Te greatest flexibility of AcqDemo is in the broader pay bands. If that same GS-6 were in the NK II broadband, for example, the manager could increase compensation based on an employee’s contribution results through the CCAS pay pool panel process.
Te flexibility of AcqDemo is also in the ability to shape the workforce to meet “required skills and knowledge,” as the original Federal Register notice in 1999 noted. “Te current personnel system [GS] is unable to adapt the workforce rapidly to changing needs. Tis demonstration project provides more flexibility to shape workforce capability and size as needed,” Brock said.
Te system provides for three types of appointments: perma- nent; temporary limited, not to exceed two years; and modified term, up to five years with the possibility for a one-year exten- sion for a total of six years.
A CONTRIBUTION-BASED SYSTEM Contribution-based compensation starts with the premise that pay should be based on an employee’s contributions to the orga- nization’s mission. So the measurement isn’t only whether the employee accomplished specific tasks. Rather, it’s about what the individual’s efforts contributed to the mission.
“For the AcqDemo community,” Brock said, “it’s how well did you contribute to the mission of the organization? Ten, based
FIGURE 2 CLASSIFICATION FACTORS
Problem solving Teamwork/cooperation Customer relations Leadership/supervision Communication Resource management
HALF AS MANY FACTORS
Among the changes coming to AcqDemo in FY18, perhaps the most significant is the streamlining of AcqDemo contribution factors, the criteria that define and help measure an employee’s yearly contributions to the successful execution of the organization’s mission.
Job achievement and/or innovation
Communication and/or teamwork
Mission support
on that and the value of the position, are you appropriately compensated?”
For participating AcqDemo organizations, perhaps the most significant upcoming change is streamlining the contribution factors from six to three. (See Figure 2.) Te contribution factors are the criteria that employees and supervisors use to enumerate and evaluate annual contributions.
In a significant change in authority, the FY17 NDAA moved AcqDemo from under the auspices of the U.S. Office of Per- sonnel Management (OPM) to the secretary of defense. Te significance of that, said Steve Edsall, AcqDemo deputy pro- gram manager, is that “along with authority and accountability, it provides DOD more flexibility to implement improvements to AcqDemo.”
AcqDemo Program Manager Scott Wortman agreed. “It’s sig- nificant because, rather than having to go through DOD and then OPM, now the secretary of defense has the authority to make the changes. However, we’ve shared with and leveraged OPM expertise.”
Te upcoming changes have been reviewed by OPM. “OPM’s input was helpful and incorporated,” Edsall said.
In addition to the major change from six to three factors, there are many other improvements and new features. Te most sig- nificant anticipated changes are in the categories of recruitment and staffing, pay administration and employee development.
RECRUITMENT AND STAFFING Direct-hire authorities—Hiring managers in participating organizations will have the option of making on-the-spot tenta- tive job offers to candidates at recruiting events when using a noncompetitive or direct hiring authority. Tat includes on-the- spot offers to qualified candidates who have a degree required by OPM or DOD standards covering acquisition positions, or qualified candidates in direct support of acquisition positions in a critical acquisition career field.
Direct-hire authorities also include hiring veteran candidates for acquisition positions in a critical acquisition career field in the business and technical management professional career path or the technical management support path.
Additionally, hiring managers will have authority to make direct- hire appointments of acquisition student interns. Managers can
ASC.ARMY.MIL 113
WORKFORCE
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