[Federal Register: April 24, 2002 (Volume 67, Number 79)]
[Notices]
[Page 20192-20193]
From the Federal Register Online via GPO Access [wais.access.gpo.gov]
[DOCID:fr24ap02-150]
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OFFICE OF PERSONNEL MANAGEMENT
Civilian Acquisition Workforce Personnel Demonstration Project;
Department of Defense (DoD)
AGENCY: Office of Personnel Management (OPM).
ACTION: Notice of amendment to this demonstration to make employees in
the top broadband level of their career path eligible to receive a
``very high'' overall contribution score (OCS) and to reduce the
minimum rating period under the Contribution-based Compensation and
Appraisal System (CCAS) to 90 calendar days.
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SUMMARY: The Department of Defense (DoD), with the approval of OPM, may
conduct a personnel demonstration project within DoD's civilian
acquisition workforce and among those supporting personnel assigned to
work directly with it. (See Section 4308 of the National Defense
Authorization Act for Fiscal Year 1996 (Pub. L. 104-106; 10 U.S.C.A.
1701 note), as amended by section 845 of the National Defense
Authorization Act for Fiscal Year 1998 (Pub. L. 105-85)). This notice
amends the project plan for this demonstration to (1) make employees in
the top broadband level of their career path eligible to receive a
``very high'' overall contribution score (OCS) and (2) reduce the
minimum rating period under the Contribution-based Compensation and
Appraisal System (CCAS) to 90 consecutive calendar days.
DATES: This amendment is effective upon publication of this notice.
FOR FURTHER INFORMATION CONTACT: DoD: Anthony D. Echols, Civilian
Acquisition Workforce Personnel Demonstration Project, 2001 North
Beauregard Street, Suite 750, Alexandria, VA 22311, 703-681-3553. OPM:
Mary Lamary, U.S. Office of Personnel Management, 1900 E Street NW.,
Room 7460, Washington, DC 20415, 202-606-2820.
SUPPLEMENTARY INFORMATION:
1. Background
OPM approved and published the project plan for the Civilian
Acquisition Workforce Personnel Demonstration Project in the Federal
Register on January 8, 1999 (Volume 64, Number 5, part VII). An
amendment was published in the May 21, 2001, Federal Register, Volume
66, Number 98 to (1) correct discrepancies in the list of occupational
series included in the project and (2) authorize managers to offer a
buy-in to Federal employees entering the project after initial
implementation. This demonstration project involves hiring and
appointment authorities, broadbanding, simplified classification, a
contribution-based compensation and appraisal system, revised
reduction-in-force procedures, academic degree and certificate
training, and sabbaticals.
2. Overview
To recognize high contributors, the project plan incorporates
``very high'' scores for employees who are capped at the top of their
broadband level. Each career path has a different ``very high'' score,
as follows: 115 for Business Management and Technical Management
Professional, 95 for Technical Management Support, and 70 for
Administrative Support.
The project plan reserves ``very high'' scores for employees whose
pay rate is at the maximum for their broadband level. Employees with
lower pay rates are not eligible to receive the ``very high'' score
that could place them in the
[[Page 20193]]
inappropriately compensated region below the rails, compensation
category B. This produces unintended results. Specifically, employees
whose salaries happen to be at the top of their broadband are eligible
to receive higher contribution rating increase percentages than other
employees in the same broadband. They would receive any payout in the
form of a bonus, because their salaries were already at the top of the
broadband.
The following explains how this unintended outcome occurs. Figure 2
in the demonstration project plan, titled ``CCAS Compensation
Categories,'' shows the rails for the normal pay range and the three
resulting compensation categories: A, B, and C. The lower rail of the
normal pay range intersects the vertical line representing a 100 score
at a base salary equivalent to a GS-15, step 7.
Under the current project plan, employees with salaries equivalent
to a GS-15, step 7 are not eligible to receive an overall contribution
score (OCS) that would place them in the inappropriately compensated
region below the rails, category B, because they are not eligible to
receive the ``very high'' score of 115. Therefore, the highest
contribution rating increase these employees can receive is 6 percent,
the maximum percentage for the appropriately compensated region between
the rails, category C. (See Table 6, Compensation Eligibility Chart, in
the demonstration project plan which breaks out the contribution rating
increase percentages by compensation category.)
