Frequently Asked Questions
Last Updated: August 11, 2009
The Jacobs MSFOC Team understands that contract transitions are times of uncertainty and are often stressful for an incumbent workforce. We are committed to making our hiring process as quick, orderly, and hassle-free as possible. We hope these Frequently Asked Questions (FAQs) will give you a better idea of who we are and about our employment process. If you are a union represented employee, keep in mind the negotiated collective bagaining agreement (CBA) will determine your pay, benefits, and holidays, as well as other things.
Follow the links below to the topic of your choice. We will continue to update this page throughout the transition, so please check back often. Please also check our Phase-In Schedule for frequent updates.
Questions about the MSFOC and Jacobs
Interviewing and Hiring
Jacobs MSFOC Group Benefits
Questions about the MSFOC
Q: What is the scope of the MSFOC?
A: The Manufacturing Support and Facility Operations Contract at MAF will support NASA projects such as the Space Shuttle, Constellation, Ares, and Orion. Our services include: program management; safety, health, and emergency management; integrated manufacturing support; maintenance; site services; site operations; logistics operations services; sustaining engineering; environmental services; and construction and IDIQ services.
Q: What is the term of the MSFOC?
A: Base Period of performance is May 1, 2009, to April 30, 2012. Option Period 1 period of performance is May 1, 2012, to April 30, 2013. Option Period 2 period of performance is May 1, 2013, to April 30, 2014.
Q: Who are the members of the Jacobs MSFOC Team?
A: The Jacobs MSFOC Team is composed of nine companies – Jacobs, Qualis Corporation, Sierra Lobo, Manufacturing Technical Solutions (MTS), JIT Services, CORE, ABS, Porter, and Riverbend Bistro.
Jacobs will serve as the prime contractor on this effort. The other members of our team include two types of subcontractors: (1) subcontractors who are fully integrated into our organization and perform work across the Performance Work Statement (PWS), and (2) subcontractors including local firms who will perform work in specific areas of expertise within defined PWS areas.
Information about our Team is provided on Our MSFOC Team page on this site. This page provides a general overview of our team and more detailed information about each of the Team members.
Q: Will any machinists transfer to the MSFOC in July?
A: Initially, a small number of machine shop operators will transfer to support the continuing ET production. As we gradually add responsibility for machining to support the facility operations and other users/tenants other than ET, we expect more machinists to follow.
Q: To which company will the Move Crew be assigned, and on what date will the assignment be effective?
A: At present, the Move Crew is assigned to ABS.
Q: Which teammate company will handle the metrology portion of MSFOC?
A: The metrology workforce will not be “stove-piped” into a single company affiliation. Our Integrated Team Management Approach is to assign employees to teammate companies across the scope of the contact, with the exception of our specialty subcontractors.
Q: What will Sierra Lobo's area of responsibility be in this contract?
A: Sierra Lobo will not have a singular area of responsibility. Our Integrated Team Management Approach is to assign employees to teammate companies across the scope of the contact, with the exception of our specialty subcontractors.
Q: Is it possible the IAM Union will be recognized for an MSFOC contract?
A: We do not have any say about what union(s) employees choose to affiliate with. We will work with any unions as required.
Q: If an employee has lost some property and their current supervisor has filed a lost property report, does this need to be dispositioned before we can be hired?
A: For the MSFOC, the lost property report suffices as the disposition.
Q: Is it easy to transfer to different locations within Jacobs?
A: We try to make this as easy as possible. The Jacobs On-Line Talent System (JOLTS) was developed especially to facilitate this. We know that career growth is one of the most important factors in achieving high job satisfaction and performance, and we are committed to providing all employees with easy access to current company-wide job opening information, along with specific bidding instructions and referral tools.
Q: Does Jacobs have a Reliability Centered Maintenance program?
A: Yes, we have a very strong RCM program. We look forward to seeing how RCM has been applied at MAF and strengthening our program by synthesizing the best of both.
Q: What exactly is a “cost-plus contract”?
A: A cost-plus-award-fee contract is a cost-reimbursement contract that provides for a fee consisting of (a) a base amount (which may be zero) fixed at inception of the contract and (b) an award amount, based upon a judgmental evaluation by the Government, sufficient to provide motivation for excellence in contract performance.
Interviewing and Hiring
Q: I am being paid out my vacation balance from Lockheed Martin. How does this affect my service date for future PTO accruals?
