U.S. Army Contracting Command
Civilian Career Opportunities

FAQ - Deployable Cadre Program

The ACC Deployable Cadre program is a rewarding opportunity to match your expertise and experience with the deployed mission needs of the Army Contracting Command. This is only available to current ACC employees at any of the contracting centers and subordinate commands.

Go to ACC Deployable Cadre on www.armyhire.com to apply for membership.

Select the Begin Self-Nomination Process button to be automatically directed to the online nomination form where you can indicate a timeframe in which you would consider a deployed assignment (0-3 months, 3-6 months, or 6-12 months).

Your resume will be referred to the hiring official in theater of operation for consideration and possible selection.

If we receive concurrence from the theater supervisor, we will notify you directly by phone and/or conduct an interview with you. You may be one of several candidates under consideration so your quick response is appreciated. If you receive an interest email/phone call, you will have 3 days to respond to this inquiry. If you accept the position, a request will be sent for concurrence to your deployment POC. Your Deployment POC will contact your Supervisor and Commander/Director and obtain concurrence for your release. Your supervisor has a limited number of days to respond to this request. If you are endorsed for deployment, you will receive an official offer letter. If you are not selected, your resume will stay active unless you decide to withdraw it.

Deployments are typically NTE 179 or 365 days. There are some exceptions that do not extend over 13 months.

This varies depending on your specific mission. The work week and hours of duty are set by the theater Commander or theater Supervisor. Often, overtime hours and weekend hours are expected, and will be compensated, accordingly.

Currently, for ACC positions in Kuwait and Qatar you will receive a minimum of 20 hours of overtime a pay period. Positions in Afghanistan can receive up to 57 hours a pay period.

You will deploy from the CONUS Replacement Center (CRC) located at Fort Bliss, TX.

Once you receive final notification of your selection, you must prepare your orders using the Defense Travel System (DTS).

This depends on the specific location to which you will be deploying and the specific mission requirements and expectations. You will likely be allowed to bring some personal items.

A passport is required. An official passport is the preference for deploying civilians.

Field conditions are the same for civilians as the military personnel. There may be a general lack of privacy and limited opportunity for recreation during non-duty hours. Housing, for example, are open bay areas and container housing units. Housing may also consist of tents or other communal structures.

A Temporary Change of Station (TCS) means the relocation to a new official station for a temporary period while performing a long-term assignment, and subsequent return to the previous official station upon completion of that assignment.

A Temporary Duty (TDY) location is a place, away from an employee's official station, where the employee is authorized to travel.

Temporary Change of Station (TCS) assignments are authorized Non-Temporary Storage (NTS) of household goods, and also authorized all other pay benefits as if you were on a Temporary Duty (TDY) assignment except you are not authorized locality pay. This will impact the amount you can earn with special pay benefits such as Danger pay, Hazardous Duty pay, Post Differential pay, and Relocation/Recruitment incentives: these pay benefits will be computed using ONLY your base pay.

Temporary Duty (TDY) assignments are NOT authorized Non-Temporary Storage (NTS) of household goods. All other pay benefits are authorized. TDY assignments are also authorized locality pay. This will impact the amount that you can earn with special pay benefits such as Danger Pay, Hazardous Duty Pay, Post Differential pay and Relocation/Recruitment incentives: these pay benefits will be computed using your base pay AND locality pay.

Yes, per Department of Defense Directive 1404.10. "Those who are reassigned from their normal position to serve expeditionary requirements will be granted the right to return to the positions they held prior to their deployment or to a position of similar grade, level, and responsibility within the same local organization, regardless of the length of deployment. There shall be no retaliation because of an employee's expression of interest in serving an expeditionary requirement or because of such service. This includes threats or denial of rights to return to pre-deployment positions, promotions, training opportunities, or other career enhancing opportunities."

Most Department of Army (DA) Civilians are not issued a weapon. Combatant Commanders or Task Force Commanders will determine if circumstances warrant the issuance of weapons to civilians. For further information, contact your servicing Human Resources Specialist or hiring official.

You will be issued whatever equipment is essential for the performance of your job and the safe completion of your mission. Department of Army (DA) Civilians are authorized to be issued military uniforms and protective equipment. All DA Civilians are also provided with individual body armor (IBA) and corresponding helmets for protection purposes.

Premium pay includes overtime, post or night differential, Sunday and holiday premium pay governed by 5 CFR 550. Your job and mission requirements, as identified by your theater supervisor, will dictate whether or not you will be expected to work overtime, Sunday, or holiday hours and therefore will dictate whether or not you will earn premium pay.

Danger Pay: Determined by the State Department; begins on the day of arrival in country; currently 35% for Afghanistan and zero for Kuwait; rates may vary depending upon duty location.

Post Differential: Determined by the State Department; Temporary Duty (TDY) is retroactive to the first day after serving 42 consecutive days OCONUS (Kuwait, Iraq and Afghanistan; for other locations see the State Department website); Temporary Change of Station (TCS) begins on date of arrival in country; currently 35% for Afghanistan.

Hazardous Duty Pay: Applicable only when an employee is working on a site which has been identified by the Command's safety office as meeting the regulatory standards.

Yes, if you Temporary Change of Station (TCS) to Kuwait, Qatar or Afghanistan you will receive a 20% relocation incentive upon completion of your deployment. For those that are Temporary Duty (TDY) for 179 days are eligible for a 25% relocation incentive upon completion of your deployment.

Annual Pay Limitation is the limit on pay a federal employee can earn in a given calendar year.

The annual limitation for 2014 is $233,000.00. This limitation ONLY applies to the amount of base pay, plus locality pay, and premium pay.