Other employees with salaries at the GS-15, step 10 level (the top
of broadband level IV of the Business Management and Technical
Management Professional career path), however, are eligible to receive
the ``very high'' OCS of 115. A 115 score would place them in the
inappropriately compensated region below the rails, compensation
category B. Therefore, these employees are eligible to receive a
contribution rating increase up to 20 percent. In other words, this
group of employees can receive a higher percentage increase than the
first group, just because their salaries are at the maximum rate of the
broadband.
This amendment eliminates the potential for such unintended
outcomes by making all employees in the top broadband level of each
career path eligible to receive ``very high'' scores and contribution
rating increases of up to 20 percent, as shown in Table 6.
According to the project plan, if an employee has served under CCAS
for less than six months, the rating official must wait for the
subsequent annual cycle to assess the employee. Experience gained
during the project's operation reveals that a shorter minimum rating
period would be beneficial. By instituting this change, more employees
will receive ratings of record and be eligible for contribution rating
increases and contribution awards. In addition, managers will not have
to wait six months or longer to recognize employees' contributions.
This notice changes the minimum rating period to 90 consecutive
calendar days. It also requires that the first appraisal be rendered
within 15 months of entering the demonstration project.
Office of Personnel Management.
Kay Coles James,
Director.
I. Executive Summary
The project was designed by a Process Action Team (PAT) under the
authority of the Under Secretary of Defense for Acquisition and
Technology, with the participation of and review by DoD and the Office
of Personnel Management (OPM). The purpose of the project is to enhance
the quality, professionalism, and management of the DoD acquisition
workforce through improvements in the human resources management
system.
II. Introduction
This demonstration project provides managers, at the lowest
practical level, the authority, control, and flexibility they need to
achieve quality acquisition processes and quality products. This
project not only provides a system that retains, recognizes, and
rewards employees for their contribution, but also supports their
personal and professional growth.
A. Purpose
The purpose of this notice is to make all employees in the top
broadband level of their career path eligible to receive a ``very
high'' overall contribution score (OCS) and to reduce the minimum
rating period under the Contribution-based Compensation and Appraisal
System (CCAS) to 90 consecutive calendar days. Other provisions of the
approved plan are unchanged. Pursuant to 5 CFR 470.315, changes are
hereby made to the Federal Register, Civilian Acquisition Workforce
Personnel Demonstration Project; Department of Defense; Notice, Friday,
January 8, 1999, Volume 64, Number 5, Part VII, pages 1473, 1474, 1476,
and 1490.
B. Employee Notification and Collective Bargaining Requirements
The demonstration project program office shall notify employees of
this amendment by posting it on the demonstration project's web pages
(http://www.acq.osd.mil/acqdemo/new_site). Participating organizations
must fulfill any collective bargaining obligations to unions that
represent employees covered by the demonstration.
III. Personnel System Changes
A. Overall Contribution Score (OCS)
Change the third sentence of Section III. D. 2 to read:
The horizontal axis spans from 0 to the maximum contribution score
of 100, with a notional ``very high'' score of 115 for those employees
in the top broadband level of their career path.
Change last sentence of Section III. D. 2., subparagraph 2 to read:
The same is true for the other two career paths: Technical
Management Support with a ``very high'' score of 95 for employees in
broadband level IV, and Administrative Support with a ``very high''
score of 70 for employees in broadband level III.
Change Section III. D. 3., paragraph 6 to read:
If on October 1, the employee has served under CCAS for less than
ninety (90) consecutive calendar days, the rating official shall wait
for the subsequent annual cycle to assess the employee. The first CCAS
appraisal must be rendered within 15 months after entering the
demonstration project.
Insert a new paragraph 7 as follows:
Employees who have served under CCAS for less than 90 consecutive
calendar days shall not receive contribution rating increases or
contribution awards for that cycle. However, their salaries shall be
increased by the amount and at the time of the next General Schedule
pay increase under 5 U.S.C. 5303.
In Section VIII A, delete paragraph 3, which contains an obsolete
reference to the January 1999 General Schedule pay increase.
[FR Doc. 02-9957 Filed 4-23-02; 8:45 am]
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