National Security Personnel System Implementation Overview January 8

National Security Personnel System Implementation Overview January 8, 2004

Key Provisions: Personnel System • Pay banding (simplified job classification) • New performance management system, linking pay to performance • Streamlined, flexible hiring and advancement procedures • Streamlined premium pay • New reduction in force rules, emphasis on performance over longevity • New labor management relations system • New, streamlined employee appeals process 2

Key Provisions: Stand Alone • Voluntary early retirement & separation incentive pay authority (limited to 25 K employees per year, not including BRAC) • Elimination of pay offset for rehired annuitants • Appointment authority for up to 2, 500 highly qualified experts • Special pay and benefits for certain employees outside the US 3

Constraints • Do. D may implement NSPS to 300 K employees (the remaining requires certification of performance management system and training) • Ten Do. D labs excluded from NSPS (until 2008) • Civilian pay dollars (FY 04 to FY 08) may not be less than would have been allocated under old system (to the extent practicable) • Parity required between civilian/military increases (to the extent practicable) • Design process specified by statute 4

Design Process NSPS –Job classification –Pay banding –Staffing flexibilities –Pay for performance “Stand-alone” Provisions –VERA/VSIP authority –Reemployed Annuitants –Experts –Exec pay and performance system BP Labor Management Relations System Employee Appeals (in consultation with MSPB) Work Groups 90 day collaboration Not subject to 90 day collaboration 5

Anticipated Issues • • Collaboration strategy with unions OPM involvement External oversight/scrutiny (Congress, GAO) Overcoming negative perception (unions/employee groups, media) • Readiness of HR information systems – Defense Civilian Personnel Data System – Defense Civilian Pay System 6

NSPS Program Office • Est. under DUSD(CPP) • Component & CPMS detail staff • Acq. Demo program office migration NSPS Program Implementation Office Project Teams Policy Integration & Coordination Proposal Development & Coordination LR Design Appeals Design CPM Development Operating Guide Training Development Implementation Strategy Program Evaluation HRIS Impact Marketing and Communications Functional Area Leads 7

Critical Tasks • • Establish NSPS Program Implementation Office Develop and execute communications plan Develop NSPS Policy/Procedural framework Design labor management relations system Design employee appeals system Develop & execute training strategy Modify HR information systems Publish guidance 8

Implementation Strategy • Navy, AF, WHS (incl. serviced population), OSD, other Fourth Estate agency (pending input) – first wave • White collar and blue collar (blue collar pay to be addressed separately) • Assumptions (initial 300 K) – Accommodate Component preferences (if possible) – Meet criteria for exceeding 300 K limit as early as possible – Include SES (pending decision on executive pay and performance system) – Address NAF, LN in second year of implementation • Coordination with Components to refine numbers 9

Communications & Outreach • • Website updates Focus groups Logo chosen Communications plan in development 10

Status • Standing up program office, with funding for operations, manpower, and contractor support • Enlisting Component participation and support • Awarded contract for implementation support – Marketing & outreach – Training development – Project support and evaluation • Developing overarching communications plan and materials • Issuing policies for stand-alone provisions 11