Report - Government Executive

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CHAPTER 6: THE WAY FORWARD FOR DCIPS........................................................... 105 CHAPTER 7: PANEL RECOMMENDATIONS ................................................................. 109 FIGURES AND TABLES Figure 2-1. IC Pay Modernization Effort..................................................................................... 11 Figure 2-2. DCIPS Timeline........................................................................................................ 12 Figure 3-1. Objectives of the NICCP Framework ....................................................................... 25 Figure 3-2. DCIPS 2010 Pay Band Structure .............................................................................. 33 Figure 3-3. Salary Algorithm Inputs............................................................................................ 42 Figure 3-4. Bonus Algorithm Inputs............................................................................................ 43 Figure 5-1. DCIPS Interim Array of Ratings............................................................................... 99 Table 1-1. Status of DCIPS Implementation Efforts at DoD Intelligence Components ............... 2 Table 2-1. Major Efforts to Link Federal Pay to Performance .................................................... 13 Table 3-1. Summary of DCIPS Design Assessment.................................................................... 21 Table 3-2. Design Principles for Performance-Based Compensation Systems ........................... 23 Table 3-3. DCIPS Performance Elements ................................................................................... 37 Table 3-4. Conversion of Average Rating to Evaluation of Record............................................ 40 Table 3-5. Evaluation of Record and Performance Payout Eligibility ........................................ 42 Table 3-7. Comparison of DCIPS and NSPS Design .................................................................. 53 Table 4-1. Overview of the OPM Objectives-Based Assessment Framework............................ 61 Table 5-1. NGA Indices and Comparative Results.................................................................... 101 APPENDICES Appendix A: Panel and Staff ..................................................................................................... A-1 Appendix B: Participating Individuals and Organizations ........................................................ B-1 Appendix C: Bibliography......................................................................................................... C-1 Appendix D: Merit Systems Principles and Prohibited Personnel Practices............................. D-1 Appendix E: DCIPS Performance appraisal form ..................................................................... E-1 Appendix F: Open Forum Locations, Dates, and Attendance .....................................................I-1 Appendix G: MITRE’s Performance-Based Compensation System.......................................... J-1 viii
ACRONYMS Academy CWB DCIPS DIA DIHRB DNI DoD DPAT DSS GAO GG GS HASC HCMO HPSCI HR IC IRTPA IT MSPB NAC NDAA NGA NICCP NRO NSA NSPS ODNI OMB OPM National Academy of Public Administration Compensation Workbench Defense Civilian Intelligence Personnel System Defense Intelligence Agency Defense Intelligence Human Resource Board Director of National Intelligence U. S. Department of Defense DCIPS Payout Analysis Tool Defense Security Service U. S. <strong>Government</strong> Accountability Office General <strong>Government</strong> General Schedule House Armed Services Committee Human Capital Management Office House Permanent Select Committee on Intelligence Human Resources Intelligence Community Intelligence Reform and Terrorism Prevention Act Information Technology U.S. Merit Systems Protection Board National Advisory Council National Defense Authorization Act National Geospatial-Intelligence Agency National Intelligence Civilian Compensation Program National Reconnaissance Office National Security Agency National Security Personnel System Office of the Director of National Intelligence U. S. Office of Management and Budget U. S. Office of Personnel Management ix
Page 1 and 2: A Report by a Panel of the NATIONAL
Page 3 and 4: FOREWORD The terrorist attacks of S
Page 5 and 6: TABLE OF CONTENTS FOREWORD.........
Page 7: Governance ........................
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
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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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Report - Government Executive

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