R 181950Z JUL 25  MARADMIN 342/25 MSGID/GENADMIN/CMC WASHINGTON DC MRA MR (UC)/F002// SUBJ/MARINE CORPS NONAPPROPRIATED FUND (NAF) RELOCATION TOOL  NON-COMPETITIVE INTERNAL PLACEMENT// REF/A/MSGID:DOC/MCO P12000.11A/CH 5/16 SEP 2014// REF/B/GENADMIN/CMC/ 221930Z MAY 23 REF A IS MCO P12000.11A/CH 5, MARINE CORPS NONAPPROPRIATED FUND PERSONNEL POLICY MANUAL. REF B IS MARADMIN 259/23, HIRING AUTHORITIES FOR MILITARY SPOUSES, VETERANS OF THE U.S. MILITARY, AND PERSONS OR INDIVIDUALS WITH DISABILITIES FOR MARINE CORPS NONAPPROPRIATED  FUND POSITIONS. POC/HANSON A./NF4/MRG/COMM: 571-226-0049 EMAIL: [email protected] GENTEXT/REMARKS/1.  Per reference (a), this MARADMIN expands the hiring authority for Marine Corps Nonappropriated Fund (NAF)  employees using the Marine Corps NAF Relocation Tool by requiring NAF Human Resources Offices (HRO) and selecting officials to provide non-competitive reassignments of active Marine Corps  employees eligible for military spouse preference (MSP) upon  executing a permanent change of station (PCS), and all current Child and Youth Program (CYP) direct care providers, and all current NF-01 entry level employees desiring a relocation to another Marine Corps Installation regardless of commuting  distance. 2.  Employees seeking a noncompetitive reassignment must be minimally qualified, have no disciplinary action within the last two years, and must have a rating of at least “meets expectations.”  When a performance appraisal rating is not available, the covered employee will receive a presumptive rating of “meets expectations.” 3.  Prior to initiating a merit staffing Job Vacancy Notice (JVN), the Relocation Tool located in the/human/resources/management system must be used for filling/positions in the following order: 3.a.  MSP eligible employees as defined in ref (b) and paragraph/1, who meet the requirements of paragraph (2) above. 3.b.  Non-MSP CYP direct care providers. 3.c.  Non-MSP NF-01 entry level employees. 4.  If the Relocation Tool lacks minimally qualified employees, then a JVN may be posted for a merit staffing hire in accordance  with references (a) and (b). 5.  MSP eligible employees must upload a resume and PCS orders in the Relocation Tool.  No other documents are required from the  employee. 6.  All employees covered under paragraph (1) must have a noncompetitive priority placement for the same job they held at the losing Marine Corps NAF Installation that management is now filling at the gaining Installation.  When the same job is unavailable, the NAF HRO must: 6.a.  Review the resume to determine minimal/qualifications/as/stated on the vacancies position description. 6.b.  Review performance appraisal ratings, and references to determine any past disciplinary actions within the last two years and reliability to meet the demands of the gaining position. 6.c.  Place eligible employees in a comparable position defined  as the same employment category and grade or payband level.  7.  Management must not interpret reliability as having open ended availability for the entire operating schedule of the activity. 8.  In accordance with reference (b), MSP eligibility must immediately expire when a military spouse accepts or declines a continuing offer under merit staffing or competitive procedures. However, MSP does not expire when an employee with MSP eligibility accepts or declines a comparable offer under the Relocation Tool. 9.  Covered employees must be cleared from the Relocation Tool when any of the following occur: 9.a.  Accepts or declines any Appropriated Fund (APF) or NAF continuing offer. 9.b.  Declines a comparable position facilitated by the Relocation Tool. 9.c.  Fails to respond within three workdays to the gaining NAF HRO inquiries. 10.  CYP direct care providers in payband levels CY-I or CY-II, regardless of military affiliation, must be offered the same grade, position title, and same or higher employment category/when requesting a transfer to a new Marine Corps/Installation via the Relocation Tool.  Reduction in employment category must only be processed if requested by the transferring CYP employee.  In such instances, the gaining NAF HRO must receive a written request signed by the requesting CYP employee. 11.  Employees at payband level NF-01 must be offered the same grade and position title when requesting a transfer to a new Marine Corps Installation via the Relocation Tool. Gaining/Installation must consider maintaining the transferring NF-01 employees’ employment category but may offer a higher employment category than held at the losing Installation. 12.  The Relocation Tool must not be used to/provide/overseas allowance authorization.  Such authorizations/must continue to be processed under merit staffing, competitive procedures, or management directed reassignments. 13.  Military spouses who are employed as Marine Corps NAF employees may use any credited annual leave, until exhausted, when executing PCS orders.  This flexibility meets the needs of the Marine Corps as it establishes and maintains the Marine family’s economic security. 14.  Military spouses executing PCS orders must be offered a minimum of 180 calendar days of leave without pay (LWOP) status to ensure continuity of service.  When annual leave is used in accordance with paragraph (13) above the maximum combined LWOPand annual leave must not exceed a total of 180 calendar days.  The leave entitlements under this MARADMIN must cease upon  appointment or transfer to APF or NAF employment. 15.  Procedural guidance for Marine Corps NAF HRO and selecting officials regarding non-competitive internal reassignment using the Marine Corps NAF Relocation Tool to hire military spouses  eligible for MSP in accordance with reference (b), CYP direct care providers, and NF-01 employees must be issued by Manpower & Reserve Affairs, MR Division, Human Resources MRG. 16.  Questions regarding this message may be addressed to the POC identified above. 17.  This MARADMIN is applicable to NAF employees that meet the criteria detailed above.  18.  Release authorized by Lieutenant General Michael J.  Borgschulte, Deputy Commandant for Manpower and Reserve Affairs//