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MARCORSYSCOM Civilian Acquisition Workforce Personnel Demonstration Project

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MARCORSYSCOM Civilian Acquisition Workforce Personnel Demonstration Project

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    1. MARCORSYSCOM Civilian Acquisition Workforce Personnel Demonstration Project An Introduction to CCAS [Contribution-based Compensation and Appraisal System]

    2. There are three career paths with broadband levels. What is broadbanding? Simply stated, this key feature of the demonstration project is a much simplified replacement for the current General Schedule or "GS" system and General Manager or "GM" system, consisting of broad “bands" of career paths. It is important to understand how broadbanding works, because, among other things, your professional growth and compensation relate directly to broadbanding. Advancement within broadband levels is contingent on contribution to the mission; advancement to a higher broadband level requires a promotion. All current occupations are grouped into three (3) career paths: Business Management and Technical Management Professional (NH) Technical Management Support (NJ) Administrative Support (NK) What is broadbanding? Simply stated, this key feature of the demonstration project is a much simplified replacement for the current General Schedule or "GS" system and General Manager or "GM" system, consisting of broad “bands" of career paths. It is important to understand how broadbanding works, because, among other things, your professional growth and compensation relate directly to broadbanding. Advancement within broadband levels is contingent on contribution to the mission; advancement to a higher broadband level requires a promotion. All current occupations are grouped into three (3) career paths: Business Management and Technical Management Professional (NH) Technical Management Support (NJ) Administrative Support (NK)

    3. There are point ranges associated with each career path and broadband level. Notice that different point ranges relate to different career paths. For example, a medium overall rating at level II could be as high as a 50 point rating in the Business Management and Technical Management Professional career path, but no higher than 40 points in the Technical Management Support career path or 41 points in the Administrative Support career path. This difference relates to the different GS-equivalents in the career paths: up to GS-11 for level II of Business Management and Technical Management Professional, but only to GS-8 of Technical Management Support and GS-7 of Administrative Support. The "Very High" category is reserved for those individuals who score well above the descriptors in any one of the six factors. Placement into this category is designed to ensure equity for those individuals who begin the cycle at the top of the rails and to recognize exceptional contribution. Typically, employees placed in the "Very High" point range will be those individuals at the top salary limit of their career path.Notice that different point ranges relate to different career paths. For example, a medium overall rating at level II could be as high as a 50 point rating in the Business Management and Technical Management Professional career path, but no higher than 40 points in the Technical Management Support career path or 41 points in the Administrative Support career path. This difference relates to the different GS-equivalents in the career paths: up to GS-11 for level II of Business Management and Technical Management Professional, but only to GS-8 of Technical Management Support and GS-7 of Administrative Support. The "Very High" category is reserved for those individuals who score well above the descriptors in any one of the six factors. Placement into this category is designed to ensure equity for those individuals who begin the cycle at the top of the rails and to recognize exceptional contribution. Typically, employees placed in the "Very High" point range will be those individuals at the top salary limit of their career path.

    4. How Am I Evaluated Under CCAS?

    5. You are evaluated against six factors. Factors Problem Solving Teamwork/Cooperation Customer Relations Leadership/Supervision Communications Resource Management You are evaluated against the 6 Factors, Discriminators and Descriptors YOU CANNOT MODIFY THE FACTORS, DISCRIMINATORS OR DESCRIPTORS NEXT SLIDEYou are evaluated against the 6 Factors, Discriminators and Descriptors YOU CANNOT MODIFY THE FACTORS, DISCRIMINATORS OR DESCRIPTORS NEXT SLIDE

    6. An example of a factor. This is for Resource Management for the Business Management career path. DISCRIMINATORS ARE THE SAME FOR ALL LEVELS DESCRIPTORS ARE DIFFERENT FOR EACH LEVEL NEXT SLIDE Discriminators Refine the Factors Are the Same for All Levels of Contribution No Modification Descriptors Define Increasing Levels of Contribution Are Different for Each Level of Each Career Path No Modification DISCRIMINATORS ARE THE SAME FOR ALL LEVELS DESCRIPTORS ARE DIFFERENT FOR EACH LEVEL NEXT SLIDE Discriminators Refine the Factors Are the Same for All Levels of Contribution No Modification Descriptors Define Increasing Levels of Contribution Are Different for Each Level of Each Career Path No Modification

