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AcqDemo: The Department of Defense Civilian Acquisition Workforce Personnel Demonstration Project

Broadband Level: A broadband level is a pay range derived from the General Schedule pay rates.

Career Path: One of three categories that an employee is placed in which corresponds to the employee’s occupational series currently held.

CAS2Net: Contribution-based Compensation and Appraisal System Software for the Internet

Contribution Award (CA): The contriA lump-sum payment based upon an individual’s contribution to the mission of the organization. This award does not affect base salary.

Contribution-Based Compensation Assessment System (CCAS): CCAS is a contribution-based assessment system that links salary adjustments to the individual’s overall contribution to the organization’s mission.

Contribution Improvement Plan (CIP): The contribution improvement plan is a document issued by the rating official that outlines specific areas in which the employee is inadequately contributing. This document states how the employee’s contribution is inadequate; what improvements are required; recommendations on how to achieve increased contribution; assistance that the agency will offer to the employee in improving inadequate contribution; and the consequence of failure to improve.

Contribution Rating Increase (CRI): A contribution rating increase is a base salary increase based upon an individual’s contribution to the mission of the organization.

DAWIA: Defense Acquisition Workforce Improvement Act

Delta Salary: Difference between an employee’s base salary and target salary.

Descriptors: Descriptors are narrative statements that describe contributions typical for the broadband levels at increasing levels of contribution, and are the basis for contribution assessment. Descriptors are not used individually to assess contributions but taken as a whole to derive a single evaluation for each factor.

Discriminators: Various categories in which an employee’s contribution is assessed. Discriminators for each factor are the same for all career paths and all broadband levels.

ECR: Expected Contribution Range

EOCS: The expected overall contribution score represents an employee’s expected level of contribution based upon his/her current base pay. It is derived by plotting base salary in relation to the SPL.

Factors: Factors are the basis for assessing contributions. The same six factors (problem solving, teamwork/cooperation, customer relations, leadership/supervision, communication, resource management) apply to all career paths.

Feedback: Feedback is communication between the rating official and employee about the employee’s contribution during the appraisal cycle. Feedback should focus on the employee’s strengths and weaknesses in areas of contribution to the organization’s mission, professional development, and career development activities.

GPA: Grade Point Average

GPI: General Pay Increase

GS: General Schedule

General Schedule Pay Increase: The General Schedule pay increase allows for a percentage increase to the General Schedule, as authorized by Congress and the President each year.

Inadequate Contribution: An employee is considered to be inadequately contributing if his/her contribution in any factor is at or less than the midpoint of the next lower broadband level (or a factor score of zero for broadband level I employees). Additionally, when an employee’s contribution plots in the area above the upper rail of the normal pay range, the employee is considered to be contributing inadequately.

OCS: The overall contribution score (OCS) is a numerical value which represents the employee’s contribution to the mission of the organization. It is computed by averaging the scores of the six contribution factors.

OPM: Office of Personnel Management

NDAA: The National Defense Authorization Act

NSPS: The National Security Personnel System

PD: Position Description

Pay Pool: A group of employees among whom a certain amount of salary increase and award money is distributed. Each participant in the demonstration project is a member of only one pay pool.

Pay Pool Panel: The pay pool panel, which includes the pay pool manager and rating officials (who normally report directly to the pay pool manager), conducts a final review of the OCSs and the recommended compensation adjustments for the pay pool members.

Pay Pool Manager: The manager of the pay pool who has annual pay adjustment authority.

PRD: The position requirements document for each employee provides job-specific information, broadband level descriptors, and other information pertinent to the job, including staffing requirements and contribution expectations. This document replaces the current agency-developed position description.

Rating of Record: The rating of record is the official rating (Overall Contribution Score) that is entered into the employee’s official personnel file (or database).

RIF: Reduction-in-force

SPL: Standard Pay Line

RIF: Reduction-in-force

WIGI: Within Grade Increase