Unofficial CCAS 2000 Results for Army Pay Pools

1. Unofficial CCAS 2000 Resultsfor Army Pay Pools Prepared by the Army Project Office for the DoD Civilian Acquisition Workforce Personnel Demonstration Project. For additional information, please contact Jerry Lee (SAIC) at 703-604-7027 or DSN 664-7027, email jerold.lee@saalt.army.mil.

2. Number of Pay PoolsandNumber of Employees • The number of pay pools in 2000 was the same as in 1999 - 23. • ATEC pay pools 105 and 108 combined into PP 105. • MTAQ formed two pay pools 111 and 130. • Several pay pools within the Office of the Assistant Secretary of the Army for Acquisition, Logistics and Technology combined to form Pay Pool 112; and two new pay pools PP128 and PP129 were created.

3. Workforce

4. Presumptive Status

5. Rail Positions

6. Funding Levels for GPI, CRI and CA

7. Results Against Funding Levels

8. Parameters for CCAS 2000

9. Parameters for CCAS 1999

10. Parameters 1999 and 2000

11. Parameters 1999 and 2000

12. Contribution Scores

13. Scores

14. General Pay Increase and Contribution Rating Increase

15. Contribution Award and Total Award

16. Base Salary Increase

17. Broadband Level Average Payouts for CCAS 2000

18. Broadband Level Averages for CRI - 1999 and 2000

19. General Schedule Average WIGI as a percent of increase Breakdown of CRI CCAS1999 gave 42.77% of the eligible workforce a CRI that was equal to or greater than a within-grade-increase. CCAS2000 gave 40.33% of the eligible workforce a CRI that was equal to or greater than a within-grade-increase. For example: An employee received a

20. General Schedule Average WIGI as a percent of increase GS Equivalency Check NOTE: There are no within-grade increases (WIGI) in the Civilian Acquisition Workforce Personnel Demonstration Project. The purpose of this slide is to answer a common question among demo participants on how they did in comparison to the GS system. • Example 1: If at the beginning of the 2000 calendar year, the employee’s 2000 base salary was • equivalent to a GS Any Grade Step 8. • The WIGI from Step 8 to Step 9 is three years and is a 2.70% increase of base salary • For CCAS 2000, this employee received a CRI of 2.4%. • In one year, this 2.4% CRI is 88% of the WIGI, which under GS would take three years. • Example 2: If at the beginning of the 2000 calendar year, the employee’s 2000 base salary was • equivalent to a GS Any Grade Step 2. • The WIGI from Step 2 to Step 3 is one year and is a 3.22% increase of base salary. • For CCAS 2000, receiving a 2.4% CRI was not as good as a WIGI for GS Step 2 employee. • The demo, however, has the potential to reward this employee at a greater rate than GS. • Example 3: If at the beginning of the 2000 calendar year, the employee’s 2000 base salary was • equivalent to a GS Any Grade Step 2. • The WIGI from Step 2 to Step 3 is one year and is a 3.22% increase of base salary. • For CCAS 2000, receiving a 5.2% CRI was better than a GS Step 2 employee WIGI.

21. Number of Employees Not Receiving CRI

22. Broadband Level Averages for CA - 1999 and 2000

23. Broadband Level Averages for Total Award to include Carry Over from CRI plus CA - 1999 and 2000

24. CCAS Pay Outs Highs and Averages

25. Salary Creep This chart records the progression towards the maximum salary for each broadband level. For example, as a result of CCAS 1999, 31 NJ-2 employees average salary is 81.27% of $38,108, which is the maximum 2000 salary for NJ 2. As a result of CCAS 2000, the 29 NJ-2 employees are now 2.5% closer to the maximum salary for NJ-2.