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SARCA National Security Personnel System (NSPS) . Mr. David C. Sims Director, Full Time Support Ms. Kim M. Meyer Mr. Jack J. Venza Transition Managers. Purpose.

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sarca national security personnel system nsps

SARCANational Security Personnel System (NSPS)

Mr. David C. Sims

Director, Full Time Support

Ms. Kim M. Meyer

Mr. Jack J. Venza

Transition Managers

purpose
Purpose

Inform SARCA of NSPS milestones, challenges, and facts leading to decision to remove TPUs from DAC/MT rating scheme during the initial NSPS rating cycle.

nsps facts
NSPS Facts
  • Spiral 2.2D organizations notified Oct 07
  • Leadership/employees notified 18 Oct 07
  • Conversion effective 17 Feb 08 for non bargaining unit employees (3300+)
  • Mandated suspense's:
    • Supervisor 2 Day Tng (85% 1 Mar/100% 1 Apr)
    • Employee 1 Day Tng (85% 1 Mar/100% 1 Apr)
    • Identify Transition Manager/Deputy (30 Aug)
    • Nominations for NSPS T3 (30 Aug)
    • Identify AGRs who rate MT/DAC (30 Aug)
nsps facts4
NSPS Facts
  • 65% training accomplished
  • No response to AGR supervisors
  • Conversion from GS to Pay Band/Pay Schedule will be complete 11 Feb 08
  • Self Service Position Hierarchy (SSPH)
    • Must complete training to populate
    • Each command to build Hierarchy NLT 1 Feb 08
    • Supervisor and employee personnel access thru MyBiz NLT 15 Feb 08
nsps facts5
NSPS Facts
  • Performance Management System aligns job objectives/results with mission/goals
  • NLT 17 March 08:
    • Supervisors and employees determine and enter three or four individual job objectives by which they will be evaluated
    • 13 page automated performance evaluation; 3 mandatory counseling sessions during rating cycle
pay pool
PAY POOL
  • NSPS Executive Steering Committee developing business rules
  • ALL EVALUATIONS MUST BE COMPLETE AND SUBMITTED ON TIME OR THE EMPLOYEE WILL NOT RECEIVE PERFORMANCE PAYOUT!!!
  • Pay Pools meet Nov – Dec
    • Supervisors must be available for questions
  • Pay Pools determine Payout Distribution
    • The employee’s performance payout = Base Salary x Share Value x # of Shares.
    • Performance payout is given in the form of base salary increase, bonus or combination of the two.
    • Share Value = percentage of salary
statement of the problem
Statement of the Problem

Given the limited amount of time to complete mandatory supervisor training in our current operating environment, time associated with populating the SSPH, time associated with mandatory counseling requirements, and historical rates of late TPU OER/NCOER’s should we consider removing TPUs from the initial rating cycle under the NSPS performance evaluation system?

nsps cycle
NSPS Cycle

Performance management is an ongoing process that occurs throughout the performance cycle. There are 5 steps in the process:

nsps performance cycle
NSPS Performance Cycle

Monitor Performance and Develop

Monitor Performance and Develop

  • 16 Month Process
  • 3 Mandatory Counseling Sessions
  • 90-day minimum rating period
  • 4th Counseling Required for Level-1 Ratings
challenges
Challenges
  • Establishing the environment
  • Communicating with workforce
  • Training: Supervisors/Employees
  • Making pre-conversion decisions
  • Applying new flexibilities
  • Developing compensation philosophy
  • Determining pay pool structure and business rules
  • Reaping benefits of lessons learned
discussion conclusion
Discussion & Conclusion
  • DCG conference call with select GOs
  • CXO conference call with select DMS/CXO
  • Draft memo staffed with USARC DRUs
  • Transformation GOSC discussion
  • DCG conference call with select GOs
  • Decision: 26 Nov 07
    • Beginning 17 February 2008, and as an interim change under NSPS, TPU Soldiers who supervise a MT or Army civilian employees will provide only letter input for the initial NSPS evaluations.
the decision
The Decision

Beginning 17 February 2008, and as an interim change under NSPS, TPU Soldiers who supervise a MT or Army civilian employees will provide only letter input for the initial NSPS evaluations. Full Time Support (FTS) members within the rated individual's organization will evaluate performance. The period from 1 November 2007 to 16 February 2008 will be considered non-rated time. As an exception, Commanders of USARC Direct Reporting Units (RRSCs, RRCs, and Training and Operational and Functional Commands) will continue to participate in the rating chain of their Chief of Staff (RRSCs), Deputy for Management Support (RRCs), and CXOs (Training and Operational and Functional Commands), as well as those the aforementioned positions rate, if the rater's tenure does not end prior to 30 September 2008. If the rater’s tenure does end before 30 September 2008, the designated official at the next level will serve as rater.