A: LM is going to pay out vacation balances to outgoing incumbent employees, so we will not be able to transfer a portion of vacation balances for incumbents hired by the Jacobs team as previously expected. This does not change the fact that incumbents will retain their service dates to be used for future PTO accruals. Accruals will begin with the first paycheck. You do not have to wait until you have accrued PTO before taking time off. In these cases, we will work with you to schedule vacation or other days off as needed, as time off without pay. Those with vacation plans already in place before the transition should work with their supervisor to schedule as usual.
Q: Do I need to do anything now or do I wait for you to contact me?
A: Yes, you need to complete an application. You may also want to:
- Update your resume – You must complete the current employment fields on the online application, but you can attach your resume rather than fill out the past employment fields. To begin your confidential application process, click here.
- Hang on to your most recent pay stub – We ask you to provide a copy of a recent pay stub so we can verify some of your employment information. You can attach an electronic version of your pay stub to your online application or e-mail your pay stub to msfoc@jacobs.com. Otherwise, just bring the pay stub copy with you when you are called for an interview.
- Make sure you have documents ready to prove your employment eligibility (Employment Eligibility Verification, Form I-9) – The I-9 form is required to provide evidence of your eligibility to work in the United States . The I-9 form, along with instructions and a list of acceptable documents you will need to complete the form, will be included with your offer letter.
Q: Do I have to submit a resume along with my employment application?
A: No, you only have to complete an application. However, if you have an up-to-date resume, you are encouraged to upload it to our electronic system. Having access to your resume will greatly assist us in accurately assessing your qualifications against open positions and will save you the trouble of filling out the previous employment form.
Q: How do I know you received my online application?
A: You will receive a confirmation at the time you submit your online application. If you are unsure, or if you have any questions about the interview/hiring process, contact a member of the MSFOC Human Resource Team at the MSFOC Team Employment Hotline at (504) 257-6078.
Q: You are requesting a copy of my most recent pay stub. Is a copy of my pay stub required?
A: A copy of your pay stub is not required. However, it often gives us useful information that helps us speed up the offer process, so we encourage you to provide one.
Q: How do you decide which teammate company will extend an employment offer to an employee?
A: For those of you who are currently working in medical services (CORE), roads and grounds (ABS), custodial (Porter), or food services (Riverbend Bistro), your offer will come from the major subcontractor on our team performing those specific functions.
For everyone else, your offer can come from any of the five Integrated Team Management Approach (ITMA) teammate companies (Jacobs, JIT, MTS, Qualis, or Sierra Lobo). There are several factors that determine which ITMA teammate company will extend you an employment offer. We have made commitments to our ITMA and major sub-contractor teammates and the Government that a specific portion of the work will be provided by our teammate companies. As a key part of our integrated strategy, we do not segregate certain types of work to specific ITMA companies. Rather, we allocate positions to the companies across the range of skill levels and leadership positions based on these commitments and where they will be most effective – resulting in a truly integrated workforce. Regardless of which team member extends you an offer, we believe you will be pleased. We carefully selected ITMA teammates and major subcontractors who have the same values and ethics we do, and we worked together to ensure that our compensation program and benefits are comparable. This allows us to distribute ITMA personnel across the contract where their contributions will be maximized. It also enables us to operate in a badgeless environment.
Q: What do you need from me when I accept my offer?
A: We will need you to sign and return your offer letter and associated employment conditions.
We will also ask you to complete an I-9 form to provide evidence of your eligibility to work in the United States. The I-9 form, along with instructions about the supporting documents you will need to complete the form, will be included with your offer letter.
Q: Will you be separating us from our co-workers?
A: While it is very likely some co-worker(s) will work for different teammate companies, our intent is to keep incumbent personnel in the same job at the same location. Even though you may work for different companies, you will receive the same training and career development opportunities.
Q: Do you allow multiple family members to work on your MSFOC Team?
A: Yes, but one family member may not supervise another family member.
Q: Will my service years on the previous contract be grandfathered?
A: Yes, we will honor your uninterrupted years of service. We realize many of you have a long history of support at MAF and that losing those years of service would result in lower accumulation rates for vacation accrual. We do not believe this is fair to you. We will work with you to verify your years of service to NASA and use this “adjusted service date” for your benefits and service awards.
Q: I am considering retirement but would be interested in part-time or intermittent employment. Is part-time employment possible with your MSFOC Team?
A: Yes. We understand some incumbent employees may use the contract transition as a milestone to consider their own transition to retirement. We also understand that many of those who consider retirement may desire to continue to work on a part-time or intermittent basis. You may be able to work part-time on the MSFOC Team; or as a member of the Jacobs Reserve Corps, you could have the opportunity to provide intermittent support to any of our contracts throughout the country. Please let us know if you are interested in further discussions about these programs. We will be happy to give you more information and discuss them with you.
