DoD Civilian Acquisition Workforce Personnel Demonstration Project

DoD Civilian Acquisition Workforce Personnel Demonstration Project (AcqDemo) Human Resources Training FY2018 http://acqdemo.hci.mil

OUTLINE Introduction Classification System Recruitment and Staffing Pay Administration CCAS Post-Conversion http://acqdemo.hci.mil 2

I. INTRODUCTION Housekeeping Course Objectives Discussion - AcqDemo Roles Purpose of AcqDemo The Benefits for Employees The Benefits for Supervisors AcqDemo Program Evolution AcqDemo Population Exclusions Conversion Timeline Conversion Plan Readiness Tool Conversion Automation Tool http://acqdemo.hci.mil 3

INTRODUCTION Housekeeping, Expectations & Parking Lot Sign in Introductions Expectations Questions (beyond the scope of the class) HR References Course Evaluation http://acqdemo.hci.mil 4

INTRODUCTION Course Objectives To identify the requirements and responsibilities for the transition into AcqDemo To gain an understanding of the AcqDemo basics: Classification/Broadbanding Pay Administration Staffing Initiatives To briefly review the Contribution-based Compensation & Appraisal System (CCAS): Factors, Descriptors and Discriminators Contribution Planning Contribution Scoring and Quality of Performance Rating Processes To identify requirements and resources for moving forward http://www.acqdemo.hci.mil 5

INTRODUCTION Activity: AcqDemo Discussion Small Group Discussion: What role(s) will you play under AcqDemo? What are your issues/concerns about converting to AcqDemo? Each team shares highlights with the class http://acqdemo.hci.mil 6

INTRODUCTION Purpose of AcqDemo To enhance the quality, professionalism, and management of the DoD acquisition workforce through improvements in the efficiency and effectiveness of the human resources management system. It strives to support DoD’s efforts to create a professional, agile, and motivated workforce that consistently makes smart business decisions, acts in an ethical manner, and delivers timely and affordable capabilities to the warfighter. (U.S. Department of Defense, 2017, Federal Register (Vol. 82, No. 216), p. 52109) http://acqdemo.hci.mil 7

INTRODUCTION AcqDemo Program Evolution NDAA for FY 1996 SECDEF encouraged to pursue Demonstration Project for Acquisition Workforce 8 January 1999 Federal Register notice published implementing DoD Civilian Acquisition Workforce Personnel Demonstration Project (AcqDemo) 95,000 participants authorized 51% of positions must be DAWIA NDAA for FY 2004 120,000 participants authorized Lowered DAWIA position threshold to 33% (1/3) 2007 – 2010 NSPS implemented Department-wide 2,500 remain in AcqDemo — NDAA for FY 2018 — 130,000 participants authorized Project duration extended through FY 2023 — 9 November 2017 — Federal Register notice republished Participant-driven modifications and new initiatives implemented http://acqdemo.hci.mil 8

INTRODUCTION The Benefits For Employees Tools to better understand contribution expectations Flexibility of movement within broadband Expanded temporary promotion and detail opportunities Enhanced career development opportunities Contributions exceeding expectations rewarded with greater compensation and/or awards http://acqdemo.hci.mil 9

INTRODUCTION The Benefits for Supervisors Local manager authorities to manage the acquisition workforce Tools for attracting and hiring a quality workforce Flexibilities in assignment of duties to meet mission challenges Opportunities for meaningful communication with employees Tools for linking employee contributions to pay Tools for addressing marginal or inadequate contributions and unacceptable quality of performance http://acqdemo.hci.mil 10

Who We Are AcqDemo Workforce Demographics As of: March 2018 http://acqdemo.hci.mil 11

Who We Are Current AcqDemo Organization Populations Participating Organization Population Air Force summary totals 16,981 SAF AQ – Rapid Capabilities Office 66 AF Installation and Mission Support 191 Air Combat Command 206 Air Force Civilian Career Training 31 Air Force District Washington 60 Air Force Elements (Other than Europe) 11 Air Force Elements, U.S. Special Operations Command 301 Air Force Elements, U.S. Transportation Command 240 Air Force Materiel Command 15,205 Air Force Program Executive Office 19 Air Mobility Command 66 Air National Guard Support Center 18 HQ USAF and Support Element 173 Space Command 349 U.S. Air Force Academy 42 As of: 29 January 2018 http://acqdemo.hci.mil 12

Who We Are Current AcqDemo Organization Populations Participating Organization Population Army summary totals 8,871 Immediate Office of the Chief of Staff of the Army 1 Materiel Acquisition Activities 272 Office of the Chief of the National Guard Bureau 31 Office of the Secretary of the Army 153 U.S. Army Acquisition Support Center 4,591 U.S. Army Medical Command 220 U.S. Army Research Laboratory Command 568 U.S. Army Research, Development and Engineering Command U.S. Army Space and Strategic Defense Command 4 15,205 U.S. Army Tank-Automotive and Armament Command (TACOM) 391 U.S. Army Aviation and Missile Command 418 U.S. Army Test and Evaluation Command 1,455 As of: 29 January 2018 http://acqdemo.hci.mil 13

