The Department of Defense Education Activity (DoDEA) Human Resources Division Headquarters located in Alexandria, Virginia, is a field operations agency of the Department of Defense. The DoDEA Human Resources Division has responsibility for managing the Human Capital programs and policies affecting the civilian employees of the Department of Defense Education Activity and its field elements, the Department of Defense Dependents Schools (Pacific and Europe) and the Department of Defense Domestic Dependent Elementary and Secondary Schools (Americas).
The mission of the DoDEA HR Division is to support the agency in providing a quality education for the children of our military and eligible civilian personnel stationed around the world. With a work force of 140 employees, the DoDEA HR Division’s responsibilities include overseeing recruitment and staffing, educator certification and recertification, classification and compensation, human capital record keeping, labor management relations, and data integrity. A leader in the use of technology, we have developed and implemented automated systems to enhance our educator recruitment process, track the timeliness and accuracy of our personnel action processing, process travel orders and entitlements, and track the timeliness and accuracy of pay related inquiries and grievances.
DoDEA is a family-friendly organization located in Alexandria's West End, between North Beauregard Street, Seminary Road, and Interstate 395. DoDEA offers flexible work schedules, telecommuting opportunities, and other quality of life programs. The DoDEA HR Division believes in providing extraordinary customer service to all employees and applicants. Our goal is to make DoDEA the employer of choice while "Building a Tradition of Excellence."
Temporary Continuation of Coverage (TCC) is available to: (1) employees who lose their Federal Employees Health Benefits (FEHB) Program coverage because they leave their Federal jobs, (2) children who lose their FEHB Program family member status because they reach age 26, and (3) former spouses who lose their FEHB Program family member status because of divorce or annulment. TCC allows former employees to continue their FEHB Program coverage for up to 18 months, and former family members (children and former spouses) to continue FEHB Program coverage for up to 36 months. TCC enrollees must pay the full premium for the plan they select (that is, both the employee and Government shares of the premium) plus a 2 percent administrative charge.
For more information about TCC, please review the TCC pamphlet at www.opm.gov/insure/health/eligibility/tcc/index.asp.
On March 11, 2021, the President signed into law the American Rescue Plan Act of 2021 (ARPA).
Section 9501 of the American Rescue Plan Act (ARPA) provides assistance to eligible individuals covered under COBRA premium subsidies for up to six months. Under ARPA, an assistance eligible individual is someone who, in the time period between April 1 and Sept. 30, 2021, is eligible for COBRA coverage due to an involuntary termination or a reduction in hours and elects such coverage. However, the law does not provide premium assistance for those covered under FEHB temporary continuation of coverage (TCC) provisions under 5 U.S. Code § 8905a. Former federal employees and others covered under TCC are not eligible for ARPA subsidies.
The Consolidated Omnibus Budget Reconciliation Act (COBRA) gives workers and their families who lose their health benefits the right to choose to continue group health benefits provided by their group health plan for limited periods of time under certain circumstances such as voluntary or involuntary job loss, reduction in the hours worked, transition between jobs, death, divorce, and other life events. Qualified individuals may be required to pay the entire premium for coverage up to 102% of the cost to the plan.
COBRA generally requires that group health plans sponsored by employers with 20 or more employees in the prior year offer employees and their families the opportunity for a temporary extension of health coverage (called continuation coverage) in certain instances where coverage under the plan would otherwise end. COBRA outlines how employees and family members may elect continuation coverage. It also requires employers and plans to provide notice.
DoDEA Human Resource – Human Capital Training, Education and Professional Development team is excited to announce the following training opportunities provided by Defense Civilian Personnel Advisory Service, Talent Development Directorate, Career and Professional Development Division.
DoD employees are being afforded an opportunity to attend an array of free virtual conferences sponsored by The Conference Board. The Conference Board, considered a Broadening Program, serves as a think tank that delivers trusted insights dealing with subjects impacting business and society. These insights deal with subjects associated with Human Capital, Marketing and Communications, Environmental, Social & Governance, just to name a few and are for all grade levels and ranks.
Your attendance at these virtual conferences will tap into the full range of topics, speakers, insights, and peer connections for which The Conference Board Conferences are known. The virtual conferences are scheduled through November 2021 with unlimited attendance.
Attached are the other free virtual Conferences offered to you by The Conference Board, which identifies Conference titles and the links to their descriptions.
To attend a conference, you must first setup a conference board account. There may be some DoD employees who have previously attended conferences conducted by The Conference Board and therefore will already have conference board accounts. However, for those who "don’t" already have a Conference Board account, in order for you to attend any conference, you must first establish an account with The Conference Board. Once you establish an account, you will have the ability, as a DoD employee, to register for any one or all of the free virtual conferences that are being made available to you through November 2021.
The Office of Personnel Management (OPM) is announcing changes in premium rates for certain Federal Employees' Group Life Insurance (FEGLI) categories. These include changes to premium rates for Employee Basic Insurance, Option A (most age bands), Option B (most age bands), Option C (most age bands), and Post-Retirement Basic Insurance. These rates will be effective the first pay period beginning on or after October 1, 2021.
FEGLI premium rates are assessed based on Program experience in accordance with FEGLI statutes at 8711(b), 8714a(e), 8714b(e), and 8714c(e), and OPM's Annual FEGLI Rate Review Process. The premium rates in the FEGLI program represent estimates of premium income necessary to pay future expected benefits costs. The rates for all coverage categories are specific to the experience of the FEGLI group and are not based on mortality rates within the general population. Actuarial analysis of changing mortality rates makes periodic premium adjustments necessary.
Why are the premiums rates increased?
OPM has completed a study of funding and claims experience within the FEGLI Program. Based on this updated actuarial analysis of actual claims experience, OPM has determined that changes are required to Employee Basic, Option A, Option B, Option C and Post-Retirement Basic Insurance premiums. These changes reflect updated mortality and claims rates from actual program experience within each FEGLI category. The legislative structure of the FEGLI Program assumes that we set premium rates for each age band independently of the other bands so that each age band is financially self-supporting. These rates will be effective the first pay period beginning on or after October 1, 2021.
References: Benefits Administration Letter (BAL 21-204 Federal Employees' Group Life Insurance (FEGLI) Premium Rates Changes