Local National Employment Information

    • LN General Information
    • LN Employment Policies
    • LN Qualification Standards

    LN General Information

    The Local National (LN) employment program has been tailored to enhance employment of host nation citizens and support the mission requirements of the United States Army in Germany. Current employment levels are about 12,000 employees. The majority are employed in salaried positions composed of clerical, technical, managerial and professional occupations. Employment also includes Wage Earners in various trades and crafts occupations, to include unskilled, semi skilled and skilled. The workforce is comprised of a multi-cultural population consisting of 99 different nationalities.

    Recruitment support for Local National Positions in Germany is accomplished centrally by the Civilian Personnel Operations Center located in Kleber Kaserne, Kaiserslautern, Germany. Vacancy announcements are posted on the following web site: https://wu.acpol.army.mil/eur/employment/ln/index.asp. Civilian Personnel Advisory Centers make the job offers and negotiate employment contracts.

    The employment policy for Recruitment and Staffing of Local National Employees and the Qualification Standards for all positions can be found in AER 690-70.

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    Local National Time and Attendance Program(LNTAP)

    The Local National Time and Attendance Program(LNTAP) is an automated, web based Army Program for Local National employees in Germany who are employed under the provisions of the Collective Tariff Agreement II. Time and Attendance documents for LN employees must be prepared and sent in strict compliance with regulatory AE Reg 690-99 and tariff provisions to ensure payments are accurate and timely.

    LNTAP training for timekeepers and supervisors is provided by the CPACs. Contact and registration information is available on the CPAC homepages under Local Training Opportunities .

    Local National Employment Policies

    The employment policy for Recruitment and Staffing of Local National Employees is found in AER 690-70.

    1.  Recruitment Sources

    Family members of U.S. military and civilian personnel, regardless of nationality will be given preference for employment for most positions in Germany. The priority order of referral of local national employees and applicants and family members is explained in Table 1. The family member preference applies predominantly when a local national position must be filled from external sources; in that case, a family member is always considered before an external local national applicant (except for a local national severely handicapped applicant) for any non-supervisory position up to a C-6a and equivalent and for all wage grade positions.

    More information about family member employment is contained in paragraph 6.

    2.  Vacancy Announcements

    Actual and anticipated vacancies are published on open continuous or special announcements. The announcements contain information about the type of position, the location, the duties to be performed, the pay, special employment conditions such as shift work, night, Sunday and/or Holiday work, or heavy lifting requirements, etc. The announcements also include information about qualification standards and special skills requirements, such as foreign language requirements, driver’s license, computer knowledge, etc. Special announcements are open for a minimum period of 10 work days; open continuous announcements are valid for up to 12 months. Actual vacancies are predominantly announced on special announcements; anticipated vacancies are announced on open continuous announcements. When an anticipated vacancy was announced on an open continuous announcement, it will not again be announced on a special announcement when the position becomes actually vacant.

    For more information, please refer to Section III.

    3.  Area of Consideration

    For Local National vacancies, there is only one area of consideration that is used to announce vacancies. The area includes all Local National employees of the U.S. Forces in Germany, including employees of AAFES and USAFE. In some announcements the area of consideration may also include external candidates, also from throughout Germany. If the area of consideration includes internal and external candidates, anybody from within and outside the U.S. Forces from throughout Germany may apply for a position that is announced on either a special or open continuous announcement.

    Also see . paragraph 8

    4.  Minimum and Maximum Age

    The minimum age for employment with the U.S. Forces is 15 years. The minimum age may be reduced to 14 for employment of apprentices. There is no maximum age limit. However, employment of individuals 65 years and older is only authorized on a temporary basis and requires prior approval by HQ USAREUR/7A, G1,CPD, IPPD. The prior approval requirement is based on Article 46, CTA II, which mandates that employment will end without advance notice on the last day of the month in which an employee completes his/her 65th year of age.

    Also see paragraph 11.

    5.  Nepotism

    Supervisors and selecting officials may not hire, promote, or favor relatives, or support their employment. The term “relatives” include spouses, or cohabiting partners, parents, children, grandparents, grandchildren, parents-in-law, uncles, aunts, cousins, nephews, nieces, sons-in-law, daughters-in-law, brothers-in-law, sisters-in-law, stepparents, half brothers, and half sisters. Exceptions to these provisions must be approved at the next higher organizational level.

    Also see paragraph 18.

    6.  Volunteer Service

    Volunteer service of Local Nationals who are not employed in U.S. Forces organizations is not permissible. The intent of this prohibition is to avoid labor-court litigations that could result in volunteers being declared de facto employees and to protect the security interests of the U.S. Forces. Individuals who are not officially employed with the U.S. Forces have not been subject to otherwise routine security checks.

    Also see paragraph 13.

