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News, announcements, training, search functions, Ask-a-Professor, and similar services with direct links supporting DoD acquisition.

Acquisition Process

Three processes cooperate to deliver capabilities needed by warfighters: the requirements process (JCIDS); the acquisition process (DAS); and the program and budget development process (PPBE). Includes links to DoD and Service policies, guidance, tools, and resources:

Workforce

Information on career management, the DoD Human Capital Initiative, career planning, leader­ship training, over­arching planning and guidance documents, and relevant professional organizations.

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Encyclopedic source of acquisition policy that follows a hierarchy of policy issuance (i.e., executive, legislative, federal, etc.) and filtered according to organization, career field, and special topics.

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Links to communities of practice and special interest areas, the latest contribution and discussion posts for open ACC communities, community highlights, and links to related communities.

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Information on training and continuous learning that supports DoD acquisition, information that helps manage professional training portfolios, and information on training available from DAU and DoD and Services activities.

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Information on DoD industry partners that helps the participation and execution of DoD processes; including industry support pages, news, information, and links to private sector acquisition contractors.
 
 

Functional Gateways

Fifteen functional knowledge gateways, one for each of the defense acquisition career fields.

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Spcial Topics:

Better Buying Power
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Better Buying Power

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About this page...
The National Defense Authorization Act (NDAA) for Fiscal Year (FY) 1996, as amended by section 845 of the NDAA for FY 1998, allowed the Department of Defense (DoD), with approval of the Office of Personnel Management (OPM), to conduct a personnel demonstration project with its civilian acquisition workforce. The DoD Civilian Acquisition Workforce Personnel Demonstration Project (AcqDemo) was implemented on February 7, 1999, in accordance with the Federal Register notice (64 FR 1426), January 8, 1999. AcqDemo was an opportunity to re-engineer the civilian personnel system to meet the needs of the Acquisition, Technology, and Logistics (AT&L) Workforce and to facilitate the fulfillment of the DoD acquisition mission.


 
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Contribution Based Compensation and Appraisal System (CCAS)

CCAS

One of the most important elements of the AcqDemo project is the Contribution-based Compensation and Appraisal System, known as CCAS.

CCAS is the set of appraisal processes that measure an employee's contribution to the mission of his or her organization. For participants in the AcqDemo, it replaces the Title 5 Civil Service General Schedule (GS) classification and pay system.

The purpose of the Contribution-based Compensation and Appraisal System (CCAS) is to provide an equitable and flexible method for appraising and compensating the DoD acquisition workforce. It provides management, at the lowest practical level, the authority, control, and flexibility needed to achieve quality acquisition processes and quality products while developing a highly competent, motivated, and productive workforce. It allows for more employee involvement in the performance appraisal process, increases communication between supervisors and employees, promotes a clear accountability of contribution by each employee, facilitates employee pay progression tied to organizational contribution, and provides an understandable basis for salary changes.

CCAS is a contribution-based appraisal system that goes beyond a performance-based rating system. Thus, it measures the employee's contribution to the mission of the organization. Salary adjustment and award decisions are linked to, and based on employee contribution. CCAS provides a great deal of compensation flexibility: employees have the opportunity to earn a larger-than-average salary increase if their contribution justifies it. On the other hand, employees could earn a smaller increase, or no increase at all (except locality pay), if their contribution does not measure up. Under CCAS, employees are rewarded just as their contributions merit; those not contributing at the required level will have to do better in order to receive monetary rewards.

CCAS Software Description

There are currently two software tools used by organizations participating in AcqDemo:

  • CAS2Net: Is an Oracle database and data maintenance application called CAS2Net. This application has two functions. First, it is used to store, retrieve, and modify the personnel records of all AcqDemo employees in each pay pool (think of a pay pool as an organization). Since it contains information protected by the Privacy Act, the database is secure - only a few selected individuals in each pay pool have passwords that allow them access to the data. The second function of CAS2Net is to provide support for supervisor assessments and the pay pool panel process. The application is accessed via the internet using a standard web browser.
  • CCAS Spreadsheet: Is a Microsoft Excel application. Personnel records from CAS2Net are imported into the spreadsheet. Contribution scores can then be entered into the spreadsheet, which then computes contribution-based pay adjustments for all employees. The spreadsheet may be downloaded from CAS2Net by authorized data maintainers from each pay pool.