Intent/Purpose - Deploy and redeploy qualified personnel to support the DCMA Contingency CAS (CCAS) mission.
Process
1. Create
CCAS Billet
1.1. The Combat Support Center (CSC)
will receive validated CCAS deployment requirements from DCMA
International (DCMAI) via a CCAS Manpower Authorization Document. These requirements represent a standing or periodic requirement in
support of the CCAS mission, as prescribed by the cognizant CCAS
commander, DCMAI. 1.2. The CSC will input validated CCAS deployment
requirements into CCAS/CSC database.
1.3. The CSC will create unique position and billet
information and input into CCAS/CSC Database. In order to build a valid
billet to support personnel deployments against requirements, each
billet will include the following information when established:
Unique requirement number
Duty description
Skill set requirement (military and/or civilian specialty/series)
Minimum or desired grade requirement
DAWIA certification- specialty and level, as required
Any specialized skills or training requirements
Indication whether the requirement must be filled by a military member
Location where the requirement effort will be performed
Initial fill by date
Length of assignment (in days)
Required transition/overlap time to support personnel movement and turnover
Expected duration of the requirement
eJMAPS (Electronic Joint Manpower and Personnel System
) Number
The CSC will participate inquarterlyreviews of CCAS mission requirements
with DCMAI. CCAS requirement changes shall be
approved/coordinated by the cognizant CCAS commander, DCMAI and
provided to the CSC via an Authorization Change Request (ACR)
The ACR will document all approved changes to the CCAS Manpower
Authorization Document.
2. Create
Un-Filled
Requirements
Roster
2.1. The CSC
will initiate
sourcing actions,
accomplished by
a thorough review
of established requirements,
at least monthly. Sourcing action
to CCAS
requirements is
needed to ensure
personnel
coverage is
maintained in
support of the
CCAS mission.
The sourcing
action
identifies
periodic
personnel
deployment
requirements due
to turn-over or
new validated
positions. 2.2. The
CSC will create
the Un-Filled
Requirements
Roster, which will include the
following information
Unique requirement number
Duty description
Skill set requirement
Date assignment will start (based upon expected end of assignment for the incumbent, considering required transition/overlap time)
2.3. The CSC will provide
the Un-Filled
Requirements
Roster to CCAS
Commander's staff and
CSC staff via
email for
review.
The CSC will
perform
subsequent
sourcing action, and
thus forms the basis
for the
deployment
assignment
process.
3. Identification
of potential
candidates for
CCAS assignment
3.1. The CSC will assign qualified candidates from the asset pool identified
by the Force Generation process to
fill CCAS deployment requirements. These candidates will have been
vetted and qualifications verified to support CCAS deployment. The
prioritized listing represents the available resources for deployment.
3.2
The CSC will source
candidates for
deployment from the
following
categories:
DCMA military personnel (active and reserve)
DCMA civilian Emergency Essential (EE) personnel
DCMA civilian volunteers
Non-DCMA civilian and military volunteers
Individual Augmentees (IA) (1)- Service members identified on a Joint Manning Document (JMD) to augment operations during a contingency. (These personnel are provided to fill specific requirements within the JMD and are pre-vetted by the providing Service. Validation of qualifications is still performed to ensure requirements are appropriately filled.)
3.3 If
applicable,
the CSC will further
expand
categories
by
skill set to
include:
Contracting (ACO/ CA)
Quality Assurance Representative (QAR)
Property Administrators and Specialists
Management Analyst
Information Technology
Operations Officers
Others, as deemed necessary
3.4 The CSC will ensure candidates for CCAS
deployments are provided in a prioritized list by category and skill set
to correspond with the CCAS deployment requirements for which they are
to be considered. Per the Force Generation process, candidates approaching planned
retirement, separation or transfer will be excluded from the list if a
deployment cannot be completed prior to departure
3.5 The CSC will ensure prioritization within the listings is based upon an
eligibility date established as part of the Force Generation process
reflecting arrival at DCMA, date of last CCAS deployment, and/or date
volunteered, as applicable. The
list will
include the
following
information:
Full name
Rank/grade
Number of CCAS deployments completed previously
Organization to which assigned
Medical Exam Date
Dwell time of candidate
DAWIA le
vel
4. Create Filled
Manning Roster
4.1. The CSC will source eligible
personnel to
Un-Filled
Requirements
Roster with
candidates from
the Prioritized
Listing.