Premium pay includes: the dollar value of compensatory time, overtime, Sunday and holiday pay. The calendar amount cannot be waived; it is a statutory limitation. If your payments in a calendar year exceed this amount, you are indebted to the federal government and will receive a debt letter, as you would with any other overpayment. You may also be eligible for a recruitment/relocation incentive.

All salary earned by Department of the Army (DA) Civilians during a deployment is subject to income tax (unlike military personnel).

DoD civilians in Central Command (CENTCOM) Area of Responsibility (AOR) are authorized fully funded transportation from their home into Theater. Most travel will be on military chartered flights leaving from Atlanta, Georgia or Dallas, TX into the Theater Gateway and commercial air from military chartered flight to home address. Once at the Theater Gateway DoD civilians will travel via intra-theater airlift to their assignment.

Overtime is not accrued when traveling into theater. Travel compensation time is earned when traveling into theater for deployment and returning on reintegration.

For additional information see the Office of Personnel Management's Compensatory Time-Off for Travel guidance at OPM Time Off for Travel.

After earning compensatory time off, the employee must use their accrued compensatory time off for travel by the end of the 26th pay period after the pay period in which it was credited, or the employee must forfeit the compensation time except under certain circumstances.

R&R for Kuwait and Qatar has been rescinded effective 1-June-2014. Employees will be eligible to use their own annual leave for travel. Employees in Afghanistan who serve six or more months but fewer than 12 months are eligible for 1 R&R trip. Employees who sign up for 12 consecutive months are eligible for 3 R&R trips within the 12 month service period. Employees must serve a minimum of 60 days in country to be eligible. Employees outside of Afghanistan must be on orders for 12 months to be eligible for 1 R&R within the 12-month service period.

Home Leave is leave earned independently of your annual leave. Home Leave is earned at the rate of 15 days per year. If you are on a Temporary Change of Station (TCS) assignment, you will automatically earn Home Leave.

If you are on a Temporary Duty (TDY) assignment, you must be on a one year tour at an approved overseas location to earn Home Leave, and must have served 24 consecutive months in a foreign location, or served 12 consecutive months in Afghanistan since 15-June-2006 to be eligible to use Home Leave. Home leave must be used on US soil and you must be returning to an overseas location.

Annual leave is accrued at the normal rate with a ceiling for Temporary Duty (TDY) and Temporary Change of Station (TCS) assignments to an overseas location of 360 hours for the calendar year.

ACC follows AMC formal Administrative Leave policy for redeploying Civilians; however, it is important to ensure Civilians are properly reintegrated into the workplace upon returning from deployment.

Administrative Leave is discretionary and an organizations Commander may authorize up to three (3) days administrative (excused) leave (paid leave) for this purpose. Paid leave greater than three days is authorized under other provisions, e.g., Time-off award.

See 5 CFR 610.301 - 610.306 (5 CFR 610.301-610.306) for more details.

You will need to complete a medical evaluation prior to deploying. Typically, you will be expected to have a military health care professional conduct this complete medical evaluation and then these records will be reviewed by a certified physician designated to validate deployment readiness.

The Deployment Health Assessment (DHA) Program is a method of determining your overall health, to include physical, psychological, and sociological components of your health.

There are three phases to the DHA: Pre-Deployment Health Assessment (conducted no sooner than 60 days prior to deployment date); Post-Deployment Health Assessment (PDHA) (conducted within 30 days before/after redeployment date); and the Post-Deployment Health Reassessment (PDHRA) (conducted within 90-180 days after returning from deployment).

For each phase there is a form which must be completed by you followed by a face-to-face screening with a Health Care Professional. The DHA Program is particularly important to help ensure you are physically, mentally, and socially healthy. The Pre-Deployment Health Assessment (along with your other pre-deployment medical screenings) serves as a baseline of your overall level of health. The PDHA and PDHRA then serve to alert you to any problems that may have been caused by your deployment. This is beneficial both for your overall health and also if you need to file a Workers Compensation claim as such claims require detailed documentation linking your health-related problems to on-the-job factors. If you do not complete your PDHRA you will not be eligible for redeployment until you complete your health assessment.

Civilians requiring treatment while deployed are eligible for medical evacuation and healthcare treatment and services in Military Treatment Facilities (MTF). Such treatment will be at the same level and scope as provided to military members and will be at no cost to the employee.

Civilians may be entitled to medical and disability benefits under the Federal Employees' Compensation Act (FECA). If not covered by the FECA, civilian medical coverage is subject to provisions of the health insurance provider.

Illnesses/diseases (heart attack, stroke, cancer, skin disease, psychiatric illness, etc.) require persuasive medical rationale that the claimed medical condition was caused by employment factors. Simply being at work or in a theater of operations when a medical condition arises does not constitute a factor of employment (e.g. heart attack while sitting at a computer in an air conditioned office building would not be covered by the FECA - unless some specific factor of employment precipitated the heart attack).

Upon return from theater, DoD civilian employees who were treated in theater continue to be eligible for treatment in an MTF until their condition is stabilized or they choose to be treated at a civilian medical facility, if they have filed a claim for FECA benefits and it has been accepted by the Office of Workers' Compensation Program (OWCP). DoD civilian employees are also eligible for treatment in an MTF or a civilian medical facility if a medical condition (caused by employment factors while deployed) surfaces after they return from deployment. Medical costs are paid by OWCP if the claim for FECA benefits is approved by OWCP.

Yes, the face-to-face screening portion of the Post-Deployment Health Reassessment (PDRHA) must be completed at any Military Treatment Facility (MTF) regardless of service affiliation, per Department of Defense Directive 1404.10 and Department of Defense Instruction 6490.03 guidance.

It is not mandatory for you to have a will or power of attorney. However, you will likely be deploying to a combat environment, so it is recommended that you have an updated copy of each document prior to deploying.

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