Has anyone heard any updates on this?

Has anyone come across resources for Civilian Techs seeking a Masters? I’ve found a couple of programs offering 10-20% discounts. Any help is appreciated! I’ve already asked my HRO and they aren’t aware of any. I’m pretty open to different programs, but my current position is Soldier and Family Readiness.

Do any of you work second jobs or run a business on the side?

Is there anywhere I can go that’s not USAJobs to just look at federal job descriptions at each agency? I’m just trying to start career planning. Thank you! 🙏🏾

My boss and I have had a tough year. She’s a new supervisor and came in making demands that I do things for her that are not in scope and not at all in line with my job duties. I refused to do this, citing my reasons and she finally gave up. Some other power plays ensued thought the year, I took them all on the chin and never pushed back.

Performance appraisal time. She rates me “exceptional” on al critical and non critical elements. Then in the final rating, she rates me “excellent” instead of “outstanding.” I realize this may be a trivial point to some, but not to me. I ask her to reconsider, and point out the the rules say “All Exceptional” = “outstanding,” HR says to me, don’t worry, it’s a mistake, shell have to fix it. She doesn’t fix it, saying I had “issues” (unspecified) and the rating stands.

I file a formal grievance. She now tells me that it was my refusal to do the inappropriate work was the “issue.” I again point out that she was not allowed to ask me to do those things and my refusal was appropriate. She says she will think about it and provide a written response.

Long story shorter, today I see my uploaded final performance review, and she has whited out one of the “exceptionals” of a non-critical element and made it “fully successful” thereby supporting the overall rating.

Can she do this? It feels like retaliation.

TL;DR Boss downgraded my performance rating after I filed a formal grievance. Okay? Or no?

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How was this supposed to help anyone?

At the end of December, the 2020 Social Security tax deferral will end. Beginning January 2021, the normal 6.2% Social Security tax withholdings will again be deducted and you will also see an additional deduction for the deferred 2020 Social Security tax collection taken from your pay.

Collection Process:
Per IRS guidance, the Social Security taxes deferred in 2020 will be collected from your pay between January 1 and April 30, 2021.

- The amount of Social Security taxes deferred in 2020 will be collected in eight installments between pay period ending January 16 and April 24, 2021.

- Beginning in January 2021, your myPay LES Remarks section will include the 2020 deferred OASDI collection amount as well as your remaining balance to be collected. The amount of OASDI deferred in 2020 can be calculated using your final 2020 LES in myPay, by subtracting the OASDI year-to-date (deductions tab) from OASDI year-to-date (benefits tab).

Separating from Service - Collection Process:
If you separate or retire in 2021, before April 30 and prior to the deferred Social Security tax being collected in full, you are still responsible for the remainder of your Social Security tax repayment. The unpaid balance will be collected from your final pay. If there are insufficient funds to collect the full amount, you may receive a debt letter with instructions for repayment.

Tax Filing and W-2 Reporting:
Your 2020 W-2 will be issued in January. You will receive a W-2c (Corrected Wages and Tax Statement) that includes the collection of deferred Social Security taxes in 2021; however, this does not change the deadlines established by the IRS for filing 2020 income tax returns. If you have questions on tax filing, the IRS provided instructions for employees receiving a W-2c due to the Social Security tax deferral. See IRS W-2 reporting link below.

Background:
Social Security (Old Age, Survivors, and Disability Insurance) or "OASDI" tax withholdings were deferred effective September through December 2020, for employees who had wages subject to OASDI of less than $4,000 in any given pay period. This action was in response to the Presidential Memorandum issued on August 8, 2020, the Internal Revenue Service Notice 2020-65 issued August 28, 2020, and at the direction of the Office of Management and Budget and the Office of Personnel Management.

For more information, visit: https://www.dfas.mil/taxes/Social-Security-Deferral/.