Who We Are Current AcqDemo Organization Populations Participating Organization Population Navy summary totals 5,211 Assistant for Administration, Under Secretary of the Navy 182 Naval Sea Systems Command 4,067 Strategic Systems Program Office 962 Office of the Secretary of the Army 153 U.S. Marine Corps 5,211 4th Estate 4,829 Defense Acquisition University 168 Defense Contract Management Agency 1,972 Department of Defense Test Resource Management Center 25 Missile Defense Agency 2,249 Office of the Secretary of Defense 296 Washington Headquarters Service 119 As of: 29 January 2018 http://acqdemo.hci.mil 14

INTRODUCTION Exclusions Federal Wage System and Administratively Determined (AD) positions Primary or Secondary Law Enforcement Officer (LEO) positions Intelligence (DCIPS) positions Positions covered by the Science and Technology Reinvention Laboratory (STRL) demonstration project umbrella Positions allocated to a Physician and Dentist Pay Plan Senior Executive Service, Senior Level & Scientific and Technical (SES/SL/ST) positions Administrative law judge positions DoD Cyber Excepted Service (CES) Personnel System positions http://acqdemo.hci.mil 15

INTRODUCTION Conversion Timeline Conversion Checklist Establish Training Plan Deliver Leadership Brief Deliver HR Training Deliver Workforce Training Process AcqDemo Transitions Establish AcqDemo Contribution Plans DoD Program Office http://acqdemo.hci.mil Commands 16

INTRODUCTION AcqDemo Conversion Plan AcqDemo Hiring Changeover: Existing Workforce Conversion: Deployed Civilians – NLT Date: Classification/Appointment Review: Position Requirements Document (PRD) Establishment: Create AcqDemo Contribution Plans: http://acqdemo.hci.mil 17

INTRODUCTION Conversion Readiness Tool Conversion Support Tools AcqDemo Readiness Tool Anticipate readiness status reporting requirements from AcqDemo Program Office http://acqdemo.hci.mil 18

INTRODUCTION Conversion Automation Tool Mass Conversion Spreadsheets and Instructions being provided from DCPAS (Reg/Mod) Data pulled from DCPDS Manual intervention on conversion data Spreadsheet uploaded back to DCPDS Once reconciled for deadline changes, uploaded data will result in Notification of Personnel Action (SF50) http://acqdemo.hci.mil 19

II. CLASSIFICATION SYSTEM Classification Overview Classification Authority AcqDemo Classification Structure Classification Process Broadbands Classification Factors Descriptors and Discriminators Deputies, Supervisors and Team Leaders Maximum Broadband Level Position Requirements Document Activity: Career Path Fair Labor Standards Act Classification Appeals http://acqdemo.hci.mil 20

CLASSIFICATION Classification Overview OPM classification standards used only for title & series PDs converted to Position Requirements Document (PRD), which combines position information, staffing requirements, contribution expectations (linked to mission), and evaluation statement into a single document PRDs describe duties, scope and difficulty of work within the broadband Employees qualify at the minimum of the broadband Classification actions appealable http://acqdemo.hci.mil 21

CLASSIFICATION Classification Authority Classification authority delegated to Heads of Participating Organizations (or equivalent) Heads of Participating Organizations may re-delegate authority to subordinate management levels Re-delegated classification approval must be exercised at least one management level above the first-line supervisor Personnel specialists provide on-going consultation and guidance http://acqdemo.hci.mil 22

CLASSIFICATION AcqDemo Classification Structure ACQDEMO Occupational Series and Title (Defined by OPM Classification Standards) Career Path Business Management and Technical Management Professional (NH) Technical Management Support (NJ) Administrative Support (NK) Pay Schedule NH, NJ, NK Broadband I, II, III, or IV (NH and NJ only) http://acqdemo.hci.mil 23

CLASSIFICATION Classification Process Identify Occupational Series and Title Apply OPM Classification Standards Determine Applicable Career Path Refer to Appendix B, Occupational Series and Titles, in Chapter 3 of the AcqDemo Ops Guide Determine Broadband Level Evaluate position duties and responsibilities using the broadband level Factor Descriptors to determine appropriate broadband level classification Series Career Path Title Broadband Positions are classified to the broadband level most appropriate for the scope and difficulty of work. Broadband level classification is generally indicative of the employee’s expected level of contribution. http://acqdemo.hci.mil 24

CLASSIFICATION Broadbands BUSINESS AND TECHNICAL MANAGEMENT PROFESSIONAL (NH) I 18,785 – 33,629 (GS 1- 4) II III IV 28,945 – 63,600 – 89,370 68,983 98,317 136,659 (GS 5 – 11) (GS 12 – 13) (GS 14 – 15) TECHNICAL MANAGEMENT SUPPORT (NJ) IV I II III 63,600 – 18,785 – 28,945 – 43,857 98,317 33,629 51,623 68,983 (GS 12 – (GS 1- 4) (GS 5 – 8) (GS 9 – 11) 13) ADMINISTRATIVE SUPPORT (NK) I II III 18,785 – 28,945 39,707 33,629 46,609 62,787 (GS 1- 4) (GS 5 – 7) (GS 8 – 10) http://acqdemo.hci.mil 2018 ACQDEMO BROADBAND BASE PAY TABLE (w/o Locality Pay) 25

