595(c), which includes a reduction for severance pay previously received. If the employee has already received the lifetime limit of 52 weeks of basic pay, he or she would not be eligible for VSIP.
Workforce downsizing buyouts are used to avoid the need for involuntary separations or are offered to encourage eligible employees to separate from service voluntarily. Consequently, employees already identified for involuntary separation are not eligible.
In addition to lump sum payment, two installment options are available. The first option is bi-weekly payments in equal amounts. The employee selects the amount, but the payments must be completed within 1 year of the date of separation. Under the second installment option, one half of the buyout is paid 6 months after separation and the remaining half is paid 6 months later.
No. Downsizing activities may offer VSIP to reduce the number of involuntary separations, but there is no requirement to do so. If an activity decides to offer buyouts, the VSIP application window must be opened for a minimum of 30 days before issuing the RIF notices.
When the number of applicants exceeds the number of available buyouts, applications within the targeted group are processed in order of seniority based on the employees leave service computation date (SCD-LV).
No. Death is not considered a form of voluntary separation for VSIP purposes. The employee must separate either by retirement or resignation.
The balance of the buyout would be distributed in accordance with the governments beneficiary order of preference as outlined in 5 U.S.C. 5582 and Volume 8, Chapter 7, paragraph 070501 of the DoD Financial Management Regulation.
Employees may separate by retirement or resignation with a buyout while serving on active duty in LWOP-US status. They would still have restoration rights under the Uniformed Services Employment and Reemployment Rights Act (USERRA), but if reemployed would be required to repay the buyout in accordance with 5 U.S.C. 9902(g).
VSIP Phase II, which is often referred to as Expanded VSIP, is a program through which buyouts may be offered at activities that are not downsizing or restructuring. The purpose of VSIP Phase II buyouts is to create job vacancies for employees who are being separated by RIF from other activities.
Let's assume that Activity A is conducting a RIF and a number of employees, who received separation notices, are registered in the Priority Placement Program (PPP). Activity B, which is not downsizing, surveys its workforce to identify employees willing to retire or resign with buyouts in order to create vacancies for the surplus Activity A employees. An employee at Activity B responds to the survey and indicates he/she is interested in voluntarily separating with VSIP. Activity B then submits a PPP requisition for the position and one of the Activity A employees is referred. The Activity B employee is now given the opportunity to formally apply for VSIP. If the employee submits an application and the PPP registrant is determined to be well qualified, a job offer is made. If the PPP registrant accepts the offer, the transaction is consummated and the Activity B employee separates with a buyout. The cost of the buyout is funded by Activity A.
Individual DoD activities are responsible for determining when it is appropriate to survey the workforce for interest in VSIP Phase II. Employees cannot apply unless applications are solicited by the activity.
The Reemployment Priority List (RPL) is a job placement program administered under rules prescribed by the U.S. Office of Personnel Management (OPM). All Federal agencies must maintain an RPL to provide priority reemployment consideration for certain separated employees.
RPL registration is available to career or career-conditional employees who are being separated by reduction in force (RIF), as well as former employees who fully recover from a compensable injury or disability more than 1 year after compensation payments started. (Note: These questions and answers focus on employees who are being separated by RIF. For more information concerning RPL eligibility for individuals who recover from compensable injury or disability, contact your supporting human resources office.)
RPL eligibility does not begin until you receive either a specific RIF separation notice or a Certificate of Expected Separation (CES). Agencies are required to issue specific separation notices a minimum of 60 days prior to the RIF effective date. A CES may be issued up to 6 months prior to the RIF effective date; however, agencies are not required to use this form of notice.
Yes. You must register no later than the effective date of the RIF separation date.
Your RPL eligibility continues for up to 2 years from the date of RIF separation.
Yes. Your RPL rights apply only within the same commuting area as the position from which you are separated.
Your eligibility will end if you accept a permanent appointment with any Federal agency, regardless of the work schedule of your new job (i.e., full-time, part-time, intermittent, or seasonal.). Declining an offer will not terminate your eligibility unless you decline a permanent position at the same grade and with the same work schedule as the position you’re being separated from by RIF.
Failure to respond to an offer or declination of an interview will terminate your eligibility.
You can register for your current type of job and any others that you choose as long as you meet the basic qualifications requirements published by the OPM. You must also meet any established educational, certification, or physical requirements.
Your supporting human resources office (HRO) will be responsible for handling your registration, and they will determine the kinds of jobs for which you are qualified using OPM standards. If you are referred for a specific vacancy, the HRO that is recruiting to fill the vacancy will determine if you are qualified for that particular job.
Your reemployment rights do not apply to jobs at higher grade levels. However, you may register at your option for jobs at lower grades.
No. Your RPL eligibility applies only in your local commuting area.
It depends on the circumstances. Your RPL rights apply only when your agency plans to fill a vacant position in your commuting area from outside the current agency civilian workforce. There are also a few exceptions that would allow an activity to hire an external applicant without regard to the RPL. For example, a qualified applicant with 10-point veterans’ preference may be selected in lieu of qualified RPL registrants. Your HRO can explain more about these procedures when you register.
The RPL and PPP are entirely separate programs. The RPL is required by Federal regulations and applies only when your agency within your commuting area is hiring from outside the current agency civilian workforce. The PPP operates under the administrative authority of the Secretary of Defense, and it applies when DoD activities within your selected geographic area of consideration are filling vacant positions from internal or external sources.
Yes. If you’re being separated by RIF and meet all of the eligibility requirements, you can register in both programs. However, you must apply separately.
The documents on this website are for general information purposes only. References to particular transition actions (Ex: Base Realignment and Closure - BRAC, Transfer of Function - TOF, Reduction in Force - RIF) do not in any way indicate that is the action being taken by your organization or that the action affects any particular individual. For specific information on the transition action being taken at your activity and its effects, if any, on you, please contact your local human resources office.