Q: Are hourly personnel required to provide a pay stub at time of application?
A: We don't require a pay stub, but it will help us speed up the offer process if you do. We ask that you either upload a copy when you apply online.
Q: You requested we bring a pay stub to the interview, but you are not interviewing the unionized employees. Do unionized employees need to provide a pay stub, and if so, how?
A: We ask that all employees, regardless of unionized status, provide a pay stub. You can go online and log into your profile to upload an electronic copy of your pay stub.
Q: Are offers extended by Jacobs considered “best and final”?
A: Yes.
Q: Will Jacobs offer signing bonuses once all negotiations are complete?
A: No.
Q: For the interview process, do you consider “seniority” to be total years on the facility, or just years with Lockheed Martin?
A: Your Company Service Date as documented by your current employer is what we use to determine seniority. This date is used to determine benefit eligibility, vacation accruals, etc. Additionally, we will also accept the Seniority Date as documented by the applicable Union Seniority Roster for all employees represented by a Union .
Q: Will job openings be posted on JacobsTechnology.com?
A: As we mentioned in the Town Hall Meeting, we will offer positions to the current workforce first. After we complete this process, any remaining unfilled jobs will be posted according to Jacobs procedure, including via our company websites. Non-incumbent applicants will then be considered.
Q: How many of the current workforce is Jacobs planning on offering employment to?
A: As discussed in the Town Hall Meeting, the number of hires is not static. Based on NASA's solicitation for proposals, we estimated the work required about 488 people. The actual number hired could be different.
Q: Are part-time jobs available?
A: We do not know of part-time jobs at this time, however, we may identify positions as we proceed thru the phase-in.
Q: If I fall under the Delayed Hiring Program, how do I inform HR of that?
A: Please tell us during your interview or come by the Welcome Center to let us know.
Q: Are we to assume that we could be hired after our ET end date, if you still have positions available?
A: Yes. You should put in an application and make sure we are aware of your availability date.
Q: Will there be negotiations between LM and Jacobs for salaried employees that have an ET completion date beyond 6/30/09 so that we do not miss out on substantial benefits and/or payoffs?
A: We are working closely with LM to identify those employees that have dates beyond 6/30/09 and whose work will move to MSFOC at a future date. We developed our Delayed Hiring Program specifically for this purpose. If this affects you, please contact an HR representative in our Welcome Center to make sure we know.
Q: If I am offered a job with the Jacobs team and decide not to take it, how will my seniority be affected?
A: We will work with your current employer and/or Union representative to determine the appropriate resolution.
Q: How will we know how our positions at LM translate to Jacobs (i.e. what our job descriptions will be)?
A: In general, you will be doing the same job for us as you do for LM, and your position description will reflect that.
Q: Will Jacobs be buying our vacation and sick time from LM?
A: We are working with LM on whether accrued vacation will be transferred to this contract or employees will be paid out. We will keep you informed on the progress.
Q: Will Jacobs have flex time?
A: We anticipate working the same shift schedule currently in place. Those working a 9/80 schedule and a 5/40 schedule may expect to continue to do so.
Q: Do you anticipate outages over the Christmas holidays?
A: We can't say at this time. Our approach to Asset Management will provide the optimal mix of a wide variety of techniques to minimize system outages. In the case of a required outage the impact on productivity can be mitigated by scheduling over holidays. However, there must be an analysis of the impact on cost that justifies holiday work.
Q: Will we get paid weekly?
A: Yes.
Q: If all the incumbent employees are hired, will there be cut backs within the contract duration?
A: We can't predict future cut backs. We do know that NASA, like most organizations, is facing a challenging time in regards to budget. We will do our best to bring in more work and we expect all our employees to help by continuing to improve our overall efficiency and safety performance.
Jacobs MSFOC Group Benefits
Q: What benefits are going to be offered?
A: All Jacobs MSFOC Team ITMA companies offer a similar suite of competitive benefits. These include:
- medical, dental, prescription drug, and vision insurance
- Paid Time Off (PTO) plans or Vacation and Sick Leave plans
- retirement savings plans
- supplemental life and accident coverage for yourself and your dependents
- disability plans
- reward/recognition plans
- tuition reimbursement and training plans
Represented employee benefits are provided in your CBA.
Q: I belong to a pension plan now. What's going to happen to my pension?
A: If you are currently vested in a pension plan, your current employer is the best source for personal pension plan details.