Sourcing the
Un-Filled
Requirements
Roster considers
requirement
changes,
extensions,
waivers, etc.
which may impact
the requirements
and candidates
availability.
4.2.
The CSC will match candidate
qualification
requirements
with billet
qualification
requirements.
4.3.
The CSC will select
candidates based upon their eligibility date. Some
requirements require special skills/qualifications/experience that
can only be filled by a smaller number of personnel, and those
personnel may be selected ahead of those higher up on the
prioritized list in order to meet mission requirements.
Emergency
Essential (EE)
personnel are
hired
specifically to
support the CCAS
mission and are
considered for
assignment ahead
of civilian
volunteers and
military
personnel.
Civilian
volunteers are
considered ahead
of military
personnel for
requirements
that do not
require a
military fill.
DCMA military personnel selections will be coordinated with
DCMA Human
Capital –
Military
Personnel
Division.
Sourcing is
accomplished three to six
months before
deployment
date. DCMA
military members
are placed
against CCAS
billets which
require a
military fill.
During surge
requirements,
DCMA military
members are
considered ahead
of civilian
volunteers.
Military
personnel
identified to
support the CCAS
mission through
the JMD will be
sourced to the
requirement for
which they were
selected by
their Service
Previous CCAS deployment experience and location(s) is considered when placing candidates in a follow on assignment.
Senior leadership requirements will be filled through a coordinated effort with deployed commanders. Candidates for these positions are identified and CCAS commanders have an opportunity to review the candidates’ resumes, performance input, and previous CCAS assignment history for consideration.
Requirements
arising from
unexpected
circumstances
(such as early
termination of
assignment due
to medical or
family issues,
emergency leave,
or inability for
a candidate to
deploy as
scheduled) may
require the
solicitation of
personnel to
deploy on short
notice to
mitigate the
unexpected loss
and impact to
the CCAS
mission.
In these cases,
availability
becomes a
primary criteria
for selection.
Contracting
professionals
(those personnel
possessing a
DAWIA
certification in
contracting or in
pursuing a
contracting
certification)
will not
normally be
assigned to
non-contracting
positions, even
if they happen
to be qualified
for those
positions.
5.
Distribute CCAS
Deployment
Roster
5.1.
The CSC will
input
personnel
identified on
the Filled
Manning Roster into the
CCAS/CSC
Database for
creation of an
automated CCAS
Deployment
Roster.
5.2. The CSC
will issue the CCAS
Deployment
Roster, at least monthly, or as
otherwise
necessary to
support mission
and process
requirements,
and will
identify
personnel
selected for
CCAS deployment.
5.3.
The CSC will
prepare the CCAS
Deployment
Roster,
expanding it to
three time
periods and including
the following
information for
personnel selected.
5.3.1. CCAS
Deployment
Roster (30 Day) - CCAS Deployment
travel begins
within 30 days
of issuance:
Name
Rank
Organization to which assigned (CMO or other DCMA or non-DCMA organization)
Deploy ment start date (usually the date individual will travel to the mobilization site)
Country to which assigned in theater
Specific billet number
Skill set and qualification requirement for that assignment
5.3.2. CCAS
Deployment
Roster (30 Day +
) - CCAS
Deployment
travel begins
greater than 30
days, but less
than 60 days of
issuance:
Name
Rank
Organization to which assigned (CMO or other DCMA or non-DCMA organization)
Deployment start date (usually the date individual will travel to the mobilization site)
5.3.3. CCAS
Deployment
Roster (60 day
+) - CCAS Deployment
travel begins
greater than 60 days but
less than 90 day
of issuance:
Name
Rank
Organization to which assigned (CMO or other DCMA or non-DCMA organization)
Deployment month and year
5.3.4. The
CSC will identify and
source requirements
at these time
intervals to
permit
CONUS and OCONUS
Organizations
and deployees an
opportunity to
plan for the
upcoming CCAS
deployment,
including
personal plans,
organization
mission impact
planning, and
completion of
pre-deployment
training
requirements.
5.4. The CSC
will provide the
CCAS Deployment
Roster via email to all DCMA Commanders, Deputy
Commanders,
Center
Directors, CCAS
Commanders,
Military
Personnel
Division, and
the CSC team (which includes
all CSC team
staff involved
in CCAS
deployment
processing) CCAS
staff officers
and DCMA
International
CCAS program
personnel, and
it shall
be used to
notify personnel
of their CCAS
deployment. 5.5.
