Nj Budget in Brief 2001 by zcr55216

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         MARCORSYSCOM
Civilian Acquisition Workforce Personnel
          Demonstration Project
             Orientation Training

  Workforce Management and Support Directorate
          Demo Plans and Policies Team
                                                 Revised 9/18/01
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           •         Shelley Seay              784-4321
           •         Irene Clouden             784-0008
           •         Margaret Jackson          784-0007
           •         Warren Williams           784-0352
           •         Shawn Hampton             784-0351
           •         Janet Wenzel              784-0042
      DEVELOPMEN   Mandatory CCAS Training
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  • Mandatory for all military and civilian
    supervisors of civilian employees


               Dates and Location Will Be Announced Via
                                TIGER
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                • Background
                • General Schedule Vs DEMO
                • DEMO Initiatives
                • Contributions Based Compensation and
                  Appraisal System
                • DEMO Websites
                • DEMO Team Members
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          • Demo is an alternate personnel system
            being tested by the DOD Acquisition and
            Support civilian workforce.

          • MARCORSYSCOM implemented on 14
            Feb 1999. We were the first DOD
            organization to enter the Demo.

          • Final evaluation is slated for 2004
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                                      Grades vs Broadbanding

                 • General Schedule system is comprised of 15
                   traditional civil service “grades”

                 • The DEMO Project combines those grades into
                   three or four Broadbands with three career paths
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      Business Management and Technical Management Professional (NH)
                              I                   II                   III           IV
                           (GS1-4)              (GS5-11)             (GS12-13)     (GS14-15)

                      Contracting, Budget, Logistician, Prog Mgrs, Engineers, Statisticians

                                              Technical Management Support (NJ)
                            I                    II                    III           IV
                          (GS1-4)              (GS5-8)               (GS9-11)      (GS12-13)

                          Engineering and Electronics Technicians and Draftsman
                                                 Administrative Support (NK)
                                     I                       II                     III
                                   (GS1-4)                 (GS5-7)                (GS8-10)

                           Secretaries, Purchasing Agents, Budget Assistants
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                                      Performance Vs Contribution

               • General Schedule – Is a performance based
                 appraisal system.

               • Demo Project – Is a contribution based
                 compensation and appraisal system (CCAS).
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                                      Entitlement Vs Contribution

               • General Schedule – Employees receive annual
                 General Schedule increases and with-in-grade
                 increases.

               • Demo Project – Eligibility for pay increases is
                 linked to employee contribution..

               • Note: Locality Pay is an entitlement under both
                 systems.
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                                     Competitive vs Non Competitive

           • General Schedule – As a rule promotions
             are competitive

           • Demo project – Promotions are seamless
           Business Management and Technical Management Professional (NH)
                             I           II           III           IV
                          (GS1-4)      (GS5-11)     (GS12-13)     (GS14-15)
      DEVELOPMEN   General Schedule Vs Demo
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                          Classification


     • General Schedule – duties are described in
       Position Descriptions

     • Demo – duties are described in generic
       Position Requirement Documents (PRDs).
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           • Simplified Accelerated Hiring
           • Expanded Candidate Selection Process
           • Appointment Authorities (Perm, Modified
             Term, Temp)
           • Extended Probationary Period
           • Simplified Modified RIF
           • Academic Degree & Certificate Training
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           •         Sabbaticals
           •         Voluntary Emeritus
           •         Broadbanding
           •         Simplified Classification
           •         Contribution Based Compensation and
                     Appraisal System
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                • CCAS is the link between base salary
                  and contribution to the mission of your
                  organization

                • Your contribution is based on six
                  factors
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                                PROBLEM SOLVING

                       TEAMWORK/COOPERATION


                     CUSTOMER RELATIONS

                   LEADERSHIP/SUPERVISION

                            COMMUNICATION
                   RESOURCE MANAGEMENT
An Example of a Factor. This Is for Resource Management for the Business
                       Management Career Path.
                      LEVEL DESCRIPTORS                                     DISCRIMINATORS
LEVEL I
 Uses assigned resources needed to accomplish tasks.                   - Scope of Responsibility
 Plans individual time and assigned resources to accomplish tasks.     - Planning/Budgeting
 Effectively accomplishes assigned tasks.
                                                                         - Execution/Efficiency
LEVEL II
 Plans and utilizes appropriate resources to accomplish project goals. - Scope of Responsibility
 Optimizes resources to accomplish projects/programs within
   established schedules.       Please note that                         - Planning/Budgeting
 Effectively accomplishes projects/programs goals the same
                    DISCRIMINATORS are within established - Execution/Efficiency
   resource guidelines.
LEVEL III                          for all levels.
 Plans and allocates resources to accomplish multiple                  - Scope of Responsibility
   projects/programs.
 Identifies and optimizes resources to accomplish multiple             - Planning/Budgeting
   projects/programs goals.
 Effectively accomplishes multiple projects/programs goals within      - Execution/Efficiency
   established guidelines.
LEVEL IV                                                         Please note that
 Develops, acquires, and allocates resources to accomplish mission     - Scope of Responsibility
   goals and strategic objectives.                     DESCRIPTORS are different
 Formulates organizational strategies, tactics, and budget/action plan - level.
                                                                  for eachPlanning/Budgeting
   to acquire and allocate resources.
 Optimizes, controls, and manages all resources across                 - Execution/Efficiency
   projects/programs. Develops and integrates innovative approaches
   to attain goals and minimize expenditures.
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   When am I eligible to be rated under CCAS?