    7. An example of a factor. This is for Resource Management for the Business Management career path. FACTORS ARE IN THE REGISTER, MARCORSYSCOM OP GUIDE, AND ATTACHED TO YOUR PRD (IF NOT, PLEASE DOWNLOAD FROM THE DEMO WEBSITEFACTORS ARE IN THE REGISTER, MARCORSYSCOM OP GUIDE, AND ATTACHED TO YOUR PRD (IF NOT, PLEASE DOWNLOAD FROM THE DEMO WEBSITE

    8. What forms are used for CCAS? Part III - Employee Self Assessment Part II - Supervisor Assessment Part I - CCAS Salary Appraisal The Contribution Matrix

    9. Employee begins about Sept lst to fill out the self assessment form which will be given to the supervisor NLT Oct 5th. This is a bulletized description of their contribution against each of the 6 factors. The supervisor should discuss this self assessment with the employee to clarify any potential discrepancies, disagreement and/or misunderstandings prior to the sub-paypool meeting.Employee begins about Sept lst to fill out the self assessment form which will be given to the supervisor NLT Oct 5th. This is a bulletized description of their contribution against each of the 6 factors. The supervisor should discuss this self assessment with the employee to clarify any potential discrepancies, disagreement and/or misunderstandings prior to the sub-paypool meeting.

    10. How Do I Complete My Self Assessment? Modify thinking from just Go over slide. Self explanatory.Go over slide. Self explanatory.

    11. IS GUIDANCE AVAILABLE? The Demo Plans and Policies Team Will Provide Each of You with copies of the handbook. After reviewing, if you have any questions, please contact any member of the Demo Team for assistance. The handbooks will be made available to all as downloadable documents on the Demo Webpage. The Demo Plans and Policies Team Will Provide Each of You with copies of the handbook. After reviewing, if you have any questions, please contact any member of the Demo Team for assistance. The handbooks will be made available to all as downloadable documents on the Demo Webpage.

    12. Part II - Supervisor Assessment The supervisor completes Part II – Supervisor Assessment which is used for discussion during the annual sub-paypool and paypool meeting. This form is discussed with the employee after the approval of the paypool manager.The supervisor completes Part II – Supervisor Assessment which is used for discussion during the annual sub-paypool and paypool meeting. This form is discussed with the employee after the approval of the paypool manager.

    13. The rating official considers inputs from the employee, personal observations, and may consider other sources as appropriate, to assess the level of the employee’s contribution for each factor using a matrix. The contribution matrix includes the 6 factors across the top and different levels down the side, is used to assess the level of contribution for each factor. For example, an individual contributing at the level II in Customer Relations would be (should be) making a greater contribution than someone contributing at level I. It should be noted that the levels are subdivided into low, medium, high, and very high except for level II, which contains five categories to accommodate the wider broadband level range (formerly GS-5 through GS-11). The rating official considers inputs from the employee, personal observations, and may consider other sources as appropriate, to assess the level of the employee’s contribution for each factor using a matrix. The contribution matrix includes the 6 factors across the top and different levels down the side, is used to assess the level of contribution for each factor. For example, an individual contributing at the level II in Customer Relations would be (should be) making a greater contribution than someone contributing at level I. It should be noted that the levels are subdivided into low, medium, high, and very high except for level II, which contains five categories to accommodate the wider broadband level range (formerly GS-5 through GS-11).

    14. Normal Pay Range Expected OCS Delta OCS and Delta Salary Payout DeterminationNormal Pay Range Expected OCS Delta OCS and Delta Salary Payout Determination

    15. Normal Pay Range and Eligibility for Compensation

    16. The Normal Pay Range is the region bounded by the upper and lower rails, also called “between the rails”. The Normal Pay Range (NPR) is a graphical illustration of the relationship between contribution and salary. It is calculated every year based on the General Schedule pay increase. The NPR was established using the lowest possible score which is an OCS of 0, which equates to the lowest salary paid under this demonstration, GS-1, step 1 to the highest possible score which is an OCS of 115. 3. Changes in OCS correspond to a constant percentage change in salary along the rails. 4. The upper and lower rails encompass an area of +/- 4.0 OCS points, or +/- 8.0 percent in terms of salary. The area above the upper rail is the Inappropriately Compensated A Region, the area below the lower rail is the Inappropriately Compensated B Region, and the area between the upper and lower rails is the Appropriately Compensated Region. These contribution eligibility regions will determine the eligibility for the General Pay Increase, Contribution Rating Increase and Contribution Award.The Normal Pay Range (NPR) is a graphical illustration of the relationship between contribution and salary. It is calculated every year based on the General Schedule pay increase. The NPR was established using the lowest possible score which is an OCS of 0, which equates to the lowest salary paid under this demonstration, GS-1, step 1 to the highest possible score which is an OCS of 115. 3. Changes in OCS correspond to a constant percentage change in salary along the rails. 4. The upper and lower rails encompass an area of +/- 4.0 OCS points, or +/- 8.0 percent in terms of salary. The area above the upper rail is the Inappropriately Compensated A Region, the area below the lower rail is the Inappropriately Compensated B Region, and the area between the upper and lower rails is the Appropriately Compensated Region. These contribution eligibility regions will determine the eligibility for the General Pay Increase, Contribution Rating Increase and Contribution Award.

