AcqDemo

CAS2Net Login search  
About AcqDemo Tools Training Multimedia Library Blog FAQs Contact Us
 


AcqDemo Initiatives Back

Project initiatives strive to achieve the best workforce for the acquisition mission, adjust the workforce change, and improve workforce quality. Key features of the demonstration project include streamline hiring, Broad-banding, a simplified classification system and a Contribution-based Compensation and Appraisal System. In addition, this project offers delegating examining authority and modified term appointments that provides organizations greater control over the hiring process. Broad- banding combines numerous occupational series into three career paths and groups several grade levels into pay bands with no steps. The simplified classification system replaces OPM classification standards with six contribution factors and replaces multiple position descriptions with generic position requirement documents. The contribution-based system links compensation to employees' contributions to the mission through annual performance appraisals.

The ten initiatives are:

  1. Simplified Accelerated Hiring
  2. Contribution-Based Compensation Appraisal System (CCAS)
  3. Modified Appointment Authority
  4. Simplified Classification System
  5. Academic Degree and Certification Training
  6. Expanded Candidate Selection Process
  7. Broadbanding
  8. Simplified, Modified RIF
  9. Sabbaticals
  10. Voluntary Emeritus Program

 


1) Simplified Accelerated Hiring:
Due to the Presidential Memorandum-Improving the Federal Recruitment and Hiring Process dated May 11, 2010 which requires agencies to use category-rating procedures, the AcqDemo delegated examining process is no longer available. For AcqDemo hires under a delegated examining authority, refer to the current Office of Personnel Management delegated examining process at https://www.opm.gov/policy-data-oversight/hiring-information/competitive-hiring/deo_handbook.pdf.

[ top of page ]



2) Contribution-based Compensation and Appraisal System
The Contribution-based Compensation and Appraisal System, known as CCAS, is central to the Demonstration Project. CCAS measures your contribution to the mission of your organization, rather than simply how well you performed your job as defined by a performance plan. CCAS also provides much greater compensation flexibility: you have the opportunity to earn a larger-than-average salary increase if your contribution justifies it. On the other hand, you could also earn a smaller increase, or no increase at all (except locality pay), if your contribution does not measure up. Under CCAS, employees are rewarded just as their contributions merit; those not contributing at the required level will have to do better in order to receive monetary rewards.

[ top of page ]


 

3) Modified Appointment Authority
The Scholastic Achievement Appointment process provides authority to appoint candidates with degrees to positions with positive (specific) education requirements. Scholastic Achievement Appointments allow the acquisition workforce to compete with the private sector for some of the best talent in the ranks of new college graduates. External candidates can be competitively appointed to broadband level II positions in the Business Management and Technical Management career path when they have:

  • an undergraduate degree
  • at least a 3.0 overall grade point average
  • a 3.5 GPA in the field of study appropriate for the occupational series
  • and meet OPM basic qualification standards.

Details on Scholastic Achievement Appointments are available from your human resources office and are described in chapter 4 of the Operating Procedures.

Appointments under the demonstration project will be in one of three categories:

Permanent appointments, which include existing (current) career and career-conditional appointments.
Temporary limited appointments, which include existing temporary appointments.
Modified term appointments, a new appointment authority, based on existing term appointments, which may extend up to five years with a one year, locally-approved extension.

For example, employees may be hired for Modified Term appointments to carry out special project work; staff new or existing programs of limited duration, fill a position in activities undergoing review for reduction or closure; replace permanent employees who have been temporarily assigned to another position, are on extended leave, or who have entered military service. Employees hired under Modified Term appointments are in a temporary status but may be eligible for conversion to career conditional appointments after a two-year period of continuous service, provided the initial recruitment advertisement stated the conversion opportunity.

[ top of page ]


 

4) Simplified Classification System
Under the demonstration project, the classification system is simplified. The current GS system includes 434 occupational series grouped into 22 occupational families. While the occupational series are retained, the occupational families are replaced by three career paths (NH, NJ, NK).

Classification authority is held by commanders (or the equivalent) who may delegate this authority to subordinate management levels. However, classification approval must be at least one management level above the first-line supervisor of the employee, except in those instances where the employee works directly for the commander (or the equivalent). In other words, your direct supervisor may not approve your classification but his or her boss (or a higher level manager) must.

[ top of page ]


 

5) Academic Degree and Certification Training
Highly trained and educated personnel are essential to the success of the acquisition workforce. The Defense Acquisition Workforce Improvement Act (DAWIA) authorizes degree training for acquisition coded positions through the year 2001. In other words, the government may pay you for completing a degree or gaining a professional certificate in certain circumstances.

This demonstration project extends the DAWIA authority for degree and certificate training for the duration of this demonstration. It expands its coverage to provide authorization at the local level to pay for qualifying educational programs for all demonstration participants. For example, if you are taking a course, even an elective, required to attain your degree, the demonstration project authorizes the government to pay for the course.

Funding and administration for this training are the responsibility of the participating organization. Since it will probably be limited by funds availability, you should contact your manager if you are interested in participating.

[ top of page ]


 

6) Expanded Candidate Selection Process
Due to the Presidential Memorandum-Improving the Federal Recruitment and Hiring Process dated May 11, 2010 which requires agencies to use category-rating procedures, the AcqDemo delegated examining process is no longer available. For AcqDemo hires under a delegated examining authority, refer to the current Office of Personnel Management delegated examining process at https://www.opm.gov/policy-data-oversight/hiring-information/competitive-hiring/deo_handbook.pdf.