CLASSIFICATION Transition Example GS-14 to NH-IV Conversion Duties/Responsibilities are equivalent General Schedule (GS) AcqDemo Career Path, Occ Series and Broadband Level MECHANICAL ENGINEER NH-0830-IV GS-0830-14 (GS 14 – 15) http://acqdemo.hci.mil 26

CLASSIFICATION Classification Factors Job Achievement and/or Innovation Communication and/or Teamwork Mission Support Each Factor has unique Descriptors and Discriminators for classifying duties and responsibilities Career Path, Factors, Descriptors, and Discriminators constitute grading criteria for determining appropriate broadband level http://acqdemo.hci.mil 27

CLASSIFICATION Descriptors and Discriminators Factor 3: Mission Support NH – Business Management and Technical Management Expected Contribution Criteria Possesses an operational understanding of organizational goals and priorities and fully complies with administrative policies, regulations and procedures when performing job operations. Works with customers to develop a mutual understanding of their requirements. Probes for detail, as appropriate, and pays attention to crucial details of needs or requests. Monitors and influences cost parameters of work, tasks and projects, Classification Level and Appraisal Descriptors NH Level II Discriminators (Score Range 22 – 66) Identifies and resolves conventional problems which may require deviations from accepted policies or instructions. Independence Initiates meetings and interactions with customers to understand customer needs/expectations. Customer Needs Optimizes resources to accomplish projects/programs within established schedules. Planning/Budgeting Effectively accomplishes projects’/programs’ goals within established resource guidelines. Execution/Efficiency NH Level III (Score Range 61 – 83) Anticipates problems, develops sound solutions and action plans to ensure program/mission accomplishment. Independence Establishes customer alliances, anticipates and fulfills customer needs, and translates customer needs to programs/projects. Customer Needs Identifies and optimizes resources to accomplish multiple projects’/programs’ goals. Planning/Budgeting Effectively accomplishes multiple projects’/programs’ goals within established guidelines. Execution/Efficiency http://acqdemo.hci.mil 28

CLASSIFICATION Deputies, Supervisors and Team Leaders OPM Classification Standards used: Deputies - may be classified in the same broadband as the position to which they report Supervisors - must meet 3 criteria per GS Supervisory Guide (GSSG) Combination of technical & administrative direction of others Major duty occupying at least 25% of the position’s time Must meet at least the lowest level of Factor 3 Team Leaders - classified per GS Leader Grade Evaluation Guide Lead 3 or more employees (one or two grade interval) Major duty occupies at least 25% of position’s time Fails to fully meet the lowest level of Factor 3 of the GSSG OPM Supervisory Codes used in Defense Civilian Personnel Data System (DCPDS) http://acqdemo.hci.mil 29

CLASSIFICATION Maximum Broadband Level Each AcqDemo position identifies both current and full performance broadband levels in the career path Candidates are selected competitively or through merit promotion for the lower broadband level May be advanced to maximum broadband level without further competition Maximum broadband level based on full performance level of position Pay is capped at the maximum rate for the employee’s current broadband level http://acqdemo.hci.mil 30

CLASSIFICATION GS Target Career Level Transition to AcqDemo Maximum Broadband Level GS Positions with target career level Broadband II Broadband III Broadband II with Full Performance Level III General Schedule (GS) PROJECT MANAGER AcqDemo Career Path, Occ Series and Broadband Level NH-0343-II (GS 5 – 11) with Maximum Broadband Level of NH-III OR GS-0343-11/12/13 NH-0343-III (GS 12 – 13) http://acqdemo.hci.mil 31

CLASSIFICATION Position Requirements Document (PRD) PRDs must include: Title, occupational series, career path, broadband level 51% or more direct support of acquisition positions indicator as appropriate Maximum broadband level Factors, descriptors and discriminators relevant to the classification of a position Skills required Selective requirements (clearance, certifications etc.) Major Duties/Duties in support of acquisition positions Supplemental information Evaluation statement (required for positions with designated control point) http://acqdemo.hci.mil 32

CLASSIFICATION Position Requirements Document Process Provides HR Advisory Services to Supervisor/ Organization HR SERVICE PROVIDER HEAD OF PARTICIPATING ORGANIZATION/ DESIGNEE Validates/ Processes Approved PRD Approves/ Signs PRD ORGANIZATION MANPOWER/HR Assists Supervisor in Determining Career Path, Series, BB Level Processes Proposed PRD Drafts PRD SUPERVISORS Identifies Work Requirement http://acqdemo.hci.mil 33

CLASSIFICATION Activity: Career Path Quick Class Activity Identify the appropriate career path for the following occupational series: CAREER PATH: ? NH, NK or NJ 0107 Health Insurance Administrator 0243 Apprenticeship and Training 1152 Production Control http://acqdemo.hci.mil 34

