Report - Government Executive

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their insights through interviews, focus groups, agency forums, colloquia, and online dialogue. Their work should not go unnoticed by the American public, which owes them a significant debt of gratitude. Jennifer L. Dorn President and Chief Executive Officer iv
TABLE OF CONTENTS FOREWORD................................................................................................................................iii ACRONYMS................................................................................................................................ ix EXECUTIVE SUMMARY ......................................................................................................... xi CHAPTER 1: BACKGROUND, METHODOLOGY AND ORGANIZATION ................... 1 Background ................................................................................................................................. 1 Methodology ............................................................................................................................... 3 Organization of the Report.......................................................................................................... 4 CHAPTER 2: THE HISTORICAL CONTEXT FOR A PERFORMANCE-BASED COMPENSATION SYSTEM IN the DOD INTELLIGENGE COMPONENTS ............ 7 Introduction ................................................................................................................................. 7 The Evolution of DCIPS ............................................................................................................. 7 Performance-Based Compensation at the National Geospatial-Intelligence Agency............. 8 Post 9/11 Congressional Studies of the Intelligence Community........................................... 8 Intelligence Reform Legislation ............................................................................................. 9 Weapons of Mass Destruction Commission......................................................................... 10 National Intelligence Civilian Compensation Program ........................................................ 10 Role of the Office of the Under Secretary of Defense (Intelligence) ................................... 12 Others Factors That Impacted DCIPS....................................................................................... 13 Differing Perspectives on Performance-Based Compensation............................................. 13 National Security Personnel System..................................................................................... 15 Department of Homeland Security Performance-Based Compensation............................... 16 Office of Personnel Management ......................................................................................... 17 Government Accountability Office....................................................................................... 17 Federally Employed Women ................................................................................................ 18 National Defense Authorization Act of 2010............................................................................ 19 DCIPS Interim ...................................................................................................................... 20 CHAPTER 3: ASSESSING DCIPS’ DESIGN........................................................................ 21 Introduction ............................................................................................................................... 21 Framework for Assessing DCIPS’ Design................................................................................ 23 v
Page 1 and 2: A Report by a Panel of the NATIONAL
Page 3: FOREWORD The terrorist attacks of S
Page 7 and 8: Governance ........................
Page 9 and 10: ACRONYMS Academy CWB DCIPS DIA DIHR
Page 11 and 12: EXECUTIVE SUMMARY The terrorist att
Page 13 and 14: • It is too soon to draw conclusi
Page 15 and 16: CHAPTER 1 BACKGROUND, METHODOLOGY A
Page 17 and 18: • The adequacy of the training, p
Page 19 and 20: • Chapter 6: The Way Forward for
Page 21 and 22: CHAPTER 2 THE HISTORICAL CONTEXT FO
Page 23 and 24: National intelligence is still orga
Page 25 and 26: ewarded longevity over performance
Page 27 and 28: OTHERS FACTORS THAT IMPACTED DCIPS
Page 29 and 30: • Partisan politics could play an
Page 31 and 32: Administration (TSA), which operate
Page 33 and 34: NATIONAL DEFENSE AUTHORIZATION ACT
Page 35 and 36: CHAPTER 3 ASSESSING DCIPS’ DESIGN
Page 37 and 38: FRAMEWORK FOR ASSESSING DCIPS’ DE
Page 39 and 40: Figure 3-1. Objectives of the NICCP
Page 41 and 42: PRINCIPLE The system is transparent
Page 43 and 44: The Defense Intelligence Enterprise
Page 45 and 46: discourage teamwork…to the organi
Page 47 and 48: Figure 3-2. DCIPS 2010 Pay Band Str
Page 49 and 50: enable managers and supervisors to
Page 51 and 52: they achieve their goals. Given the
Page 53 and 54: 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
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lack of an overall change strategy
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changed and by whom. 149 This appea
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How pay pools are constructed and w
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DCIPS survey results indicate that
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CONCLUSIONS The Panel finds that a
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CHAPTER 5 ASSESSING DCIPS’ IMPACT
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• Disincentives to become a super
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employees received performance rati
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Figure 5-1. DCIPS Interim Array of
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Table 5-1. NGA Indices and Comparat
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of implementation. Nonetheless, OUS
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CHAPTER 6 THE WAY FORWARD FOR DCIPS
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OUSD(I) has advised the Panel that
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CHAPTER 7 PANEL RECOMMENDATIONS Bas
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• Clarify and strengthen its guid
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Recommendation 23. OUSD(I) should d
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APPENDIX B APPENDIX A PANEL AND STA
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APPENDIX B Committee on U.S. Nation
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APPENDIX B PARTICIPATING INDIVIDUAL
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Michael Jackson*—President and Fo
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Defense Intelligence Agency Kendrea
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APPENDIX C APPENDIX C BIBLIOGRAPHY
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APPENDIX C Langbein, L. “The impa
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APPENDIX D APPENDIX D MERIT SYSTEMS
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APPENDIX D (10) Discriminating agai
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APPENDIX E APPENDIX E DCIPS PERFORM
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APPENDIX E EMPLOYEE NAME: _________
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APPENDIX E EMPLOYEE NAME: _________
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APPENDIX F APPENDIX F OPEN FORUM LO
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APPENDIX G APPENDIX G MITRE’S PER
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