[ top of page ]


7) Broadbanding
Broadbanding within AcqDemo is the grouping of acquisition occupations with similar characteristics into three career paths with four broadband levels for each career path. It is designed to facilitate pay progression and internal assignment of duties, and to allow for more competitive recruiting of quality candidates at differing pay rates.

It is important to understand how broadbanding works, because, among other things, your professional growth and compensation relate directly to broadbanding. Advancement within broadband levels is contingent on contribution to the mission; advancement to a higher broadband level requires a promotion.

Broadband levels replace the familiar GS grades
in the demonstration project.

In the demonstration project, all current occupations will be grouped into the following three (3) career paths:

  • Business Management and Technical Management Professional (NH)
  • Technical Management Support (NJ)
  • Administrative Support (NK)

Three New Career Paths and Broadband Levels

As shown below, there are four (4) broadband levels for the Business Management and Technical Management Professional and the Technical Management Support career paths. There are three for Administrative Support.

Business Management and
Technical Management Professional (NH)

Level I
(GS 1-4)

Level II
(GS 5-11)

Level III
(GS 12-13)

Level IV
(GS 14-15)

Technical Management Support (NJ)

Level I
(GS 1-4)

Level II
(GS 5-8)

Level III
(GS 9-11)

Level IV
(GS 12-13)

Administrative Support (NK)

Level I
(GS 1-4)

Level II
(GS 5-7)

Level III
(GS 8-10)


As you can see, each of these levels represents natural breaks in professional growth. In other words, level I represents entry level positions; level II, journeyman level positions; and level III, professional or master level positions. Level IV correlates to senior management or master level positions, as well as experts within their functional specialty.

[ top of page ]


 

8) Simplified, Modified RIF
In the event of a Reduction in Force or RIF, CCAS ratings provide additional service credit. The following tables show the years of retention service credit associated with each level, career path, and range of OCS ratings.

All positions participating in the demonstration project within a given Component and located within the same commuting area may be considered a separate competitive area. Alternatively, Components may establish all or part of the Component at a given geographic location as a competitive area. In any event, employees under this demonstration shall be placed in a different competitive area from employees who are not covered.

Business Management and
Technical Management Professional

Broadband OCS Range
Level OCS Years of Retention Service Credit
. Normal
Range
20 16 12 0
I 0 - 29 21 or above 11 - 20 1 - 10 0
II 22 - 66 56 or above 39 - 55 22 - 38 21 or lower
III 61 - 83 76 or above 69 - 75 61 - 68 60 or lower
IV 79 - 100
115
95 or above 87 - 94 79 - 86 78 or lower

Technical Management Support

Broadband OCS Range
Level OCS Years of Retention Service Credit
. Normal 
Range
20 16 12 0
I 0 - 29 21 or above 11 - 20 1 - 10 0
II 22 - 51 42 or above 32 - 41 22 - 31 21 or lower
III 43 - 66 59 or above 51 - 58 43 - 50 42 or lower
IV 61 - 83 
95
76 or above 69 - 75 61 - 68 60 or lower

Administrative Support

Broadband OCS Range
Level OCS Years of Retention Service Credit
. Normal 
Range
20 16 12 0
I 0 - 29 21 or above 11 - 20 1 - 10 0
II 22 - 46 39 or above 30 - 38 22 - 29 21 or lower
III 38 - 61 
70
54 or above 46 - 53 38 - 45 37 or lower

[ top of page ]


 

9) Sabbaticals
You may also be eligible for a sabbatical—an opportunity to engage in a work or study experience that will contribute to your professional development.

The program can be used for training with business, manufacturing, or on-the-job work experience with public, private, or non-profit organizations. The only constraint is that the activity must contribute to both your development and your organization’s mission.

If you are selected, you will be paid your full salary and allowances. You will also accrue federal service time while on sabbatical.

To qualify, you must have at least seven years of federal service. Sabbaticals last from three to twelve months, and must result in a product, service, report, or study that will benefit the acquisition community and increase your own effectiveness as a member of that community. You will return to your organization upon completion of the sabbatical, therefore, no funds for Permanent Change of Station (PCS) will be authorized. If you are interested, you should apply through your chain of command.

[ top of page ]


 

10) Voluntary Emeritus Program
Even after you retire or separate from federal service, you may still have an opportunity to continue to contribute to the acquisition workforce.

The Voluntary Emeritus Program is designed to ensure continued quality acquisition by allowing higher level employees to accept retirement while still retaining ties to the acquisition community. The Voluntary Emeritus Program will permit acquisition professionals to share their knowledge through mentoring and training less-experienced professionals. Volunteers are not paid a salary nor any other compensation except for reimbursement of official travel expenses and allowances.

This initiative is available only to employees in the Business Management and Technical Management Professional career path. If you think you might be interested in continuing to serve the acquisition workforce as a volunteer, contact your human resources specialist for information. Not everyone who applies will be given an emeritus position, but for those who do, this program is an opportunity to remain a part of the important work of the acquisition workforce. Those applicants selected for this program must complete the Voluntary Emeritus Work Agreement (Appendix J, Operating Procedures).

[ top of page ]


 

 

purple line

HCI DAU