CLASSIFICATION Fair Labor Standards Act (FLSA) FLSA applies to AcqDemo positions Status is determined by: Duties and responsibilities assigned Broadband level definitions and level descriptors for each broadband level 5 CFR Part 551 FLSA criteria 35 http://acqdemo.hci.mil

CLASSIFICATION Classification Appeals What can be appealed? What cannot be appealed? Title Occupational Series Broadband level SUPERVISOR ORGANIZATIO N HEAD Accuracy of PRD AcqDemo Classification criteria Pay-setting Criteria Propriety of a Salary Schedule Matters grievable under an admin or negotiated grievance procedure COMPONENT / AGENCY HEAD http://acqdemo.hci.mil DoD / DCPAS 36

III. RECRUITMENT and Staffing Competitive and Non-Competitive Actions Types of Appointments External Appointment Authorities Targeted Recruitment and Outreach Delegated Examining Processes Internal Staffing Processes Probationary Periods Voluntary Emeritus Program http://acqdemo.hci.mil 37

RECRUITMENT and STAFFING Competitive and Non-Competitive Actions Competitive Promotions (Movement to a position with a higher earning potential than the current position) Temporary Promotions exceeding a cumulative total of 1 year within any consecutive 24-month period Non-Competitive Reassignments Re-Promotions Change in position having no greater earning potential than current Accretion of Duties/Impact of Person on the Job RIF placement Maximum Broadband Level Promotions Temporary Promotions NOT exceeding a cumulative total of 1 year within any consecutive 24-month period Candidates with priority consideration Addition of supervisory duties in same broadband level http://acqdemo.hci.mil 38

RECRUITMENT and STAFFING Types of Appointments Appointment options: Competitive appointments Career Career-conditional Temporary/Time Limited – NTE 1 year, year extension Modified Term – NTE 5 years, 1 year extension Excepted Service Pathways Programs Veterans’ Recruitment Appointment Appointment for Individuals with Disabilities http://acqdemo.hci.mil 39

RECRUITMENT and STAFFING External Hiring Authorities Direct Hire Appointment Authority—NH Career Path Head of participating organization authority Qualified candidates may be directly hired into positions classified to NH career path Applies to DAWIA-covered positions and/or Other NH positions supporting DAWIA-covered positions 51% or more of the time http://acqdemo.hci.mil 40

RECRUITMENT and STAFFING External Hiring Authorities Direct Hire Appointment Authority – Veterans Head of participating organization authority Qualified veteran candidates may be directly hired into positions classified to either the NH or NJ career path Applies to DAWIA-covered positions and/or Other NH or NJ positions supporting DAWIA-covered positions 51% or more of the time http://acqdemo.hci.mil 41

RECRUITMENT and STAFFING External Hiring Authorities Direct Hire Appointment Authority – Student Interns Head of participating organization authority Students enrolled in a recognized baccalaureate degree program required to qualify for a DAWIA-covered position Students enrolled in a recognized degree program providing the competencies, knowledge, skills, etc., required to qualify for a DAWIA-covered position Additional essential credit hours or related experience in an acquisition-related field as defined by DoD internal issuances also considered qualifying http://acqdemo.hci.mil 42

RECRUITMENT AND STAFFING External Hiring Authorities Scholastic Achievement Appointment Authority Applies to qualified candidate appointments to DAWIAcovered positions with positive education requirements NH-II grade point average (GPA) requirements Baccalaureate degree - 3.25 or better (on a 4.0 scale) in occupation specific courses. Overall GPA of at least 3.0 on a 4.0 scale Master’s or PhD Degree - At least 3.5 on a scale of 4.0 for courses in the field of study required for the occupation, but no relevant work experience NH-III Master’s or PhD degree GPA requirements At least 3.5 on a scale of 4.0 for graduate courses in the field of study required for the occupation Relevant work experience may also be considered http://acqdemo.hci.mil 43

RECRUITMENT and STAFFING Targeted Recruitment and Outreach Hiring managers may make on-the-spot tentative job offers at job fairs and other recruiting events Must use AcqDemo noncompetitive or direct hiring authority Managers make offers in consultation with their Human Resources Offices Offers are contingent upon meeting appropriate requirements Examples include public notice, clearing local priorities, security clearances, and/or certifications Additional Component / Agency policy may apply http://acqdemo.hci.mil 44

RECRUITMENT and STAFFING Delegated Examining Process Applicant Quality Groups: Candidates meeting minimum qualifications are further reviewed for their competencies, knowledge, skills and abilities that are directly linked to the vacancy to be filled and placed into one of three groups for referral to the hiring official: Basically qualified Highly qualified Superior No “Rule of Three” Selecting officials receive a reasonable number of candidates Veterans’ preference candidates considered for appointment if determined to best meet mission requirements Additional Component / Agency policy may apply http://acqdemo.hci.mil 45

