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NSPS Transition Planning Update Brown Bag

NSPS Transition Planning Update Brown Bag. Linda Jardine BUPERS Total Force HR 6 Apr 2010. Agenda. Filling Vacancies During Transition Termination Blueprint Guidance for Interim Performance System Answers to Frequently Asked Questions. Filling Vacancies During Transition.

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NSPS Transition Planning Update Brown Bag

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  1. NSPS Transition Planning UpdateBrown Bag Linda Jardine BUPERS Total Force HR 6 Apr 2010

  2. Agenda • Filling Vacancies During Transition • Termination Blueprint • Guidance for Interim Performance System • Answers to Frequently Asked Questions

  3. Filling Vacancies During Transition • Personnel actions that are received by HRSC prior 1 Mar 2010 shall be NSPS • Effective 1 Mar 2010, competitive placements for NSPS vacancies shall be filled under the General Schedule (GS) • Non-competitive placement of NSPS employees shall be NSPS until the transition date. • Career ladder promotion, reassignment, temporary promotion NTE 180 days, etc. Date added: 2/23

  4. Termination Blueprint – The Starting Point • Executing the plan • Begin to map NSPS positions to GS grades • Maximum use of legacy GS position descriptions • Employee is assigned to same position held at the time of conversion into NSPS with no change to duties • Employee is assigned to a different position held at the time of conversion but there is a current valid GS classified position description • Employee is assigned to a new position created under NSPS with no existing GS classified position description Date added: 3/1

  5. Termination Blueprint – The Starting Point This is not a means to re-write PDs to increase an individual’s pay. It is the position NOT the individual being reviewed. All re-written PDs will go through the current approval process INCLUDING command level Position Management review prior to being classified. 8/14/2014 Date added: 3/9 5

  6. Termination Blueprint Phase 1: Validate PDs to determine GS Grade Does legacy position description exist for incumbent? Yes No Compare current pay to validated GS Grade Does legacy position description exist for position? Yes No Classify position Assumption: legacy position descriptions are valid Date added: 3/1

  7. Termination Blueprint Phase 1: Validate PDs to determine GS Grade Phase 2: Validate Pay to determine Step Does legacy position description exist for incumbent? Employee is granted pay retention If current pay is above classified grade Yes No If current pay is within classified grade Pay is rounded up to next step in grade Compare current pay to validated GS Grade Does legacy position description exist for position? Yes Pay is set at Step 1 of classified grade If current pay is below classified grade No Classify position Assumption: legacy position descriptions are valid Date added: 3/1

  8. Termination DOD Internet Resources Classifying Positions under GS: A Primer for Supervisorshttp://www.cpms.osd.mil/NSPS/CP_WBT/index.htm Conversion from NSPS to GS Guidance January 2010 http://www.cpms.osd.mil/nsps/docs/HRprac_NSPStoGS_Class%20Guidance_Final_01_22_10_UNTRKD.pdf 8/14/2014 Date added: 3/9 8

  9. Guidance for Interim Performance System System applies to non-bargaining employees transitioning from NSPS to GS legacy personnel system • Performance plans shall include 3-5 objectives and standards (i.e., indicators) aligned to mission and appropriate to the level of the position • At least one mid-year performance review and one year-end final discussion required • Performance improvement plan (PIP) required for unacceptable rating on any objective • Minimum appraisal period of 90 days under an approved performance plan for rating eligibility • Carry forward and leverage NSPS objectives • Objectives evaluated for recognition and rewards options • The average of the evaluation on ALL objectives acts as the gateway for varying levels of rewards and recognition 8/14/2014 Date added: 2/16 9

