Acquisition Workforce Personnel Demonstration Project

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Acquisition WorkforcePersonnel Demonstration
Project
SAF/AQ New Employee/Supervisor Orientation 2
October 2000 Diane M. Burrows, SAF/AQXOP
Acq Demo New Employee Brief.ppt
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Part One of the Training Will Cover

• Career Paths
• Broadbands
• Simplified Classification System
• Position Requirement Documents

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Part Two of the Training Will Cover

• Hiring and Appointment Authority
• Pay Administration
• Voluntary Emeritus
• Sabbaticals
• Academic Degree and Certificate Training

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Part Three of the Training Will Cover

• Contribution-Based Compensation and Appraisal
  System (CCAS)
• Salary Appraisal
• Pay Pool
• Manager Meeting
• Inadequate Contribution
• Summary

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Purpose of Demonstration Project

• To demonstrate a flexible and responsive
  personnel system that will enhance the
  Departments ability to attract, retain, and
  motivate a high-quality workforce.

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Participation Rules

• Civilian DAWIA (Defense Acquisition Workforce
  Improvement Act) positions (e.g., APDP coded
  positions)
• Civilian positions that support Acquisition
• Excludes SES and FWS (WG, WL, WS) positions
• Excludes interns, students, developmental, and
  summer hires

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Part One

• Career Paths Broadbands
• Simplified Classification System
• Position Requirement Documents

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Career Paths Broadbands The three career
paths, associated broadband levels and their
2000 Base Pay ranges.
Business Management Technical Management
Professional
II
III
IV
I
NH
13,870 - 24,833
21,370 - 50,932
46,955 - 72,586
65,983 - 100,897
(GS 1-4)
(GS 5-11)
(GS 12-13)
(GS 14-15)
Technical Management Support
II
III
I
IV
NJ
21,370 - 38,108
32,380 - 50,932
13,870 - 24,833
46,955 - 72,586
(GS 1-4)
(GS 5-8)
(GS 9-11)
(GS 12-13)
Administrative Support
II
III
I
NK
21,370 - 34,408
29,315 - 46,359
13,870 - 24,833
(GS 1-4)
(GS 5-7)
(GS 8-10)
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Simplified Classification System

• Broadband levels replace grades
• Position Requirements Documents (PRDs) replaced
  Position Descriptions (PDs)
• 6 Contribution factors are used (all are
  critical)
• Classification authority resides with Commander
  or whoever he/she delegates personnel
  specialists are consultants
• Standardization and automation simplify and
  shorten the process

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Elements of Position Requirements Documents
(PRD)

• Replaces OPM grading criteria with 6 factors that
  characterize contribution to mission at a
  particular broadband level
• Problem Solving
• Teamwork/Cooperation
• Customer Relations
• Leadership/Supervision
• Communication
• Resource Management

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Part Two

• Hiring and Appointment Authority
• Pay Administration
• Voluntary Emeritus
• Sabbaticals
• Academic Degree and Certification Training

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Hiring and Appointment Authority

• Recruitment Sources - External and Internal
• Managers have the right to select from any
  recruitment source and area of consideration
• Managers are still accountable for Affirmative
  Employment and EEO Policies
• Qualification Requirements
• OPM Standards (No Change)

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Pay Administration

• New Hires
• Initial pay set at a level (any salary point
  within the BB) consistent with individual
  qualifications and expected contribution
• SAF/AQXOP and 11WG/CP will recommend pay which is
  consistent with the rest of the organization
  and/or like positions
• Gaining supervisor included in pay setting process

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Pay Administration

• Promotion Pay
• 6 - 20 of Basic Salary
• Approval Authority
• Commander

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Voluntary Emeritus

• Process for temporarily retaining personnel on a
  voluntary basis (uncompensated)
• Provides means for permitting employees to
  continue working on a project for a specific
  period of time
• Interested employees must apply in writing
• Must be recommended by one or more Acquisition
  Managers/Supervisors
• Commander approves
• Cannot replace permanent requirements
• Requires volunteer work agreement

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Sabbaticals

• Potential Uses Training with industry work
  experience with private, public or nonprofit
  organizations academic or industrial study,
  technical or managerial research
• Duration 3 to 12 months
• Contributes to organizations effectiveness and
  employees development
• Local procedures for management and funding

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Academic Degree and Certificate Training

• Demo extends the Defense Acquisition Workforce
  Improvement Act (DAWIA) Authority for 5 years and
  expands coverage to acquisition support positions
• Local procedures for management and funding

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Part Three

• Contribution-Based Compensation and Appraisal
  System (CCAS)
• Salary Appraisal Forms
• Pay Pool
• Manager Meeting
• Pay Adjustments
• Inadequate Contribution
• Summary

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Contribution to the Mission

• Performance vs contribution

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Understanding Your Contribution
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Understanding Your Contribution (continued)

• Understand how your job relates to
• the mission
• Communicate with your supervisor
• Take on more responsibility
• How well you do your job still counts

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CCAS Salary Appraisal Document
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CCAS Salary Appraisal Document (continued)

• Part III
• Employee self-assessment
• This form new for SAF/AQ this year

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CCAS Salary Appraisal Document (continued)

• Part II
• Discussed/ normalized during Managers Meetings
• Approved by pay pool panel
• 3-ltrs/PEOs/Mrs. Druyun
• Finalized late Nov

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Pay Pool

• SAF/AQ has 1 paypool
• Mr. Durante (SAF/AQX) - PayPool Administrator
• Mrs. Druyun (SAF/AQ) - Pay Pool Manager
• SAF/AQ CCAS Process
• Manager Meeting
• Mrs. Druyun/3-Ltrs/PEOs/MADs/AQR
• Mrs. Druyun/Mr. Durante

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Manager Meeting

• Supervisor individual assessment

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Manager Meeting(continued)

• Manager Meeting process

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Pay Adjustments

• Available funds based on salaries of all
  employees in the pay pool
• Includes employee salaries, general pay increase
  (G), quality step increases and within-grade
  increases no longer automatic
• Based on employee contribution
• Locality pay - Not included in above

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Pay Adjustments (based on level of contribution)
(C)
Lower Rail
Upper Rail
(A)
(B)
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Pay AdjustmentsSummary
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Pay Adjustments on CCAS Salary Appraisal Form
(Part I)
EMPLOYEE SALARY CONTRIBUTION PAY COMPARISON CHART
41,950
Employees Current Rate of Base Pay
1,258
3
General Pay Increase Received
2,098
Amount of Contribution Rate Increase
45,306
Employees New Rate of Basic Pay
1,000
Contribution Award
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Inadequate Contribution

• OCS above
• the upper rail

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Inadequate Contribution(continued)

• Contribution Improvement Plan (CIP)
• Specific areas in which employee is inadequately
  contributing, and required improvements
• Actions required of the employee
• Time in which actions must be accomplished
• Assistance from the supervisor/organization
• Consequences of failure to increase contribution

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Inadequate Contribution(continued)

• Unless contribution improves, employee may be
• reassigned
• reduced in pay
• changed to a lower broadband level
• removed
• 60 days (or more) to increase contribution
• CIP remains in force for 2 years

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SUMMARY
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Summary

• CCAS Responsibilities
• Understand the mission
• Increase communications between supervisors and
  employees
• Know your PRD
• Keep track of your contributions
• Seek opportunities to contribute

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Acquisition WorkforcePersonnel Demonstration
Project Web Sites

• http//www.safaq.hq.af.mil/acq_workf/demo/
• (SAF/AQ)
• http//www.acqdemo.com/
• (DoD)

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