CONTRIBUTION! FIGURE 1


SALARY TABLE 2017-GS (BASE) Incorporating the 1% General Schedule increase effective January 2017


Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10


1 2 3 4 5 6 7 8 9


10 11 12 13 14 15


18,526 20,829 22,727 25,514 28,545 31,819 35,359 39,159 43,251 47,630 52,329 62,722 74,584 88,136 103,672


19,146 21,325 23,485 26,364 29,497 32,880 36,538 40,464 44,693 49,218 54,073 64,813 77,070 91,074 107,128


19,762 22,015 24,243 27,214 30,449 33,941 37,717 41,769 46,135 50,806 55,817 66,904 79,556 94,012 110,584


20,375 22,599 25,001 28,064 31,401 35,002 38,896 43,074 47,577 52,394 57,561 68,995 82,042 96,950 114,040


NH-02 NJ-02


20,991 22,853 25,759 28,914 32,353 36,063 40,075 44,379 49,019 53,982 59,305 71,086 84,528 99,888 117,496


21,351 23,525 26,517 29,764 33,305 37,124 41,254 45,684 50,461 55,570 61,049 73,177 87,014


102,826 120,952


21,960 24,197 27,275 30,614 34,257 38,185 42,433 46,989 51,903 57,158 62,793 75,268 89,500


105,764 124,408


BUSINESS MANAGEMENT AND TECHNICAL MANAGEMENT PROFESSIONAL NH-01


NH-03


18,526 - 33,164 GS-01 to GS-04


18,526 - 33,164 GS-01 to GS-04


ADMINISTRATIVE SUPPORT NK-01


18,526 - 33,164 GS-01 to GS-04


28,545 - 68,025 GS-05 to GS-11


TECHNICAL MANAGEMENT SUPPORT NJ-01


28,545 - 50,904 GS-05 to GS-8


NK-02


28,545 - 45,970 GS-05 to GS-7


MORE ROOM TO ADVANCE


A comparison of the 2017 GS and AcqDemo pay tables illustrates the greater flexibility afforded by the AcqDemo broadbands, which increase the maximum salary for a given position. The General Schedule, by comparison, creates rigidity in career progression. (Graphics by U.S. Army Acquisition Support Center and Jerold A. Lee, Army AcqDemo Program)


recruitment, formance management,


staffing, classification, per- compensation


and employee development. Te purpose of the project is to enhance the quality, professionalism and management of the DOD acquisition workforce through improvements in the efficiency, effective- ness and agility of the human resource management system. AcqDemo not only provides a system that retains, recognizes and rewards employees for their contri- butions, but also supports their personal and professional growth as acquisition specialists and professionals.


112 Army AL&T Magazine July-September 2017


In addition, the demonstration project provides managers, at the lowest practical level, the authority, control and flexibility they need to achieve effective workforce management, quality acquisition pro- cesses and superior products.


Part of retention and motivation is, of course, compensation, and AcqDemo ties compensation of the workforce directly to individuals’ contributions to their organization’s mission. Tis


is in stark


contrast to the General Schedule (GS) system, which compensates employees


62,722 - 96,958 GS-12 to GS-13


NJ-03


43,251 - 68,025 GS-09 to GS-11


NK-03


39,159 - 61,922 GS-08 to GS-10


22,575 24,869 28,033 31,464 35,209 39,249 43,612 48,294 53,345 58,746 64,537 77,359 91,986


108,702 127,864


22,599 25,541 28,791 32,314 36,161 40,307 44,791 49,599 54,787 60,334 66,281 79,450 94,472 111,640 131,320


23,171 26,213 29,549 33,164 37,113 41,368 45,970 50,904 56,229 61,922 68,025 81,541 96,958 114,578 134,776


NH-04


88,136 - 134,776 GS-14 to GS-15


NJ-04


62,722 - 96,958 GS-12 to GS-13


Within grade increase


VARIES VARIES 758 850 952 1,061 1,179 1,305 1,442 1,588 1,744 2,091 2,486 2,938 3,456


2017 AcqDemo Base Salary by career paths (NH, NJ and NK) and broadband levels (01, 02, 03 and 04)


more on the basis of longevity and per- formance. For those employees in defense acquisition organizations participating in AcqDemo, the system is more beneficial than the General Schedule in large part because of the flexibility to compensate employees based on the value of contributions to the mission.


their


“Te General Schedule is very rigid in terms of [career] progression,” said Sandra Brock, deputy director of


the


Army AcqDemo Program, which man- ages


the Army’s sustainment of


implementation and AcqDemo.


increases in the General Schedule are given for performance (quality


“Salary step


increases) and longevity. By virtue of longevity, every year—or two years or three years, depending on your step in the General Schedule—you get a step increase as


Brock said. And when a GS employee is at the top step of the grade, there is no available step increase. Tat is not the case with AcqDemo, because of its salary


“broadbands,” each of which is a group- ing of grades. Te AcqDemo broadbands increase the maximum salary, as shown in a comparison of the 2017 GS and the AcqDemo pay tables. (See Figure 1.)


Te General Schedule has 15 grades, GS-1 to GS-15, with 10 salary “steps” in each. Progression from one GS grade to the next, with each grade progression requir- ing a “promotion,” can depend on a lot of variables. For example, a job may be clas- sified as a GS-6 slot, based on its position description, and the organization can’t just change the job to GS-7. Contrast that to AcqDemo, which uses position requirement documents instead of posi- tion descriptions. Instead of hundreds of different position labels, AcqDemo has three career paths; instead of 15 pay grades, it has three or four broadband lev- els in each career path.


long as you’re doing well,”


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