  10. Guidance for Interim Performance System System applies to non-bargaining employees transitioning from NSPS to GS legacy personnel system • Two levels of summary ratings • Acceptable • Unacceptable • Unacceptable rating received if one or more objectives are evaluated at a 0 • Employees receiving an unacceptable rating are eligible for GPI but delay eligibility for aWIGI • An unacceptable rating must be preceded by documented counseling and notice of failure to perform • Acceptable rating received if all objectives are evaluated at a 1 or better • Employees receiving an acceptable rating are eligible for GPI and WIGI • Employees with an acceptable rating may be considered for further recognition and rewards 8/14/2014 Date added: 2/16 10

  11. Performance Management DOD Internet Resources Performance Management: A Tool to Achieve Resultshttp://www.cpms.osd.mil/NSPS/PM_WBT/index.htm Managing My Performance: A Guide for Employees http://www.cpms.osd.mil/nsps/docs/mmm_employee_guide.pdf Managing Employee Performance: A Guide for Supervisors http://www.cpms.osd.mil/nsps/docs/mep_supervisor_guide.pdf 8/14/2014 Date added: 3/9 11

  12. Grade and Pay Determination • Q. When I transition to the General Schedule (GS) system, how will my grade and pay be determined? • A. Based on application of GS classification criteria to your assigned duties and responsibilities, your permanent position will be classified to a GS grade. Once the grade is determined, your current salary will be set on a step within the rate range for your assigned grade using GS compensation rules as listed on the next slide: Date added: 2/23

  13. Grade and Pay Determination (continued) • If your NSPS adjusted salary falls between two steps, your salary will be set at the higher step. • If your NSPS adjusted salary falls below step 1 of the grade, your salary will be set at the step 1 rate. • If your NSPS adjusted salary exceeds step 10 of the grade, you will be placed on retained pay. Retained pay is a provision under the GS system that allows employees whose salary exceeds Step 10 of their assigned grade to keep their pay. Date added: 2/23

  14. Grade and Pay Determination (continued) • Q. Who determines my grade? • A. Based on the duties and responsibilities assigned by your supervisor, a Human Resources Specialist determines your grade using GS classification criteria.. Date added: 2/23

  15. Grade and Pay Determination (continued) • Q. If I converted into NSPS from a GS-12 permanent position and my duties and responsibilities have not changed, will I be transitioned from NSPS at the GS-12 grade level? • A. Yes. Employees who remain in the position from which they were converted to NSPS will return to the GS grade they were previously assigned. However, a change in duties or a change in the classification criteria may result in a different grade. Your grade will be determined using GS classification criteria and is based on your permanent duties and responsibilities assigned by your supervisor. Date added: 2/23

  16. Grade and Pay Determination (continued) • Q. If I converted into NSPS from a GS-9 permanent position but my salary is between the GS-11 steps 3 and 4, will I be transitioned from NSPS at the GS-11 grade level? • A. Not necessarily. A change in duties or a change in the classification criteria may result in a different grade. Your grade will be determined using GS classification criteria and is based on your permanent duties and responsibilities assigned by your supervisor, not on your current salary. Date added: 2/23

  17. No Loss of Pay • Q. What does the phrase “no loss of or decrease in pay upon conversion” really mean? • A. No loss of or decrease in pay upon conversion means that an employee’s pay upon conversion will not decrease because of the termination of NSPS. Date added: 2/23

  18. Date of Last Equivalent Increase (DLEI) • Q. How is the date of last equivalent increase determined • A. Generally, the date of last equivalent increase (DLEI) will be established by an event where the employee’s pay was increased, or there was an opportunity for an increase in the employee’s pay within the pay band (e.g. promotion to a higher band, a within band increase other than general salary increase, or a zero increase when there was an opportunity for increase). Date added: 3/23

  19. What We Don’t Know Yet How career ladder positions will be impacted How bonuses/awards will be paid out for the FY10 and future performance cycles How reconsiderations for FY10 will be handled. Date added: 2/23

