DoD AcqDemo 2017 Regulation Implementation Guide

1. AcqDemoImplementation of the 2017 RegulationforSupervisors and HR Professionals DoD Civilian Acquisition Workforce Personnel Demonstration Project (AcqDemo) Fall 2017

2. Introduction • Administration, Expectations and Parking Lot • Administration • Sign in • Briefing Timing • Introductions • Expectations • Parking Lot • Ground Rules & Logistics • Rest Rooms • Breaks • Cell Phones / Other Electronic Devices • Questions and Parking Lot Review

3. Introduction Topics of Discussion • FRN Highlights • Classification Changes • Recruitment and Staffing Initiatives • Pay Administration • Contribution-Based Compensation and Appraisal System (CCAS) • Employee Development • Transition Timing and Support

4. FRN Highlights AcqDemo Purpose To enhance the quality, professionalism, and management of the DoD acquisition workforce through improvements in the efficiency and effectiveness of the human resources management system. It strives to support DoD’s efforts to create a professional, agile, and motivated workforce that consistently makes smart business decisions, acts in an ethical manner, and delivers timely and affordable capabilities to the warfighter.

5. FRN Highlights FRN Effective Date • Original design began in 1996 • Based on feedback from participating organizations and employees, AcqDemo is undergoing its largest update since the inception of the program • Updated FRN became effective 9 November 2017

6. FRN Highlights Program Eligibility Bargaining Unit Requirements / Rights Locality Pay Classification Process What’s NOT Changing Contribution-based Appraisal Steps Program Purpose All remain the same! CCAS Payout Calculations Appraisal Cycle Date Range Broadbands and Pay Ranges Competitive vs. Non-Competitive Actions

7. FRN Highlights 3 Factors Expanded Supervisory and Managerial Probationary Periods Supervisory & Team Leader Cash Differentials What IS Changing New Direct Hire Appointment Authorities Accelerated Compensation for Developmental Positions Expanded Detail and Temporary Promotion Length Additional Very High Score Options RIF Based Primarily on Performance Quality of Performance Rating

8. Classification Changes Discussion Topics • Classification Standards • Position Requirements Document (PRD) • Maximum Broadband Level • Classification Appeals

9. Classification Changes Classification Standards • 236 OPM Standards reduced to the 3 career paths covering 340 occupational series • NH – Business Management and Technical Management Professional • NJ – Technical Management Support • NK – Administrative Support • 3 factors now used for classification • Reduced from 6 factors • Duties, responsibilities, KSAs, and expected contribution level evaluated against these factors for the occupations grouped within each career path

10. Classification Changes Classification and Appraisal Factors Changing from 6 to 3 to reduce redundancy and time investment needed for appraisal decisions The new Factors are: • Job Achievement and/or Innovation - qualifications, critical thinking, calculated risks, problem solving, leadership, supervision, and personal accountability • Communication and/or Teamwork - communication, both verbal and written; interactions with customers, coworkers, and groups; and assignments crossing functional boundaries • Mission Support - understanding and execution of organizational goals and priorities; working with customers to develop a mutual understanding of their requirements; monitoring and influencing cost parameters or work, tasks, and projects; and establishing priorities that reflect mission and organizational goals

11. Classification Changes Factor Mapping Leadership/Supervision Job Achievement &/or Innovation Problem Solving Customer Relations Mission Support Resource Management Teamwork/Cooperation Communication &/or Teamwork Communication

12. Classification Changes Classification Standards • Classification process does not change • Based on assigned duties, determine title and series using OPM classification standards • Locate the desired occupational series and title in Appendix C of the Federal Register Notice to determine applicable Career Path • Apply broadband level descriptors to the duties and responsibilities to determine correct broadband level classification ~ Additional Component / Agency policy may apply ~

13. Classification Changes Position Requirements Document (PRD) • AcqDemo continues to utilize a Position Requirements Document (PRD) in place of the traditional position description • PRD now contains additional elements that need to be provided such as maximum broadband level, % of time of supervisory duties, etc. • Previous eleven PRD fillable templates have been updated, redesigned, and reduced to three—one for each career path. • Fillable PRD templates for each career path broadband level are on the AcqDemo website at acqdemo.hci.mil/PRD.html ~ Additional Component / Agency policy may apply ~ EXISTING PRD’s will need to be updated with new Factor descriptors and PRD format.