    17. The region determines your eligibility for compensation. These are the compensation rules and limits. CCAS promotes salary adjustment decisions made on the basis of an individual’s overall annual contribution. Therefore, larger than average salary increases are possible for employees who are determined to be “inappropriately compensated - below the rails (B)” and smaller than average increases are permitted for employees who are deemed to be “inappropriately compensated - above the rails (A)” in relation to their organizational contributions. The above chart depicts the contribution eligibility categories. Employees rated above the Upper Rail are categorized as “Inappropriately Compensated A” Employees rated between the rails are categorized as “Appropriately Compensated” Employees rated below the Lower Rail are categorized as “Inappropriately Compensated B” Only employees who are rated as “Appropriately Compensated” (between the rails) and “Inappropriately Compensated B” (below the Lower Rail) are eligible for compensation from the Contribution Rating Increase and Contribution Award pay pools. CCAS promotes salary adjustment decisions made on the basis of an individual’s overall annual contribution. Therefore, larger than average salary increases are possible for employees who are determined to be “inappropriately compensated - below the rails (B)” and smaller than average increases are permitted for employees who are deemed to be “inappropriately compensated - above the rails (A)” in relation to their organizational contributions. The above chart depicts the contribution eligibility categories. Employees rated above the Upper Rail are categorized as “Inappropriately Compensated A” Employees rated between the rails are categorized as “Appropriately Compensated” Employees rated below the Lower Rail are categorized as “Inappropriately Compensated B” Only employees who are rated as “Appropriately Compensated” (between the rails) and “Inappropriately Compensated B” (below the Lower Rail) are eligible for compensation from the Contribution Rating Increase and Contribution Award pay pools.

    18. The Normal Pay Range was previously defined as the region bounded by the upper and lower rails. Midway between the upper and lower rail is the Standard Pay Line or SPL. The Normal Pay Range was previously defined as the region bounded by the upper and lower rails. Midway between the upper and lower rail is the Standard Pay Line or SPL.The Normal Pay Range was previously defined as the region bounded by the upper and lower rails. Midway between the upper and lower rail is the Standard Pay Line or SPL.

    19. The Standard Pay Line or SPL is a mathematical relationship between contribution and salary. The SPL tracks from the lowest pay, GS-1 Step 1, to the highest pay, GS-15 Step 10. It is increased annually in accordance with the General Schedule pay increase. Refer to description on above chart.Refer to description on above chart.

    20. From the NPR and SPL Chart, you can determine your Expected Level of Contribution. The Expected Level of Contribution is derived by equating your current base salary to an expected Overall Contribution Score (OCS) on the NPR (upper and lower rails) and SPL Chart. To determine your expected OCS use the OCS Calculator 2000 that is located In the Demo website. Next chart please, and I’ll walk you through determining an EOCS.To determine your expected OCS use the OCS Calculator 2000 that is located In the Demo website. Next chart please, and I’ll walk you through determining an EOCS.

    21. How is the Expected Level of Contribution Determined? To determine the expected level of contribution: Step 1 - The rating official must know the employee’s base salary. Base Salary does not include Locality Pay. The rating official can find the base salary on the employee’s SF50 or obtain it from the employee. Step 2 – Find the base salary dollar amount in the “SPL” column closest to the employee’s base salary. Do not round up round down, but find the SPL dollar amount that is the closest to the employee’s base salary. For example, if the employee’s base salary is $32,310. $32,310 is between SPLs $31,994 and $32,635; but is closest to $31,994 because $32,310 - $$31,994 = $316 while $32,635 - $32,310 = $325. Step 3 – Look to the “OCS” column immediately to the left of that dollar amount for the Overall Contribution Score (OCS). If the employee’s base salary is $32,310, the closest SPL is $31,994, and the OCS is 44. The OCS of 44 is the employee’s expected level of contribution, in relation to the employee’s base salary. To determine the expected level of contribution: Step 1 - The rating official must know the employee’s base salary. Base Salary does not include Locality Pay. The rating official can find the base salary on the employee’s SF50 or obtain it from the employee. Step 2 – Find the base salary dollar amount in the “SPL” column closest to the employee’s base salary. Do not round up round down, but find the SPL dollar amount that is the closest to the employee’s base salary. For example, if the employee’s base salary is $32,310. $32,310 is between SPLs $31,994 and $32,635; but is closest to $31,994 because $32,310 - $$31,994 = $316 while $32,635 - $32,310 = $325. Step 3 – Look to the “OCS” column immediately to the left of that dollar amount for the Overall Contribution Score (OCS). If the employee’s base salary is $32,310, the closest SPL is $31,994, and the OCS is 44. The OCS of 44 is the employee’s expected level of contribution, in relation to the employee’s base salary.