  20. Tuesday Brown Bag / DCO Schedule 1st Tuesday @ 1400 CT – DCO (Apr 6) https://connect.dco.dod.mil/bupersnsps 2nd Tuesday @ 1130 CT – Brown Bag (Apr 13)CNRC Bldg 784, Russell B. Johnson Building, Conference rooms A, B, &C. 3rd Tuesday @ 1400 CT – DCO (Apr 20) https://connect.dco.dod.mil/bupersnsps 4th Tuesday @ 1130 CT – Brown Bag (Apr 27)NPC Bldg 769, Wood Hall,Room 145 A and B. Date added: 1/26

  21. QuestionsMILL_NSPSPMO@navy.mil http://www.npc.navy.mil/AboutUs/BUPERS/HumanResources/CivilianPersonnel/NSPSTransition/ BUPERS Transition Management Office Regina Lambert, Director Regina.Lambert@navy.mil Date added: 1/26

  22. Backup Slides

  23. Recap Transition Requirements DON transition plan Proposed performance management recognition and rewards program Next steps and schedule Date added: 1/26

  24. Transition Requirements • With respect to NSPS termination, NDAA 2010 requires that: • All NSPS employees and positions must be transitioned out of NSPS to a successor statutory personnel and pay system by not later than January 1, 2012; • Employees will not suffer any decrease in or loss of current pay upon transition out; Date added: 1/26

  25. DON Transition Plan Goals • Transition from NSPS in an open, strategic and orderly manner • Mindful of DEPSECDEF guidance and Congressional intent • Consistent with DON mission • Provide opportunity for education, change management and quality control efforts • Continue to recognize and reward employees in meaningful ways • Sustain rigor in performance using existing authorities • Leverage capability of the two-level system • Engage the workforce through communication and education • Collaborative development of transition plan • Command leadership, human resources community, Command project managers, DoD • Various options considered, reviewed Date added: 1/26

  26. Issues & Constraints • Challenges in transitioning out of NSPS. • Bargaining obligations • Availability of automation • Development and implementation of change management processes • Resources and capability Date added: 1/26

  27. DON Proposed Transition Plan(with Automated Tool) Date added: 1/26

  28. Transition Timeline Considerations - Payout Options Date added: 1/26

  29. Preparing for the Transition • This is a HUGE change management effort • Transitioning out in 2010 means no 2011 payout despite being on standards for 9-12 months • What are we doing now • HR Liaisons / Managers - begin to map NSPS positions to GS grades • Engage and communicate with workforce • Ensure employees have objectives for FY2010 • http://www.npc.navy.mil/AboutUs/BUPERS/HumanResources/CivilianPersonnel/NSPSTransition/ Date added: 1/26

  30. Proposed Transition Timeline: NSPS to GS(With Automated Tool) Employees transitioning in 2010 no longer eligible for NSPS payouts Date added: 1/26

  31. Strategic Goals Affirm Congressional and DEPSECDEF intent to recognize and reward employee performance • Ensure objectives are aligned to mission, measurable and outcome-based • Sustain rigor in performance using existing authorities • Take advantage of existing recognition and rewards flexibilities and establish a DON-wide framework • Adds capability to two-level system • Recognizes employee achievements and results • Rewards employee excellence and innovation Date added: 1/26

  32. Recognition and Rewards Guidance • Each objective evaluated for recognition and rewards options • The average of the evaluation on ALL objectives acts as the gateway for varying levels of recognition and rewards • Different performance standards for categories of positions • Entry • Journey • Expert • Acceptable summary rating required for recognition and reward options • A minimum of 1.25% of salaries shall be budgeted and executed for use in recognition and rewards Date added: 1/26

  33. Guidance for Interim Performance System System applies to non-bargaining employees transitioning from NSPS to GS legacy personnel system • Performance plans shall include 3-5 objectives and standards (i.e., indicators) aligned to mission and appropriate to the level of the position • At least one mid-year performance review and one year-end final discussion required • Performance improvement plan (PIP) required for unacceptable rating on any objective • Minimum appraisal period of 90 days under an approved performance plan for rating eligibility • Carry forward and leverage NSPS objectives • Objectives evaluated for recognition and rewards options • The average of the evaluation on ALL objectives acts as the gateway for varying levels of rewards and recognition Date added: 2/16