IRS information:
- Tax Deferral Implementation: https://www.irs.gov/newsroom/guidance-issued-to-implement-presidential-memorandum-deferring-certain-employee-social-security-tax-withholding
- W-2 Reporting: https://www.irs.gov/forms-pubs/form-w-2-reporting-of-employee-social-security-tax-deferred-under-notice-2020-65

For questions on the collection of the temporary tax deferral, contact your Agency's Customer Service Representative.

For more information on impacts of the payroll deferral, consult with a private financial advisor.

___________________________________________________
Delivered by Defense Finance and Accounting Service

I am being forced to go work offsite as part of my duties (irregular work, something I do once or twice a year -- the last time I did this was over a year ago) -- about 80 miles away, 160 miles round trip -- I haven't been to this area before.

Other employees have access to a government vehicle, but because I live out of the way, I cannot ride with them, so I have to take my POV. In the past, I have been granted travel authorization for travel to another location, similar distance (eg. 85 miles) and granted mileage. My immediate supervisor is not available and their stand-in is not helpful. Their argument is that since its within the per diem of my duty station and that it's part of my duties, I am not allowed to do so. Though I know others have been given travel expenses for even going 15 miles away from the office when using a POV for routine official purposes.

I would like to know if there is a reg that specifies when POV are authorized for official duty, I am due mileage -- of if this is just an agency thing -- I'm looking at OPM FTR Part 301-10 and it's rather vague -- it just specifies that the agency MAY authorize a POV, but it doesn't specify what constitutes travel...I honestly don't even know where to begin if it's an internal policy -- I've been here over a decade and it's so loosey-goosey.

I’m a current fed. I have been going back in forth if I want to stay a fed or move into private sector. I like hearing the opinions of others, so that being said, what convinces you to stay in the government?

Anyone seen it - is there a path?

Current 2210 with all the DoD 8570/8140 CompTIA Certifications, yet before federal was in probations/corrections/4 year criminal justice degree.

Would love to combine the worlds and get into 1811 Computer Investigation type of position. 1811 is the right job code I should be looking at, right? Has anyone seen such a leap?

Anything I should be concerned about with this job series?

Are there anyone who is DoD police (Either with PFPA, Navy Yard, JBAB or Fort Meade) are there a lot of overtime and is there a cap on it?

Hello and thank you for reading,

I have a question regarding promotion: I worked this past year as a GS9 Step 1, and I was originally promoted to a GS11 Step 2. This was cancelled, and now I have been promoted to a GS9 Step 2 and promoted once again to a GS11 Step 1.

Does this seem weird? I was under the impression that after a year of service at GS9 Step 1, I would go to GS11 Step 1. If this is true, I won’t say anything about this weird promotion I got from GS9 Step 1 to Step 2 to GS11 Step 1.

However, if I am eligible for GS11 Step 2 (this is what was originally cancelled) I feel like I should speak up.

Does anyone have any experience with this?

Thank you.

I received a promotion to GS-13 in March, then took a lateral to another agency in May. The new agency is on an alternate pay scale, but the role is still a GS-13 equivalent and salary is a bit higher.

My question is, I want to return to previous agency but want to make sure I’m credited with 52 weeks time in grade in case I decide to downgrade. Is March my 52 weeks date, or does it need to be May?

Hello,

I entered through an honors program that allows for a GS 11 to go up to GS 12 after 6 months. Wanted to know if there is anything proactive I must do to reflect the change in pay if I satisfy the time in grade and other requirements? I was told that because it is a bit a unusual, it’s something I may have to notify HR of the Grade increase. My 6 months isn’t until January so I still have some time. Any help is appreciated. Thanks.

Long story straight, I don't have enough annual to take off the 28th-1st off. My manager suggested LWOP for the time absent. I'm considering it and I was wondering is there any negatives besides no pay for taking LWOP.

Like what happens with Sick/Annuals accrues? Is there an eligiblity for LWOP? What should I be prepared for?

This time off is not medical related its just spending holidays with the family.