Federal Human Resources Office/J1

The Federal Human Resources Office/J1 provides personnel support services for the Army and Air National Guard. This encompasses the full-time Active Guard Reserve (AGR) and Federal Employees, both Title 32 Technicians and Title 5 National Guard Employees.

The Human Resources Office/J1 Directorate at the Department of Miitary Affairs is comprised of three main areas: AGR, Federal and Domestic Operations Branches.

Ensure Your MilConnect Information is Correct (CAC Required)

Job # Service Job Title Status Location Closing Date

Services Offered by the J1 Training & Development Section

Defense Travel System (DTS)

DTS (Defense Travel System) is a fully automated travel request, authorization, reservation, and reimbursement system that replaces the current process of travel orders, requests, paper travel orders, paper travel vouchers, and manual reimbursement. The DTS allows the traveler that has a common access card (CAC) reader, to work in a paperless environment 24 hours a day. Travelers will request trip authorizations, reserve their own airline tickets, hotels, and rental cars, and request reimbursement online. The DTS will store all documentation online for the required six years and three months; thereby eliminating the need to file paper copies.

DTS Tips:

  • DTS Authorization is to be submitted AFTER SF182 Training Request has been approved by HRDS 
  • DO NOT travel without having your DTS request approved; per JFTR traveler will be responsible for costs
  • Your "Travel Orders" is the printout of your approved DTS Authorization
  • DTS Travel Vouchers need to be filed within 5 days of return to duty
  • If you are requesting to use your POV for mode of travel to destination, the following is required per the JFTR:
    1. Completion of the Constructed Cost Worksheet must be attached as a Substantiating Document
    2. Statement of GSA non-availability must be attached in Substantiating Documents
    3. A scanned copy of the flights indicating the cost from DTS must be attached in Substantiating Documents

Important Links:

DTS | VirtuallyThere.com (to retrieve your final SATO invoice)

Individual Development Planning (IDP)

IDP (Individual Development Planning) is the process of identifying work experience, development, education, and other activities that contribute to improve job performance and self development of an employee.
This deliberate planning process provides good framework for development discussions between employee and supervisor. The ideal IDP should be realistic enough to provide employees with opportunities to advance to their highest levels of their abilities.

Reasons to develop an IDP:

  • As a result of changes in mission, policies, programs or procedures.
  • To keep abreast of new technology.
  • As a result of the assignment of new duties and responsibilities, including new hires and permanent employees that accept a new position.
  • To improve or maintain proficiency in the present job.
  • In support of individuals who have been hired below the target grade and require knowledge, skills, and abilities to be promoted to target grade.
  • Per the Technician Personnel Regulation (TPR) 400, "Managers and supervisors working in conjunction with the HRDS will establish IDPs for technician positions. An IDP is required for technicians employed below the full journeyman (trainee) level. IDPs may need to be modified after identifying training and development needs of the employee. Managers and supervisors are encouraged to use IDPs for all employees newly assigned to include seasoned technicians."

Who Engages in the IDP Plan and Process?

  • Joint effort between supervisor and employee in assessing the employee's skills and expertise in relation to current or future job requirements and then identifying appropriate training and other developmental experiences
  • Gives the supervisor/employee team an opportunity to develop a strategy for achieving both organizational and personal developmental goals
  • Provides the supervisor with a valuable tool for refocusing the workforce to meet present or future organizational requirements.

Important Links:

IDP NGB Form 650 (2009)

Performance Improvement Planning (PIP)

PIP (performance improvement planning) is the formal process in which the supervisor helps the employee improve performance or modify behavior; and Implemented and designed to bring the technician to a "fully successful" level at any time during the appraisal period.

Reasons to Develop PIPs?

  1. Given to a technician if one or more critical element(s) is not being met. If one critical element is graded a "1", ALL critical elements are graded a "1" as well
  2. After the employee has been afforded a reasonable opportunity to perform the critical elements in their performance plan
  3. After supervisor has made reasonable informal efforts and the employee's performance has remained below the marginal rating
  4. After consultation with Human Resources Office
  5. After consultation with Labor Relations Specialist
  6. After consultation with Legal Counsel

A PIP Must:

  • Document instances of unacceptable performance
  • State specifically what must be accomplished to perform at or above the marginal rating
  • Describe what resources are available to assist the employee
  • Identify how long the PIP will be in effect (normally 90 - 120 days)
  • Describe the consequences if performance is not improved
  • Describe how the supervisor is going to provide the opportunity for improvement

Technician Training Request

Authorization, Agreement and Certification of Training Form - SF 182

Used to document instances of completed civilian employee training in the Department of Defense (DoD). The SF 182 is the primary document used to process training requests. The SF 182 is authorized for use to obligate funds, contract for training, and certify payment of approved training expenses.

The SF 182 is also used for requesting, approving, and certifying payment for attendance at meetings, conferences, seminars, workshops and symposia where the primary purpose is to train an employee to meet a performance improvement related need.

The form is normally accompanied by a Continuing Service Agreement (CSA) when the length of the training exceeds 80 hours. A CSA binds the employee to the organization for up to 3 tmes the length of the employees training. If the course is 4 weeks long, the CSA would obligate the employee to continue employment with the organization for 12 weeks.

Flow of the SF 182:

  1. The immediate supervisor submits a request for training through channels to the Human Resources Development Specialist (HRDS)
  2. The HRDS approves or disappoves the training request based on regulatory compliance, quota confirmation, and funding availability
  3. The HRDS notifies the supervisor/technician of the final determination of the training request
  4. If approved, the HRDS will notify the technician when they can submit their DTS Authorization
  5. Once training is completed, the technician is required to submit the course certificate (if applicable), travel voucher and course evaluation form to the HRDS.

Important Links:

Training Request SF 182 | Submit Approved Training Request (CAC Required)


Technician/NG Title 5 Orientation

2016 Technician Supervisor Course Schedule

Contractors in the Workplace Training 2014

CSRSFERS - Retirement Seminar 2015

NOTE: FERS, FERS-RAE, & FERS-FRAE are all included in the FERS document.


J1/Manpower & Personnel Directorate

(608) 242-3726
2400 Wright Street
Madison, Wisconsin
Mailing Address
Department of Military Affairs
J1/Manpower & Personnel
P.O. Box 8111
Madison, WI 53708-8111

Job Opportunities

Civil Service/Fed Tech
Federal Active Guard Reserve (AGR)
Career Enhancement Program (CEP)
Full-Time National Guard (FTNG)