Commanders/Deputies
and Directors
shall
notify their
personnel of
CCAS deployment
within three (3)
business days of
the
CCAS Deployment
Roster
issuance date. 5.6. The
CSC will provide
notification
through e-mail or other
means
when
unplanned
requirements
arise that
must be filled
between
CCAS Deployment
Roster issuances.
Distribution is
these cases is
the
same, but
targeted only to
the candidate’s
Commander,
Deputy or Director, and
CCAS commander
to whom he/she
will be
assigned. 5.7. The CSC shall
prepare a
CCAS
Alpha Roster
and Whiteboard
Roster, which identifies
personnel who
are already deployed to the
CCAS location,
as well as those
selected for a
deployment.
Roster data is created
to support
personnel
deployment
processes.
5.7.1.
The CSC will
ensure the CCAS Alpha roster
and Whiteboard
Roster are
structured to
align with the
CCAS
organization,
which includes a
unique billet
number for each
of the CCAS
requirements.
The Rosters include:
Organization/command header
Duty description
Billet number
Name, rank, service
Deployment start date, redeploy date
Relief deployment start date
Tour length for each person assigned to the billet
5.7.2.
The CSC will
provide the
CCAS
Alpha Roster and Whiteboard Roster via email to
the CSC team and
CCAS command
staff in
conjunction with
each
CCAS Deployment
Roster
issuance.
Due to the
sensitivity of
these two
rosters,
they are not
provided to
outside sources.
6.
Process Waiver
requests
6.1. The
deployee and
permanent duty
station
supervisor shall determine
the need
for waiver when personal,
professional,
medical and/or
mission
requirements
conflict with
CCAS deployment.
The identified deployee
or supervisor may
request
a waiver to
seek temporary
or permanent
relief from
deployment or
involuntary
extension in
theater.
DCMA military
personnel and EE
civilians are
not exempt from
involuntary
extension while
in a
CCAS
deployment.
Involuntary
extensions are
considered if
mission
requirements
absolutely
necessitate and
only after
coordination by DCMAI, CSC, and appropriate military personnel offices.
An individual’s
future
retirement,
separation,
transfer, or EE
contract
completion date,
as applicable,
must be
considered for
any involuntary
extension.
6.2. If an employee
or their chain
of command requests a
waiver, it should
be
initiated within
seven (7) business days after a CCAS
deployment has been identified. It is critical
that any waiver
submission be
processed in a
timely manner to
ensure that, if an
individual is removed
from a CCAS
deployment,
sufficient time
remains to
identify, train
and mobilize a
replacement.
6.3. Deployees/Supervisors
may submit
waivers for
initial
deployment or an
involuntary
extension of
deployment for
the following
reasons:
Medical/family emergencies
Significant personal hardship
End of tour impacts
Mission impact to organization
6.4. Deployees/Supervisors
shall ensure the waiver
content and
distribution
are as
follows:
6.4.1. Employees will submit their waiver request to their
chain of command for endorsement.
6.4.2.
The employees
chain of command
must provide a
Waiver Fact Sheet to
the DCMA
Regional
Director or HQ Executive
Director upon receipt of
a CCAS
deployment
waiver from an
employee. 6.4.3.
If the
chain of command is submitting
the waiver
request due to
mission impact, a Fact
Sheet must be
provided to the
DCMA Regional
Director or HQ
Executive
Director.
6.4.4. The Region/Center Director
or or HQ
Executive
Director will review the Fact Sheet and provide a recommendation to approve or disapprove the waiver request for CCAS deployment.
6.4.5. If
the Region
Director/HQ
Executive
Director recommends
approval, the
waiver will be
forwarded to the
CSC for
completion of an
impact statement, coordination
with DCMAI, and subsequent
submission to the DCMA HQ Chief of Staff.
6.4.6. The
HQ DCMA Chief of
Staff is
delegated the
authority to
approve or
disapprove
deployment
waivers.
6.4.7.
If the
waiver request
is disapproved, the deployee's chain
of command or designee must notify the selected
deployee to satisfy the CCAS deployment requirements and meet the scheduled deployment date.
6.4.8. Deployees/Supervisors must
provide an
alternate
available
deployment date
if a forwarded
waiver is for a
delay in
deployment date.
