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Reemployed Annuitant FAQs
Q:  What is the “Rule of 92”?
A:  The Rule of 92 Survey was a survey distributed to randomly selected retired employees, regarding their interest in the possibility of returning to work at DCMA should there be a need to fill a position requiring their specific skills.
Q:  How is the Rule of 92 Survey information to be used?
A:  Our goal is to create a roster of the names, skills, and work locations, of people who have expressed an interest in returning to employment after their retirement.  This roster would be used by CMO Commanders who may have jobs that require a particular skill.
Q:  How can I submit my personal contact information?
A:  Applicants must submit their contact information via e-mail to:  alumni@dcma.mil  Please include:  full name, position title, series, grade, geographical location available to work, (http://home.dcma.mil/divisions.htm ), telephone number and residential address.
Q:  In terms of health benefits programs, can I convert from the retirement system if I am a reemployed annuitant?
A:  All participants in premium conversion must have their FEHB premiums deducted from their pay as employees, not from their retirement annuities.  In order to allow eligible reemployed annuitants an opportunity to participate in premium conversion, their FEHB enrollment must be transferred from their retirement system to their employing agency. The office of Personnel Management has a Premium Conversion FAQ site is at http://www.opm.gov/insure/health/pretaxfehb/qanda/19.asp

Reemployed Annuitant Health Benefits
Benefit Appointment Type
Temporary Term Permanent
Retirement Contributions Ineligible Ineligible Ineligible
Social Security Social Security contributions withheld. Employees under age 65 will be subject to Social Security earnings test (Social Security may be offset by excess earnings.
FEHB Ineligible*

 May enroll or elect to transfer enrollment from OPM for Premium Conversion purposes
FEGLI Ineligible* May elect to enroll if not enrolled. May elect coverage as an annuitant or an employee
TSP Ineligible* Compliance review and approval
Eligibility for Supplemental or Re-determined Annuity Not creditable for a supplemental or re-determined annuity.
Survivor Benefits Does not establish or increase survivor benefit entitlement.

* Except when the retiree is reemployed after a break in service of less than 4 calendar days
Q:  What are the criteria to appoint annuitants?
A:  The hiring of a reemployed annuitant must meet at least one of the following criteria:  (1)  hard-to-fill as evidenced by historically high turnover, a severe shortage of candidates or other significant recruiting difficulty;  (2)  needed to complete a specific project or initiative; (3)  candidates that have unique or specialized skills, or unusual qualifications not generally available; or, (4) to mentor less experienced employees and/or to provide continuity during critical organizational transitions.  http://cpol.army.mil/library/permiss/6332.html
Q:  Are there any restrictions in hiring a reemployed annuitant on a part-time basis rather than full time?
A:  The hiring criteria to appoint annuitants must be met, whether the position is filled full time or part-time or as permanent, temporary or term.  If the position is temporary or term, the appointment is subject to two or four years limitation respectively.  If the position is filled based on the 2087 hours employment criteria (to mentor less experienced employees and/or to provide continuity during critical organizational transitions), then the position is for one year full time or two years part time.  Extensions beyond 2087 hours are not authorized.   
Q:  Does the 2087 hour limit for mentoring or continuity of operations include overtime hours?
A:  There is no consideration for OT when setting the NTE date.  The 2087 hour appointment is set as one year (full time) or two years (part time). 
Q:  Are hired annuitants eligible for leave accrual?
A:  Yes, if the appointment is 90 days or more, annuitants are eligible for sick and annual leave. 
Q:  What is the accrual rate?
A:  The accrual rate is the same rate as when the employee retired. 
Q:  What pay plan and authority issued for annuitants?
A:  There is no special authority or pay plan for annuitants.  Regular hiring requirements must be met as well as the provisions in the DoD Reemployed Annuitant Policy.  The DoD Annuitant Policy is located at:  http://www.cpms.osd.mil/ASSETS/58E5315A2387421C8AA47D96A5B3F621/rem_ann.pdf

For example, a reinstatement eligible person may be hired using the legal authority for reinstatement per the Guide to Processing Personnel Actions.  The annuitant indicator must reflect that an annuitant is being hired.  DCPDS will track the appointment and include the data element to capture the reason for the annuitants appointment. 
Q:  Can a reemployed annuitant be non-competitively appointed to a position that is higher graded than the one the annuitant retired from?
A:  Typically, a reemployed annuitant will be reemployed via reinstatement eligibility.  Individuals with reinstatement rights can be noncompetitively placed in positions at grades equal to or lower than the grade they previously held.  Reinstatement eligible seeking positions at higher grades than they previously held will need to compete along with merit promotion candidates.
Q:  Will reemployed annuitants be required to submit resumes prior to appointment?  Will the CPOC be required to make qualification determinations on the reemployed annuitant prior to the appointment?
A:  When a manager submits a by-name request to the CPOC to be hired as a reemployed annuitant, a copy of the reemployed annuitant’s resume must be submitted.  The CPOC will verify that he or she is qualified for the position, and ensure he or she is a reemployed annuitant.  The manager may request the CPOC to review the resume prior to the submission of a RPA to see whether or not the person is qualified and if they are a retired Federal employee.  
Q:   I am a manager and will like to fill a position with a Reemployed Annuitant.  How do I do it and what is the process?
A: 
Hiring Reemployed Annuitants - DRAFT
Who Action Responsibilities
DCMA Manager Validate requirements Justify the need for Reemployed Annuitant.  Write a memorandum stating that the position is either: (1)  hard-to-fill as evidenced by historically high turnover, a severe shortage of candidates or other significant recruiting difficulty; (2)  needed to complete a specific project or initiative; (3)  candidates have unique or specialized skills, or unusual qualifications not generally available; or (4) to mentor less experienced employees and/or to provide continuity during critical organizational transitions and limited to a total of one year full time or two years part time.
DCMA Manager Documentation requirements Must identify series, grade and position title to be filled.  If a candidate has been identified, the retirement SF-50 and a resume must be provided.
DIV - CMO Director Staffing Recommend approval or disapproval
DIV-CMO FB Director Staffing Authorize funding
HQs HR CTR Director Staffing Compliance review and approval
HQs HR DCMA-DC Staffing and Recording HR Center will comply with OPM laws and regulations to maintain a historical data base with all pertinent information.
DCMA Manager Personnel Action The following documents must be submitted along with the RPA:  Resume, retirement SF-50, approval justification memo from Division Director and FB.
Civilian Personnel Operations Center (CPOC) Staffing Validate and process

Additional Information/Links

Civilian Pay Benefits
Army Benefits Center
FAS Staffing Advisory FAQs

page last updated on: 05/17/2012 9:56