DRAFT Pre-WRAPS Plan DRAFT
Southwestern Region 3
____ __ , 2004
Background To Plan: April 14 – 18, 2003 Region 3 hosted it’s Annual Human Resources Conference.
The focal point of the Conference centered on the immanent displacement of Information Technology
(IT) employees affected by the IT Competitive Sourcing Study. One of the Critical Work Projects and
Assignments generated was a strategy to avoid, to the extent possible, any Reduction-In-Force (RIF)
within the Region. A Team was appointed, “RIF Avoidance Team” (RAT), led by an Administrative
Officer and an Assistant Human Resources Director. The Team recommended several strategies to the
Business Operations Team during their quarterly meeting.
Two of these key strategies focused on the development and deployment of a Region-wide Pre-WRAPS
Harvest and maintain vacant positions above and beyond the existing Service-wide Vacancy
Retention Strategy for Maintenance and IT.
To the extent possible, each Unit would plan on placing their affected employees within the Unit
and in the same commuting area.
Introduction: The Southwestern Region of the USDA Forest Service and National Federation of
Federal Employees, IAMAW, worked collaboratively to develop this Regional level Pre-WRAPS Plan.
The intent of this Plan is to provide more opportunity at the Regional (intermediate) level to resolve the
placement needs of R3 employees before interacting with other regions. All R3 Forests and the
Regional Office will participate in this plan. It is our joint hope that this effort will prevent the need to
enter into a (RIF), but, if a RIF is necessary, actions taken under this plan will not provide any additional
protection to employees from proper RIF procedures and any resulting actions.
This plan covers all positions GS-13 and below Region-wide. Vacancies that are exempt in the WRAPS
process are also exempt from this plan. While the plan is in effect, employees from outside of the
Region will not be considered for filling R3 vacancies included under this plan until the Pre-WRAPS list
has been cleared of qualified Pre-WRAPS applicants. This plan only covers non-competitive lateral
reassignments and voluntary downgrades. This Plan will be in effect until cancelled or superceded.
1. Forests and the Regional Office may reassign Affected Employees within their unit without
submitting vacant positions to the Pre-WRAPS Clearing house (PWC).
2. Identification of vacant, funded positions: All vacant, funded positions (permanent and time limited
of one year or longer duration) within the region subsequent to paragraph 1., above, will be submitted to
the Pre-WRAPS Clearinghouse (PWC).
3. Affected Employees: For the purposes of this Plan, Affected Employees are those whose positions
will be eliminated or centralized as part the IT Competitive Sourcing study. Management will notify
Affected Employees in accordance to the provisions of Article 32. Affected Employees who have not
been placed may be subject to the provisions of Article 32 (WRAPS) and/or Article 35 (RIF).
4. Pre-WRAPS Clearinghouse (PWC): The PWC will be located in the Regional Office and staffed
by Human Resource employees who will work closely with unit managers and Union officials to place
employees using the process outlined in the Plan. The PWC will provide IT Affected Employees with a
list of vacancies and a bio-sketch form. Employees will submit their bio-sketches at least two weeks
before the implementation of Pre-WRAPS or within two weeks from the time they are notified. The
vacancies and form can be found on the RO Human Resources web page.
5. Employee Participation: Any Region 3 IT Affected Employee in a permanent position, including
R4 employees on the WRAPS list, may participate in this plan by submitting a bio-sketch to the
PreWraps Clearinghouse. Other permanent employees may voluntarily participate if their position,
when vacated would create a fit for an Affected Employee.
6. Pre-WRAPS Placement: The Pre-WRAPS consists of a list of IT Affected Employees and Vacant
Positions submitted to the Regional Office. Matches will be made from the list of IT Affected
Employees as Vacant Positions are received. The PWC will make a match or release the Vacancy for
the WRAPS process no later than two weeks from receipt.
Affected Employees who receive an offer have seven (7) calendar days to accept or decline the offer.
7. Preference for Placement: In the event there are two or more qualified candidates for a vacancy or
vacancies within an area of consideration (i.e. Forest, Regional Office, Region-wide), preference will be
given to place the Affected Employee(s). If more than one IT Affected Employee expresses an interest
to be placed within the area of consideration, selection will be based upon seniority as defined by the
service computation date for leave, longest service first. However, Forest Supervisors or Directors can
appeal the match based upon qualifications, experience and past performance to the process in Item 9.,
below. The intent of this plan is to provide guidelines for the placement of IT Affected Employees into
funded positions. Therefore, employees who submit bio-sketches and are not IT Affected Employees
will only be considered for placement if such placement creates a vacancy that can subsequently be
filled by an IT Affected Employee. Under this plan, an employee who rejects an offer within the area
they have designated as acceptable will be removed from the list and placed upon the WRAPS list.
8. Consideration for modifying qualifying standards for employees occupying positions to be
abolished: In accordance with U.S. Office of Personnel Management (OPM) guidelines, under certain
circumstances, management may consider modifying certain qualification standards, excluding positive
9. Monitoring and Oversight: Management and the Union will jointly monitor the Plan during
implementation. In the event a dispute arises which cannot be immediately resolved, the action will be
suspended until the Deputy Regional Forester, after consultation with the Regional Vice-President
(NFFE), makes the decision.
10. Under this plan, other lateral reassignments and voluntary downgrades to meet specific management
needs or bona-fide personal hardship will be allowed with Regional Forester approval. Any placements
under this provision must provide a vacant position for pre-WRAPS or WRAPS.
Signed ___________________________ HARV FORSGREN - Regional Forester
Signed ___________________________ HWAYOUNG KIM – Regional Vice President NFFE