Q: Where can I get more information about the benefits the Jacobs MSFOC Group companies offer and what my cost will be?
A: We will have additional information available for you at the time you interview.
Q: When are paydays?
A: Jacobs Team employees will be paid weekly.
Q: Is it difficult to schedule vacation on the Jacobs MSFOC Team?
A: Scheduling vacation is a simple process. Just let your supervisor know ahead of time. There are no forms to fill out and no chain of approval to wade through. Your supervisor will coordinate your team’s vacation schedules to make sure the work is covered.
Q:. I’m scheduled for vacation shortly after the contract change. Will I still be able to take my vacation?
A: If you have already arranged time off with your supervisor, please let us know. In most cases, it should not be a problem for you to keep your vacation plans.
Q: What will happen to my current vacation and sick leave balances?
A: The transfer of vacation hours is going to depend on whether your current employer pays you for your balance upon termination and if represented, your union CBA. We are prepared to work with your current employer to transfer your existing vacation and sick leave balances into our plan.
Q: I’ve worked 15 years on this same contract. Will the Jacobs MSFOC Group recognize my years of service toward vacation accrual?
A: Yes. Your “adjusted years of service” will be used to determine the amount of your vacation accrual.
Q: Will there be any gap of time between my existing medical plan coverage and my new coverage with the Jacobs MSFOC Group?
A: No. We will work with the incumbent contractor and plan providers to ensure that no employee suffers a lapse in health care coverage due to the contract change.
Q: I have insurance through my spouse’s coverage at his/her work. Do I have to enroll in medical coverage with the Jacobs MSFOC Group?
A: No. If you and your eligible dependents are covered under another plan, you may opt out of medical insurance coverage.
Q: Who can I contact if I have questions about my insurance options or coverage?
A: You will get contact information at the time your offer is made.
Q: What holidays do we have off?
A: Represented employees will receive holidays as negotiated in their bridge agreement. Other employees will receive the following 10 paid holidays:
| New Year's Day |
Labor Day |
| Martin Luther King, Jr. Day |
Columbus Day |
| President's Day |
Veteran's Day |
| Memorial Day |
Thanksgiving Day |
| Independence Day |
Christmas Day |
Q: Do you have retirement medical plans?
A: No, we only provide COBRA coverage.
Q: If I have used up all my benefits, for example Vision benefits, with my present employer do I start over with your company with a fresh set of benefits?
A: Yes.
Q: I'm looking for specific information about benefits such as the 401(k) match and vacation accrual schedule. Where can I get this?
A: As we mentioned in the Town Hall Meeting, we are working to align benefits as closely as possible across the teammate companies and specialty subcontractors. Since each company has its own history, culture, and legacy systems, a single suite of benefits is not practicable. We will make specific information available during your interview. For employees represented by a Union , benefits packages are defined in the applicable Collective Bargaining Agreement. We will make this information available to you after bridging agreements are reached.
Q: What percentage of my health benefits will I be required to pay?
A: Specific information such as this will be made available during the interview and hiring process.
Q: Will pension vesting continue with the transition from LM to Jacobs?
A: None of the Jacobs Teammate companies will offer a pension plan (defined benefit plan). You should be receiving information about your vested pension benefit from LM.
Q: Does Jacobs offer profit sharing (e.g. a portion of the Award Fee)?
A: No, the Jacobs Teammate companies will not offer award fee sharing. We offer competitive salaries and benefits in addition to a number of team and individual award programs to recognize the contributions of our employees.
Q: What happens to my retirement benefit from LM if I get an offer from the Jacobs team? At this point, I'm not sure if I should even put in an application with Jacobs.
A: Be assured that your retirement/early retirement benefit will not be affected by simply putting in an application with Jacobs. We will not report applicants to LM. We understand that each employee's situation is unique based on their own particular circumstances, and thus LM does not calculate retirement benefit eligibility the same way for everyone. We are working with LM to better understand all the factors involved in these calculations. In the meantime, we pledge that:
- We will not extend offers to incumbent employees or make other hiring moves until we have first made sure they have had a chance to fully understand the effect on their retirement benefit, and
- If you decide it is in your best interest not to receive an offer from Jacobs, we will give you the opportunity to withdraw your application before we extend an offer. LM will not be notified that you applied, nor that we planned to extend you an offer, and your calculation for a retirement benefit from LM will not be affected.
We strongly encourage you to go ahead and apply with Jacobs so that if you decide your interests are better served coming on board with us, we will be positioned to bring you on smoothly and quickly.
