AcqDemo Implementation of the 2017 Regulation Executive Summary Fall 2017 DoD Civilian Acquisition Workforce Personnel Demonstration Project (AcqDemo) acqdemo.hci.mil Introduction Topics of Discussion FRN Highlights Classification Changes
Recruitment and Staffing Initiatives Pay Administration Contribution-Based Compensation and Appraisal System (CCAS) Employee Development Transition Timing and Support acqdemo.hci.mil 2 FRN Highlights AcqDemo Purpose To enhance the quality, professionalism, and management of the DoD acquisition workforce through improvements in the efficiency and effectiveness of the human resources management system. It strives to support DoDs efforts to create a professional, agile, and motivated workforce that consistently makes smart business decisions, acts in an
ethical manner, and delivers timely and affordable capabilities to the warfighter. acqdemo.hci.mil 3 FRN Highlights FRN Effective Date Original design began in 1996 Based on feedback from participating organizations and employees, AcqDemo is undergoing its largest update since the inception of the program Updated FRN became effective 9 November 2017 acqdemo.hci.mil 4 FRN Highlights
Whats NOT Changing Program Eligibility Program Purpose Competitive vs. NonCompetitive Actions Bargaining Unit Requirements / Rights Locality Pay All remain the same! Broadbands and
Pay Ranges CCAS Payout Calculations acqdemo.hci.mil Classification Process Contributionbased Appraisal Steps Appraisal Cycle Date Range 5 FRN Highlights What IS Changing
3 Factors Expanded Supervisory and Managerial Probationary Periods Supervisory & Team Leader Cash Differentials Accelerated Compensation for Developmental Positions Expanded Detail
and Temporary Promotion Length New Direct Hire Appointment Authorities Additional Very High Score Options RIF Based Primarily on Performance Quality of Performance Rating
acqdemo.hci.mil 6 FRN Highlights Key Initiatives Governance Program authority shifted from OPM to DoD SecDef Factors for Classification and Appraisal 6 Factors changed to 3 Quality of Performance rating added External Hiring Authorities New Direct Hire Appointment Authorities Pay Administration
Compensation Strategy Accelerated Compensation for Developmental Positions (ACDP) added Supervisory and Team Lead Pay Differentials added CCAS Changes Overall Contribution AND Performance ratings required Additional Very High Score options added acqdemo.hci.mil 7 Classification Changes New and Changed Reduction of classification and appraisal factors from 6 to 3 Formalized career ladder structure Final classification appellate authority vested with
DoD not OPM (NDAA FY17) http://www.acqdemo.hci.mil 8 Recruitment and Staffing New and Changed Hiring officials have the ability to make on-the-spot tentative job offers to candidates at job fairs and other recruiting events Qualified candidates may be directly hired into positions classified to NH career path Qualified veterans may be directly hired into positions classified to NH or NJ career paths Establishes an AcqDemo Student Intern Program Modifies GPA requirements associated with scholastic achievement appointments Makes Veterans Preference a positive factor for external candidate selections as defined by the
participating organization acqdemo.hci.mil 9 Recruitment and Staffing New and Changed Voluntary Emeritus Program expanded to include nonAcqDemo/former civilian employees and military members with DAWIA position experience Expanded Supervisory and Managerial probational periods to ensure quality supervision and management of acquisition programs Establishes performance as the primary retention factor in RIF Expands the cumulative time allowed for noncompetitive details and temporary promotions acqdemo.hci.mil 10 Pay Administration
New and Changed Requirement to establish a compensation strategy Allows for Supervisory and Team Leader cash differentials Added option to withhold or deny the 50% GPI for retained pay employees with unacceptable overall assessments Adds Accelerated Compensation for Developmental Positions Establishes the option to set pay at the highest rate paid to an employee in previously held federal positions acqdemo.hci.mil 11 Contribution-Based Compensation and Appraisal System (CCAS) New and Changed Appraisal Factors reduced in number from 6 to 3 Very High Score options increased
Quality of Performance rating added Recognition of maximum salaries (control points) in Contribution Award computations acqdemo.hci.mil 12 Employee Development New and Changed Revised sabbatical program requirements New Student Intern Program and relocation incentive acqdemo.hci.mil 13 Transition and Support Transition Summary
Factors for Classification and Appraisal 6 Factors changed to 3 Quality of Performance rating added PRDs will need to be updated Recruitment and Staffing Direct Hire Authorities Expanded Supervisory and/or Managerial Probationary Periods Pay Administration Compensation Strategy ACDP added Supervisory and Team Leader Pay Differentials CCAS Changes
Overall Contribution AND Performance ratings required Additional Very High Score options added acqdemo.hci.mil 14 Transition and Support Transition Timeline Component Implementation - XXXX acqdemo.hci.mil 15 Transition and Support Support COMPONENT CONTACT INFO HERE LINK TO TRAINING CONTENT Web-based Videos available on AcqDemo website
Transition Overview Classification Recruitment Performance and Contribution Pay Administration Job-Aids available on AcqDemo website 6 to 3 Factors Quality of Performance Direct Hire Authorities HCI AcqDemo Highlights summary ( ) Microsoft Word Document
acqdemo.hci.mil 16 Transition and Support Transition Support Slide Decks customized for target audiences to be used in component town halls (in-person/on-line) Employee, HR/Supervisor, AcqDemo Program Leadership Completion Date Target End of September 2017 Web-based Videos You-Tube style channel Short video with topic details Completion Date Target End of October 2017 Job-Aids Concise topic summary sheets (1-2 pages each)
Completion Date Target End of October 2017 acqdemo.hci.mil 17 AcqDemo Implementation of the 2017 Regulation Fall 2017 Questions? acqdemo.hci.mil
AIRUS(Automatic Information Retrieval Using Speech) Winter School `09-> Speech Track -> Group 4. Pulkit. Shantanu. Nitish. ... two units per inch . ... The model thus predicts whether a particular speech belongs to the group of 'Relevant Speech' or '...
Rapid response to environmental stimuli: such as closing of stomata in water loss, opening and closing flowers in response to temperature, and . nastic responses. Reduce plants exposure to abiotic stress or grazing pressure. Plant competition and Allelopathy: Can compete...
Newborn Screening (NBS) is a public health program that provides early identification and follow-up for treatment of infants affected by certain genetic, metabolic, hormonal, and/or functional conditions. The success of NBS programs has made screening routine for over four million...
Bo Skeel, Chief [email protected] @Bo_Skeel. Root-kit explained. Provide attacker with a backdoor. Bypass authentication and authorization mechanisms. Conceal other malware, like for instance key loggers. Use system to perform attacks on other systems.
Part of speech - noun. Because I did not have the . foresight. to save money throughout the year, I will not be joining my friends on their holiday cruise. 35. ... Because Haley is a meticulous cleaner, every inch...
Ready to download the document? Go ahead and hit continue!