Voluntary Early Retirement Authority (VERA)

VERA is a management tool used for downsizing or to restructure the workforce to meet mission objectives. Reasons for approving VERA include substantial delayering, reduction in force, reorganization, or transfer of function. VERA may be based on occupational series or grade; skills, knowledge, or other factors related to a position; organizational, geographical, nonpersonal and objective factors; or a combination of these factors.

Voluntary Separation Incentive Pay

VSIP, which is commonly referred to as a buyout, is a payment of up to $25,000 to encourage eligible employees to separate from service voluntarily (either by retirement or resignation) to avoid or minimize the need for involuntary separations due to RIF, base closure, reorganization, transfer of function, or workforce restructuring. The buyout payment is equivalent to an employees severance pay entitlement up to a maximum of $25,000 (before taxes). Buyouts are used at management's discretion and are not an employee entitlement.

For more information click here.

VERA and VSIP Questions and Answers

Guidance on Making VERA/VSIP Determinations

Example of VSIP Approval Letter

Example VERA/VSIP Survey Application Letter

Example Union Notification of VERA/VSIP Survey

VSIP Conditions of Acceptance Letter

VSIP Incentive Payment Agreement Letter

• Introduction
• Voluntary Early Retirement Authority/Act (VERA)
• Voluntary Separation Incentive Pay (VSIP)
• VSIP II
• Reduction-in-Force (RIF) and Voluntary RIF
• Transfer of Function (TOF) and Transfer of Work (TOW)

Karen Thomas
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Neva Gambrell
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7th Bomb Wing/CC Slides

When an agency must abolish positions, the RIF regulations determine whether an employee keeps his or her present position, or whether the employee has a right to a different position. The regulatory requirements governing reduction in force are contained in Title 5, Code of Federal Regulations, Part 351. Federal agencies must follow the procedures contained in the Code of Federal Regulations when conducting a RIF. The law provides that OPM's RIF regulations must give effect to four factors in releasing employees:

1. tenure of employment (e.g., type of appointment); 
2. veteran's preference
3. length of service; and 
4. performance ratings 

An agency is required to use the RIF procedures when an employee is faced with separation or downgrading for a reason such as reorganization, lack of work, shortage of funds, insufficient personnel ceiling, or the exercise of certain reemployment or restoration rights. A furlough of more than 30 calendar days, or of more than 22 discontinuous work days, is also a RIF action. (A furlough of 30 or fewer calendar days, or of 22 or fewer discontinuous work days, is an adverse action.) 

For more information about the Reduction in Force Resources Portal click here.

Tools to assist you in managing your Air Force civilian career.

Centralization of Large Civilian Centers Appraisals and Awards Program

Resources for Managers

Self-Service

Leave

Retirement Information and Services

Accessing the Employee Benefits Information System Web Application

Planning and Preparing for Retirement 

Forms for Civilian Retirement 

BEST Telephone Menu 

CSRS Retirement Estimate

FERS Retirement Estimate

Example of Identification of Position Reductions Letter

Talking Points for Labor Relations Office

Instructions for DCPDS Severance Pay Calculation

2011-14, Voluntary Separation Incentive Pay (VSIP) Approval and Documentation Requirements