Report - Government Executive

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Nanci Langley*—Commissioner, US Postal Regulatory Commission Kristine Marcy*—Associate, McConnell International Gregg Pane*—Former Director, Department of Health and Human Services Bernard Rostker*—Senior Fellow, RAND Robert Tobias*—Director, Public Sector <strong>Executive</strong> Education American University Congressional Committees House Armed Services Committee Cathy Garman—Professional Staff Member John Chapla—Professional Staff Member House Permanent Select Committee on Intelligence Jay Hulings—Deputy Chief Counsel Mark D. Young—Special Counsel for Defense Intelligence Carly A. Scott—Professional Staff Member Senate Armed Services Committee Peter Levine—Chief Counsel Diana Tabler—Professional Staff Member Senate Select Committee on Intelligence Lorenzo V. Goco—Deputy Staff Director Peggy Evans—Professional Staff Member Don Stone—Professional Staff Member Senior Management and Human Resources Focus Groups Air Force Intelligence Neil R. Greene, Deputy Chief, ISR Sheila O’Conner, Human Resources Specialist, Civilian Force Policy Division Army Intelligence James Gunlicks, Vice Director of Army Stephanie Samergedes, Deputy G2, AMC Yolanda Watson, Chief, Intelligence Personnel Management Office B-4
Defense Intelligence Agency Kendrea E. DeLauter, Chief, Asia Pacific Analysis Office Ed Mornston, Director, Joint Intelligence Task Force-Combating Terrorism Lee Allen, Deputy Director, Battlespace Awareness, J2 Ada Lyle , Division Chief, Performance Management and Process Improvement, Office of Performance Management Defense Security Service Julie McGovern, Deputy Director of Human Resources and Security Dona Harris, Manager, Corporate Programs Marine Corps Intelligence William G. Melton, Assistant Director of Intelligence for Resources Donald Bellah, Senior Manager Mark Shultz, Human Capital Senior Strategist, Headquarters Marine Corps, Intelligence Department National Geospatial-Intelligence Agency Michael Geggus, Deputy Director, Joint Operations Integrations Office Lisa Miller, Supervisory Systems Engineer, Branch Chief, Analytical Tools Division John Freeman, NGA Staff Officer, Compensation Analyst National Reconnaissance Office Christina Anzaldua, Chief, Corporate Personnel Resources Group Tamia Ward-Blakely, NRO Pay for Performance Team National Security Agency Marla Roth, Chief, Operational Plans Division, on the Deputy Directorate for Analysis and Production Staff Brenda Krasnodemski, NSA DCIPS Program Lead Navy Intelligence Ken Carlgren, Management Analyst Bob Gerrity, Supervisory Intelligence Specialist Phyllis Wright, Program Manager Kathy Griffin, DCNO for Information Dominance, Total Force Management Division Office of the Director of National Intelligence Eileen Corrigan, Deputy Director, IC Pay Modernization Project Office Deputy Program <strong>Executive</strong> Officer, National Intelligence Civilian Compensation Program (NICCP) Belinda LaValle, Senior Compensation Analyst, IC Pay Modernization Program Office Office of the Under Secretary of Defense (Intelligence) Laura Voelker, Assistant Deputy Under Secretary of Defense (HCI&S) Tim Clayton, Director, Human Capital Management Office B-5
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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
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Table 4-1. Overview of the OPM Obje
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In the DCIPS context, “leaders”
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intelligence component would do so.
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• Credible, timely, and original
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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 and 126: • Clarify and strengthen its guid
Page 127 and 128: Recommendation 23. OUSD(I) should d
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: Michael Jackson*—President and Fo
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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