6.4.9. Deployees/Supervisors
will ensure if a forwarded
waiver is based
on a medical
condition, a
copy of the
physician’s
report and
recommendation
must accompany
the Fact Sheet. (Military-Profile/
Civilian OF178) If the
medical
condition is
temporary,
provide a
proposed date
when the member
will be
“cleared” and
available for
future
deployments. If
needed, the
Combat Support
Center Medical
Readiness POC
will coordinate
with
employee/military
member on any
additional
medical
follow-up information. The
CSC will ensure
medical records
are protected
from
unauthorized
disclosure, in
accordance with
the Privacy Act. If the military
member is
located at a
remote facility,
the organization will
provide time
(and TDY, if
needed) for the
member to obtain
the necessary
profile
paperwork.
6.5. Personnel with
an approved
temporary or
permanent waiver
shall be
excluded from
CCAS deployment
consideration
for the period
of their waiver.
Similarly,
personnel
already
identified for a
CCAS deployment,
shall be removed
from that
assignment upon
waiver approval.
7. Validate
deployment
records
7.1. The CSC will
validate the
records for each
identified deployee
upon
distribution of
the CCAS
Deployment
roster.
The CSC will
ensure the CCAS Deployment
Checklist
Items are completed. 7.2.
Within
seven (7)
business days,
the CSC shall
contact the deployee and
provide a
listing of
necessary
actions to
complete prior
to deployment. 7.3. The deployee will
complete all
necessary
predeployment
requirements and
return any
required
readiness
paperwork to the
designated POC.
8
.
Issue deployment
travel orders
8.1. The
CSC will prepare
deployment TDY
travel orders for all
DCMA and
non-DCMA
personnel, except
those deploying
as an Individual
Augmentee/Joint
Manning Document
(JMD), who will
be issued orders
by their parent
Service.
Travel orders
processing is accomplished in
accordance with the Travel
(Official) - TDY
and Local Instruction,
9.
CCAS
Specific Deployment Training
9.1. Deployees
shall complete CCAS specific training prior to deployment. This
training is managed per the Contingency Competency Management Training
process. 9.2
All DCMA
personnel
selected for a
CCAS deployment in
the U.S. Central
Command
(CENTCOM) Area
of
Responsibility
(AOR) will
process through
a deployment
training center
(CONUS
Replacement
Center) before
they can travel
into that AOR
for a period of
time in excess
of 17
consecutive days
per the Department of
Army Personnel
Policy Guidance
(Nov11) (2). Deployment
requirements
into AORs other
than CENTCOM
will be subject
to the policies
and processes
associated with
those Unified
Combatant
Commanders.
9.3.
Military
personnel
assigned to
support DCMA
through the IA/JMD
process
shall complete
deployment
training
through a
service specific
deployment
center, which
is managed
by the parent
military
service.
10
.
CCAS Deployment
10.1. Military
members in
Command Select
Leadership (CSL)
Positions will
deploy for 365
days, the
majority of
remaining
individuals will
deploy for
either 179 days
(six months)
or 270 days
(nine
months) or other timeframe, based on
mission needs,
unless otherwise
annotated on
travel orders.
The deployment
begins on the
date the
individual
arrives at the
CRC, except for
Individual
Augmentees/JMD
selectees, whose
deployment
begins upon
their Ready
Deploy Date
(RDD).
10.2. Deployed
CCAS personnel
are placed under
the Operational
control (OPCON)
of the
forward-deployed
CCAS Commander,
who in turn
reports to the
Commander,
DCMAI.
10.2.1 DCMAI shall
establish
personnel
accountability
procedures,
i.e., names,
number,
locations,
status, etc. for
all CCAS
deployed employees in
theaters of
operations in
accordance with DoDI
1400.32 (3),
which assigns
personnel
accountability
responsibility
to each DoD
Component.
Personnel
accountability
reports, to
include
arrival/departure
notices,
will be prepared
by CCAS command
staff and
provided to
DCMAI and CSC daily. 10.2.2.
The CCAS
Supervisor will
established
the
work schedules
of civilian
employees at
the deployed
location in
accordance with
the Hours of Duty,
Work Schedules
and Compensation
Policy. 10.2.3. CCAS
Commanders
will consider
m
ilitary members
for
an appropriate
level award
covering their
deployment in
accordance with
the Awards and
Decorations
Instruction.
