Report - Government Executive

• The workforce is very geographically dispersed.
Successfully implementing DCIPS requires a well-formulated and -executed strategy based on
sound change management principles and taking into account significant differences in culture.
The NDAA pause is yet another challenge to implementation. DCIPS Interim, put into place
following the suspension of DCIPS pay authorities, has been a source of confusion, frustration,
and discouragement for many in the workforce, including HR implementers. For example, many
negative sentiments expressed by DoD intelligence component personnel appear to be strongly
influenced by the effects of the NDAA pause, and have little to do with DCIPS overall. Thus,
implementation has been attempted in an environment beset by internal and external challenges.
This chapter focuses on how DCIPS has been implemented and addresses the provision of the
NDAA requiring an assessment of the adequacy of the training, policy guidelines, and other
preparations afforded in connection with transitioning to that system. The OPM Alternative
Personnel Systems Objectives-Based Assessment Framework was used as the basis to assess
DCIPS’ implementation. 110 Using this framework, and the elements considered essential to
effective implementation of alternative pay systems, the Panel provides a series of findings,
conclusions, and recommendations.
EVALUATION FRAMEWORK
OPM’s Alternative Personnel Systems Objectives-Based Assessment Framework has been used
to guide the Panel’s assessment of DCIPS implementation. 111 The dimensions and elements that
comprise the framework (see Table 4-1) are based on lessons learned from federal government
demonstration projects involving alternative personnel systems, as well as best practices drawn
from large human capital transformation programs.
The standards used to assess DCIPS’ design in Chapter 3 focused on the presence or absence of
necessary policies and provisions. By contrast, the framework is based on indicators of how well
the DoD intelligence components prepared for implementation and are meeting the objectives.
110 OPM, Alternative Personnel Systems Objective-Based Assessment Framework, Oct. 2008. Hereafter “the
framework.”
111 Ibid.
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