14. Classification Changes Maximum Broadband Level • Each AcqDemo position will now identify both current and full performance broadband levels in its career path • Candidates are selected competitively or through merit promotion for the lower broadband level • May be advanced to maximum broadband level without further competition • Maximum broadband level based on full performance level of position • Pay is capped at the maximum rate for the employee’s current broadband level

15. Classification Changes Classification Appeals • Final appellate level for AcqDemo employee appeals now DoD rather than OPM • Only occupational series, title, or broadband level can be appealed (no change) • DoD final AcqDemo appellate decisions are binding on all administrative, certifying, payroll, disbursing, and accounting offices within DoD DoD / DCPAS SUPERVISOR ORGANIZATION HEAD COMPONENT / AGENCY HEAD

16. Recruitment and Staffing Discussion Topics • Targeted Recruitment and Outreach • Veterans’ Preference • Direct Hire Appointment Authorities • Rule of Many • Expanded Supervisory and/or Managerial Probationary Periods • Expanded Detail and Temporary Promotion Authority • Expanded Voluntary Emeritus Authority

17. Recruitment and Staffing Targeted Recruitment and Outreach • Hiring managers now have the option of making on-the-spot tentative job offers at job fairs and other recruiting events • Must use AcqDemo noncompetitive or direct hiring authority • Managers make offers in consultation with their Human Resources Offices • Offers are contingent upon meeting appropriate requirements • Examples include public notice, clearing local priorities, security clearances, and/or certifications ~ Additional Component / Agency policy may apply ~

18. Recruitment and Staffing Veterans’ Preference • Eligibility under 5 U.S.C. 2108 and 2108a apply without change • Treated as a “positive factor” when making a selection from external sources • Detailed definition provided by participating organizations • Must be described in internal issuances and vacancy announcements • When making final selections, any candidates with veterans' preference should be considered for appointments if they are found to best meet mission requirements ~ Additional Component / Agency policy may apply ~

19. Recruitment and Staffing Enhanced Criteria Applicable to Direct Hire Appointment Authorities • In general, grants the head of a participating organization some new direct hire appointment authorities • To qualify for appointment, candidates must possess requisite educational degrees as defined by OPM and DoD qualification standards • New flexibilities apply to acquisition positions in a critical acquisition career field (DAWIA-covered) • In some cases, flexibilities also apply to positions in other career paths supporting acquisition positions at least 51% of the time • Adds new acquisition student intern appointment • Modifies Scholastic Achievement GPA requirements

20. Recruitment and Staffing Direct Hire Appointment Authority – NH Career Path • Head of participating organization authority • Qualified candidates may be directly hired into positions classified to NH career path • Applies to • DAWIA-covered positions and/or • Other NH positions supporting DAWIA-covered positions 51% or more of the time

21. Recruitment and Staffing Direct Hire Appointment Authority – Veterans • Head of participating organization authority • Qualified veteran candidates may be directly hired into positions classified to either the NH or NJ career path • Applies to • DAWIA-covered positions and/or • Other NH or NJ positions supporting DAWIA-covered positions 51% or more of the time

22. Recruitment and Staffing Direct Hire Appointment Authority – Student Interns • Head of participating organization authority • Students enrolled in a recognized baccalaureate degree program required to qualify for a DAWIA-covered position • Students enrolled in a recognized degree program providing the competencies, knowledge, skills, etc., required to qualify for a DAWIA-covered position • Additional essential credit hours or related experience in an acquisition-related field as defined by DoD internal issuances also considered qualifying

23. Recruitment and Staffing External Hiring Authority – Scholastic Achievement • Applies to qualified candidate appointments to DAWIA-covered positions with positive education requirements • NH-II grade point average (GPA) requirements • Baccalaureate degree - 3.25 or better (on a 4.0 scale) in occupation specific courses. Overall GPA of at least 3.0 on a 4.0 scale • Master’s or PhD Degree - At least 3.5 on a scale of 4.0 for courses in the field of study required for the occupation, but no relevant work experience • NH-III Master’s or PhD degree GPA requirements • At least 3.5 on a scale of 4.0 for graduate courses in the field of study required for the occupation • Relevant work experience may also be considered

24. Recruitment and Staffing Direct Hire Appointment Authorities Matrix* *General requirements only. Refer to Federal Register notice, sections II.B.4.b., c., d., and e. for specific requirements.