RECRUITMENT and STAFFING Internal Staffing Processes Promotion Change in Assignment within Career Path/Broadband Level Change in Assignment to another Career Path/Broadband Level Movement to a Lower Broadband Level Voluntary/Involuntary/RIF/Return Disability Change to Lower Broadband Level: NH-IV DIRECTOR TO NH-III DEPUTY Change to another Career Path and Broadband Level (Reassignmet): NJ-III ENGINEERING TECHNICIAN TO NH-II GENERAL ENGINEER Change within Broadband Level (Reassignment): NH-IV GENERAL ATTORNEY TO NH-IV PATENT ATTORNEY Promotion: NK -II SECRETARY TO NK-III HR ASSISTANT http://acqdemo.hci.mil 46

RECRUITMENT and STAFFING Probationary Periods Two-year initial probationary period mandatory for all newly appointed employees to competitive service permanent positions Expanded supervisory and/or managerial probationary periods New supervisors not having previously completed a supervisory probationary period will be required to complete a 1-year probationary period Additional supervisory probationary period of 1 year may be required when officially assigned to a different supervisory position constituting a major change in supervisory responsibilities http://acqdemo.hci.mil 47

RECRUITMENT and STAFFING Voluntary Emeritus Program Geared towards the NH career path Maintains ties with the acquisition community Permits higher level professionals to share knowledge via mentoring and training Voluntary assignments and gratuitous services may be accepted from: AcqDemo retired or separated civilian employees who served in either DAWIA-covered positions or positions in direct support of DAWIA-covered positions Non-AcqDemo DoD retired or separated civilian employees and former military members who worked in DAWIA-covered positions Does not affect retirement pay or buyout Allows for compensation of travel expenses and allowances Additional Component / Agency policy may apply http://acqdemo.hci.mil 48

IV. PAY ADMINISTRATION AcqDemo Pay Setting Overview Calculating WGI Buy-In Activity: Calculate WGI Buy-In Transition Employees on Temporary Assignments Transition-Affected Pay Situations Determining GS Equivalency http://acqdemo.hci.mil 49

PAY ADMINISTRATION General Pay Setting New Hires from Outside Federal Government & Reinstatement Eligibles Basic pay set within the applicable broadband level Non-AcqDemo Federal Employees *WGI/Career Ladder Promotion Buy-in if lateral transfer, reassignment or realignment Basic pay set within the applicable broadband level for promotion Federal Employees in Alternate Personnel Systems Not eligible for WGI Buy-in unless WGI eligibility exists under current pay system Not eligible for Career Ladder Promotion Buy-in Basic pay may be set within the applicable broadband level for promotion AcqDemo Employees Basic pay will be between 0% and no more than a 20% increase of existing basic pay for promotion *WGI Buy-In Calculation: Conversion Basic Pay (Time in Step/Time Between Steps) x Step Increase Current Base Pay http://acqdemo.hci.mil 50

PAY ADMINISTRATION Calculating WGI Buy-In Part One: Please complete steps 1-4 to determine your AcqDemo career path and broadband. You may wish to refer to your last SF-50 (Notice of Personnel Action) if you are unsure about the information requested. 1102-CONTRACT SPECIALIST/PROCUREMENT ANALYST Step 1: Select your current occupational series: Step 2: Select your current GS grade and step: 12 08 Calculate Career Path and Broadband Step 3: Click the calculate button: Step 4: Review your AcqDemo career path and broadband: Career Path: NH - Business Mgmt & Technical Mgmt Professional Broadband: BroadbandBasic Pay Range: (Locality Pay not included) 3 63,600 to 98,317 (basic pay only) Part Two: Complete steps 5-9 to estimate your within-grade increase buy-in. Step 5: When are you converting to AcqDemo? Step 6: When was your last increase? (WGI or promotion) June 12 2018 February 6 2016 Step 9: Review your buy-in information: Current Base Pay: 78,440 Buy-in Amount: 1,658 * If you are scheduled to receive a WGI or promotion prior to conversion, please use your WGI or promotion due date instead. Quality Salary Increases (QSIs) are excluded from this calculation. New Basic Pay: 80,098 Step 7: What is your locality area? Rest of U.S. Locality Amount: 12,311 Step 8: Click the calculate button: Calculate WGI Buy-in New Total Salary: 92,409 http://acqdemo.hci.mil 15.37% 51

PAY ADMINISTRATION Activity: Calculate WGI Buy-In and New Basic Pay Individual Activity, review the conversion information and calculate: WGI Buy-In (Time In Step / Time Between Step) x Step Increase WGI Buy-In ( weeks / weeks ) x New Basic Pay and New Locality WGI Buy-In Current basic Pay New Basic Pay New Basic Pay x Locality % New Locality x % New Total Pay (New Basic Pay New Locality Amount) New Adjusted Basic Pay ( ) Time Between Steps 1 Year 1 Year 52 Weeks 52 Weeks 2 Years 104 Weeks 2 Years 2 Years 104 Weeks http://acqdemo.hci.mil 104 Weeks 3 Years 3 Years 156 Weeks 156 Weeks 3 Years 156 Weeks 52

PAY ADMINISTRATION Transitioning Employees on Temporary Assignments Return employee to permanent position of record (day prior to transition) Process conversion actions Return employee to temporary assignment (immediately following conversion actions) Determine Nature of Action and employee’s rate of pay under the temporary assignment Determine potential pay retention eligibility Terminate the rate earned during the temporary assignment at NTE date Process personnel actions to document new assignment status http://acqdemo.hci.mil 53

