The following email was sent out recently by NAVAIR Deputy Commander Gary Newton:

NAVAIR Teammates,

Over the past few weeks, we’ve watched the public debate on sequestration and furlough unfold in the media. During this time, our Navy leadership has pressed hard to articulate the near- and longer-term impacts of furloughs on our workforce, mission and naval aviation readiness.

As it stands, DOD plans to implement furloughs equally across all services. Furloughs are still anticipated to begin mid-June, for up to 14 days (112 hours). Bear in mind, this plan could change and may be subject to implementation and impact (I&I) bargaining with local unions.

Below is the latest available guidance, along with an updated timeline for furlough implementation. This guidance will remain in effect until the end of the fiscal year or until new Navy guidance is received.

1. TRAVEL:

We have reduced our total travel spend significantly since January, when CNO issued Navy-wide travel restrictions. We’ve met the CNO’s intent and will continue to carefully scrutinize travel. That said, some reasonable level of face-to-face contact is essential to conducting business and keeping our programs on track. To ensure our travel spend is properly bounded, AIR-10.0 has assigned revised financial controls to each L1 Competency and PEO, which reduces our travel spend by 40% below FY10 levels (approximately 10% below our current FY13 travel plan). We have also expanded the list of allowable travel to provide some additional flexibility.  Accountability for approving mission essential travel still rests with the first Flag/SES in the chain of command, however approvals may be delegated.

2. HIRING:

The Navy-wide hard hiring freeze remains in effect until further notice. At the end of this freeze, NAVAIR will manage to our Mission Essential Hiring Plan. The following exceptions apply: within-grade increases (WGIs); internal movements within NAVAIR and career ladder promotions; hiring actions with an established start date set on or before 14 January; hiring actions where a formal job offer was made in writing on or before 14 January; hiring actions pending resolution/clearance of DOD Priority Placement issues; career conversion/transition of interns to their permanent positions (Acquisition, Financial and HR Intern Programs); and career conversion/transition of apprentices to their permanent positions.

3. OVERTIME / COMP TIME:

Since 14 January, NAVAIR’s overtime and comp time charges have been reduced, on average, 45% per pay period as compared to FY12. Moving forward, we will continue to keep overtime and comp time to a minimum. Authorization will be very targeted and limited to completing/supporting mission critical work or safeguarding life and property. Overtime and comp time must be approved in advance by the first-level supervisor. Comp time must be used within one year from the pay period earned.

4. TRAINING:

Mission essential training is permitted and should continue (i.e., professional licensure, certification or driven by regulations). Local training with no travel must be approved by site competency level 1, with business unit concurrence. The command will offer limited no cost / low cost non-mission essential training. We will move forward with a FY13 JLDP announcement, with expenditures to occur in FY14. NLDP classes will start with a no-cost VTC orientation, and classes will begin in 60 days.

5. AWARDS:

OMB guidance placed all discretionary monetary awards (including performa