25. Recruitment and Staffing Rule of Many • ALL eligible applicants regardless of veterans’ preference may be referred when • Referral certificates have 25 applicants or less • Vacancies are for DAWIA coded or direct support positions • Veterans’ preference eligibility will be determined when making final selections • Veterans should be considered for appointments if they are found to best meet mission requirements

26. Recruitment and Staffing Expanded Supervisory and/or Managerial Probationary Periods • New supervisors not having previously completed a supervisory probationary period will be required to complete a 1-year probationary period • Additional supervisory probationary period of 1 year may be required when officially assigned to a different supervisory position constituting a major change in supervisory responsibilities

27. Recruitment and Staffing Expanded Supervisory and/or Managerial Probationary Periods • Example – Moving from a journeyman level supervisory acquisition position to a Critical Acquisition Position (CAP) or moving from a Critical Acquisition Position to a Key Leadership Position • COMPONENT EXAMPLES ADDED HERE

28. Recruitment and Staffing Expanded Supervisory and/or Managerial Probationary Periods • Employee may be returned to a comparable non-supervisory position at any time during the probationary period for conduct, supervisory contribution and/or performance reasons • Basic pay of non-supervisory position must be equal to that of the position held prior to placement in the supervisory position

29. Recruitment and Staffing Expanded Detail and Temporary Promotion Authority • Grants authority for non-competitive details and temporary promotions to higher broadband level positions for up to one year • Length increased from 120 day limit to not to exceed 1 year within a 24-month period • Applies to temporary promotion/detail actions among demonstration project positions

30. Recruitment and Staffing Expanded Voluntary Emeritus Authority • Provides theauthority to offer voluntary assignments and to accept the gratuitous services of: • AcqDemo retired or separated civilian employees who served in either DAWIA-covered positions or positions in direct support of DAWIA-covered positions • Non-AcqDemo DoD retired or separated civilian employees and former military members who worked in DAWIA-covered positions

31. Pay Administration Discussion Topics • Compensation Management • Pay Retention • Accelerated Compensation for Developmental Positions (ACDP) • Supervisory and Team Leader Cash Differentials • Highest Previous Rate • Special Act Award

32. Pay Administration Compensation Management – Philosophy • AcqDemo’s compensation philosophy embraces three basic principles: • Ensure adequate pay for the duties of the position • Recognize individual competency achievements • Reward contribution to mission • The program’s design incorporates several pay flexibilities to support this compensation philosophy

33. Pay Administration Compensation Management – Strategy • Develop a compensation strategy that aligns with AcqDemo compensation philosophy AND supports organizational strategic goals and objectives • Select available tools appropriate to sustain and enhance current and future workforce management needs • Balance individual contribution recognition with position value ~ Additional Component / Agency policy may apply ~

34. Pay Administration Compensation Management – Strategy • Remember not all positions should be paid to the top of a broadband • Develop internal guidance defining compensation management policies and procedures • Design a communication strategy to inform supervisors and employees • Provide copies of internal guidance to AcqDemo Program Office ~ Additional Component / Agency policy may apply ~

35. Pay Administration Compensation Management – Policy • Compensation policies need to be developed and institutionalized for the flexibilities associated with these pay setting opportunities. • Pay setting for new hires, reinstatement eligible and non-Demo Federal civilian employees • Supervisory and Team Leader cash differentials • Accelerated Compensation for Developmental Positions (ACDP) • Contribution-based Compensation and Appraisal System (CCAS) ~ Additional Component / Agency policy may apply ~

36. Pay Administration Compensation Management – Policy Examples • Utilization of Demo flexibilities – what, how, why • Organizational position management structure values • Level of effort • Required skills and/or certifications • Labor market competitiveness • Internal pay equity • Establish maximum basic pay within broadbands based on position management structure values • Manage CRI rollover and award distribution according to compensation management strategy decisions • Encourage use of non-monetary rewards • Peer recognition • Career development opportunities

37. Pay Administration Pay Retention • The 50% GPI annual pay adjustment may be reduced or denied if most recent: • Quality of performance rating is “Unacceptable” ~ Additional Component / Agency policy may apply ~

38. Pay Administration Pay Retention – Adverse or Contribution-based Actions • Ineligible for retained pay if placed into lower broadband as a result of adverse or contribution-based action • Pay willbe reduced for involuntary change to lower broadband level • Percentage determined by Participating Organization • Pay set no lower than assigned broadband basic pay minimum • The 6% minimum reduction in pay under an adverse action has been removed

39. Pay Administration Accelerated Compensation for Developmental Positions (ACDP) • ACDP employees: • Are in DAWIA-covered positions OR positions that support DAWIA-covered positions at least 51% of the time • Classified to NH I, II, and III broadband levels • Participate in formal training programs, internships, or other developmental capacities • Demonstrate successful or better growth and development in job-related competencies • Exceed contribution expectations associated with their EOCS ~ Additional Component / Agency policy may apply ~

