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General Information

Answer: AcqDemo was implemented on February 7, 1999 as a result of amended section 845 of The National Defense Authorization Act (NDAA) that allowed DoD an opportunity to conduct a personnel demonstration project for the acquisition workforce. AcqDemo was designed to re-engineer the civilian personnel system and demonstrate that the effectiveness of DoD acquisition can be effective through allowing managers the authority to control and flexibility they need to achieve greater acquisition processes and quality products. See "About AcqDemo" section of website.

Answer: AcqDemo is designed to provide a personnel management system that increases our ability to attract, retain, and motivate the highly qualified acquisition workforce. AcqDemo’s performance appraisal system, CCAS, is designed to provide an equitable and flexible method for evaluating and compensating the workforce. By rewarding high performers and withholding remuneration from low performers, CCAS is intended to attract and retain a highly qualified workforce of employees who are motivated to maximize their contributions to the mission
Answer: AcqDemo focuses on positive incentives and under the compensation. Initial entry into the demonstration project for organizations with covered employees will be accomplished through a full employee-protection approach that ensures the initial placement of each employee into a broadband level without loss of pay. After this transition, any changes in the rate of basic pay will be based upon an employee’s overall contribution score, other contribution-based actions, promotion, or other personnel actions.
Answer: The Federal Register notice (FRn) requires that at the end of the demonstration period, the project be reexamined for: (a) permanent implementation; (b) modification and additional testing; (c) extension of the test period; or (d) termination.
Answer: The current General Schedule (GS) job classification process is both time-consuming and complex. Our aim is to create a simplified classification process so that managers can readily use it to classify positions. The AcqDemo classification system is also simplified to reflect the changes from the current GS system to a more generic broadbanding system. The position classification changes streamline and simplify the process of identifying and categorizing the work done within an organization. This is evident with the replacement of the old GS Position Descriptions (PDs) to the new Position Requirements Document (PRD) format.
Answer: We have maintained veteran’s preference throughout AcqDemo. Demonstration projects do not have the authority to alter veteran’s preference.

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General Pay and Compensation
Answer: Broadbanding consolidates several pay grades into a broad band. Currently the 15 grades of the General Schedule (GS) are used to classify positions and, therefore, to set pay. Under broadbanding, several grades are banded together, thereby creating more flexibilities for setting pay.
    The common objectives of broadbanding are to do the following:
  • Reduce the number of distinctions between levels of work at the different grade levels, thereby greatly simplifying the process and eliminating substantial paperwork for employees to advance to another level of work and pay
  • Allow for more competitive recruitment of quality candidates at differing rates within the appropriate broadband levels
  • Allow employees to move within the band to higher levels of pay, based on level of work performed, without going through a competitive promotion process.
  • The use of broadbanding provides a stronger link between pay and contribution to the mission of the organization. An employee can more easily be compensated at the level, which reflects his/her contribution to the goals of the organization.
Answer: Under the broadband system, promotions will only occur between broadbands. Salary increases within a broadband will be accomplished seamlessly using a pay adjustment. This will allow employees to increase their salary within a broadband level without the necessity of a promotion action.
Answer: The annual across-the-board increase, or General Pay Increase (GPI) provision, is still be available to AcqDemo employees based upon their eligibility. If you are at the top of your broadband level, you may receive the full GPI since AcqDemo will adjust the bands upward each year according to the GPI. In addition, you may be eligible for yearly cash awards that could help offset the limitation of being at the top of your broadband- if your contribution indicates you should receive a larger increase. There is a 2% funding cap that may be used to provide pay increases and/or for a carryover award for employees in a pay pool. This amount varies with employees' contributions. For example, if the proposed pay increase for a particular employee would raise his/her salary above a cap or the maximum basic pay of his/her broadband level, the carryover award provision could be used to give the amount over the cap to the employee in a cash award. This one of the many benefits of AcqDemo. In addition, there is a Sabbatical provision that enhances employee development and the organization’s effectiveness.
Answer: Locality pay is not included in the pay pool. Everyone in AcqDemo continues to receive all locality pay increases.
Answer: As a point of clarification, GS pay adjustments authorized under 5 U.S.C. 5303 are based on the cost of labor, not the cost of living. GS pay adjustments are linked to changes in the Employment Cost Index (ECI). The ECI measures the overall rate of change in employers’ compensation costs in the private and public sectors, excluding the Federal Government. The ECI does not measure the cost of consumer goods and services. These adjustments are not tied an inflation index. They are an attempt to bring federal pay in line with private sector pay.