A recommendation
and proposed
citation will be
prepared by the
deployee’s
in-theater
commander and
forwarded
through channels
to Military
Personnel for
processing by
the appropriate
service support
team.
10.2.4.
CCAS
Commanders
will prepare an
evaluation
reports for
military members
on a CCAS
deployment in
accordance with
the
provisions of
the Evaluation
Reports
Instruction.
10.2.5.
OCONUS
Commanders will
ensure
Performance
Management
functions of
civilians on a
CCAS deployment
are completed
and in
accordance with
the provisions
of the Performance
Management
Instruction.
10.2.5.1.
CCAS Commanders
shall provide
performance
feedback for the
time period
covering
deployment.
The feedback will be
provided to the
employee,
permanent
supervisor, and
CSC.
10.2.6.
CCAS commanders
and DCMAI will
administer civilian
awards and
recognition in
accordance with
the Recognition and
Awards Program
Instruction. The
on-site CCAS
chain of command
and DCMAI are
responsible for
preparation of
awards
recommendations.
10.2.6.1.
CCAS
Commanders
may prepare
a
recommendation
for
the Global War
On Terrorism
(GWOT) Medal
for eligible deployed
civilians.
Guidance for
award
eligibility is
in accordance
with OUSD (P&R)
Guidance. (4)
10.2.7. CCAS
Commanders
will ensure c
ivilian
employees are
subject to
normal federal
civil service
administrative
disciplinary
procedures for
work related
misconduct, such
as reprimands,
oral
admonishments,
suspensions and
removals from
federal service
in accordance
with the Maintaining
Discipline
Policy.
10.2.7.1. CCAS
Commanders
will ensure
civilians adhere
to the
provisions of
the
Uniformed
Code of Military
Justice (UCMJ),
which was
extended to
include persons
serving with or
accompanying
U.S. armed
forces in the
field in times
of declared war
or a contingency
operation (5).
Civilians are
subject to
military
jurisdiction
under Article
2(a)(10) of the
UCMJ.
10.2.9.4 Work-related Fatality/Catastrophe, mishaps, injuries, and
illnesses involving DCMA personnel or damage to Government Property shall be
reported IAW DCMA
SOH Mishap Reporting Process. 29 CFR 1904.39 requires work related
deaths or the in-patient hospitalization of three or more employees to OSHA
within 8 hours.Contact DCMA-HCO Safety and Occupational Health as soon as
possible. Report other mishaps IAW DCMA SOH Mishap Reporting Process
10.2.10. CCAS Commanders
will ensure that
Military members
or civilian
employees who
are authorized
to depart the
deployed
location in an Emergency Leave
status are in
accordance with
the DoDI 1327.06,
Leave and
Liberty Policy
and Procedures. (6)
10.2.10.1. Military members
may be
authorized
emergency leave
up to 30 days
for emergency
situations
within the immediate family or person “in loco
parentis” 10.2.10.2. Civilians may be
away from the
deployed
location for 15
days, and must
be covered by
authorized
leave, (either
annual or sick) for
serious illness
or injury of an
immediate family member
or any
individual
related by blood
or affinity
whose close
association with
the employee is
the equivalent
of a family
relationship
10.2.10.3. CCAS
Commanders or
their designee
may authorize
emergency leave
for the
following
reasons:
Due to the death of a qualifying family member
When the military members/civilians presence will contribute to the welfare of the terminally ill member of the immediate family when the expected date of death is within one month.
When a serious situation involving accident, illness or because of major surgery of a qualifying member that cannot be postponed due to the urgency of the medical condition. (The situation must result in a serious family problem that imposes important responsibilities on the military member/civilian that must be met immediately and cannot be accomplished from his/her duty station or by any other individual or by any other means).
When severe or unusual hardship would be encountered if the military member/civilian failed to return home because of a personal disaster (i.e. hurricane, tornado, or flood).
10.2.10.4.
Commanders or
their designee
shall process
Emergency Leave
in accordance
with the
following
procedures:
10.2.10.4.1.
Military
member/civilians
should request
emergency leave
with their chain
of command and
initiate a
service specific
form for leave
request.
10.2.10.4.2. The
CCAS commander, or their
designee, has
the discretion
to
approve/disapprove
the leave
request based on
the information
regarding the
Emergency.
