A BATTLE OF PAY SYSTEMS: GS VS. ACQDEMO
the waiting period is one year per step to move through steps one through three; two years per step to move through steps four through six; and three years per step to move from step seven through step ten. In most instances, a new federal employee hired into the GS system will begin at step one of the applicable GS grade. Terefore, it typically takes an employee in the GS system 18 years to progress from step one to step ten within the same grade. In addi- tion to grades and steps, job positions in the GS system are classified into 22 occu- pational families that include more than 400 occupational series.
While still retaining occupational series and job titles, AcqDemo’s streamlined manner of broadbanding replaces the occupational families by dividing the acquisition workforce into three career paths; each career path consisting of three
or four broadband levels. Te broadband levels also combine several GS grades into one, eliminating the use of steps.
Te career paths and broadband levels include Business Management and Tech- nical Management Professional (NH), Technical Management Support (NJ) and Administrative Support (NK). Te Business Management and Technical Management Professional path and the Technical Management path each contain four levels (level I through level IV) while the Administrative Support path contains three levels (level I through level III). By restructuring the GS grades and occu- pational families into career paths, this allows for a more competitive recruitment of qualified candidates. It also allows the use of broader pay ranges to set pay. With this capability, agencies can attract and retain talented employees. In conjunction
with competitive recruitment and salary, the broadband levels allow more oppor- tunities for current employees to transfer into different positions and career paths, if desired.
In a continuing effort to attract a high- quality workforce, the federal government is making attempts to expedite the hiring process. One of those efforts includes the authorization to use direct-hire author- ity (DHA). DHA allows agencies to fill job vacancies by eliminating some of the traditional hiring procedures such as the rating of applicants. DHA also presents the option to set limits on the number of applications received in an effort to control a large number of applicants. Many poten- tial employees are discouraged by the length of time it takes to complete the federal government’s hiring process. After the initial submission of an application, it
BROADBAND LEVELS
AcqDemo’s broadbanding divides the acquisition workforce into three career paths; each career path consisting of three or four broadband levels and eliminates the use of steps. (Graphic by U.S. Army Acquisition Support Center)
108
Army AL&T Magazine
Fall 2023
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