What happened?
In 2017, the agency informed about 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 to no transparency on how employees were selected to be sunset. Many employees received little to no guidance on how to plan or implement a transition to fewer staff with regards to prioritizing their duties, reducing their teams' workload, and communicating the reduction in HQ staff support capacity to posts or other customers.
This action created a hostile workplace environment which created the current situation of low morale. Many employees have left and we now are below our sunset position cap by around 55~ positions.
This action created a hostile workplace environment which created the current situation of low morale. Many employees have left and we now are below our sunset position cap by around 55~ positions.
| workforce_plan_faq.pdf |
| update_on_workforce_planning.pdf |
| agency_memo_regarding_fy18_operating_plans_and_comprehensive_workforce_plan.pdf |
Who Was Affected?
Sunsets disproportionately affected FP9-FP4 positions (76.3%) vs. FP3 and FP2 positions (23.7%).
If you were sunset and believe discrimination may have influenced the decision, you may file an EEO complaint by contacting ocrd@peacecorps.gov 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.
- 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.
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.
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 |
What Outcomes do We Seek?
We would like the agency to:
- Formally recognize that the sunset process was a mistake and guarantee that similar actions will not take place again.
- Restore sunset employees' positions and right size by hiring more FP9 to FP4 staff.
- Provide documentation on the selection process in the determination of employees that were sunset.