As per DoDI 1327.06,
Leave and
Liberty Policy
and Procedures. (6). When
the commander
granting leave
has reason to
doubt the
validity of an
emergency
situation,
assistance in
determining its
validity and of
the need for the
Service member’s
presence should
be requested
from the
American Red
Cross or
Military Service
personnel
nearest the
location of the
emergency.
However, if
immediate
departure is
necessary,
emergency leave
may proceed
without a Red Cross
message. "
10.2.10.4.3.
The CCAS
Commander, or
their designee,
will prepare a Emergency Leave
Authorization
Memorandum,
as well an Emergency Leave
Fact Sheet.
10.2.10.4.4.
The CCAS
Commander will
notify DCMAI,
CSC, and the
individuals
permanent duty
station, by
forwarding the
1) individual leave
notification,
2) Emergency Leave
Authorization
Memorandum, and
3) Emergency Leave
Fact Sheet.
10.1.10.4.5.
The CCAS
Commander, or
representative,
will assist
military member
/civilian in
acquiring travel
in accordance
with the DoD Travel
Regulations (7)and local
procedures.
Emergency leave
travel is
authorized and
transportation
expenses are
chargeable to
the appropriated
funds that
support the
temporary duty
(TDY) travel of
the individuals
assigned unit.
10.2.10.5.
The CSC will
recalculate
redeployment
date of civilian
employees to
account for
‘lost time’
while on
Emergency Leave.
10.2.11.
Commanders or
their designee
shall process a
request for
curtailment when
tours are
shortened more
than seven (7)
days, for the
following
reasons:
Performance
Conduct
Change in mission requirements
Medical reasons that do not fall into the emergency leave category (i.e., broken leg)
10.2.11.1.
DCMAI will have
final decision
for all
curtailments
based on
performance and
conduct. The
CCAS Commander,
or designee,
will approve all
other
curtailment
requests. The
CCAS Commander’s
staff shall
notify the
individuals
permanent duty
station
supervisor and
the CSC of all
approved
curtailments to
ensure proper
coordination has
been
established.
10.2.12. If
applicable, the
CCAS Commander
will administer
the Rest and
Recuperation
(R&R) Leave
Program in
accordance with USARCENT R&R
Policy (8).
USARCENT is the
Executive Agent
for the R&R
Leave Program in
the USCENTCOM
AOR and is
responsible for
the
coordination,
implementation,
and execution of
the program.
R&R is a
privilege, not
an entitlement.
Participation is
determined by
the CCAS Commander,
subject to
operational and
mission
constraints.
10.3.
Administrative
Control (ADCON)
for CCAS
personnel
transfers to the
CSC at the
beginning of the
pay period the employee is
scheduled to
report to the
CONUS
Replacement
Center.
10.3.1.1
The
deployed
civilian will
annotate Time
and Attendance
(T&A) via the Agency Performance
Labor Accounting
System (PLAS).
Employee
certified time,
PLAS print out, will be provided
to supervisor
for
certification. 10.3.1.2. After
certification,
the temporary
supervisor will
provide T&A
documentation to CSC
Staff for input
and
certification in ATAAPS.
10.3.2.1. The CSC will ensure civilian volunteers are temporarily reassigned via a
Request for Personnel Action (RPA) from their permanent organization
to a CCAS specific organization code for the duration of their
deployment. Upon completion of deployment, another reassignment
RPA will be processed to return the employee to their permanent
organization. The RPA will be input into DCPDS no earlier than 30 days
no later than 10 prior to EOD. 10.3.2.2
TThe
CSC will ensure civilian EE employees are temporarily reassigned via a
Request for Personnel Action (RPA) from their permanent position to a
temporary CCAS position, or temporarily promoted if applicable.
Upon completion of deployment, another RPA will be processed to end the
temporary reassignment/promotion, and return the employee to their
permanent position, and grade if applicable. The effective date will be
the day following departure from CONUS Replacement Center. The RPA will
be input into DCPDS no earlier than 30 days no later than 10 prior to
EOD.
10.3.3. The
permanent duty
supervisor
will administer
all
Family Support
activities for
DCMA military
(active duty and
reserves) and
civilian
employees prior
to and during
deployment in
accordance with
the Family Support
Instruction.
11.
Process CCAS
deployment
extensions
11.1.
Deployees may
submit a
Voluntary
extension
requests after
they have been
at their CCAS
deployment
location for at
least 60 days.
