STRL 2012 End of Cycle Guidance

1. STRL 2012 End of Cycle Guidance • STRL Timeline • Eligibility • Pay Pools • Purpose • Structure • Process • Notification and Reconsideration

2. STRL Timeline Jul Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sep Oct STRL Cycle STRL Payout STRL Payout Effective 10/7/12 Interim Review Annual Review & Next Year’s Contribution plans established Annual Review & Next Year’sContribution plans established • Annual Review and Pay Pools • 2 Jul - Annual selfassessments due • 26 Jul - Supervisor annual assessments due • Rating - Acceptable or Unacceptable • Score and Compensation – entered in tool • 6 - 10 Aug – 1st Week Sub Pay Pools • 13 - 17 Aug – 2nd Week Sub Pay Pools • 20 -21 Aug – 3rd Week Sub Pay Pools (as applicable) • 27 - 31 Aug - Command Pay Pool

3. Rating, Scoring, and Compensation Supervisors determine rating Acceptable / Unacceptable (if failed PIP –consult with employee relations) Supervisors enter score and compensation recommendations into STRL tool Will submit in tool to HLR/Pay Pool Tool available for entry 16 July Must finish entering data by 26 July Pay Pools 27 July – 31 Aug Employee Notification and Payout Notices available to distribute 10/2 Completed distribution of notices by 10/23 Payout Effective 10/7 (in check on 10/26) STRL Timeline • Contribution Plans • PDF copies should be archived either in Contribution Reporting Tool or TRIM (offline plan) • Interim Assessments • PDF copies archived in TRIM • Annual Assessments • Form • Use same PDF used for interim assessments • Employees should have received a copy after interim • Self-Assessments – Due by 2 July • Email to your supervisor • Supervisor Assessments – Due by 26 July • Send copy to Pay Pool Administrator for pay pools/archiving

4. Eligibility • Employees must be on duty 90 days to receive a score • For new hires this means on board by 2 April • Expected scores and payouts are based on the salary on 30 Jun • If an employee changes supervisors between 2 Apr and 30 Jun, the gaining supervisor will do the final assessment, rating, and recommend a score and compensation decision • The losing supervisor is required provide the gaining supervisor with an assessment of work to date, recommended rating, and recommended element scores

5. Purpose of Pay Pools For more information see the SSC STRL Joint Implementation Manual • Pay Pools exist to: • Ensure the benchmarks are consistently applied • Verify scoring decisions are equitable • Verify compensation decisions are equitable • Pay Pool Roles and Responsibilities • Executive Director • Oversight of all pay pools • Command Pay Pool Manager (PPM) • Manages pay pools, ensure consistency and equity, resolves discrepancies, approves score/compensation recommendations • Sub Pay Pool Managers • Manages sub pay pools, ensure consistency and equity, resolves discrepancies • Pay Pool Panels • Consist of supervisors and managers • Review supervisor recommended scores and compensation decisions to ensure consistency and equity

6. Pay Pool Structure Executive Director Christopher Miller Pay Pool Manager 10000 Finance Virginia Pitts (A) 20000 Contracts William Paggi 30000 Legal Mike Roys 40000 Logistics & Fleet Support Carol Smith (A) 50000 Engineering Andrew Mansfield 60000 Program Management Pete Van 70000 Science & Technology Dr. Al Emondi 80000 Corporate Operations Frank McAlhany 52000 Enterprise Sys Engr/ NetCentricEngr & Integration Steven Torlay 11000 Comptroller Virginia Pitts (A) 41000 Fleet & Customer Support Debra Wilbanks 61000 Acq Policy, Processes & Tools Kay Swann 81000, 83000, 85000, 80E00 Corp Ops 1 Gary Caldwell 12000 Business/Resource & Financial Mgt Anthony Jones 42000 Installations Mike Johnson 82000, 84000, 87000, 89000 Corp Ops 2 Eleanor Aldrich 62000 Acq Force Mgt Dan Kilcoyne 54000 Comm Apps, Svc, Integ & Infrastruct Kathryn Murphy (A) 43000 Integrated Logistics Support Brad Hoisington 63000 Program Management Personnel & Support Mike Johnston 55000 Comms & Networks David Smoak • Pay Pool Dates 27 July – 31 Aug • 27 July – 3 Aug Pay Pool Admin processes data • 6 - 9 Aug 1st Week Sub Pay Pools • 10 Aug Pay Pool Admin processes data • 13 – 16 Aug 2nd Week Sub Pay Pools • 17 Aug Pay Pool Admin processes data • 20 -21 Aug 3rd Week Sub Pay Pools (as applicable) • 17 – 24 Aug Pay Pool Admin processes data • 27 - 31 Aug Command Pay Pool 56000 Intel, Surv & Recon/ Info Ops Mike Shafer Command Pay Pool 3rd Week Sub Pay Pool 57000 Space Sys Engr Norris Mitchell 2nd Week Sub Pay Pool 58000 Information Assurance Erick Fry 1st Week Sub Pay Pool* 59000 Test, Eval & Cert Jeff King *There may be additional lower level sub pay pools in 1st week .

7. Pay Pool Processes • Review Scoring Recommendations • Pay Pool is not required to review individual written assessments, but may review an assessment if there is a question • All assessments are read by supervisors and signed off on by the higher level reviewer • Pay Pools will review various views of the scoring data • Supervisors must justify any score that is questioned • There is not a target distribution of employees to zones • Reviewing Compensation Recommendations • Pay Pools are looking to see that • Similar contributions being rewarded equitably • Compensation is being aligned with employee contribution • Supervisors must justify any compensation recommendation that is questioned • Scores and Compensation Decisions are not final until approved by the Command PPM

8. Recommended Scoring Views For All Pay Pools • Summary statistics • Review percent of employees in each Zone by supervisor and/or sub pay pool • Information by individual employees • Employees in Zones 3 and 5 • Employees who scored above 9 or less than 1 • Reviewing the employees at the top salary in their pay band • NM 4 scores - assessed scores greater than 7 • Items requiring Command PPM approval • Seamless Pay Band Transition potential candidates (scores above 9) • Requires 2 years above 9 to be candidate • 2012 is baseline year; first year for actual candidates will be 2013

9. Compensation Matrix No salary increase can move the employee into Zone 4 Salary increases >6% or over the Normal Pay Line must be reviewed by the Command PPM Upper Bonus Threshold may be increased to 3.5% for those with scores >9.0 Salary increases of <0.5% are allowed only if employee is within 0.5% of top of band Salary increases over the top of the band will convert to bonus Command PPM may approve up to 0.5% bonus for employees in zone 4

10. Recommended CompensationViews For All Pay Pools • Summary Budget Statistics • Salary, Bonus, and Total available, allocated, remaining • Summary Payout Statistics • Average payout, average salary and average bonus • Information by individual employees • Are similar delta scores compensated equitably (be cognizant of zone boundaries) • Items requiring Command PPM approval • Any employee in Zone 4 who receives a bonus • Any salary increase of more than 6% • Any salary increase over the Normal Pay Line

11. Notification and Reconsideration • Employees are to be notified of their Rating and Scores no later than 23 October • Employees must be on board on the payout effective date (7 October) to receive payout (salary or bonus) • Employees may challenge their Rating or Element Scores and Overall Score • Compensation decisions may not be challenged • Reconsideration Process • Employee submits request to the Command PPM within 15 calendar days of notification • Command PPM reviews and issues a decision within 30 days • Employee may appeal that decision to the Executive Director within 5 days • Executive Director reviews and issues a final decision within 30 days