Active Guard & Reserve (AGR)

NGB Form 34-1 (Application for AGR Position)

AZ Form 34-1 (AZNG AGR Application Suuplement)

AZNG Form 335-2-R (Applicable Knowledge, Skills & Abilities)

AZNG Form 335-4-R (Applicant Background Survey)

AZ Form 335-1-R (Military Brief)

SF 52 (Request for Personnel Action)

SF 52 Preparation Guide

USERRA Election Options

Reverse USERRA Election Options

GEARS Routing Instructions

AZ Form 1 [Rev. 6] (Recommendation for Federal Techncian Award)

Comparison of Benefits for T32 NG Members due to 502(f)(2) Orders Duration

ECOMP - Registering for an Account

ECOMP - Uploading Documents to FECA Case Files

OWCP - Read First

OWCP - Supervisor's Checklist

OWCP - Medical Billing Information

CA1 - Reviewing as a Supervisor

CA-17 (Duty Status Report)

CA-20 (Attending Physician's Report)

Military Deposit Instruction Packet

EBIS Login Guide

eOPF How-To Guide

Request for Retirement Estimate

USERRA Law Information

SF 52 (Request for Personnel Action)

SF 52 Preparation Guide

DoD PMAP - Creating a Progress Review

DoD PMAP - Creating a Narrative Statement

DoD PMAP - Employee User's Guide

DoD PMAP - Rating Official User's Guide

Technician / T5 Employee Appraisal How-To's (Employee / Rating Official / HLR) and Helpful Information

Performance Appraisal Training Slides

Collective Bargaining Agreement (ACT 61)

Collective Bargaining Agreement (ACT 71)

SF 52 (Request for Personnel Action)

SF52 Preparation Guide

GEARS Routing Instructions

GPC-1 (July 2020)

SF182 (Authorization, Agreement and Certification of Training)

GEARS Routing Instructions

GEARS How-To / Best Practices

Probationary Period Terminations

The supervisor must decide to separate (terminate) a probationary period employee no later than 10 months from the employee’s start date. This allows for the processing of termination documentation to HRO for approval and a 30-day notice of termination.

Once a decision has been made to terminate, the supervisor will provide documentation describing the deficiencies observed throughout the probationary period (The Human Resources Officer will want to see some form of supporting documentation) and may include any of the following:

• Written supervisory observation (write your own sworn statement or Memorandum for Record)
• Witness Statements
• Video, Computer Logs or Security system
• Admission or Confession (Supervisors should not question employees about suspected misconduct without first receiving legal advice)
• Supervisor drafts termination packet and forwards to the Labor Relations Specialist
• for review and approval (~7 business days).
• Termination packet (eSSS, supervisor documentation, draft 30-Day notice, SF 52) will be reviewed by Position Managing Officer (PMO)(i.e., Directorate or Wing Commander), HRO, and JAG. Be sure that the PMO is aware of the request to terminate prior to being presented with review packet.
• Labor Relations Specialist will route through JAG to HRO for approval.

Termination Notification Meeting

The employee is presented with the HRO decision letter and effective date of termination.

30-Day Notification of Pending Termination

The employee may be allowed to work for the 30-days leading up to the effective date of termination.

If the employee becomes problematic during this period, he/she may be sent home due to not being “Ready, Willing and Able to Work”. If concerns arise against a government interest (i.e., threats to government personnel or property), the employee may be placed on “Notice Leave” (a type of administrative leave) for the duration of the remainder of the 30-day notification of termination.

Employee’s Last Day of Employment with the Agency

All government furnished equipment (i.e., door access badge, keys, computers, etc.) will be collected on the employee’s last day of employment or last day of physical presence at the official worksite.

For additional Guidance Contact:

Ms. Stacey Mitchell
Labor Relations Specialist
Email: stacey.a.mitchell6.civ@army.mil
(602) 629-4806