    22. The Expected Level of Contribution for a base salary of $32,310 is 44. Supervisors may also use the table on the previous page to explain the Normal Pay Range. Continuing with the example, the employee’s base salary is $32,310 and the employee’s expected OCS is 44 that places the employee on the Standard Pay Line and within the Normal Pay Range. This is the expected level of contribution.Supervisors may also use the table on the previous page to explain the Normal Pay Range. Continuing with the example, the employee’s base salary is $32,310 and the employee’s expected OCS is 44 that places the employee on the Standard Pay Line and within the Normal Pay Range. This is the expected level of contribution.

    23. What is the approximate OCS range to remain within the Appropriately Compensated region?

    24. A score less than 40 places this individual above the upper rail- Inappropriately Compensated -A.

    25. A score greater than 48 places this individual below the lower rail - Inappropriately Compensated - B

    26. Delta OCS and Delta Salary

    27. The Pay Pool Approved an OCS of 60.

    28. OCS score 60 - Expected OCS 44 = Delta OCS +16

    29. The Target Salary for MARCORSYSCOM is the Standard Pay Line (also called Beta 0). Compensation Adjustment Pay Pool Meeting Beta was set at –0- for CRI and CA for cy1999 Beta is a parameter that the Pay Pool manager can set to either 0, 1, -1 When Beta=1, the upper rail is used for computing target pay. When Beta=0, the standard pay line is used for computing target pay. When Beta=-1, the lower rail is used for computing target pay.Compensation Adjustment Pay Pool Meeting Beta was set at –0- for CRI and CA for cy1999 Beta is a parameter that the Pay Pool manager can set to either 0, 1, -1 When Beta=1, the upper rail is used for computing target pay. When Beta=0, the standard pay line is used for computing target pay. When Beta=-1, the lower rail is used for computing target pay.

    30. $43,950 is the target salary for OCS 60.

    31. OCS Salary $43,950 - Base Salary $32,310 = Delta Salary $11,640

    33. Compensation from the Pay Pool

    34. How Much of the Delta Salary Do I Get?

    35. How Much of the Delta Salary Do I Get? Slide is self explanatory.Slide is self explanatory.

    36. How Much of the Delta Salary Do I Get? 10% is Reserved for OTS and Special Act Awards 10% is Reserved for OTS and Special Act Awards

    37. How Much of the Delta Salary Do I Get? 4. Enter the OCS Scores and Salaries 326,601 X .90 = 293940 X .15 = 4409 326,601 X .90 = 293940 X .15 = 4409

    38. How Much of the Delta Salary Do I Get?

    39. How Much of the Delta Salary Do I Get? 6. Calculate Delta Salary and Total Positive Delta.

    40. How Much of the Delta Salary Do I Get? 7. Calculate Percent of Delta Salary to be given.

    41. How Much of the Delta Salary Do I Get?

    42. Part I - CCAS Salary Appraisal Each employee receives a copy PART I which contains their overall contribution score, Expected Score, Delta OCS and award amounts. The supervisor signs and dates PART I before presenting it to the employee. After discussion with the employee, the employee is asked to sign the form indicating discussion occurred, and may not constitute agreement, and a copy of the PART I AND PART II is provided to the employee.Each employee receives a copy PART I which contains their overall contribution score, Expected Score, Delta OCS and award amounts. The supervisor signs and dates PART I before presenting it to the employee. After discussion with the employee, the employee is asked to sign the form indicating discussion occurred, and may not constitute agreement, and a copy of the PART I AND PART II is provided to the employee.

    43. I hope you found this presentation informative. If you ever need Demo assistance, please feel free to contact any of the team members. Thank you and have a good day (morning, afternoon)I hope you found this presentation informative. If you ever need Demo assistance, please feel free to contact any of the team members. Thank you and have a good day (morning, afternoon)

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