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National Intelligence Civilian Compensation Program ............................................................ 24 DCIPS’ Overall Design............................................................................................................. 25 Support for Mission/Organizational Environment................................................................ 28 DCIPS’ Support for DoD’s Intelligence Mission ................................................................. 28 DCIPS’ Support for IC Goals ............................................................................................... 29 Simplified Classification and Pay Bands .................................................................................. 31 DCIPS’ Performance Management System .............................................................................. 34 Differentiating Performance ................................................................................................. 35 Rating Determination............................................................................................................ 40 Equity ........................................................................................................................................ 41 Internal Equity/Organizational Contribution ........................................................................ 41 Pay Pools............................................................................................................................... 43 External/Market Equity......................................................................................................... 44 Checks and Balances................................................................................................................. 46 Review of Ratings and Payout Decisions ............................................................................. 46 Challenging the Evaluation of Record.................................................................................. 47 DCIPS Funding ......................................................................................................................... 48 Market Compensation Flexibility.............................................................................................. 49 Ongoing System Evaluation...................................................................................................... 50 How DCIPS Compares to the GS/GG System.......................................................................... 51 How DCIPS Compares to NSPS............................................................................................... 52 Conclusion................................................................................................................................. 56 Recommendations ..................................................................................................................... 56 CHAPTER 4: ASSESSING DCIPS’ IMPLEMENTATION ................................................. 59 Introduction ............................................................................................................................... 59 Evaluation Framework .............................................................................................................. 60 Preparedness.............................................................................................................................. 62 Engagement........................................................................................................................... 63 Accountability....................................................................................................................... 64 Resources .............................................................................................................................. 64 vi
Governance ........................................................................................................................... 65 Information Access ............................................................................................................... 66 Outreach................................................................................................................................ 69 Feedback ............................................................................................................................... 71 Planning ................................................................................................................................ 72 Delivery................................................................................................................................. 73 Inclusion................................................................................................................................ 76 Work Stream Planning and Coordination............................................................................. 78 HR Business Processes and Procedures................................................................................ 79 Tools and Technology Infrastructure.................................................................................... 80 Structured Approach ............................................................................................................. 81 Progress ..................................................................................................................................... 83 Differentiating Performance ................................................................................................. 84 Pay for Performance ............................................................................................................. 86 Cost Management ................................................................................................................. 87 Fairness ................................................................................................................................. 88 Transparency......................................................................................................................... 89 Trust ...................................................................................................................................... 89 Work Stream Planning and Status ........................................................................................ 90 Performance Management System Execution ...................................................................... 90 Employee Support for DCIPS............................................................................................... 90 Conclusions ............................................................................................................................... 91 CHAPTER 5: ASSESSING DCIPS’ IMPACT ....................................................................... 93 Introduction ............................................................................................................................... 93 Employee Perceptions of DCIPS.......................................................................................... 93 NGA Experiences with Pay-for-Performance ...................................................................... 93 Employee Perceptions............................................................................................................... 93 HR Professionals................................................................................................................... 93 Senior Managers ................................................................................................................... 94 Online Dialogue Participants ................................................................................................ 95 Open Forum Participants ...................................................................................................... 95 Mock Pay Pools .................................................................................................................... 96 OUSD(I) DCIPS Survey Results .......................................................................................... 97 The NGA Experience to Date ................................................................................................... 98 Conclusions ............................................................................................................................. 102 Recommendations ................................................................................................................... 103 vii
Page 1 and 2: A Report by a Panel of the NATIONAL
Page 3 and 4: FOREWORD The terrorist attacks of S
Page 5: TABLE OF CONTENTS FOREWORD.........
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
Page 55 and 56: cooperation with ODNI. The review w
Page 57 and 58:
Source: OUSD(I) Human Capital Manag
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eplaces the current government-wide
Page 61 and 62:
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
Page 71 and 72:
Recommendation 4. To ensure equitab
Page 73 and 74:
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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