WORKFORCE
can take months to complete the process from start to finish. Te Office of Personnel Management can grant agencies authorization to use DHA to fill certain job positions—specific occupational series, grades or geographic locations—when a shortage of expe- rienced candidates exists.
Te Army anticipates the possibility that the acquisition work- force will decline in the coming years. To stay ahead of a potential staffing shortage, the AcqDemo project authorizes the use of DHA. With this authorization, vacancies for acquisition-coded positions may be filled by qualified candidates possessing at least a bachelor’s degree. DHA may also be used to fill positions that are categorized as non-acquisition but will involve direct support of an acquisition position at least 51 percent of the time.
A NEW WAY TO MOVE UP THE LADDER While performance level is considered a factor in the GS system, WGIs rely most heavily on longevity. According to the results of the 2022 Federal Employee Viewpoint Survey (page 32), when employees were asked how poor performers are addressed in their agency, 42 percent of respondents answered that the poor performers “remain in the work unit and continue to underper- form.” In the GS system, an employee is expected to perform their job at an acceptable level and if the employee fails, then a WGI can be withheld. However, in April 2021, a study conducted by the U.S. Merit Systems Protection Board (MSPB) determined that denials of WGIs for poor performers are uncommon. Te MSPB survey results stated “that more than one in four super- visors believes they have at least one employee who is not at an acceptable level of competence. If each supervisor had 10 employees, that would suggest a WGI denial rate of at least 1 in 40. Personnel action data reflects a much lower rate, just over 1 in 1,000.” So, if WGIs and salary increases are not commonly denied when performance levels are not met, how does this incen- tivize poor performers to improve? More importantly, there is the morale of those who perform at higher levels to consider.
With typical progression in the GS system primarily depend- ing on years of service in the workforce, the AcqDemo project has a different approach for upward mobility. Instead of rely- ing on years of service and by eliminating WGIs, employees covered under AcqDemo are rated on their performance and their contributions made to the mission. Since AcqDemo is a contri- bution-based performance system, it presents an opportunity for federal employees to advance more quickly in pay compared with its GS counterpart.
Fundamental to the AcqDemo project is the Contribution- Based Compensation and Appraisal System (CCAS), a rating and performance management system. CCAS is used to measure an employee’s contribution to the mission as well as how well the employee is performing. Te system consists of three main elements: the contribution plan, the midpoint review and the annual assessment. Employees are offered the option to write self-assessments at the midpoint review and annual assessment, providing an opportunity to highlight their accomplishments. High-performing employees are rewarded with larger-than-aver- age basic pay increases. As a result, AcqDemo can provide more flexibility when it comes to compensation. With this flexibility, an employee who is performing the job at or above expectations can move up in the salary pay band at a much quicker pace than it takes to move from step one to step ten in the GS system. And since broadband levels are comparable to GS grades, salaries are consistent with those that are covered under the GS pay scale.
WHAT OTHER CHANGES ARE THERE? It is commonly known that GS employees in the federal govern- ment are offered a comprehensive benefits package. While AcqDemo’s primary changes include job series classifications and broadbanding, performance ratings and a simplified hiring process, all employee benefits remain in place. AcqDemo employ- ees are offered the same insurance options, retirement plans, leave accruals, legal protections, etc., as an employee covered under the GS system. Te following employee benefits remain in place under the AcqDemo project:
• Health, dental and vision insurance. • Life insurance. • Retirement plans. • Leave accrual. • Work schedules. • Travel and allowances. • Veteran’s preference. • Merit system principles. • Prohibited personnel practices. • Anti-discrimination laws. • Whistleblower protection. • Fundamental due process.
Additionally, since AcqDemo broadbands are based on a combination of GS grades, each year—if there is a general pay
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