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8/14/2019 US Army: nsps-brief
http://slidepdf.com/reader/full/us-army-nsps-brief 1/13
Flexibility – Accountability – Excellence
Department of Defense
National Security Personnel System
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Slide-2
All About NSPS: Background
Congress authorized NSPS– part of the fiscal 2004 National Defense Authorization
Act
– increases effectiveness through a simplified personnel
management system– improves the way it hires and assigns
– compensates and rewards its employees
– preserve employee rights and benefits
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Slide-3
What NSPS Does Not Change
• Merit systemprinciples
• Rules againstprohibited personnelpractices
• Whistleblowerprotection
• Veterans’ preferencerights protected
• Benefits (retirement,health, life, etc.)
• Antidiscriminationlaws
• Fundamental dueprocess
• Overseas entitlements• Training
• Leave and workschedules
• Other personnelsystems in law
• Lab demo
organizations (until FY08)
• Fair Labor StandardsAct
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NSPS Goals
• Results– To attract and retain top talent
– To promote high performance
• Accountability
– Employee– Supervisor
– Leadership
• Flexibility
– To respond to mission changes– To realign, reorganize, and reshape the
workforce
– To assign work
– To set pay
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Pay upon InitialConversion to NSPS
• Conversion will be an automated process– Employees converted “in place”
– No change in job descriptions
– Preview available in NSPS 101
• No loss in pay
• Based on the classification of the current positionof record
• Existing PDs will require minor updates (from oldpay plan & grade to new) BUT no changes tocontents/format
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GS vs. NSPS Classification
4 Major Groups with 15Standards
Over 400 OPM GSClassification Standards
Occupational Code (#)Occupational Series (#)
Pay BandGrade
Title Title
Pay SchedulePay Plan
Career GroupOccupational Family
NSPSGS
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ENGINEERING & SCIENTIFICCAREER GROUP
• Professional (YD)
• Tech/Support (YE)
• Supervisor/Manager (YF)
18% of DoD workforce
MEDICAL CAREER GROUP
• Physician/Dentist (YG)
• Professional (YH)
• Tech/Support (YI)
• Supervisor/Manager (YJ)
5% of DoD workforce
INVESTIGATIVE & PROTECTIVESERVICES CAREER GROUP
• Investigative (YK)
• Fire Protection (YL)
• Police/Guard (YM)
• Supervisor/Manager (YN)
6% of DoD workforce
STANDARD CAREER GROUP
• Professional/Analytical (YA)
• Tech/Support (YB)
• Student Employment (YP)
• Supervisor/Manager (YC)
71% of DoD workforce
Career Groups and Pay Schedule
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Slide-8
Performance Management:Old vs. New
Old (TAPES)• Ratings based on
performance objectives
• Many performance cycles
• Rating scale 1 (top) to 5(bottom)
• Most employee ratings arelevel 1 (Army: 81% werelevel 1 in FY05)
• 120 day minimum ratingperiod
• Senior rater approvesratings
New (NSPS)• Ratings based on job
objectives
• One cycle (1 Oct – 30Sep)
• Rating scale 5 (top) to 1(bottom)
• Most employee ratingsare anticipated to belevel 3 (valued
performer)
• 90 day minimum ratingperiod
• Pay Pool Manager approves ratings
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Slide-9
OctNov
Dec
Jan
Feb
Mar Apr
Jun
Jul
Aug
Sep
May
Supervisor & Reviewer Assessment
Recommended Rating and Shares/bonus
Pay Pool Panel
Meetings
Effective Date of
Performance Payouts
Employee
Self Assessment
Employee
Feedback &
Challenges to
Rating of Record
Performance Cycle
A 12 month cycle and a 15 month process
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Rating Levels
Performs below Level 2, or fails a Standard PerformanceFactor in the performance of a single assignment wheresuch failure has a significant negative impact onaccomplishment of the mission or where a single failure toperform could result in death, injury, breach of security, orgreat monetary loss
UnsuccessfulLevel 1
Almost always meets the Valued Performancebenchmarks, but only as a result of guidance andassistance considerably above that expected at the
Valued Performance level
FairLevel 2
Almost always meets the standards described by theValued Performance benchmarks
Valued PerformanceLevel 3
Almost always meets the standards described by theValued Performance benchmarks and, typically, but less
than almost always meets the standards described by theRole Model benchmarks
ExceedsExpectations
Level 4
Almost always meets the standards described by the RoleModel benchmarks
Role ModelLevel 5
Performance DescriptionLevel of Performance
RatingLevel
Standard rating levels used in DoD
Cultural Change
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Rating and Pay Pool Hierarchy
• Supervisor recommends:
– Performance rating
– Number of shares
– Distribution between salary increase and bonus
• Higher level reviewer:
– Reviews supervisor’s recommendations, changes as appropriate
• Pay Pool Panel:
• Reconciles ratings, shares, and distribution within the pay pool;changes as appropriate
• Pay Pool Manager:
– Makes final decisions on rating of record, number of shares, anddistribution
• Supervisor conveys final rating, shares, and distribution toemployees
– After the pay pool manager is done
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Reconsiderations
Employees cannotchallenge:
Performance payout
Number of shares
Value of shares
Distribution of payout
Employees canchallenge:
Their rating
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Slide-13
Questions?
Call me at (253) 967-4511 / DSN 357-4511
E-mail address: earl.kolb@us.army.mil
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