MARCORSYSCOM Civilian Acquisition Workforce Personnel Demonstration Project

1. Good morning/afternoon, my name is _________________ and I�m here today to discuss the DOD Civilian Acquisition Workforce Personnel Demonstration Project. Just out of curiosity how many of you are familiar with a Demo or have participated in a Demo? How many of you received a copy of the Federal Register when you came aboard and how many have read it? Since we have a limited amount of time this morning/afternoon, this presentation will be an overview. We will be offering in depth training on the Contribution Based Compensation and Appraisal System (CCAS) portion of the Demo at a later date. I would recommend that you take the time to attend one of these sessions, so you can better understand the CCAS process as this affects your pay.Good morning/afternoon, my name is _________________ and I�m here today to discuss the DOD Civilian Acquisition Workforce Personnel Demonstration Project. Just out of curiosity how many of you are familiar with a Demo or have participated in a Demo? How many of you received a copy of the Federal Register when you came aboard and how many have read it? Since we have a limited amount of time this morning/afternoon, this presentation will be an overview. We will be offering in depth training on the Contribution Based Compensation and Appraisal System (CCAS) portion of the Demo at a later date. I would recommend that you take the time to attend one of these sessions, so you can better understand the CCAS process as this affects your pay.

2. Demo Team Members Shelley Seay 784-4321 Irene Clouden 784-0008 Margaret Jackson 784-0007 Warren Williams 784-0352 Shawn Hampton 784-0351 Janet Wenzel 784-0042

3. Mandatory for all military and civilian supervisors of civilian employees Just read the slide.Just read the slide.

4. DEMO Topics Background General Schedule Vs DEMO DEMO Initiatives Contributions Based Compensation and Appraisal System DEMO Websites DEMO Team Members

5. Background Demo is an alternate personnel system being tested by the DOD Acquisition and Support civilian workforce. MARCORSYSCOM implemented on 14 Feb 1999. We were the first DOD organization to enter the Demo. Final evaluation is slated for 2004 The Demo is a five year project. OPM and DOD evaluates the project annually and in 2004 they will determine whether the demonstration will continue, be converted to a permanent alternate personnel system, or be discontinued. The Demo is a five year project. OPM and DOD evaluates the project annually and in 2004 they will determine whether the demonstration will continue, be converted to a permanent alternate personnel system, or be discontinued.

6. General Schedule Vs. Demo General Schedule system is comprised of 15 traditional civil service �grades� The DEMO Project combines those grades into three or four Broadbands with three career paths Most of you are aware that the majority of Federal Workers are under the General Schedule system or GS. There are differences between the GS system and the Demonstration Project and I would like to discuss some of those differences with you. Most of you are aware that the majority of Federal Workers are under the General Schedule system or GS. There are differences between the GS system and the Demonstration Project and I would like to discuss some of those differences with you.

7. Career Paths Broadband Levels These Career Paths have been segmented into Broadband Levels. The Business Management & Technical Management Professional Career Path and the Technical Management Support Career Path are segmented into 4 levels. The Administrative Support Career Path is divided into 3 levels. I have included the �Old� GS Grades on this chart to show the comparability of the DEMO Project with the General Schedule System. (Provide Example) If you are a Budget Analyst, GS-9, you will be placed in Career Path I, Broadband Level II, with a potential salary to the GS-11 Step 10.These Career Paths have been segmented into Broadband Levels. The Business Management & Technical Management Professional Career Path and the Technical Management Support Career Path are segmented into 4 levels. The Administrative Support Career Path is divided into 3 levels. I have included the �Old� GS Grades on this chart to show the comparability of the DEMO Project with the General Schedule System. (Provide Example) If you are a Budget Analyst, GS-9, you will be placed in Career Path I, Broadband Level II, with a potential salary to the GS-11 Step 10.

