FRN Transition 2017 - Employee Deck

AcqDemo Implementation of the 2017 Regulation for Employees Fall 2017 DoD Civilian Acquisition Workforce Personnel Demonstration Project (AcqDemo) acqdemo.hci.mil Introduction Administration, Expectations and Parking Lot Administration Sign in Briefing Timing Introductions

Expectations Parking Lot Ground Rules & Logistics Rest Rooms Breaks Cell Phones / Other Electronic Devices Questions and Parking Lot Review acqdemo.hci.mil 2 Introduction Topics of Discussion FRN Highlights Classification Changes

Recruitment and Staffing Initiatives Pay Administration Contribution-Based Compensation and Appraisal System (CCAS) Employee Development Transition Timing and Support acqdemo.hci.mil 3 FRN Highlights AcqDemo Purpose 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 DoDs 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.

acqdemo.hci.mil 4 FRN Highlights FRN Effective Date Original design began in 1996 Based on feedback from participating organizations and employees, AcqDemo is undergoing its largest update since the inception of the program Updated FRN became effective 9 November 2017 acqdemo.hci.mil 5 FRN Highlights Whats NOT Changing Program Eligibility Program Purpose

Competitive vs. NonCompetitive Actions Bargaining Unit Requirements / Rights Locality Pay All remain the same! Broadbands and Pay Ranges CCAS Payout Calculations acqdemo.hci.mil Classification Process

Contributionbased Appraisal Steps Appraisal Cycle Date Range 6 FRN Highlights What IS Changing 3 Factors Expanded Supervisory and Managerial Probationary Periods Supervisory & Team Leader Cash Differentials

Accelerated Compensation for Developmental Positions Expanded Detail and Temporary Promotion Length New Direct Hire Appointment Authorities Additional Very High Score Options RIF Based Primarily on Performance

Quality of Performance Rating acqdemo.hci.mil 7 Classification Changes Classification and Appraisal Factors Changing from 6 to 3 to reduce redundancy and time investment needed for appraisal decisions The new Factors are: Job Achievement and/or Innovation - qualifications, critical thinking, calculated risks, problem solving, leadership, supervision, and personal accountability Communication and/or Teamwork - communication, both verbal and written; interactions with customers, coworkers, and groups; and assignments crossing functional boundaries Mission Support - understanding and execution of organizational goals and priorities; working with customers to develop a mutual understanding of their requirements; monitoring and influencing

cost parameters or work, tasks, and projects; and establishing priorities that reflect mission and organizational goals acqdemo.hci.mil 8 Classification Changes Factor Mapping Leadership/Supervision Job Achievement &/or Innovation Problem Solving Customer Relations Mission Support Resource Management Teamwork/Cooperation Communication &/or Teamwork

Communication acqdemo.hci.mil 9 Classification Changes Maximum Broadband Level Each AcqDemo position will now identify both current and full performance broadband levels in its 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 employees current broadband level acqdemo.hci.mil 10

Recruitment and Staffing Discussion Topics Expanded Supervisory and/or Managerial Probationary Periods Expanded Detail and Temporary Promotion Authority acqdemo.hci.mil 11 Recruitment and Staffing 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 acqdemo.hci.mil

12 Recruitment and Staffing Expanded Supervisory and/or Managerial Probationary Periods Example Moving from a journeyman level supervisory acquisition position to a Critical Acquisition Position (CAP) or moving from a Critical Acquisition Position to a Key Leadership Position COMPONENT EXAMPLES ADDED HERE acqdemo.hci.mil 13 Recruitment and Staffing Expanded Supervisory and/or Managerial Probationary Periods Employee may be returned to a comparable nonsupervisory position at any time during the probationary period for conduct, supervisory contribution and/or performance reasons

Basic pay of non-supervisory position must be equal to that of the position held prior to placement in the supervisory position acqdemo.hci.mil 14 Recruitment and Staffing Expanded Detail and Temporary Promotion Authority Grants authority for non-competitive details and temporary promotions to higher broadband level positions for up to one year Length increased from 120 day limit to not to exceed 1 year within a 24-month period Applies to temporary promotion/detail actions among demonstration project positions acqdemo.hci.mil 15 Pay Administration

Discussion Topics Compensation Management Pay Retention Accelerated Compensation for Developmental Positions (ACDP) Supervisory and Team Leader Cash Differentials acqdemo.hci.mil 16 Pay Administration Compensation Management Philosophy AcqDemos compensation philosophy embraces three basic principles: Ensure adequate pay for the duties of the position Recognize individual competency achievements Reward contribution to mission The programs design incorporates several pay flexibilities to support this compensation philosophy acqdemo.hci.mil

17 Pay Administration Pay Retention The 50% GPI annual pay adjustment may be reduced or denied if most recent: Quality of performance rating is Unacceptable ~ Additional Component / Agency policy may apply ~ acqdemo.hci.mil 18 Pay Administration Accelerated Compensation for Developmental Positions (ACDP) ACDP employees: Are in DAWIA-covered positions OR positions that support DAWIA-covered positions at least 51% of the time Classified to NH I, II, and III broadband levels

Participate in formal training programs, internships, or other developmental capacities Demonstrate successful or better growth and development in job-related competencies Exceed contribution expectations associated with their EOCS ~ Additional Component / Agency policy may apply ~ acqdemo.hci.mil 19 Pay Administration Accelerated Compensation for Developmental Positions (ACDP) Provides opportunity to increase pay twice per CCAS appraisal cycle Cannot be less than 6 months between increases Basic pay increase may not exceed 10% Increase in pay will trigger an increase in employees EOCS ACDPs will not be funded by pay pool allocations