    7.  Legal Residence Requirements

    Citizens of EU countries do not require a residence permit. They will automatically be issued a certificate for EU residence rights by the registration office; but citizens from the Czech Republic and the Republics of Bulgaria, Estonia, Hungary, Latvia, Lithuania, Poland, Romania, Slovakia, and Slovenia must still obtain a work permit allowing for gainful employment. This certificate will be issued as an EU work permit or EU work authorization. This requirement will be in effect until 30 April 2011 at the latest for Czech Republic and the Republics of Estonia, Hungary, Latvia, Lithuania, Poland, Slovakia, and Slovenia; and until 31 December 2013 at the latest for Bulgaria and Romania. The EU work permit or EU work authorization will continue to be issued by the labor agencies.

    Also see Appendix C.

    8.  Extension of Current Local National Employees Beyond Age 65

    According to Article 46, CTA II, the employment of all Local Nationals will end on the last day of the month in which an employee reaches age 65. Continuation of employment beyond age 65 is normally not permissible but there are exceptions. When a material reason exists that requires the retention of the current employee and when there is no other employee who could perform these functions, an extension beyond age 65 may be permissible. A material reason in this context is when the requirement of the organization is only temporary in nature, e.g., completing work assignments in preparation of base closure, restructuring, etc.; or if the organization is partially or wholly deployed; or if the special skills and the experience of the employee are urgently required to accomplish specific tasks and projects; or for reasons that are personal to the employee to bridge the time necessary to acquire eligibility for retirement benefits. Special provisions also exist to retain an employee beyond age 65 in organizations that are undergoing restructuring, closure or other organizational measures.

    Also see Appendix G.

    9.  Temporary Employment

    Temporary employment of Local Nationals is governed by pretty stringent German labor laws, specifically the Part-time and Temporary Employment Law (Gesetz über Teilzeitarbeit und befristete Arbeitsverträge). For an extract of the law, Click Here. There are two different ways of temporary employment. One is temporary employment without a material reason and one is temporary employment with a material reason .

    Temporary employment without a material reason is authorized for a maximum period of two years. Within the two year period, the employment may be extended no more than 3 times. However, temporary employment contracts without a material reason may not be concluded with people who previously had been employed with the U.S. Forces in Germany.

    Temporary employment with a material reason is authorized for any period of time. The end of the temporary employment must be specified by a date or the occurrence of the event. The material reason must be precisely stated, e.g., US troops will be withdrawn by 31 December 2007 (without the date, the material reasons is not valid). Other valid material reasons are hose mentioned under Extensions of Current Local National Employees Beyond Age 65, and, additionally, events such as special or intermittent workloads, temporarily replacing an absent employee, or to temporarily appoint a person who has successfully completed an in-house apprenticeship program.

    Also see Appendix F .

    Qualification Standards for Local National Positions

    Qualification standards are used to appraise and rate applicant qualifications for recruiting and staffing LN positions with the United States Army in Germany. They are based on the Collective Tariff Agreement, information published by the German Labor Agency about required professional education and formal occupational training and the German educational system.

    Education and Training Levels (E&T Levels)

    Qualification standards are used to appraise and rate applicant qualifications for recruiting and staffing LN positions with the United States Army in Germany. They are based on the Collective Tariff Agreement, information published by the German Labor Agency about required professional education and formal occupational training and the German educational system.

    General Qualification Standards for Salaried Positions

    E&T levels are based on the German school system. Within the United States Army in Germany there are five different E&T levels as defined in Appendix C. Entry grades that are solely based on E&T levels without experience are:

    • E&T Level I   = C-3 and equivalent
    • E&T Level II  = C-4, C-4a and equivalent
    • E&T Level III = C-5 and equivalent
    • E&T Level IV = C-5a and equivalent
    • E&T Level V  = C-6 and equivalent

    Specific Qualification Standards

    These qualification standards cover the majority of salaried positions. The standard identifies the amount and type of experience required for a given grade and E&T Level. The standard does not apply to positions for which a specific qualification standard exists or for which the Collective Tariff Agreement prescribes the qualification requirements, e.g., for wage earners, teachers, etc. The standard is at Appendx D.

    These qualification standards establish specific education, training and experience requirements for individually selected positions for which the general standard is not likely to produce candidates who are able to perform successfully on the job. Specific standards require higher level E&T Levels and, in most cases, job related education and experience. The standard is at Appendx E (in the following sections).

    Minimum Qualification Standards for Supervisor, Leader, Foreman, and Wage Earners. Qualification standards for these positions are prescribed by the Collective Tariff Agreement. The standard is at Appendix G.

    Foreign Language Proficiency Levels

    Proficiency of a foreign language is determined by self certification. The applicant indicates the foreign language proficiency on the application form. The manager indicates the required language level on the request for personnel action (RPA). In exceptional cases an English language proficiency test may be administered. The standard is at Appendix H.