11.2. Deployees
shall ensure
their extension
requests include
an Extension Fact
Sheet and
request letter
submitted by the
requesting
person to their
cognizant CCAS
commander for
review/concurrence.
11.3. The CCAS
Commander will
determine if a
valid mission
requirement
would
necessitate the
deployee being
extended. If
the CCAS
commander
concurs with the
request, an
Endorsement
Letter is
prepared and
sent with the
extension
request to the
CSC for further
processing.
11.4. Upon
receipt of an
endorsed
assignment
extension
request, the CSC
will take the
following
actions:
Verify sufficient time remains under the individual’s current medical screening per established medical standards. If not, the extension request can still be processed, however a new medical screening must be successfully completed in order to execute the entire period of the extension.
Verify clearance and other administrative requirements
Assess impact to current sourcing efforts
Provide a recommendation (concur/non-concur) and forward to CMO Commander/Director for approval.
11.5. The CMO
Commander/
Director will
review the
extension
request and
provide
approval/disapproval.
If approved, the
extension
request will be
forwarded to the
CSC for
processing. If
the extension is
disapproved, it
will be
forwarded to the
Agency Chief of
Staff for
approval/disapproval,
via the Regional
Commander and
Chief Operations
Officer or HQ
Directorate
Director, as
applicable.
11.6. The CSC
team will be
informed of the
final
approval/disapproval
and will in turn
notify the
permanent duty
station and CCAS
Command staff.
The CCAS Command
staff will
notify the
employee of the
final
approval/disapproval
decision. 11.7. If
an extension
request is
approved, the
CSC will adjust
the individual’s
end of
deployment
date/redeploy on
the CCAS Alpha
Roster.
Voluntary extensions do not impact the standard 179 day dwell time frame. Individuals are not granted additional dwell time to correspond with voluntarily lengthening of a deployment.
12.
Redeployment
Processing
12.1. After
completion of
CCAS deployment, personnel
shall
process back
through the
deployment
center they went
through prior to
their arrival at
the CCAS
deployment
location in
accordance with
the
CONUS
Replacement
Center
Instruction (To be
published).
The CCAS
deployment is
considered
complete when
the individual
has arrived back
at their home
station.
13. Post
Deployment
Actions
13.1. After
deployment,
military members
and civilians will
complete a Post
Deployment
Health
Assessment
(PDHA) and a
Post Deployment
Health
Re-Assessment
(PDHRA) in
accordance with the DoD Deployment
Health Instruction(10).
13.1.1. Military
members/DoD
civilians
must be
scheduled for a
face to face
health
assessment with
a trained health
care provider
within 30 days
after
redeployment.
This assessment
must include a
discussion of
mental health or
psychosocial
issues commonly
associated with
deployments.
Further, such
employees are
required to have
reassessment
within 90 to 180
days after
return to home
station.
13.1.2. The CSC medical POC
will e-mail
the PDHA/PDHRA
Process
instruction to
redeploying CCAS
personnel and
supervisor
within 72hrs of
departure
notification.
13.1.2.1.
The CSC will
ensure the process
instructions highlight
PDHA/PDHRA
requirement,
request that
military
member/civilian make an
appointment for
PDHA and provide
CSC medical POC
with appointment
date within two
weeks.
13.1.2.2.
The CSC
will ensure the process
instructions include local
Military
Treatment
Facility (MTF)
address, contact
numbers, where
to locate the DD
2796 (PDHA Form)
and other
pertinent PDHA
information.
13.1.2.3. After
appointment is
made, CSC
Medical POC will
follow up in the
medical system
(MEDPROS) and/or
with the MTF to
verify that PDHA
was completed.
13.1.2.4. The CSC Medical
POC will
initiate the
PDHRA via an
email follow-up.
13.2 In
accordance with
the Travel
(Official) - TDY
and Local Instruction,
the deployee has primary
responsibility
of filing a
travel voucher
within five (5)
working days
after completion
of the trip to
include the
final settlement
for an extended
TDY with a
scheduled
partial payments
(SPP). 13.3. Deployees shall
complete an
After Action
Report (AAR)
following
redeployment in
accordance with
the
After
Action Report
(AAR)
Instruction (to
be published).
Military
personnel
assigned to
support DCMA
through the
IA/JMD process
will
complete an AAR
in accordance
with their
parent service.