8. Performance Vs Contribution General Schedule � Is a performance based appraisal system. Demo Project � Is a contribution based compensation and appraisal system (CCAS). CCAS goes beyond a performance based rating system and measures the employee�s contribution to the mission and goals of the organization rather than how well the employee performed a job as defined by a performance plan.CCAS goes beyond a performance based rating system and measures the employee�s contribution to the mission and goals of the organization rather than how well the employee performed a job as defined by a performance plan.

9. Entitlement Vs Contribution General Schedule � Employees receive annual General Schedule increases and with-in-grade increases. Demo Project � Eligibility for pay increases is linked to employee contribution.. Note: Locality Pay is an entitlement under both systems. Pay increases in the General Schedule are approved annually by Congress and the President and are automatic. This takes place in January of each year. Since pay progression depends on contribution, there will be no scheduled with-in-grade increases or automatic General Schedule increases. Note: While Demo employees are eligible for Contribution Rating Increases (CRI�s), General Schedule Increases, and Cash Awards (Cas), Locality Pay is an entitlement and every DEMO employee receives it.Pay increases in the General Schedule are approved annually by Congress and the President and are automatic. This takes place in January of each year. Since pay progression depends on contribution, there will be no scheduled with-in-grade increases or automatic General Schedule increases. Note: While Demo employees are eligible for Contribution Rating Increases (CRI�s), General Schedule Increases, and Cash Awards (Cas), Locality Pay is an entitlement and every DEMO employee receives it.

10. General Schedule Vs Demo General Schedule � As a rule promotions are competitive Demo project � Promotions are seamless In the GS system promotions are typically competitive. In the Demo promotions are a �seamless� move within the broadband. To move from one BBLV or Career Path to another is typically a competitive action.In the GS system promotions are typically competitive. In the Demo promotions are a �seamless� move within the broadband. To move from one BBLV or Career Path to another is typically a competitive action.

11. Classification General Schedule � duties are described in Position Descriptions Demo � duties are described in generic Position Requirement Documents (PRDs). Prior to the Demo SYSCOM had 621 position descriptions. SYSCOM now has approximately 115 generic PRDs that are available in the PRD Library located on the Demo website. (I�ll give you that address later in the brief). The generic PRD allows managers flexibility in reassigning employees within the same series and broadband level. Managers need only prepare a new PRD addendum which gives those duties and KSAs that are specific to the new position. Generic PRDs and the PRD library save managers time when they are hiring, promoting, and reassigning employees. Attached to each PRD are the six factors used for evaluating the employee�s contribution. Prior to the Demo SYSCOM had 621 position descriptions. SYSCOM now has approximately 115 generic PRDs that are available in the PRD Library located on the Demo website. (I�ll give you that address later in the brief). The generic PRD allows managers flexibility in reassigning employees within the same series and broadband level. Managers need only prepare a new PRD addendum which gives those duties and KSAs that are specific to the new position. Generic PRDs and the PRD library save managers time when they are hiring, promoting, and reassigning employees. Attached to each PRD are the six factors used for evaluating the employee�s contribution.

12. Demo Initiatives Simplified Accelerated Hiring Expanded Candidate Selection Process Appointment Authorities (Perm, Modified Term, Temp) Extended Probationary Period Simplified Modified RIF Academic Degree & Certificate Training There are eleven initiatives in the Demo. I�m not going to go over them all today but I wanted you to know what they are so you can read about them on your own and if you have any questions any member of the Demo Team will be happy to meet with you to discuss them in more detail.There are eleven initiatives in the Demo. I�m not going to go over them all today but I wanted you to know what they are so you can read about them on your own and if you have any questions any member of the Demo Team will be happy to meet with you to discuss them in more detail.

13. Demo Initiatives Sabbaticals Voluntary Emeritus Broadbanding Simplified Classification Contribution Based Compensation and Appraisal System I would like to discuss the last initiative in a little more depth. I know that most employees are interested in those things that affect their pay.I would like to discuss the last initiative in a little more depth. I know that most employees are interested in those things that affect their pay.