PAY ADMINISTRATION Conversion-Affected Pay Situations Other pay situations needing case-by-case review prior to conversion: Foreign Area Allowances Pathways Programs/maximum career level positions Special Salary Rates http://acqdemo.hci.mil 54

PAY ADMINISTRATION Determining GS Grade and Pay Equivalency Grade-Setting Provisions Representative Rate (Step 4 Rule) Employees on pay retention AcqDemo Career Path and Broadband NH IV GS 15: step 4 and above GS 14: below step 4 125,401 GS 15 1 2 3 4 5 6 7 8 9 10 105,123 108,627 112,131 115,635 119,139 122,643 126,147 129,651 133,155 136,659 107,244 110,223 113,202 116,181 GS 14 89,370 92,349 95,328 98,307 101,286 104,265 Pay is set to next higher step from current adjusted rate of basic pay 55 http://acqdemo.hci.mil

V. CONTRIBUTION-BASED COMPENSATION and APPRAISAL SYSTEM (CCAS) Personnel Policy Board The CCAS Cycle Contribution Appraisal Factors Descriptors and Discriminators Self and Supervisory Assessments Broadband Level Numerical Score Ranges Sample Rated Level of Contribution Contribution Recognition Payout Criteria Quality of Performance Rating Addressing Inadequate Contribution CCAS Grievance Process Revised RIF Procedures http://acqdemo.hci.mil 56

CCAS Personnel Policy Board Each Participating Organization will create a Personnel Policy Board, or modify the charter of an existing group, that will: Oversee the civilian pay budget Address issues associated with separate pay systems Determine the composition of the pay pools Review pay pool operations Provide guidance to pay pool managers Administer pay pool funding levels Review new hire and promotion pay Monitor award pool distributions Assess the need to modify local demonstration project procedures and policies Establish and monitor quality of performance process and results Publish local business rules Oversee the transition into AcqDemo http://acqdemo.hci.mil 57

CCAS The CCAS Cycle 2. Mid-Point Review Apr Mar May Feb 6. Payout & End-of-Cycle Discussion Jun Jan FEEDBACK Jul Dec 5. Pay Pool Panel Aug Nov Sep Oct 4. Supervisor’s Assessment 3. Employee Self-Assessment 1. New Cycle Begins Previous Cycle Discussion New Cycle Contribution Plan http://acqdemo.hci.mil 58

CCAS Contribution Assessment Factors Factors Job Achievement and/or Innovation Communication and/or Teamwork Mission Support Descriptors Discriminators Leadership Role Mentoring/Employee Development Accountability Complexity/Difficulty Creativity Scope/Impact Very High Score (Mid-Level Only) No discriminators for Very High Score Level I Level II Level III Level IV (NH & NJ) Oral Written Contribution to Team Effectiveness Very High Score (Mid-Level Only) No discriminators for Very High Score Level I Level II Level III Level IV (NH & NJ) Independence Customer Needs Planning/Budgeting Execution/Efficiency Very High Score (Mid-Level Only No discriminators for Very High Score Level I Level II Level III Level IV (NH & NJ) http://acqdemo.hci.mil 59

CCAS Descriptors and Discriminators Factor 3: Mission Support NH – Business Management & Technical Management Professional LEVEL DESCRIPTORS DISCRIMINATORS LEVEL II Identifies and resolves conventional problems which may require deviations from accepted policies or instructions. Independence Initiates meetings and instructions with customers to understand customer needs/expectations. Customer Needs Optimizes resources to accomplish projects/programs within established schedules. Planning/Budgeting Effectively accomplishes projects’/programs’ goals within established resource guidelines Execution/Efficiency LEVEL III Anticipates problems, develops sound solutions and action plans to ensure program/mission accomplishment. Independence Establishes customer alliances, anticipates and fulfills customer needs, and translates customer needs to programs/projects. Customer Needs Identifies and optimizes resources to accomplish multiple projects’/programs’ goals. Planning/Budgeting Effectively accomplishes multiple projects’/programs’ goals within established guidelines. Execution/Efficiency http://acqdemo.hci.mil 60

CCAS Self and Supervisory Assessments FACTOR 1: Job Achievement and/or Innovation “I implemented a new study for my organization” SO WHAT ? Modify thinking to include impact and results Employee Self-Assessment: “Designed and implemented a study by end 2d Qtr, FY16 to demonstrate the impact of the mission ready technician training on operational performance. Use of the data saved over 500K in a single course. Savings were used to support stand-up of an additional course, which would not have been funded in training budget projections.” Supervisory Assessment: “Conducted a study which resulted in a savings of almost a third of the original training program cost. Along with the significant cost savings, early implementation of this study provided the justification leadership needed, during times of severe budget cuts, to support the need to use these funds for an additional training occurrence; thus ensuring this critical training requirement is met for warfighter readiness.” http://acqdemo.hci.mil 61

