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APPENDIX E DEFENSE CIVILIAN INTELLIGENCE PERSONNEL SYSTEM (DCIPS) PERFORMANCE APPRAISAL (Please read Privacy Act Statement and Instructions before completing this form.) PART A - ADMINISTRATIVE DATA 1. EMPLOYEE NAME (Last, First, Middle Initial) 2. SOCIAL SECURITY NUMBER (Last 4 digits) XXX-XX- 3. POSITION TITLE 4. PAY SCHEDULE/OCCUPATIONAL SERIES/PAY BAND 5. ORGANIZATION 6. DUTY STATION 7. PAY POOL ID 8. EVALUATION PERIOD a. START DATE (YYYYMMDD) 9. EVALUATION EFFECTIVE DATE (YYYYMMDD) b. END DATE (YYYYMMDD) 10. PLAN LAST MODIFIED (YYYYMMDD) PART B – PERFORMANCE EVALUATION DOCUMENTATION EMPLOYEE: Signature: PERFORMANCE PLAN MIDPOINT REVIEW EVALUATION OF RECORD Closeout-Early Annual CLOSEOUT (other than early annual) Date (YYYYMMDD) RATING OFFICIAL Printed Name: Signature: Date: (YYYYMMDD) Communication Method (face-to face, telephone, other) REVIEWING OFFICIAL: Printed Name: Signature: Date: (YYYYMMDD) DD FORM 2906D, OCT 2009 E-2 2
APPENDIX E EMPLOYEE NAME: ___________________________________________________________________ APPRAISAL YEAR: ________________ PART C - RELEVANT ORGANIZATIONAL MISSION/STRATEGIC GOALS (Limited to 1400 characters) SECTION 1 - Performance Elements PERFORMANCE ELEMENT Accountability for Results Communication Critical Thinking Engagement and Collaboration Personal Leadership and Integrity (non-supervisory) Technical Expertise (non-supervisory) Leadership (supervisors) Managerial Proficiency (supervisors) AVERAGE PERFORMANCE ELEMENT RATING PART D – EVALUATION OF RECORD SUMMARY SECTION 2 - Performance Objectives (PAA provides for a maximum of 10 performance objectives) PERFORMANCE OBJECTIVE 1 2 3 4 5 6 7 8 9 10 SECTION 3 - Performance Evaluation of Record Average Performance Element Rating Average Performance Objective Rating TITLE AVERAGE PERFORMANCE OBJECTIVE RATING Overall Rating Evaluation of Record PERFORMANCE ELEMENT RATING (1 – 5) PERFORMANCE OBJECTIVE RATING (1 – 5 or NR if not rated) DD FORM 2906D, OCT 2009 E-3 3
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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
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Finding 4-6 The lack of a communica
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No training needs assessments have
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pay pool exercises to be helpful an
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• The Commerce Department used fo
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3. Implementing DCIPS; 4. Evaluatin
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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 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: APPENDIX E APPENDIX E DCIPS PERFORM
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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