14. CCAS CCAS is the link between base salary and contribution to the mission of your organization Your contribution is based on six factors CCAS provides an effective, efficient, and flexible method for appraising, compensating and managing workforce personnel in a fair and equitable manner.CCAS provides an effective, efficient, and flexible method for appraising, compensating and managing workforce personnel in a fair and equitable manner.

15. CCAS Contribution Factors The 6 Factors used to evaluate employee�s yearly contributions are: Problem Solving ~ TeamWork/Cooperation ~ Customer Relations ~ Leadership/Supervision ~ Communication ~ Resource Management These 6 areas have been determined to be vital to the success of DoD Acquisition Organizations. The Appraisal cycle runs 1 Oct to 30 Sep with performance payout in January. For the 1st year of implementation, the cycle will be 7 Feb 99 to 30 Sep 99 with our 1st payout Jan 2000. Prior to the beginning of the appraisal cycle, you will be provided the 6 factors that will be used in evaluating you on contribution to the organizations goals and objectives. You are encouraged to keep a record of your contributions organized by the CCAS Factors that are shown on this chart. When your Supervisor requests inputs regarding your contributions you should submit your self-assessment. The Supervisor will use your input as the beginning point for his/her evaluation of your contribution. There is obviously a great deal more to all of this than I have time to talk about today. Getting from the beginning of the evaluation year to the award of pay adjustments at the end of year is a multi-step process involving a great deal of effort on the part of all employees and supervisors. The Command will present additional training and provide information that will explain the DEMO in detail and will explicitly cover how your pay adjustments are related to your contribution to the organizations goals and objectives.The 6 Factors used to evaluate employee�s yearly contributions are: Problem Solving ~ TeamWork/Cooperation ~ Customer Relations ~ Leadership/Supervision ~ Communication ~ Resource Management These 6 areas have been determined to be vital to the success of DoD Acquisition Organizations. The Appraisal cycle runs 1 Oct to 30 Sep with performance payout in January. For the 1st year of implementation, the cycle will be 7 Feb 99 to 30 Sep 99 with our 1st payout Jan 2000. Prior to the beginning of the appraisal cycle, you will be provided the 6 factors that will be used in evaluating you on contribution to the organizations goals and objectives. You are encouraged to keep a record of your contributions organized by the CCAS Factors that are shown on this chart. When your Supervisor requests inputs regarding your contributions you should submit your self-assessment. The Supervisor will use your input as the beginning point for his/her evaluation of your contribution. There is obviously a great deal more to all of this than I have time to talk about today. Getting from the beginning of the evaluation year to the award of pay adjustments at the end of year is a multi-step process involving a great deal of effort on the part of all employees and supervisors. The Command will present additional training and provide information that will explain the DEMO in detail and will explicitly cover how your pay adjustments are related to your contribution to the organizations goals and objectives.

16. An Example of a Factor. This Is for Resource Management for the Business Management Career Path. DISCRIMINATORS ARE THE SAME FOR ALL LEVELS -Refine the factors -Are the SAME FOR ALL LEVELS of contribution -They can NOT be modified. DESCRIPTORS ARE DIFFERENT FOR EACH LEVEL Define increasing levels of contribution Are DIFFERENT for each level of Each Career Path They can NOT be modified NEXT SLIDE DISCRIMINATORS ARE THE SAME FOR ALL LEVELS -Refine the factors -Are the SAME FOR ALL LEVELS of contribution -They can NOT be modified. DESCRIPTORS ARE DIFFERENT FOR EACH LEVEL Define increasing levels of contribution Are DIFFERENT for each level of Each Career Path They can NOT be modified NEXT SLIDE

17. Eligibility For Rating When am I eligible to be rated under CCAS? 180 days eligible to be rated Less than 180 days will be considered presumptive Note: OPM is currently reviewing an amendment to reduce the 180 day requirement to 90 days. Employees must be in the Demo 180 days in order to be rated under CCAS. The key words here are �in the Demo� not in current position. If in the Demo less then 180 days will be considered to be presumptive. It will be presumed that the employee is contributing at a level consistent with the salary they are being paid. This employee would not be eligible for a contribution rating increase, but depending on their contribution rating they may receive a contribution award.Employees must be in the Demo 180 days in order to be rated under CCAS. The key words here are �in the Demo� not in current position. If in the Demo less then 180 days will be considered to be presumptive. It will be presumed that the employee is contributing at a level consistent with the salary they are being paid. This employee would not be eligible for a contribution rating increase, but depending on their contribution rating they may receive a contribution award.

