Report - Government Executive
Report - Government Executive
Report - Government Executive
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Design Feature DCIPS NSPS<br />
quality step increases and within-band promotions had<br />
DoD not converted to DCIPS.<br />
Eligibility for Payout<br />
Checks and Balances to Ensure Fairness<br />
Review of Performance<br />
Management and Payout<br />
Decisions<br />
Process for Reviewing<br />
Ratings and Payouts to<br />
Assess Impact on Protected<br />
Groups<br />
Ongoing System Evaluation<br />
Bonus budgets generally will not be less than the funds<br />
that would have been available for cash awards and/or<br />
component bonuses had DoD not converted to DCIPS.<br />
Employees rated at Level 3 and above guaranteed the<br />
DCIPS “floor,” i.e., full GPI. Employees rated at<br />
Level 2 are initially guaranteed 60 percent of the<br />
DCIPS “floor.”<br />
Separate oversight and review of performance<br />
management and payout decisions. For performance<br />
management, the reviewing official and Performance<br />
Management Performance Review Authority have<br />
oversight roles. For payout decisions, the Pay Pool<br />
Performance Review Authority reviews and approves<br />
final pay pool decisions.<br />
Included as integral component of draft DCIPS<br />
Evaluation Policy.<br />
A formal evaluation policy is under development, but<br />
not yet published.<br />
quality step increases, and promotions between GS<br />
grades that no longer exist under NSPS, (2) funds<br />
that remain available from the government-wide<br />
general pay increase (GPI) after the Secretary makes<br />
decisions to fund Rate Range Adjustments and/or<br />
Local Market Supplements, and (3) funds historically<br />
spent for performance based cash awards. Additional<br />
funds could be added to the pools at the discretion of<br />
the component organization.<br />
Employees rated Level 2 and above guaranteed 60<br />
percent of the GPI. 107<br />
No separation of oversight and review authority for<br />
performance management and pay pool processes. 108<br />
The Performance Review Authority, Pool Managers,<br />
and Pay Pool Panels provide review and oversight of<br />
both the performance management and pay pool<br />
processes. 109<br />
Post-decisional analysis of rating results to identify<br />
barriers to equitable treatment and corrective actions.<br />
A formal Evaluation Plan was published on June 30,<br />
2007.<br />
106 DoD 1400.25-M, sC1930, Subchapter 1930: Compensation Architecture Pay Policy, SC1930.9.2, p. 6.<br />
107 NSPS Frequently Asked Questions at www.cpms.osd.mil/nsps.<br />
108 DoD 1400.25-M, SC 940, Subchapter 1940: Performance Management, p. 3.<br />
109 Ibid, pp. 3-4.<br />
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