R 031940Z JAN 12

ALCOAST 002/12
COMDTNOTE 12451
SUBJ: IMMEDIATE CHANGE AFFECTING THE EMPLOYEE PREPAREDNESS INITIATIVE
(EPI) FOR CIVILIAN SUPERVISORS AND EMPLOYEES IN THE 2011-2012
PERFORMANCE CYCLE
A. SECDHS MEMORANDUM OF 8 SEP 2010, SUBJ. LAUNCH OF EMPLOYEE
PREPAREDNESS INITIATIVE
B. COMDT COGARD WASHINGTON DC 141741Z MAR 11/ALCOAST 102/11
1.  EFFECTIVE IMMEDIATELY, SUPERVISORS SHOULD REMOVE EMPLOYEE
PREPAREDNESS INITIATIVE (EPI) GOALS AND PERFORMANCE STANDARDS
EXISTING IN THE 2011-2012 PERFORMANCE PLANS OF THEIR DIRECT REPORTS
BEING RATED UNDER EITHER THE EXCELLENCE, ACHIEVEMENT AND RECOGNITION
SYSTEM (EARS) OR THE DEPARTMENT OF HOMELAND SECURITY/PERFORMANCE
MANAGEMENT SYSTEM (DHS/PMS).
2.  REFERENCE A ESTABLISHED MANDATORY REQUIREMENTS FOR PLACING AN
EMPLOYEE PREPAREDNESS INITIATIVE (EPI) AND TWO OTHER INITIATIVES IN
THE PERFORMANCE PLANS OF EMPLOYEES AND SUPERVISORS.  THE REQUIREMENTS
WERE POSTED ON THE CIVILIAN WEBPAGE FOR SUPERVISOR USE, BUT THE EPI
REQUIREMENT HAS NOW BEEN REMOVED.
3.  AS A RESULT OF DISCUSSIONS INVOLVING DHS COMPONENTS, HELD ON
25 OCTOBER, COMPONENTS WERE ACCORDED THE FLEXIBILITY TO DISCONTINUE
IMPLEMENTING REFERENCE A IF, AFTER ASSESSING BENEFIT, IT WAS
DETERMINED THE VALUE OF INCORPORATING EPI GOALS AND PERFORMANCE
STANDARDS AND THE REQUIRMENTS FOR A PERSONAL PREPAREDNESS PLAN WERE
NEGLIBLE IN PROMOTING EMPLOYEE PREPAREDNESS.  THE COMPONENT
REPRESENTATIVES CONCLUDED THERE WAS NO APPRECIABLE GAIN IN EMPLOYEE
PREPAREDNESS RESULTING FROM THE EPI INITIATIVE.
4.  WHILE EPI GOALS AND STANDARDS ARE NO LONGER REQUIRED IN
PERFORMANCE PLANS, SUPERVISORS SHOULD CONTINUE TO PROMOTE RESILIENCY
BY ENSURING THEIR DIRECT REPORTS COMPLETE THE MANDATORY TRAINING ON
EMPLOYEE PREPAREDNESS, STRESSING THE IMPORTANCE OF MAINTAINING
EMERGENCY ACTION PLANS FOR THEMSELVES AND THEIR FAMILIES, AND
DISTRIBUTING ANY MESSAGES ON EMPLOYEE PREPAREDNESS THEY RECEIVE TO
THEIR DIRECT REPORTS.
5.  THIS CHANGE AFFECTS EPI ONLY.  THE REQUIREMENTS IN REFERENCE B
PERTAINING TO MISSION CRITICAL AND/OR TERRORISM RELATED INFORMATION
AND HIRING REFORM REMAIN UNCHANGED AND MUST BE INCLUDED IN THE
PERFORMANCE PLANS OF SUPERVISORS BEING RATED DURING THE 2011-2012
RATING CYCLE.  FOR YOUR CONVENIENCE, WE HAVE PROVIDED A LINK TO THE
INITIATIVES AND COAST GUARD SAMPLE JOB AID.  THE DHS SAMPLE JOB AIDS
FOR HIRING REFORM AND MISSION CRITICAL AND/OR TERRORISM RELATED
INFORMATION ALSO REMAIN AVAILABLE VIA THIS LINK.  THE LINK IS:
HTTP://WWW.USCG.MIL/CIVILIANHR/PERFORMANCE/PERFMGTDHS.ASP
6.  DIRECT QUESTIONS AND/OR REQUESTS FOR INFORMATION TO
MS. SHERRIE HAILSTORKS, HUMAN RESOURCES SPECIALIST, COMDT
(CG-1213), AT 202-475-5318 OR BY E-MAIL AT SHERRIE.L.HAILSTORKS (AT)
USCG.MIL OR TO MS. JOYCE WELLS, HUMAN RESOURCES SPECIALIST, COMDT
(CG-1213), AT 202-475-5266 OR BY E-MAIL AT JOYCE.WELLS (AT) USCG.MIL.
7.  RADM R. T. HEWITT, ASSISTANT COMMANDANT FOR HUMAN RESOURCES,
SENDS.
8.  INTERNET RELEASE AUTHORIZED