higher salary, for six months. At the end of that period, if circumstances require it, that employee could again be temporarily promoted for another six months within the 24-month period.


PAY ADMINISTRATION Compensation strategy—Participating organizations will have to look at their compensation strategy deliberately, based on “how the market is doing locally, the value of the position to the organization,” Wortman said. “We have cost controls now, but this expectation is adding a level of increased compensation strategy to what we’re doing. It’s really trying to bring more discipline to the program.”


Promotions—Tis provision clari-


fies whether a move from the GS to an AcqDemo position constitutes a promo- tion or a reassignment (lateral move). For the purposes of AcqDemo, a permanent or temporary promotion action occurs when a non-AcqDemo federal employee or an AcqDemo employee is


selected


under competitive or merit promotion procedures for an AcqDemo position in a broadband level with a referenced GS grade or level of work in a higher broad- band level than would be appropriate


for the federal employee’s current GS grade or the AcqDemo employee’s cur- rent broadband level, or a previously held position on a permanent basis in the competitive service.


Accelerated compensation for develop- mental positions (ACDP)—Tis new provision enables managers to acceler- ate compensation based on contribution and performance. “It gives managers flexibility at two points during the year. For example, at the midpoint of the appraisal cycle,” Edsall said, “the man- ager can say [to the employee], ‘OK, we think you’re ready to move to a higher level of contribution,’ because we are a contribution-based system. At that point, they [the manager] can approve a pay raise—up to 10 percent for each mid- point or annual appraisal—within the broadband levels of position.”


the developmental


So, at two points each year, employees are evaluated for their progress, and a manager is able to give pay raises com- mensurate with the employee’s level of contribution. In addition, ACDP employ- ees are eligible for the CCAS rating and CCAS payouts (both salary increase and


Based on their needs, organizations can offer incentives to candidates for team lead or supervisory positions with a 5 or 10 percent pay boost above their current salary, depending on their role. “Tat’s [calculated] off the base pay,” Wortman said, adding, “Te provision is essentially intended for highly technical professional people who could assume a supervisory


award). Tis can be used in conjunc- tion with the direct-hire intern program, which makes it much more flexible than Pathways.


Supervisory and team lead cash dif- ferentials—“Tis is a big one,” Edsall said. Local commanders can use the differentials


as an additional tool to


incentivize and compensate supervisors and team leaders as defined by the OPM General Schedule Supervisory Guide or Leader Grade Evaluation Guide in such situations where salary inequities exist between the supervisor’s and nonsuper- visory


subordinates’ basic pay; when


supervisory or team leader positions are extremely difficult to fill; or when the organizational level and scope, difficulty and value of position warrant additional compensation.


SPREADING THE WORD


NAVSEA employees converting to AcqDemo ask questions while attending a program overview at the Washington Navy Yard in July 2016. (Photo courtesy of NAVSEA Public Affairs)


ASC.ARMY.MIL


115


WORKFORCE


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