Each year the broadbands will be adjusted upward to be equivalent to the new GS pay scale, which will be changed by the general pay increase. AcqDemo includes these adjustments in the pay pool to be allocated through the contribution-based compensation and appraisal system (CCAS). This adjustment, together with any pay increase, is set aside specifically to fund employee basic pay increases. Once basic salary pay is established, and then the appropriate locality pay is added.

Employees can receive salary increases, which can take them to the top of the broadband level without a promotion. We believe the ability for employees to have their salary increased in this seamless manner will be of great benefit to them and the organization. The only employees who would be at risk of not receiving their full General Pay Increase (GPI) would be those who are contributing at a level much less than would be indicated by their contribution.
Answer: The law prohibits AcqDemo from proposing any changes to the retirement system. Retirement calculations will continue to be determined as they are today, with any base salary increases you receive under AcqDemo counting toward your High-Three.
Answer: Promotions under AcqDemo happen the same way they occur in the General Schedule (GS) system. Most promotions will be competitive. However, AcqDemo has retained its current capabilities for noncompetitive promotions. By utilizing broadbands, employees can receive salary increases without being promoted. Within a broadband, employees can receive salary increases, which can take them to the top of the broadband level without any type of promotion. The ability for employees to have their salary increased in this seamless manner will allow them to be rewarded for their contribution to the organization, without some of the limitations found in GS system.

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General CCAS
Answer: The CCAS provides an effective and flexible method for assessing and compensating the AcqDemo workforce based on their contribution to the mission of the organization, rather than based on the amount of work accomplished and job longevity. It differs from the GS System - instead of basing the appraisal on how well a specified job is done (i.e. performance), the appraisal process is based on the job done well (i.e. contributions). It is based on the value of the job to the mission of the organization. CCAS provides a direct link between levels of individual contribution and the compensation received.

In addition, CCAS provides a common set of contribution factors that state what is important to the mission of the organization. Jobs done by individuals are evaluated against these contribution factors. Job growth is available to all by increasing contribution against known factors. Providing a common set of factors is one way CCAS achieves fairness in appraisal.

Equity in pay is achieved by making annual salary adjustments that move toward the same pay for the same contribution. This means that those who are underpaid for their contribution will have larger increases and those who are overpaid for their contribution will have smaller increases. In time, this process will achieve equity in pay.

    The CCAS will provide at least four important improvements:
  1. Promote increased fairness and consistency in the appraisal process
  2. Improve ability to compensate and reward employees in a timely manner commensurate with their contributions to the organization
  3. Better convey to employees the key factors associated with advancement in their job category; and
  4. Focus attention on measurable contributions and productivity.
Answer: The CCAS cycle begins on October 1st each year. Supervisors and employees should plan to meet soon after the cycle beings and review the employee's career path, broadband level, factors, and weights (if applicable). Together they should agree on what types of contributions the employee will plan to make over the next rating cycle. The supervisor is also encouraged to review with each employee the expected contribution level (Overall Contribution Score [OCS] range) corresponding to the employee's current base salary. Remember, the OCS range may change when employees receive their pay adjustments in January of the following year. Any changes to the expected contribution level, due to salary increase, should be discussed when the supervisor and employee review the Part I, on the Contribution-Based Compensation and Appraisal System (CCAS) Appraisal Form, which details the CCAS assessment results. Remember, AcqDemo encourages frequent and informal feedback throughout the appraisal cycle.

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User Guides

Answer: User guides are available on the AcqDemo website: Look for them under Tools as illustrated in the screen capture below.

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Pay Pool Analysis Tool (PAT)
Answer: There are hot links to each tab on the Instructions Tab. Just click on the hot link for the tab you want to see.
Answer: From the Menu Button, click “customize” then you can rename Pay Pool numbers to more meaningful names, revert to original names, or even change display order of Pay Pool data. Alphabetical default may not make sense given the data. Also, if Wildcard Statistics have been created, use the Wildcard Radio Button to reorder Wildcard data. See screen captures below.

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Conversion Calculator
Answer: Your browser has stored the old version of the Calculator. Hit CTRL and F5 while in your browser to request a complete page refresh. To access the Conversion Calculator please click on link:

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