18. Evaluation Forms Employee Self Assessment (Part III) Supervisors Assessment (Part II) CCAS Summary Form (Part I) The rating cycle has ended. Now I would like to take a look at the evaluation process. First of all, there are three forms used in the evaluation process. Parts II and III can be downloaded from the Demo website. Part I which contains your final Overall Contribution Score (OCS) is generated by the Data Maintainer at the end of the evaluation process.The rating cycle has ended. Now I would like to take a look at the evaluation process. First of all, there are three forms used in the evaluation process. Parts II and III can be downloaded from the Demo website. Part I which contains your final Overall Contribution Score (OCS) is generated by the Data Maintainer at the end of the evaluation process.

19. The Employee begins the evaluation process by completing Part III Employee Self Assessment form and giving it to their supervisor. You should have received an Employee Self Assessment Guide and/or Supervisory Guide when you came aboard. If you are a supervisor you should have received both guides. If not you can pick one up on the back table when you leave. The guide(s) are designed to assist in writing assessments. The supervisor completes Part II Supervisory Assessment Forms and assigns a preliminary contribution level for each employee on each factor. Sub-pay pool supervisors meet and review the preliminary ratings then they rank employees, and adjust ratings if necessary. Pay Pool Panel members review scores submitted by Sub Pay Pool and recommend adjustments as necessary to ensure equity and fairness across the pay pool. In cases of disagreement among panel members, Pay Pool Manager makes final determination The employee receives their Overall Contribution Scores (OCS), and Pay Out in January. The delay is due to the General Schedule Increase not being effective until January.The Employee begins the evaluation process by completing Part III Employee Self Assessment form and giving it to their supervisor. You should have received an Employee Self Assessment Guide and/or Supervisory Guide when you came aboard. If you are a supervisor you should have received both guides. If not you can pick one up on the back table when you leave. The guide(s) are designed to assist in writing assessments. The supervisor completes Part II Supervisory Assessment Forms and assigns a preliminary contribution level for each employee on each factor. Sub-pay pool supervisors meet and review the preliminary ratings then they rank employees, and adjust ratings if necessary. Pay Pool Panel members review scores submitted by Sub Pay Pool and recommend adjustments as necessary to ensure equity and fairness across the pay pool. In cases of disagreement among panel members, Pay Pool Manager makes final determination The employee receives their Overall Contribution Scores (OCS), and Pay Out in January. The delay is due to the General Schedule Increase not being effective until January.

24. Grievance Grievance procedures are published on the Demo website. I am not going to go into the grievance procedures at this point. I did want you to know that like any system there is an avenue for filing grievances if necessary. You can find this information through the Demo website and the Demo Team is available to answer any questions you may have on this matter.I am not going to go into the grievance procedures at this point. I did want you to know that like any system there is an avenue for filing grievances if necessary. You can find this information through the Demo website and the Demo Team is available to answer any questions you may have on this matter.

25. Questions Do you have any questions? The Demo project is a new system and it is different from what you are used to. Please don�t hesitate to ask questions. If you have them, then the person next to you may have the same one but may be to bashful to ask. I welcome the opportunity to answer your questions and if I don�t know the answer I�ll get the answer for you.The Demo project is a new system and it is different from what you are used to. Please don�t hesitate to ask questions. If you have them, then the person next to you may have the same one but may be to bashful to ask. I welcome the opportunity to answer your questions and if I don�t know the answer I�ll get the answer for you.

26. Demo Websites