R 151256Z JUN 16
MARADMIN 308/16
MSGID/GENADMIN/CMC WASHINGTON DC MRA MP//
SUBJ/INTERNAL PLACEMENT PROGRAM (IPP) GUIDANCE//
REF/A/DOC/DODI WASHINGTON DC/26JUL2012//
REF/B/DOC/DOD PRIORITY PLACEMENT PROGRAM HANDBOOK/26JUL2011//
REF/C/DOC/DON WASHINGTON DC/19 FEB 2013//
REF/D/DOC/DON WASHINGTON DC/PAY ADMINISTRATION//
REF/E/DOC/USMC CMC WASHINGTON DC MRA MP/09MAR2016//
NARR/REF A IS THE DEPARTMENT OF DEFENSE (DOD) INSTRUCTION 1400.25 VOLUME 1230. REF B IS THE DOD CIVILIAN PERSONNEL MANAGEMENT SYSTEM: DOD PRIORITY PLACEMENT PROGRAM (PPP) HANDBOOK. REF C IS DEPARTMENT OF THE NAVY (DON) DELEGATION OF AUTHORITY OF THE DOD INSTRUCTION. REF D IS THE DON, CIVILIAN HUMAN RESOURCES MANUAL, SUBCHAPTER 550, PAY ADMINISTRATION. REF E IS MARADMIN 138/16 GUIDANCE ON FOREIGN AREA EMPLOYMENT-OVERSEAS TOURS//
POC1/M.DELMEDICO/GS14/MPC/-/TEL: COM (703)784-9385/TEL: DSN 278-9385 EMAIL: MICHELLE.DELMEDICO(AT)USMC.MIL/POC2/B.MOLINA/CIV/MPC/-/TEL: COM (703) 432-9823/DSN: 278-9823/EMAIL: BRENDA.MOLINA (AT) USMC.MIL.//
GENTEXT/REMARKS/1.  SITUATION.  In accordance with references (a) through (e) the Marine Corps will implement an Internal Placement Program (IPP) to provide career placement opportunities to USMC non-displaced employees in Overseas Commands without return rights to a CONUS activity.  This applies to permanent Appropriated Fund (APF) employees in a USMC overseas command for five years or more who are registered in the Priority Placement Program (PPP).  Permanent Change of Station (PCS) Costs will be paid by the losing command and Temporary Quarters Subsistence Expense (TQSE) and Miscellaneous Expenses will be paid by the gaining command.
2.  BACKGROUND/DISCUSSION.  The Marine Corps has a responsibility to keep faith with Civilian Marines and provide an appropriate exit strategy to those willing to take on challenging assignments overseas in support of our mission.  Accordingly, the Director, Civilian Human Resources (DCHR) will establish and oversee a USMC-wide IPP to afford placement opportunities for applicable participants as described above.  The USMC IPP does not guarantee placement for any employee.
3.  ROLES AND RESPONSIBILITIES.  The DCHR is responsible for ensuring the IPP is implemented throughout the USMC Enterprise.
    a.  The DCHR will:
        1.  Create and maintain an IPP tracking system that will be shared with the Human Resources Directors on a weekly basis.
        2.  Coordinate IPP participant resume reviews with servicing Human Resources Offices (HRO) to compare participant experience and training with required qualifications, selective factors, knowledge, skills, abilities and competencies of current vacant positions needing to be filled to determine eligibility.
    b.  Human Resources Directors (HRD).  HRDs are responsible for the execution of the program within each of their HROs.  HRDs will:
        1.  Screen the IPP list for potentially qualified employees prior to any USMC vacancy announcement being posted.
        2.  Review IPP participant resumes, with the support of servicing HROs, and make eligibility determinations.  If determined to be qualified, the HRD will forward appropriate resume(s) to the hiring official for consideration.
        3.  Ensure PPP is cleared prior to any placement action.
        4.  Inform the selecting official that in cases where two or more employees are eligible for the same position, the order of selection will be based on seniority (retention standing).
        5.  Ensure that qualified employees tentatively offered a position are given up to three business days to accept or decline the offer.
    c.  Major Subordinate Commands (MSC) will:
        1.  Support the use of the USMC IPP as an option for filling vacant positions quickly.
        2.  Encourage hiring managers and selecting officials to give every possible consideration to USMC IPP candidates determined to be qualified for a position.
    d.  Hiring Manager(s)/Selecting Official (s) will consider the list of qualified USMC IPP candidates provided by the servicing HRO.  If a selection is not made by the hiring manager, a written justification of non-selection of candidates referred will be required.
    e.  IPP Participants will submit current resume, to include desired location(s), Resume Release Form, copy of PPP registration and current position description to DC M&RA, MPC-10, at USMCIPP@usmc.mil.
    f.  Per reference (b), valid job offers made under the USMC IPP will be considered legitimate for USMC OCONUS employees registered in PPP.  Declining an IPP valid job offer may result in removal from PPP/IPP and may subject the employee to removal/separation.
    g.  Payment of transportation and moving expenses of registrants placed within overseas areas will be according to JTR, Volume 2.
        1.  The registrant's releasing activity pays necessary costs incidental to the move.
        2.  Reimbursement for temporary quarters subsistence expenses (TQSE) and miscellaneous expenses cannot be authorized by the losing activity under the JTR, Volume 2; such costs are to be borne by the gaining activity (see paragraph C5356 of JTR, Volume 2).
4.  DISPUTES.  The DCHR will render final determination decisions on any disputes involving employee qualifications regarding a USMC IPP match.  Request for qualification resolution by the DCHR must be submitted to M&RA, (MPC-10).  Resolution packages must include the employee resume and an explanation for non-consideration.
5.  ACTION REQUIRED.  This program is to be implemented immediately by all USMC Regional HROs.
6.  Release authorized by BGen G. W. Smith, Jr., Director, Manpower Plans and Policy Division.//