Peace Corps Employees Union AFSCME Local 3548
AFSCME Local 3548
​​​
E-mail Us
  • Home
  • Join
  • What is a Union?
    • Your Rights
    • Glossary of Terms
  • CBA
    • CBA Negotiations 2023
    • Negotiations Surveys & Official Votes
    • Current MOUs with HR
  • Constitution
  • Contact
  • Our Teams
    • Negotiation Team
  • Newsletters
  • Opportunities at the Union

    How Did The Peace Corps "Sunset Initiative" Affect You?

Submit

What happened?

In 2017, the agency informed approximately 10% of HQ staff that their positions had been "sunset". Sunset employees were unable to extend their term limits and were informed that their work was no longer necessary for the agency. There was little transparency on how employees were selected to be sunset. Many employees received minimal guidance on how to plan or implement a transition to the remaining staff with regards to prioritizing their duties, reducing their teams' workload, and communicating the reduction in HQ staff support capacity to posts or other stakeholders..

This action created a hostile workplace environment which led to the current situation of low morale. Many employees have left and we now are below our sunset position cap by  an additional 55~ positions.
workforce_plan_faq.pdf
File Size: 146 kb
File Type: pdf
Download File

update_on_workforce_planning.pdf
File Size: 144 kb
File Type: pdf
Download File

agency_memo_regarding_fy18_operating_plans_and_comprehensive_workforce_plan.pdf
File Size: 113 kb
File Type: pdf
Download File

Who Was Affected?

PictureSunsets disproportionately affected FP9-FP4 positions (76.3%) vs. FP3 and FP2 positions (23.7%).

Picture
If you were sunset and believe discrimination may have influenced the decision, you may file an EEO complaint by contacting [email protected] within 45 days of becoming aware of this data. Contact us if you'd like assistance. 

What Were The Results?

Sunset Employees
  • Work was considered no longer important or necessary to the agency. 
  • Employees were downgraded with fewer rights than non-sunset staff. 
Non-sunset Employees
  • Expected to absorb work from sunset employees without any additional compensation.
  • Increased workload, expected to indefinitely handle additional duties without changes to position descriptions. (Article 14, Section C)
  • Managerial pressure to create "happiness" committees to increase morale. (Article 3, Section E, NLRA Section 8(a)(2))

Who was Responsible?

On 3/12/2019, the Union was informed by HR that nobody is willing to take responsibility for the sunsets. The agency has encouraged us to forget or move on.

We are aware that several leaders of the sunsets (DIVE Task Force) were awarded with bonuses and expert appointments. We are awaiting the salary tables for 2018. These individuals were commended for "Workforce Planning" on 10/4/2018 at the 2018 Director's Award Ceremony.​
2018_directors_awards_ceremony_in_shriver_auditorium.pdf
File Size: 81 kb
File Type: pdf
Download File

What Outcomes do We Seek?

We would like the agency to:
  • Formally recognize that the sunset process was a mistake and take steps to prevent similar actions will not take place again.
  • Restore sunset employees' positions to become equal to non-sunset employees and right size by hiring more FP9 to FP4 staff.
  • Provide documentation on the selection process in the determination of employees that were sunset.
Home
About
Contact
Become a Dues Paying Member
Opportunities