Report - Government Executive

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Recommendation 13. The USD(I) should be more visibly engaged, set key implementation objectives for DoD intelligence component leaders, and meet with them regularly to hold them accountable for meeting those objectives. Recommendation 14. OUSD(I) should develop a detailed communications plan and style guide as part of its overall change management efforts. This plan should address strategic communications about the overall DCIPS system and implementation, as well as an approach for tactical communications about status, updates, and other fluid aspects of implementation. Recommendation 15. As part of the overall change management effort, OUSD(I) should develop a thorough training plan and specific instructions aimed at first-line supervisors and managers to equip them with the personnel management skills needed to fully implement and maintain DCIPS. Recommendation 16. OUSD(I) should immediately streamline performance management and evaluation processes and automated tools to lessen the administrative burden on firstline supervisors and managers. Recommendation 17. OUSD(I) should establish a program management office, with the requisite staffing, resources, and authority to design and implement a comprehensive change management strategy and provide adequate oversight of DoD intelligence component implementation. Recommendation 18. OUSD(I) should make the DCIPS Readiness Tool and website more user-friendly and interactive in order to meet the information resource needs of their intended audiences through timely, accurate, and updated information. Recommendation 19. OUSD(I) should employ best practices for stakeholder involvement and develop guidance for gathering and considering continual employee feedback. DCIPS’ Impact Recommendation 20. OUSD(I) should review the performance management system to make the system more effective and efficient for users. This includes reviewing the composition and usefulness of the DCIPS performance elements and the tools used to administer the system. Recommendation 21. OUSD(I) should review the impact of DCIPS on teamwork, cooperation, and collaboration to determine whether greater emphasis should be placed on group objectives and rewards. Recommendation 22. OUSD(I) should determine whether individual performance measures are linked to the agency’s mission and accurately measure each job’s essential elements. 112
Recommendation 23. OUSD(I) should determine the reasons that ratings tend to increase at each higher pay band. Recommendation 24. OUSD(I) should further analyze NGA’s 2009 performance evaluations and payouts to identify issues regarding protected classes that warrant further attention. Recommendation 25. OUSD(I) should identify ways to compensate for employee attitudes about the loss of “milestone events” when transferring from a grade-based system to a paybanded system. 113
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A Report by a Panel of the NATIONAL
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FOREWORD The terrorist attacks of S
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TABLE OF CONTENTS FOREWORD.........
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Governance ........................
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ACRONYMS Academy CWB DCIPS DIA DIHR
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EXECUTIVE SUMMARY The terrorist att
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• It is too soon to draw conclusi
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CHAPTER 1 BACKGROUND, METHODOLOGY A
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• The adequacy of the training, p
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• Chapter 6: The Way Forward for
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CHAPTER 2 THE HISTORICAL CONTEXT FO
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National intelligence is still orga
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ewarded longevity over performance
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OTHERS FACTORS THAT IMPACTED DCIPS
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• Partisan politics could play an
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Administration (TSA), which operate
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NATIONAL DEFENSE AUTHORIZATION ACT
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CHAPTER 3 ASSESSING DCIPS’ DESIGN
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FRAMEWORK FOR ASSESSING DCIPS’ DE
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Figure 3-1. Objectives of the NICCP
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PRINCIPLE The system is transparent
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The Defense Intelligence Enterprise
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discourage teamwork…to the organi
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Figure 3-2. DCIPS 2010 Pay Band Str
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enable managers and supervisors to
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they achieve their goals. Given the
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Element Definition Supervisory/Mana
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cooperation with ODNI. The review w
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Source: OUSD(I) Human Capital Manag
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eplaces the current government-wide
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esults, but the final DCIPS evaluat
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The Panel believes that adequate fu
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HOW DCIPS COMPARES TO THE GS/GG SYS
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Table 3-7. Comparison of DCIPS and
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Design Feature DCIPS NSPS quality s
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Recommendation 4. To ensure equitab
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CHAPTER 4 ASSESSING DCIPS’ IMPLEM
Page 75 and 76: Table 4-1. Overview of the OPM Obje
Page 77 and 78: In the DCIPS context, “leaders”
Page 79 and 80: intelligence component would do so.
Page 81 and 82: • Credible, timely, and original
Page 83 and 84: Finding 4-5 The DCIPS website and R
Page 85 and 86: Finding 4-6 The lack of a communica
Page 87 and 88: No training needs assessments have
Page 89 and 90: pay pool exercises to be helpful an
Page 91 and 92: • The Commerce Department used fo
Page 93 and 94: 3. Implementing DCIPS; 4. Evaluatin
Page 95 and 96: created a separate document for som
Page 97 and 98: lack of an overall change strategy
Page 99 and 100: changed and by whom. 149 This appea
Page 101 and 102: How pay pools are constructed and w
Page 103 and 104: DCIPS survey results indicate that
Page 105 and 106: CONCLUSIONS The Panel finds that a
Page 107 and 108: CHAPTER 5 ASSESSING DCIPS’ IMPACT
Page 109 and 110: • Disincentives to become a super
Page 111 and 112: employees received performance rati
Page 113 and 114: Figure 5-1. DCIPS Interim Array of
Page 115 and 116: Table 5-1. NGA Indices and Comparat
Page 117 and 118: of implementation. Nonetheless, OUS
Page 119 and 120: CHAPTER 6 THE WAY FORWARD FOR DCIPS
Page 121 and 122: OUSD(I) has advised the Panel that
Page 123 and 124: CHAPTER 7 PANEL RECOMMENDATIONS Bas
Page 125: • Clarify and strengthen its guid
Page 129 and 130: APPENDIX B APPENDIX A PANEL AND STA
Page 131 and 132: APPENDIX B Committee on U.S. Nation
Page 133 and 134: APPENDIX B PARTICIPATING INDIVIDUAL
Page 135 and 136: Michael Jackson*—President and Fo
Page 137 and 138: Defense Intelligence Agency Kendrea
Page 139 and 140: APPENDIX C APPENDIX C BIBLIOGRAPHY
Page 141 and 142: APPENDIX C Langbein, L. “The impa
Page 143 and 144: APPENDIX D APPENDIX D MERIT SYSTEMS
Page 145 and 146: APPENDIX D (10) Discriminating agai
Page 147 and 148: APPENDIX E APPENDIX E DCIPS PERFORM
Page 149 and 150: APPENDIX E EMPLOYEE NAME: _________
Page 151 and 152: APPENDIX E EMPLOYEE NAME: _________
Page 153 and 154: APPENDIX F APPENDIX F OPEN FORUM LO
Page 155 and 156: APPENDIX G APPENDIX G MITRE’S PER
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Report - Government Executive

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