13.4. DCMA military members
are responsible
for forwarding a
copy of their
final travel
voucher to
Human Capital/
Military
Personnel
Division
.
The voucher is
used to update
personnel data
systems for
deployment
credit and any
applicable camp
again medals.
Military
personnel
assigned to
support DCMA
through the
IA/JMD process
will
follow their
parent service
guidelines
regarding
deployment
credit and
campaign medal
processing. 13.5
After completion
of a deployment,
civilians become
eligible for a
future CCAS
Deployments
after 179 days
dwell time, or
as mission
requirements
dictate.
13.5.1.
Civilians
may request a
shorter dwell
interval at home
station
by
coordinating
with permanent
duty supervisor
and
contacting the
CSC.
13.6.
Military
personnel will
receive
Post-Deployment
Respite Absence
in accordance
with the Military Leave
and Liberty
Instruction. 13.7.
Civilians, who
have completed a
successful 179
day deployment
(determined by
CSC
consideration of
the actual tour
length and
evaluation of
the DCMA Theater
Commander’s
performance
feedback), will be
given a
redeployment
Time Off Award,
not to exceed 40
hours for each
179 day
deployment.
13.8. Civilian volunteers, who have completed a successful 179 day
deployment (determined by CSC consideration of the actual tour
length and evaluation of the DCMA Theater Commander’s performance
feedback), may be given an incentive payment (amount will be in
accordance with the current Agency approved payment for deployees-
Emergency Essential and Volunteer Personnel). If a volunteer
extends their deployment for another 179 days, an
additional incentive payment may be given at the end of the
subsequent 179 day deployment extension; tour extensions less than
179 days are not eligible for an incentive payment.
Competencies/Certifications
No specific competencies or certifications are required at this time beyond those the participating individuals possessed when hired to their current position.
Training Matrix
Readiness Reporting Training Matrix
What TASKS are
required to
accomplish this
process?
Methods of training
On-the-Job Training (OJT)
Computer Based Training (CBT)
Course (Commercial, College/ Vocational)
Contractor Sponsored Training
Guidebooks
DCMA Developed
Administrative Task
(The task is wholly enabled by the contents of the instruction and requires no training intervention)
Task 1 - Receive CCAS Deployment Billet requirements from DCMA International
ADCON- Administrative Control - Direction or exercise of authority over CCAS Deployes in respect to administration and support, resources, equipment, personnel management, readiness, mobilization, demobilization, and other matters not included in the operational mission.
CONUS. The contiguous 48 States and the District of Columbia.
Deployment - Either temporary reassignment or the requirement to stay in place to support contingency operations.
GWOT Medal - Medal awarded to DoD civilian employees who participate abroad in a GWOT operation in a location approved for award of the military GWOT Expeditionary Medal or similar operation for which a separate military GWOT campaign medal was awarded. DoD civilian employees must be engaged in direct support for 30 consecutive days in an area of eligibility in a military operation (or the full period when the operation is of less than 30 days duration), for 60 non-consecutive days in an area of eligibility provided this support involves the employee entering the area of eligibility, or, regardless of time, be killed or medically evacuated from the area of eligibility while providing direct support to the operation.
OCONUS- Outside the contiguous 48 States and the District of Columbia
OPCON- Operation Control- Transferable command authority that may be exercised by commanders at any echelon at or below the level of combatant command. Operational control may be delegated and is the authority to perform those function of command over CCAS Deployees by assigning tasks, designating objectives, and giving authoritative direction necessary to accomplish the mission.
Permanent Supervisor- The permanent duty location supervisor
R&R leave. Leave granted in circumstances where operational military considerations prevent the full use of ordinary annual leave. R&R programs are established in areas designated for hostile fire or imminent danger pay. Leave granted in connection with authorized R&R programs is chargeable to the individual's leave account.
Temporary Supervisor- The deployed location supervisor
CCAS Rosters
CCAS Deployment Roster- Includes names of personnel selected for deployment
CCAS Whiteboard Roster- Roster compiled for CSC internal use
CCAS Alpha Roster- Roster compiled for CSC internal use
Successful Practices
None at this time
Portal/Community of Practice
Combat Support Center Community Combat Support Center Web Page
Points of Contact
DCMA Instruction Point of Contact information is not available to the general public.
DCMA employees please click here for the process POC's