   • 180 days eligible to be rated

   • Less than 180 days will be considered
     presumptive

   • Note: OPM is currently reviewing an
     amendment to reduce the 180 day requirement to
     90 days.
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           • Employee Self Assessment (Part III)
           • Supervisors Assessment (Part II)
           • CCAS Summary Form (Part I)
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     •Employee completes Part III Assessment
     •Supervisor completes Part II Assessment                                               September-October
     •Supervisor counsels employee - beginning of new cycle



                                      •Supervisor charts contributions on Matrix                    November
                                   •Contributions are discussed in Sub Panel Meeting



                                   •Pay Pool Panel reviews and finalizes final OCS scores
                                         •Pay Pool Panel establishes parameters                      December
                                       •Pay Adjustments (CRI+CA) are determined


                                                              •President signs G
                                                         •Appraisal Forms are printed
                                                        •Supervisor counsels employee
                                                                                                    January


                                                                                                    March/April
                                    Supervisor counsels employee - Mid-Year Reviews
                                                  Part 1: CCAS Summary Form
 Name: John Doe                                                      Series:            0080                       Appraisal Period:
 SSAN: 444-66-7777                                                   Broadband Level:    II                        From:
         DFM
 Organization:                                                       Retained Pay:      No                         To:
         NH
 Career Path:                                                        Presumptive:       None

 Discuss evaluation with employee and obtain signature confirming discussion. Signature of employee does not
  Anderson                                             07/11/2001
  Pay Pool Manager                                     Date


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                                                                                        Date

  Employee Signature                                                                    Date
 Appraisal Detail
    Overall Contribution Score                                                 50            Upper Rail OCS             44
                                                                                               SPL OCS                  47
                                                                                             Lower Rail OCS             52
Employee Contribution Pay Comparison Chart                                                 Compensation Detail
                    $140,000

                    $120,000                                                                       $35,553   Current Rate of Base Pay
                                                                                           + $         960   G Increase
 2000 Base Salary




                    $100,000
                                                                                           + $         345   CRI Increase
                     $80,000
                                                                                           =       $36,858   New Rate of Basic Pay
                     $60,000

                     $40,000                                                               +        $3,771 Locality Pay                 @
                     $20,000
                                                                                           =       $40,629 New Total Salary
                         $0
                               0   20       40      60      80       100
                                                                                               $      458 Contribution Award
                                        Overall Contribution Score

                                                                                           Remarks
                     CCAS - THE GRAPH
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   $100,000

    $90,000

    $80,000
                         Region A
    $70,000

    $60,000
                                            Standard Pay Line
    $50,000

    $40,000                           Upper Rail

    $30,000
                                                         Lower Rail

    $20,000

    $10,000

          $0 0      10   20      30    40      50        60     70    80    90     100-----115

                              Inappropriately Compensated (A)
GS $                          CRI        Contribution Award                Locality Pay
Reduce/Denied                 No                    No                       Yes
                      CCAS - THE GRAPH
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   $100,000

      $90,000

      $80,000
      $70,000                                                     Region C
      $60,000
                                                  Standard Pay Line
      $50,000

      $40,000                               Upper Rail

      $30,000
                                                            Lower Rail

      $20,000

      $10,000

          $0 0       10       20      30     40      50    60         70   80    90     100-----115

                                   Appropriately Compensated (C)
GS $                               CRI         Contribution Award               Locality Pay
Yes                       Yes (up to 6 %)                 Yes                     Yes
                      CCAS - THE GRAPH
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   $100,000

      $90,000

      $80,000
      $70,000

      $60,000
                                                   Standard Pay Line
      $50,000

      $40,000                                Upper Rail

      $30,000
                                                             Lower Rail

      $20,000
                                                                  Region B
      $10,000

          $0 0       10       20      30      40      50     60        70   80    90         100-----115

                                   Inappropriately Compensated (B)
GS $                               CRI          Contribution Award               Locality Pay
Yes                       Yes (up to 20 %)                 Yes                         Yes
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                     Grievance procedures are published on the
                     Demo website.
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                                   Do you have any questions?
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               WWW.MARCORSYSCOM.USMC.MIL/DEMO


          https:\\apps.rdaisa.army.mil/acqdemo/new_site/default.cfm

								
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