DoD Civilian Acquisition Workforce Personnel Demonstration Project PowerPoint Presentation, PPT - DocSlides

DoD  Civilian Acquisition Workforce Personnel Demonstration Project PowerPoint Presentation, PPT - DocSlides

2018-10-29 5K 5 0 0

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(AcqDemo). AcqDemo. Implementation of the 2017 Regulation. for. Employees. Fall 2017. Introduction. Administration, Expectations and Parking Lot. Administration. Sign in . Briefing Timing. Introductions. ID: 701678

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Presentations text content in DoD Civilian Acquisition Workforce Personnel Demonstration Project

Slide1

DoD Civilian Acquisition Workforce Personnel Demonstration Project(AcqDemo)

AcqDemoImplementation of the 2017 RegulationforEmployees

Fall 2017

Slide2

Introduction

Administration, Expectations and Parking LotAdministrationSign in Briefing TimingIntroductionsExpectations

Parking Lot

Ground Rules & Logistics

Rest RoomsBreaksCell Phones / Other Electronic DevicesQuestions and Parking Lot Review

2

Slide3

Introduction

3Topics of DiscussionFRN HighlightsClassification ChangesRecruitment and Staffing Initiatives

Pay Administration

Contribution-Based Compensation and Appraisal System (CCAS)

Employee DevelopmentTransition Timing and Support

Slide4

FRN Highlights

4

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 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.

Slide5

FRN Highlights

5FRN Effective DateOriginal design began in 1996Based 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

Slide6

FRN Highlights

6What’s NOT Changing

Appraisal Cycle Date Range

Contribution-based Appraisal Steps

Classification Process

Locality Pay

Competitive vs. Non-Competitive Actions

CCAS Payout Calculations

Broadbands and Pay Ranges

Program Eligibility

Bargaining Unit Requirements / Rights

Program Purpose

All remain

the same!

Slide7

FRN Highlights

7What IS Changing

Supervisory & Team Leader Cash Differentials

RIF Based Primarily on Performance

Expanded Detail and Temporary

Promotion

Length

Additional Very High

S

core

O

ptions

Quality of Performance Rating

3 Factors

Expanded Supervisory and Managerial Probationary Periods

Accelerated Compensation for Developmental Positions

New Direct Hire Appointment Authorities

Slide8

8

Classification and Appraisal FactorsChanging from 6 to 3 to reduce redundancy and time investment needed for appraisal decisionsThe 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

Classification Changes

Slide9

9

Problem Solving

Customer Relations

Teamwork/Cooperation

Leadership/Supervision

Communication

Resource Management

Job Achievement

&/or Innovation

Communication

&/or Teamwork

Mission Support

Factor Mapping

Classification Changes

Slide10

Maximum Broadband Level

Each AcqDemo position will now identify both current and full performance broadband levels in its career pathCandidates are selected competitively or through merit promotion for the lower broadband levelMay 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

10

Classification Changes

Slide11

Recruitment and Staffing

Discussion TopicsExpanded Supervisory and/or Managerial Probationary PeriodsExpanded Detail and Temporary Promotion Authority

11

Slide12

Expanded Supervisory and/or Managerial

Probationary PeriodsNew supervisors not having previously completed a supervisory probationary period will be required to complete a 1-year probationary periodAdditional supervisory probationary period of 1 year may be required when officially assigned to a different supervisory position constituting a major change in supervisory responsibilities

12

Recruitment and Staffing

Slide13

Expanded Supervisory and/or Managerial

Probationary PeriodsExample – 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 PositionCOMPONENT EXAMPLES ADDED HERE

13

Recruitment and Staffing

Slide14

Expanded Supervisory and/or Managerial

Probationary PeriodsEmployee may be returned to a comparable non-supervisory position at any time during the probationary period for conduct, supervisory contribution and/or performance reasonsBasic pay of non-supervisory position must be equal to that of the position held prior to placement in the supervisory position

14

Recruitment and Staffing

Slide15

Expanded Detail and Temporary Promotion Authority

Grants authority for non-competitive details and temporary promotions to higher broadband level positions for up to one yearLength increased from 120 day limit to not to exceed 1 year within a 24-month periodApplies to temporary promotion/detail actions among demonstration project positions

