R 181950Z JUL 25 
MARADMIN 342/25
MSGID/GENADMIN/CMC WASHINGTON DC MRA MR (UC)/F002//
SUBJ/MARINE CORPS NONAPPROPRIATED FUND (NAF) RELOCATION TOOL 
NON-COMPETITIVE INTERNAL PLACEMENT//
REF/A/MSGID:DOC/MCO P12000.11A/CH 5/16 SEP 2014//
REF/B/GENADMIN/CMC/ 221930Z MAY 23
REF A IS MCO P12000.11A/CH 5, MARINE CORPS NONAPPROPRIATED FUND
PERSONNEL POLICY MANUAL.
REF B IS MARADMIN 259/23, HIRING AUTHORITIES FOR MILITARY
SPOUSES, VETERANS OF THE U.S. MILITARY, AND PERSONS OR
INDIVIDUALS WITH DISABILITIES FOR MARINE CORPS NONAPPROPRIATED 
FUND POSITIONS.
POC/HANSON A./NF4/MRG/COMM: 571-226-0049
EMAIL: ARIELLE.HANSON@USMC-MCCS.ORG
GENTEXT/REMARKS/1.  Per reference (a), this MARADMIN expands the
hiring authority for Marine Corps Nonappropriated Fund (NAF) 
employees using the Marine Corps NAF Relocation Tool by requiring
NAF Human Resources Offices (HRO) and selecting officials to
provide non-competitive reassignments of active Marine Corps 
employees eligible for military spouse preference (MSP) upon 
executing a permanent change of station (PCS), and all current
Child and Youth Program (CYP) direct care providers, and all
current NF-01 entry level employees desiring a relocation to
another Marine Corps Installation regardless of commuting 
distance.
2.  Employees seeking a noncompetitive reassignment must be
minimally qualified, have no disciplinary action within the last
two years, and must have a rating of at least “meets
expectations.”  When a performance appraisal rating is not
available, the covered employee will receive a presumptive rating
of “meets expectations.”
3.  Prior to initiating a merit staffing Job Vacancy Notice
(JVN), the Relocation Tool located in
the/human/resources/management system must be used for
filling/positions in the following order:
3.a.  MSP eligible employees as defined in ref (b) and
paragraph/1, who meet the requirements of paragraph (2) above.
3.b.  Non-MSP CYP direct care providers.
3.c.  Non-MSP NF-01 entry level employees.
4.  If the Relocation Tool lacks minimally qualified employees,
then a JVN may be posted for a merit staffing hire in accordance
 with references (a) and (b).
5.  MSP eligible employees must upload a resume and PCS orders
in the Relocation Tool.  No other documents are required from the 
employee.
6.  All employees covered under paragraph (1) must have a
noncompetitive priority placement for the same job they held at
the losing Marine Corps NAF Installation that management is now
filling at the gaining Installation.  When the same job is
unavailable, the NAF HRO must:
6.a.  Review the resume to determine
minimal/qualifications/as/stated on the vacancies position
description.
6.b.  Review performance appraisal ratings, and references to
determine any past disciplinary actions within the last two years
and reliability to meet the demands of the gaining position.
6.c.  Place eligible employees in a comparable position defined 
as the same employment category and grade or payband level. 
7.  Management must not interpret reliability as having open
ended availability for the entire operating schedule of the
activity.
8.  In accordance with reference (b), MSP eligibility must
immediately expire when a military spouse accepts or declines a
continuing offer under merit staffing or competitive procedures.
However, MSP does not expire when an employee with MSP
eligibility accepts or declines a comparable offer under the
Relocation Tool.
9.  Covered employees must be cleared from the Relocation Tool
when any of the following occur:
9.a.  Accepts or declines any Appropriated Fund (APF) or NAF
continuing offer.
9.b.  Declines a comparable position facilitated by the
Relocation Tool.
9.c.  Fails to respond within three workdays to the gaining NAF
HRO inquiries.
10.  CYP direct care providers in payband levels CY-I or CY-II,
regardless of military affiliation, must be offered the same
grade, position title, and same or higher employment
category/when requesting a transfer to a new
Marine Corps/Installation via the Relocation Tool.  Reduction in
employment category must only be processed if requested by the
transferring CYP employee.  In such instances, the gaining NAF
HRO must receive a written request signed by the requesting CYP
employee.
11.  Employees at payband level NF-01 must be offered the same
grade and position title when requesting a transfer to a new
Marine Corps Installation via the Relocation Tool.
Gaining/Installation must consider maintaining the transferring
NF-01 employees’ employment category but may offer a higher
employment category than held at the losing Installation.
12.  The Relocation Tool must not be used
to/provide/overseas allowance authorization.  Such
authorizations/must continue to be processed under merit
staffing, competitive procedures, or management directed
reassignments.
13.  Military spouses who are employed as Marine Corps NAF
employees may use any credited annual leave, until exhausted,
when executing PCS orders.  This flexibility meets the needs of
the Marine Corps as it establishes and maintains the Marine
family’s economic security.
14.  Military spouses executing PCS orders must be offered a
minimum of 180 calendar days of leave without pay (LWOP) status
to ensure continuity of service.  When annual leave is used in
accordance with paragraph (13) above the maximum combined LWOPand
annual leave must not exceed a total of 180 calendar days.  The
leave entitlements under this MARADMIN must cease upon 
appointment or transfer to APF or NAF employment.
15.  Procedural guidance for Marine Corps NAF HRO and selecting
officials regarding non-competitive internal reassignment using
the Marine Corps NAF Relocation Tool to hire military spouses 
eligible for MSP in accordance with reference (b), CYP direct
care providers, and NF-01 employees must be issued by Manpower &
Reserve Affairs, MR Division, Human Resources MRG.
16.  Questions regarding this message may be addressed to the POC
identified above.
17.  This MARADMIN is applicable to NAF employees that meet the
criteria detailed above. 
18.  Release authorized by Lieutenant General Michael J. 
Borgschulte, Deputy Commandant for Manpower and Reserve Affairs//