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APPENDIX C Federally Employed Women. “Pay for Performance: Position Paper from Federally Employed Women.” FEW.org. (2010): Web. 7 January 2010. Fernandez, Sergio and Rainsey, Hal G., “Managing Successful Organizational Change in the Public Sector: An Agency for Research and Practice, Public Administration Review, March/April 2006 (vol. 55, no. 2). Furst, S.A. and Cable, D.M. “Employee resistance to organizational change: Managerial influence tactics and leader-member exchange.” Journal of Applied Psychology, (2008). vol 93(2), 453-462. Print. Griggin, M.A., Parker, S.K. &Mason, C.M. “Leader vision and the development of adaptive and proactive performance: A longitudinal study.” Journal of Applied Psychology, (2010). vol 95(1), 174-182. Harrower, N.L. “Applying OD principles to non-OD projects: Analysis of a strategic planning project.” OD Practitioner, (2010). vol 42(1), 26-30. Herold, D.M., Fedor, D.B., Caldwell, S. & Liu, Y. “The effects of transformational and change leadership on employees’ commitment to a change: A multilevel study.” Journal of Applied Psychology, (2008). vol 93(2) 346-357. Howell, W.C. and Dipboye, R.L. Essentials of Industrial Organizational Psychology, third edition. Chicago: The Dorsey Press, pp. 228-229. (1986). Hyde, A.C. “Pay for Performance.” The Public Manager. 2008: Web. February 2010. IC Community (IC) Pay Modernization Project Office, “Stakeholder Analysis,” p. 13. [undated PowerPoint] Intelligence Community Directive Number 650, National Intelligence Civilian Compensation Program: Guiding Principles and Framework, Effective 28 April 2008. Intelligence Reform and Terrorism Prevention Act of 2004. Public Law 108–458. (2004). Print. Kerr, J., & Slocum, J.W. “Managing corporate culture through reward systems.” Academy of Management Executive, vol 1(2), 99-107. (1987). King, Andrew B. “What Makes a Great Web Site” Web Development and Design Tutorials, Tips and Reviews - WebReference.com. Internet.com, Aug. 1999. Web. 21 Apr. 2010. . Kotter, J.P. & Cohen, D.S. “The Heart of Change: Real-Life stories of How People Change Their Organizations.” Boston: Harvard University Press. 2002. C-2
APPENDIX C Langbein, L. “The impact of love and money on quitting in the federal government: implications for pay for performance.” Conference paper presented at the Midwestern Political Science Association. (2009). Losey, Stephen. “Defense, OPM to review NSPS performance pay system.” Federal Times.com. (2009): Web. March 2010. Mercer, William. “Leader to Leader” 1 (Winter, 1997). P. 61. Michael M. Harris, Brad Gilbreath, and James A. Sunday, “A Longitudinal Examination of a Merit Pay System Relationships Among Performance Ratings, Merit Increases, and Total Pay Increases,” Journal of Applied Psychology, (83), 1998, pp.825-831. Murphy, Mark. “Are Smart Goals Dumb.” Leadership IQ. (2010): Web. March 2010. National Academy of Public Administration, Recommending Performance Based Federal Pay, (May 2004). National Defense Authorization Act for Fiscal Year 1997. Public Law 104-201 (1996.) Print. National Defense Authorization Act for Fiscal Year 2010, Pub. L. No. 111-84 (2009). Print. Office of Personnel Management, Alternative Personnel Systems Objectives-Based Assessment Framework Handbook, October 2008. Office of the Under Secretary of Defense (Intelligence), Resource Management Sub-group Kickoff Meeting, 12 October 2007. Phelan, M.W. “Cultural revitalization movements in organization change management.” Journal of Change Management, vol 5(1), 47-56. (2005). “Report of the Joint Inquiry into the Terrorist Attacks of September 11, 2001.” P.33. (2002). Richer, Howard. “Pay for Performance: A Guide for Federal Managers.” IBM Center for the Business of Government. November 2004. Richer, Howard and Smallwood, Andrew, “Performance-Based Pay at NGA,” The Public Manager, Summer 2009. Rosenberg, Alyssa. “Union leaders make NSPS repeal, personnel reform major priorities.” Government Executive. (2009): Web. March 2010. Rutzick, Karen. “Performance Pay: A History” Government Executive. (2005): Web. February 2010. C-3
Page 1 and 2:
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
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Finding 4-6 The lack of a communica
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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 and 136: Michael Jackson*—President and Fo
Page 137 and 138: Defense Intelligence Agency Kendrea
Page 139: APPENDIX C APPENDIX C BIBLIOGRAPHY
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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