15

Recruitment and Staffing

Slide16

Pay Administration

Discussion TopicsCompensation ManagementPay RetentionAccelerated Compensation for Developmental Positions (ACDP)

Supervisory and Team Leader Cash Differentials

16

Slide17

Pay Administration

Compensation Management – Philosophy AcqDemo’s compensation philosophy embraces three basic principles:Ensure adequate pay for the duties of the positionRecognize individual competency achievementsReward contribution to missionThe program’s design incorporates several pay flexibilities to support this compensation philosophy

17

Slide18

Pay Administration

Pay RetentionThe 50% GPI annual pay adjustment may be reduced or denied if most recent:Quality of performance rating is “Unacceptable”

18

~ Additional Component / Agency policy may apply ~

Slide19

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

19

~ Additional Component / Agency policy may apply ~

Slide20

Pay Administration

Accelerated Compensation for Developmental Positions (ACDP)Provides opportunity to increase pay twice per CCAS appraisal cycleCannot be less than 6 months between increasesBasic pay increase may not exceed 10%Increase in pay will trigger an increase in employee’s EOCS

ACDPs will not be funded by pay pool allocations

20

~ Additional Component / Agency policy may apply ~

Slide21

CCAS Adjustment Beginning Year #2

10% Increase in Base Pay = $44,165

New EOCS = 44

CCAS Adjustment Beginning Year #3

10% Increase in Base Pay = $53,440

New EOCS = 53

Promotion to Max Broadband Level Beginning Year #4

10% Increase in Base Pay = $64,662

New EOCS = 63

New ACDP Placement Beginning Year #1

Starting Position = NH II / Max Broadband Level Position = NH III

Base Pay = $36,500 and EOCS = 34

ACDP Adjustment Beginning Mid-Year #1

10% Increase in Base Pay = $40,150

New EOCS = 39

ACDP Adjustment Beginning Mid-Year #2

10% Increase in Base Pay = $48,82

New EOCS = 49

ACDP Adjustment Beginning Mid-Year #3

New EOCS = 58

10% Increase in Base Pay = $58,784

Pay Administration

ACDP Career Ladder Example

Slide22

Pay Administration

Supervisory and Team Leader Cash Differentials Intended to incentivize and compensate supervisors and team leadersA cash differential is NOT included as part of basic payCan be effectively applied when:

Inequities exist between supervisory and

non-supervisory subordinate pay

Positions are extremely difficult to fillOrganizational 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

22

~ Additional Component / Agency policy may apply ~

Slide23

Contribution-Based Compensation

and Appraisal System (CCAS)Discussion Topics

Factors

Very High Score

Quality of PerformanceReduction-In-Force (RIF)

23

Slide24

Contribution-Based Compensation

and Appraisal System (CCAS)24

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 employee’s 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.

Slide25

25

Very High ScoreVery High scoring now has 3 options – High, Medium and Low with corresponding numerical scores

Factor level descriptors are available to define Very High Score at the mid-level

Same for all 3 factors

Contribution-Based Compensation

and Appraisal System (CCAS)

~ Additional Component / Agency policy may apply ~

Slide26

26

Quality of PerformanceCCAS now includes assessment of the quality of performance an employee demonstrates in achieving his/her expected contribution results during an appraisal cycleComplies 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

Contribution-Based Compensation

and Appraisal System (CCAS)

Slide27

27

Quality of Performance — Level Definitions

Contribution-Based Compensation

and Appraisal System (CCAS)

~ Additional Component / Agency policy may apply ~

Slide28

28

Quality of Performance – Level ValuesQuality of performance appraisal levels are averaged and the average translates to the annual rating of record using the Rating Criteria, below:

Contribution-Based Compensation

and Appraisal System (CCAS)

Slide29

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

29

Slide30

Contribution-Based Compensation

and Appraisal System (CCAS)30

Additional Changes to 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.

Slide31

Transition and Support

Discussion TopicsSummaryTimelineSupport

Questions

Course Evaluation

31

Slide32

Transition and Support

32Transition SummaryFactors 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

Slide33

Transition and Support

33Transition TimelineComponent Implementation - XXXX

Slide34

Transition and Support

34SupportCOMPONENT 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

Slide35

AcqDemo

Implementation of the 2017 Regulation Fall 2017Questions?


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