CCAS Expected Contribution Range Calculator Calculate your Expected Contribution Range (ECR) for the year using a calculator found at the AcqDemo website: acqdemo.hci.mil/tools.html 2018 Basic Pay Only 98,317 http://acqdemo.hci.mil 70 73 77 62

CCAS Broadband Level Numerical Score Ranges Levels IV III II I Categorical Scores NH NJ NK Very High 105, 110 or 115 87, 91 or 95 64, 67 or 70 High 96 – 100 79 – 83 -- Med 84 – 95 67 – 78 -- Low 79 – 83 61 – 66 -- High 79 – 83 62 – 66 57 – 61 Med 67 – 78 52 – 61 47 – 56 Low 61 – 66 43 – 51 38 – 46 High 62 – 66 47 – 51 42 – 46 Med High 51 – 61 41 – 46 -- Med 41 – 50 36 – 40 30 – 41 Med Low 30 – 40 30 – 35 -- Low 22 –29 22 – 29 22 – 29 High 24 – 29 24 – 29 24 – 29 Med 06 – 23 06 – 23 06 – 23 Low 00 – 05 00 – 05 00 – 05 http://acqdemo.hci.mil 63

CCAS ECR and OCS Basic Pay 130,000 100,000 80,735 Normal Pay Region or Expected Contribution Range (ECR) 80,000 Standard Pay Line 60,000 (8% /- of SPL) (approx. /- 4 OCS points) 40,000 20,000 0 0 Overall Contribution Score (OCS) 73 100 EOCS Basic Pay of 80,735 equates to an EOCS of 73 Expected Contribution Range is approximately /- 4 OCS points around the EOCS http://acqdemo.hci.mil 64

CCAS Sample Rated Level of Contribution Sample of Rated Level of Contribution Basic Pay 130,000 Target Pay 84,879 80,735 100,000 Delta Pay 80,000 Delta OCS 60,000 Standard Pay Line 40,000 20,000 0 0 Overall Contribution Score (OCS) 73 76 100 Rated Expected OCS OCS Basic Pay for rated OCS of 76 84,879 vs. EOCS of 73 80,735 (creates a Delta OCS of 3 points and Delta Pay (or “Delta Y” of 4,144) http://acqdemo.hci.mil 65

CCAS Contribution Recognition Payout Criteria BASIC PAY Basic Pay Adjustment Guidelines Overcompensated Region (Above the upper rail) Normal Pay Region (Within the rails) Undercompensated Region (Below the lower rail) OVERALL CONTRIBUTION SCORE Three forms of compensation available depending on the category into which employee falls (see chart below) General Pay Increase (GPI) may be reduced or denied Locality Pay is not at risk Payout Eligibility Compensation Category General Pay Increase Contribution Rating Increase Contribution Award Locality Pay No No Yes Can be given in full, Overcompensated reduced or denied Appropriately Compensated Yes Yes – up to 6% Yes Yes Undercompensated Yes Yes – up to 20% Yes Yes http://acqdemo.hci.mil 66

CCAS Quality of Performance CCAS now includes assessment of the quality of performance an employee demonstrates in achieving his/her expected contribution results during an appraisal cycle Complies with title 10, U.S.C §1597(f), Reduction in Force (RIF) rules for DoD Quality of Performance rating assigned to each factor in addition to contribution factor scores Average of three performance factor ratings translates to the annual rating of record used for RIF and may be used for employee development or selection http://acqdemo.hci.mil 67

CCAS Quality of Performance Level Definitions Performance Appraisal Level Performance appraisal level quality criteria Level 5—Outstanding An employee’s quality of performance exhibited in achieving his/her contribution results substantially and consistently surpasses the factor-specific expected contribution criteria and the employee’s contribution plan goals and objectives. An employee’s performance consistently achieves, and sometimes exceeds, the Level 3—Fully Successful factor-specific expected contribution criteria and his/her contribution plan goals and objectives. Level 1—Unacceptable An employee’s performance fails to meet the expectations for quality of work and the required results for the goals and objectives set forth in his/her contribution plan for the appraisal cycle. Additional Component / Agency policy may apply http://acqdemo.hci.mil 68

CCAS Quality of Performance Level Values Quality of performance appraisal levels are averaged and the average translates to the annual rating of record using the Rating Criteria, below: Rating of Record Rating Criteria Level 5—Outstanding The average score of the three appraisal levels is 4.3 or greater, with no contribution factor being rated a ‘‘1’’ (Unacceptable), resulting in a rating of record that is a ‘‘5’’. Level 3—Fully Successful The average score of the three appraisal levels is less than 4.3, with no contribution factor being rated a ‘‘1’’ (Unacceptable), resulting in a rating of record that is a ‘‘3’’. Level 1—Unacceptable Any contribution factor rated as ‘‘1’’. http://acqdemo.hci.mil 69

CCAS Addressing Inadequate Contribution Inadequate Contribution Goal of System: Appropriate compensation for contribution to mission effectiveness Inadequate contribution could result in: Reassignment Reduction in Pay Removal from Federal Service Reduction in Broadband Level Employees whose contributions to mission accomplishment are inadequate and/or performance unacceptable will be placed on Contribution Improvement Plans (CIPs) A CIP is mandatory if the employee’s OCS is above the upper rail of the Normal Pay Region (NPR) and/or the quality of performance is, unacceptable http://acqdemo.hci.mil 70

