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Civilian Compensation under the National Security Personnel System

2. Overview. Compensation ManagementRoles and ResponsibilitiesCompensation Design Models (CDMs)Setting PayNew HireReassignmentsPromotionsManaging Pay Progression. 3. Compensation Management. Compensation PhilosophyCompensation StrategyPolicies, Procedures, and Business RulesRoles and Respo

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Civilian Compensation under the National Security Personnel System

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    1. Civilian Compensation under the National Security Personnel System Steve Griffitts BUMED M1 September 23, 2009

    2. 2 Overview Compensation Management Roles and Responsibilities Compensation Design Models (CDMs) Setting Pay New Hire Reassignments Promotions Managing Pay Progression

    3. 3 Compensation Management Compensation Philosophy Compensation Strategy Policies, Procedures, and Business Rules Roles and Responsibilities

    4. 4 Philosophy Manage compensation fairly Business case decisions Internal pay equity Market competitive Financial stewardship Don’t compete among ourselves

    5. 5 Strategy CDM – primary management tool GS and NSPS equity Pay-for-performance primary method for rewarding NSPS employees Effective use of flexibilities

    6. 6 Policies, Procedures, and Business Rules DoD Federal Register Enabling Regulations, 26 Sep 2008 DoD 1400.25-M, “DoD Civilian Personnel Manual (CPM), Subchapter 1930 Compensation Architecture Pay Policy” DON Pay Administration Under the National Security Personnel System (General), Jan 2009 Includes current CDMs BUMED Compensation Guide, Mar 2008 DRAFT revision out for review Local/Regional guidance

    7. 7 Roles and Responsibilities BUMED Deputy Chief BUMED, Director Total Force (M1) BUMED Comptroller (M8) Regional Commanders Compensation Boards HR Compensation Specialist Managers Rating Officials Employees

    8. 8 Roles and Responsibilities BUMED Overarching policy and guidance through the: NSPS Oversight Group (NOG) Sets policy (Comp Guide, Business Rules) BUMED & Regional COS, M1, and M8 BUMED NSPS Program Manager (ex officio) Approves PB3 assignments for physicians/dentists

    9. 9 Roles and Responsibilities Director Total Force (M1) Chairman of NOG & NSPS advisor to SG/DSG M1 DCPP - senior HR professional in Navy Medicine and principal advisor and technical expert DCPP Certified Compensation Analyst – NSPS compensation policy expert for Navy Medicine

    10. 10 Roles and Responsibilities Comptroller (M8) NOG member & principal advisor to SG/DSG for NSPS budget implications and financial policy and guidance Develops annual NSPS financial policy for pay pools (i.e. percentages for three elements)

    11. 11 Roles and Responsibilities Regional Commanders NSPS program oversight and resource sponsorship for activities within AOR Ensures compliance with BUMED policies, procedures, and business rules Endorses requests for physician and dentist assignment to PB 3

    12. 12 Roles and Responsibilities Activity Compensation Boards Mandatory for activities with > 50 NSPS employees Current structures OK, e.g. Position Mgt Committee Establish local strategies, policies, and procedures Monitor pay setting for new hires, reassignments, and promotions Monitor pay progression

    13. 13 Roles and Responsibilities HR Compensation Specialist Received DON Compensation Training Technical expert and advisor Can assist with setting pay and use of CDMs HR liaison, NSPS Program Mgr, or satellite HRO specialist

    14. 14 Roles and Responsibilities Managers Understand compensation philosophy, strategy, policies and procedures Be involved with pay setting decisions Ensure internal equity, fairness, & consistency

    15. 15 Roles and Responsibilities Rating Officials Understand compensation philosophy, strategy, policies and procedures Ensure internal equity Establish positioning of rated employees within applicable CDM Monitor pay progression within parameters of CDM and make recommendations to Pay Pool Manager, as necessary

    16. 16 Roles and Responsibilities Employees Understand that NSPS is a “structured” flexibility Understand that Pay-for-Performance is the primary system under NSPS to award performance Be actively involved in setting performance goals and objectives

    17. 17 Training Compensation for Supervisors DON/HRSC Sponsored 2-Day Managers and Rating Officials Compensation for HR Professionals DON/HRSC Sponsored 2-Day HR Liaisons and NSPS Program Managers Advisory Compensation Analyst DoD Sponsored – World @ Work Affiliated 2 week, Southbridge MA BUMED and Regional HR Specialists Train-the-Trainer BUMED Compensation Specialist Advisory Compensation Analyst

    18. 18 Setting Pay – New Hires Management responsibility Recommend pay Approve pay Use of flexibilities Initial offer/conversations with selectee HRO specialists – advisors HRSC – final approval and formal offer

    19. 19 Compensation Design Models 29 occupations Structured flexibility Salary ranges within the PBs, not control points Provides consistent approach Tool and framework to manage pay setting and pay progression In alignment with enabling regulations Integrates value of position with skills, competencies, and performance of employee Proposed crosswalk for health occupations

    20. 20 Compensation Design Models DON Policy Jan 2009

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