  34. Guidance for Interim Performance System System applies to non-bargaining employees transitioning from NSPS to GS legacy personnel system • Two levels of summary ratings • Acceptable • Unacceptable • Unacceptable rating received if one or more objectives are evaluated at a 0 • Employees receiving an unacceptable rating are eligible for GPI but delay eligibility for aWIGI • An unacceptable rating must be preceded by documented counseling and notice of failure to perform • Acceptable rating received if all objectives are evaluated at a 1 or better • Employees receiving an acceptable rating are eligible for GPI and WIGI • Employees with an acceptable rating may be considered for further recognition and rewards Date added: 2/16

  35. Unacceptable(0) Eligible for GPI Only Acceptable(1-3)Eligible for GPI & WIGI Framework for Performance Recognition and Rewards Performance Management Senior leadership sets mission and goals Rating official and employee set aligned objectives Rating official monitors and evaluates performance Recognition and Rewards Framework Standards Results 1-1.49 Up to $X Standards Results 1.5-2.49 Up to $Y Standards Results 2.5-3 Up to $Z Eligible for QSI * $X, $Y and $Z to be determined Date added: 1/26

  36. Applying the Performance Standards 2.25 Average of Standards: Recognition and Rewards Framework Standards Results 1-1.49 Up to $X Standards Results 1.5-2.49 Up to $Y Standards Results 2.5-3 Up to $Z Eligible for QSI ObjectivesStandards Objective 1 (Processing Actions): 2 Objective 2 (Customer Service): 3 Objective 3 (Special Emphasis): 3 Objective 4 (Self Development): 1 Date added: 1/26

  37. Performance Management Systems NSPS • Objectives aligned to mission • Performance benchmarks • 5 performance levels • Ability to differentiate between levels of contribution • Ability to reward with bonus • Greater ability to reward with salary increases • 85% receive payout based on performance • Pay pool panel vets performance ratings and rewards to ensure consistency and equity • Ability to hold people accountable Enhanced Capability with Legacy System • Objectives aligned to mission • Performance benchmarks • 2 performance levels • Ability to differentiate between levels of contribution • Ability to reward with bonus • Limited ability to reward with salary increases • 1-3% receive QSIs based on performance (based on historic data) • Awards Review Board reviews rewards to ensure consistency and equity • More difficult to hold employees accountable Date added: 1/26

  38. Engage the workforce through communication and education Date added: 1/26

  39. Communication & Change Management Goals/ Strategy Date added: 1/26

  40. Communication & Change Management Goals/Strategy Date added: 1/26

  41. BUPERS Transition Team Regina Lambert - BUPERS Transition Lead Linda Jardine – BUPERS Deputy Transition Lead Ed Dale - BUPERS Melba Howard - BUPERS Michell Howard - BUPERS Candice Starks - BUPERS Jennifer Blevins – NPC Cortez Ward - NPC Pat Spakes – NRC Sharon Cummings - NRC Roberto Chang - NRC Ron Scroggins - NAVMAC LT Craig Leonard - NAVMAC YNC Shumaker - NPRST Brewster Schenck – Brig Mirarmar Peggy Crowder – Brig Charleston Ed Grant – Brig Charleston Jim Lamb – Brig Chesapeake Date added: 1/28

  42. DON Scope of Transition Date added: 1/26

  43. NSPS Performance-Based Payouts (Pay Pool) Salary Increases Bonuses Chapter 45 Awards Funding Allocation* 2.7% *based upon historical spending General Schedule Quality-Step Increases Chapter 45 Awards Funding Allocation QSI = .2% Bonus = 2.5% Funding for rewards & recognition – applies to transition year Date added: 2/16

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