40. Pay Administration Accelerated Compensation for Developmental Positions (ACDP) • Provides opportunity to increase pay twice per CCAS appraisal cycle • Cannot be less than 6 months between increases • Basic pay increase may not exceed 10% • Increase in pay will trigger an increase in employee’s EOCS • ACDPs will not be funded by pay pool allocations ~ Additional Component / Agency policy may apply ~

41. Pay Administration ACDP Career Ladder Example Promotion to Max Broadband Level Beginning Year #4 10% Increase in Base Pay = $64,662 New EOCS = 63 ACDP Adjustment Beginning Mid-Year #3 10% Increase in Base Pay = $58,784 CCAS Adjustment Beginning Year #3 New EOCS = 58 10% Increase in Base Pay = $53,440 New EOCS = 53 ACDP Adjustment Beginning Mid-Year #2 10% Increase in Base Pay = $48,82 CCAS Adjustment Beginning Year #2 New EOCS = 49 10% Increase in Base Pay = $44,165 New EOCS = 44 ACDP Adjustment Beginning Mid-Year #1 10% Increase in Base Pay = $40,150 New EOCS = 39 New ACDP Placement Beginning Year #1 Starting Position = NH II / Max Broadband Level Position = NH III Base Pay = $36,500 and EOCS = 34

42. Pay Administration Supervisory and Team Leader Cash Differentials • Intended to incentivize and compensate supervisors and team leaders • A cash differential is NOT included as part of basic pay • Can be effectively applied when: • Inequities exist between supervisory and non-supervisory subordinate pay • Positions are extremely difficult to fill • Organizational level and scope, difficulty, and value of position warrants additional compensation • Supervisory differential may be between 0% and 10% of basic pay • Team leader differential may be between 0% and 5% of basic pay • Reviewed annually with CCAS Assessment to validate continuing need • May be terminated or reduced ~ Additional Component / Agency policy may apply ~

43. Pay Administration Highest Previous Rate (HPR) • Additional pay setting tool to be considered for a number of placement actions • Permits setting pay at a higher rate than a rate established under normal AcqDemo rules • Uses higher rate of basic pay employee received in another Federal job • Use of AcqDemo HPR subject to discretion and policies of the Head of the Participating Organization • Rules for use are consistent with those used under the General Schedule ~ Additional Component / Agency policy may apply ~

44. Pay Administration Performance Awards • Title 5 U.S.C. non-rating based awards available to AcqDemo participating organizations • Separate from CCAS contribution awards • Not part of pay pool funding • Special Act awards of $25,000 or less can be granted to covered employees • Must comply with DoD, Component, or Agency criteria and instructions • Subject to AcqDemo Service Acquisition Executive approval • Subject to the aggregate limitation on pay ~ Additional Component / Agency policy may apply ~

45. Contribution-Based Compensationand Appraisal System (CCAS) Discussion Topics • Factors • Very High Score • CRI Carryover • Quality of Performance • Reduction-In-Force (RIF)

46. Contribution-Based Compensationand Appraisal System (CCAS) Factors • 6 factors revised to 3 new factors • Job Achievement and/or Innovation • Communication and/or Teamwork • Mission Support • For contribution scoring purposes, the 3 factor scores are averaged to determine employee’s OCS Contribution plans should be analyzed, and possibly modified, to ensure they are targeting the proper Expected Contribution Range (ECR) for each employee based on the new factor descriptors.

47. Contribution-Based Compensationand Appraisal System (CCAS) Very High Score • Very High scoring now has 3 options – High, Medium and Low with corresponding numerical scores • Factor level descriptors are available to define Very High Score at the mid-level • Same for all 3 factors ~ Additional Component / Agency policy may apply ~

48. Contribution-Based Compensationand Appraisal System (CCAS) CRI Carryover • When a resulting CRI (increase in basic pay) exceeds a control point in or the maximum basic pay of an employee’s broadband level, the pay pool panel may authorize a CRI carryover • Amount exceeding control point or the maximum of the broadband level is added to contribution award (CA) • Federal Register Notice language modified to include CRI carryover option to control points ~ Additional Component / Agency policy may apply ~

49. Contribution-Based Compensationand Appraisal System (CCAS) Quality of Performance • CCAS now includes assessment of the quality of performance an employee demonstrates in achieving his/her expected contribution results during an appraisal cycle • Complies with title 10, U.S.C 1597(f), Reduction in Force (RIF) rules for DoD • Quality of Performance rating assigned to each factor in addition to contribution factor scores • Average of three performance factor ratings translates to the annual rating of record for employee development, selection, and RIF

50. Contribution-Based Compensationand Appraisal System (CCAS) Quality of Performance — Level Definitions ~ Additional Component / Agency policy may apply ~