~ Additional Component / Agency policy may apply ~ acqdemo.hci.mil 20 Pay Administration ACDP Career Ladder Example Promotion to Max Broadband Level Beginning Year #4 10% Increase in Base Pay = $64,662 New EOCS = 63 ACDP Adjustment Beginning Mid-Year #3 10% Increase in Base Pay = $58,784 New EOCS = 58 CCAS Adjustment Beginning Year #3 10% Increase in Base Pay = $53,440 New EOCS = 53 CCAS Adjustment Beginning Year #2 10% Increase in Base Pay = $44,165 New EOCS = 44 ACDP Adjustment Beginning Mid-Year #2 10% Increase in Base Pay = $48,82

New EOCS = 49 ACDP Adjustment Beginning Mid-Year #1 10% Increase in Base Pay = $40,150 New EOCS = 39 Summary New ACDP Placement Beginning Year #1 Starting Position = NH II / Max Broadband Level Position = NH III Base Pay = $36,500 and EOCS = 34 acqdemo.hci.mil Starting Pay $36,500 FullAvg Total Overall % Overall $ Performance Waiting Progression Increase Increase Pay Period

Period $64,662 77.2% $28,162 6 mos 3 years Pay Administration Supervisory and Team Leader Cash Differentials Intended to incentivize and compensate supervisors and team leaders A cash differential is NOT included as part of basic pay Can be effectively applied when: Inequities exist between supervisory and non-supervisory subordinate pay Positions are extremely difficult to fill Organizational level and scope, difficulty, and value of position warrants additional compensation

Supervisory differential may be between 0% and 10% of basic pay Team leader differential may be between 0% and 5% of basic pay Reviewed annually with CCAS Assessment to validate continuing need May be terminated or reduced ~ Additional Component / Agency policy may apply ~ acqdemo.hci.mil 22 Contribution-Based Compensation and Appraisal System (CCAS) Discussion Topics

Factors Very High Score Quality of Performance Reduction-In-Force (RIF) acqdemo.hci.mil 23 Contribution-Based Compensation and Appraisal System (CCAS) Factors 6 factors revised to 3 new factors Job Achievement and/or Innovation Communication and/or Teamwork Mission Support For contribution scoring purposes, the 3 factor scores are averaged to determine employees OCS Contribution plans should be analyzed, and possibly modified, to ensure they are

targeting the proper Expected Contribution Range (ECR) for each employee based on the new factor descriptors. acqdemo.hci.mil 24 Contribution-Based Compensation and Appraisal System (CCAS) Very High Score Very High scoring now has 3 options High, Medium and Low with corresponding numerical scores Very High (VH) Scores Business Management and Technical Management Professional (NH) Technical Management

Support (NJ) Administrative Support (NK) Categorical Score Numerical Score Numerical Score Numerical Score High 115 95 70 Medium

110 91 67 Low 105 87 64 Factor level descriptors are available to define Very High Score at the mid-level ~ Same for allComponent 3 factors / Agency policy may apply ~ Additional acqdemo.hci.mil 25

Contribution-Based Compensation and Appraisal System (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 for employee development, selection, and RIF acqdemo.hci.mil 26 Contribution-Based Compensation and Appraisal System (CCAS)

Quality of Performance Level Definitions Performance Appraisal Level Performance appraisal level quality criteria Level 5Outstanding An employees quality of performance exhibited in achieving his/her contribution results substantially and consistently surpasses the factor-specific expected contribution criteria and the employees contribution plan goals and objectives. An employees performance consistently achieves, and sometimes exceeds, the Level 3Fully Successful factor-specific expected contribution criteria and his/her contribution plan goals and objectives. Level 1Unacceptable An employees 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 ~ acqdemo.hci.mil

27 Contribution-Based Compensation and Appraisal System (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 5Outstanding 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 3Fully 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 1Unacceptable Any contribution factor rated as 1. acqdemo.hci.mil 28 Contribution-Based Compensation and Appraisal System (CCAS) Reduction in Force (RIF) 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 acqdemo.hci.mil 29 Contribution-Based Compensation and Appraisal System (CCAS) Additional Changes to RIF Procedures Provisions for a more refined competitive area Tenure Groups 1 and 2 have been combined into one tenure groupTenure Group 1 No additional years of service based on contribution or performance appraisal Displacement limited to an employees 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. acqdemo.hci.mil 30 Transition and Support Discussion Topics Summary Timeline Support Questions Course Evaluation acqdemo.hci.mil 31

Transition and Support Transition Summary Factors for Classification and Appraisal 6 Factors changed to 3 Quality of Performance rating added Maximum Broadband Level data element added to PRD Maximum Broadband Level added for career ladder positions PRDs will need to be updated Recruitment and Staffing Direct Hire Authority Expanded Supervisory and/or Managerial Probationary Period

Revised application of Veterans preference Expanded detail and temporary promotion authority Pay Administration Compensation Strategy ACDP added Supervisory and Team Lead Pay Differentials Student Intern Relocation Incentive CCAS Changes Overall Contribution AND Performance ratings required Additional Very High Score options added Contribution Plans may need to be updated acqdemo.hci.mil 32 Transition and Support

Transition Timeline Component Implementation - XXXX acqdemo.hci.mil 33 Transition and Support Support COMPONENT CONTACT INFO HERE LINK TO TRAINING CONTENT Web-based Videos Transition Overview Classification Recruitment Performance and Contribution Pay Administration

Job-Aids 6 to 3 Factors Quality of Performance Direct Hire Authorities acqdemo.hci.mil 34 AcqDemo Implementation of the 2017 Regulation Fall 2017 Questions? acqdemo.hci.mil

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