Civillian Personnel Advisory Center (CPAC)-Appropriated Fund
The Civilian Personnel Advisory Center (CPAC)-Appropriated Fund HR Office at Fort Drum is made up of a team of human resources professionals dedicated to supporting and empowering Soldiers, civilians, Families and veterans worldwide in an era of persistent conflict. The CPAC is responsible for recruiting, retaining and sustaining a high-quality volunteer force through innovative and effective enterprise solutions and ensures human resources readiness of the Total Army across the full spectrum of operations.
More than 330,000 men and women working in every profession imaginable are not active-duty military members, but they serve as an integral part of the Army team to support the defense of our nation. For Department of the Army civilian job opportunities at Fort Drum, please visit USAJobs at www.usajobs.gov.
Mission: To provide comprehensive human resources services resulting in a civilian workforce that successfully supports our nation’s defense.
Divisions and Services:
There are two staffing teams composed of supervisors, HR specialists and HR assistants who advise management on recruiting for vacant positions. Recruitment consists of classification of position descriptions, announcing vacancies on USA Jobs, rating resumes and referring highly qualified candidates to management. Once management has made a valid selection, the CPAC team makes tentative job offers, initiates pre-employment requirements, makes firm / final offers, and sets entry on duty dates. The staffing team also advises management on strategic recruitment to include non-competitive hiring authorities, position management and other facets of recruitment.
Labor Relations/Management-Employee Relations
The L/MER specialist advises management on bargaining unit obligations. There are five local bargaining units (unions) at Fort Drum representing white collar, blue collar, firefighters and Non-Appropriated Fund employees.
They are as follows:
Association of Federal Government Employees (AFGE) Local 400 – General Schedule employees
National Association of Government Employees (NAGE) Local R2-61 – Federal Wage Service (FWS) employees
International Association of Fire Fighters (IAFF) Local F-105 – Firefighters
NAGE Local R2-63 – Medical Activity FWS employees
NAGE Non-Appropriated Fund Local R2-61 – Non-Appropriated Fund (NAF) employees *
* See the NON-APPROPRIATED FUND HR OFFICE
Bargaining Unit Contracts:
AFGE Local 400
NAGE Local R2-61
IAFF Local F-105
NAGE NAF Local R2-61
The L/MER specialist also advises management on leave administration, conduct issues and performance management. The L/MER specialist processes Voluntary Leave Transfer Program (VLTP) – leave donation program and other emergency leave donation programs.
The installation compensation specialist (ICS) is available to answer questions on processing on-the-job injury claims. Employees and supervisors are responsible for initiating the claim in the U.S. Department of Labor Electronic Compensation system at https://www.ecomp.dol.gov. The ICS can be reached at (315) 772-9144.
Priority Placement Program
Displaced employees (return from overseas employment or reduction in force) and spouses relocating to new duty stations with their military spouse who are interested in registering in the Department of Defense Priority Placement Program should call (315) 772-9144 for more information or to set up an appointment.
Most major benefits are handled by the Army Benefit Center – Civilian in Fort Riley, Kansas. These benefits include health insurance, life insurance, retirement and/or unemployment compensation claims. They can be reached at www.abc.army.mil/abc or by calling 1 (877) 276-9287.
Federal Employees Dental and Vision Program (FEDVIP)
Federal Employees Flexible Spending Account (FSAFEDS)
Long Term Care Insurance (LTCI)
Thrift Savings Plan (TSP)
Reasonable Accommodation Policy
Federal agencies must provide reasonable accommodation to applicants with disabilities where appropriate. Applicants requiring reasonable accommodation for any part of the application process should follow the instructions in the job opportunity announcement. For any part of the remaining hiring process, applicants should contact the hiring agency directly. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.
A reasonable accommodation is any change to a job, the work environment, or the way things are usually done that enables an individual with a disability to apply for a job, perform job duties or receive equal access to job benefits.
Under the Rehabilitation Act of 1973, federal agencies must provide reasonable accommodations when:
An applicant with a disability needs an accommodation to have an equal opportunity to apply for a job.
An employee with a disability needs an accommodation to perform the essential job duties or to gain access to the workplace.
An employee with a disability needs an accommodation to receive equal access to benefits, such as details, training, and office-sponsored events.
You can request a reasonable accommodation at any time during the application or hiring process or while on the job. Requests are considered on a case-by-case basis.
Source: CPAC Appropriated Fund Website