 |
| Home > dcip |
|
The Defense Civilian Intelligence Personnel System (DCIPS) is a Statutory Excepted Service Personnel System, authorized by title 10 USC, section 1601, for the Intelligence Community (IC) which includes DoD IC Agencies and the Intelligence Components within the Army, Navy, Air Force, and Marine Corps. Policy oversight and direction is exercised by the Office of the Secretary of Defense (OSD), not the Office of Personnel Management (OPM).
DCIPS, formerly known in the Military Departments as the Civilian Intelligence Personnel Management System (CIPMS), is jointly managed within the Air Force by AF/A1 and AF/A2. Air Force positions converted from the old system to DCIPS pay banding and pay for performance on 16 August 2009 joining the national intelligence community under the National Intelligence Civilian Compensation Program or NICCP.
DCIPS co-exists with title 5 in the Military Departments. It is common practice within the system to use title 5 issuances for "guidance" in the absence of separate title 10 system policy. For this reason, many DCIPS policies and practices are not "subject to" but "consistent with" title 5 regulations.
Approximately 5,500 Air Force DCIPS personnel are dispersed throughout most major commands. There are many similarities between DCIPS and the competitive service but also some important differences. See references and related topics sections below for additional information. On October 28, 2009, the National Defense Authorization Act for Fiscal Year 2010 (NDAA FY2010) was signed into law. This legislation did not repeal or terminate DCIPS but it did suspend certain DCIPS pay authorities from October 28, 2009 to December 31, 2010.
In August 2010, Secretary of Defense Robert Gates advised the congressional oversight committees that the Intelligence Personnel System would transition to a DCIPS-graded environment and that he would no longer pursue implementation of the pay-for-performance elements of DCIPS, with the exception of the National Geospatial-Intelligence Agency.
The Secretary of Defense's decision took into consideration recommendations to continue to improve the effectiveness of performance management, and ensure equity and fairness across the Intelligence Enterprise for allocation of recognition and rewards through bonuses, awards, promotions, and other mechanisms available under DCIPS regulations.
SO WHAT ARE DCIPS GRADES?
DCIPS grades are a GS-like pay structure unique to the Title 10 excepted service intelligence community. The "GG" pay plan will utilize the 15 grades and 10 tenure-based steps similar to the GS structure. In an effort to continue to recognize employee performance through Quality Step Increases or other special awards currently under development, an extended salary range up to the virtual step 12 of each grade will be allowed. The extended salary range will not be allowed for Within Grade Increases. All other applicable statutory caps will continue to apply.
The target date for all Air Force DCIPS employees to transition to DCIPS grades is 25 March 2012. The Department of the Air Force has elected to use a manual position-based transition process. In this manual process, no assumptions will be made with regard to the accuracy of the employee's current alignment to the DCIPS occupational structure or their current position description. Instead, the basis for alignment to a DCIPS grade will be the duties and responsibilities of the position, and the qualifications required by those duties and responsibilities. Appropriate management officials will certify the accuracy of duties and responsibilities and align the position to a mission category, work category, occupational series, title, work level, and DCIPS grade.
The DCIPS graded environment will utilize one common position alignment standard to ensure consistency across the intelligence community enterprise. The criteria taken into consideration in the DCIPS alignment process is based on: work performed on a regular and recurring basis, work that represents the position's primary purpose, and work that governs the position's primary qualifications and responsibilities.
It should be stressed that the GG grade will not be determined by salary or by the GS/GG equivalent (GGE) established under DCIPS INTERIM to determine waiting periods for periodic increases. Once the employee's DCIPS grade is determined, the step and salary will also be determined based on guidance established by the Office of Under Secretary of Defense (Intelligence). Within the DCIPS graded structure, DCIPS employees must align to a grade and step, with the exception of those who are above step 10 of their grade. The Secretary of Defense committed that no one shall suffer a loss of, or decrease in, pay as a result of transition to DCIPS Grades.
As we approach our transition date, employee transition notifications will be sent to MAJCOM. All DCIPS employees will receive a notification informing them of their new alignment under DCIPS grades. The notification will include the employee's mission category, work category, work level, GG grade, step, and salary.
AIR FORCE TRANSITION SYMPOSIUMS:
Air Force DCIPS transition symposiums will take place in August and September at select Air Force sites. The purpose of the symposiums will be to provide pre-transition information to our Senior Leaders, Human Resource, and DCIPS community. Additional information regarding the transition symposiums will be posted as soon as they become available.
|
|
|
|
| |
- 2009-74, Defense Civilian Personnel System (DCIPS) Interchange Agreement
- 2009-07R, Defense Civilian Intelligence Personnel System (DCIPS) Legacy Closeout Guidance
|
|
| |
|
|