CCAS Addressing Inadequate Contribution Inadequate contribution determined by OCS and/or Quality of Performance Rating Assessed during the CCAS process OR at any time during the year OCS in any one factor falls below expected contribution score range or results in employee’s base pay plotting in the overcompensated region (above the upper rail) Performance Appraisal Quality Level (PAQL) determined to be less than expected performance criteria or at “Level 1— Unacceptable” in any one factor Overcompensated OCS, Unacceptable Quality of Performance rating, or any combination of the two for any factor is grounds for Contribution Improvement Plan (CIP) http://acqdemo.hci.mil 71

CCAS Addressing Inadequate Contribution Inadequate Contribution at Conclusion of Annual CCAS Process OR Any Time During CCAS Rating Period — Any One or More Factors — OCS Less than Expected Contribution Range (ECR) (Plots in Overcompensated Region) Performance Appraisal Quality Level (PAQL) Rating of Record Level 1 - Unacceptable OCS less than ECR AND PAQL Level 1 - Unacceptable http://acqdemo.hci.mil 72

CCAS Establishing a Contribution Improvement Plan Rating Official prepares Contribution Improvement Plan Supervisors are advised to contact their HR Specialist for assistance Supervisor notifies employee in writing CIP must contain: Specific areas in which the employee is inadequately contributing and/or performing Standards for adequate contribution and performance Actions required of the employee Time in which contribution/performance improvement must be accomplished Assistance from the service or agency Consequences of failure to improve Employee must sustain adequate contribution and fully successful performance for two years after successful completion of CIP http://acqdemo.hci.mil 73

CCAS CCAS Grievance Process Employees May Grieve: OCS Rating Quality of Performance Rating Supervisor Assessment Process: Through a Collective Bargaining Agreement or Administrative Grievance Procedure (5 CFR 771) as supplemented by local procedures Employee submits grievance to Supervisor Supervisor provides recommendation to Pay Pool Panel Pay Pool Panel may accept recommendation or reach independent decision Pay pool decision is final unless employee requires reconsideration by next higher official to Pay Pool Manager Next higher official renders final decision http://acqdemo.hci.mil 74

CCAS Revised RIF Procedures Congressional mandate to initiate separations in RIF based primarily on performance A “Quality of Performance” rating of Outstanding (5), Fully Successful (3), or Unacceptable (1) added to the assessment process and becomes the annual rating of record 1st retention factor Average of the raw averages of the 2 most recent ratings of record within the 4-year period immediately preceding RIF rounded to the nearest tenth of a decimal point Remaining retention factors of veterans’ preference and RIF service computation date follow in that order http://acqdemo.hci.mil 75

CCAS Revised RIF Procedures Provisions for a more refined competitive area Tenure Groups 1 and 2 have been combined into one tenure group—Tenure Group 1 No additional years of service based on contribution or performance appraisal Displacement limited to an employee’s current career path, broadband level, and one broadband level below in the same career path Exception: Broadband Level 1 employees and those with a compensable service connected disability of 30% or more Assignment rights of employees with an unacceptable current contribution/performance assessment is to a position held by another employee with an unacceptable contribution assessment. http://acqdemo.hci.mil 76

VI. POST-CONVERSION Post-Conversion Requirements and Options Change Management Support and Contact Information Activity: The Way Forward Discussion http://acqdemo.hci.mil 77

POST-CONVERSION Requirements and Options Develop compensation strategy, publish policy and provide to Program Office Evaluate the option to use the Supervisory and Team Leader Cash Differentials and establish policy Determine if/how to use the Accelerated Compensation for Developmental Positions (ACDP) program Determine if the Student Intern Relocation Incentive will be used and what circumstances for its use are appropriate for the participating organization http://acqdemo.hci.mil 78

POST-CONVERSION Change Management Support and Contact Information Program Office (PO) Support PO working with your local conversion team Operating Guide AcqDemo Website Reference Material Conversion Tool Calculator Training Senior Leader Brief HR Training Employee Training CCAS for Supervisors Training eLearning Questions? Contact your local conversion team Visit DoD AcqDemo Website for latest conversion information updates http://acqdemo.hci.mil http://acqdemo.hci.mil/ 79

POST-CONVERSION Activity: The Way Forward Discussion Table discussion: Have your concerns identified in the beginning of class changed? How do I best prepare for AcqDemo? How can HR professionals help senior leaders, managers, and employees in AcqDemo? What additional guidance will you need? What are the main focus areas that you need to go back to your organizations and work on? http://acqdemo.hci.mil 80

DoD Civilian Acquisition Workforce Personnel Demonstration Project (AcqDemo) Questions? http://acqdemo.hci.mil

DoD Civilian Acquisition Workforce Personnel Demonstration Project (AcqDemo) Please complete the Class Evaluation Thank you for attending! http://acqdemo.hci.mil