About AcqDemo
The DoD Civilian Acquisition Workforce Personnel Demonstration Project (AcqDemo) is a Congressionally-mandated project designed to show that the DoD acquisition workforce can be improved by providing employees with a flexible, responsive personnel system that rewards employee contribution and provides line managers with greater personnel flexibilities.
The Department of Defense (DoD) AcqDemo transforms civilian personnel management policies and procedures to better support DoD’s acquisition mission. Specifically, AcqDemo aims to provide a system that retains, recognizes, and rewards employees for their contributions, and supports their personal and professional development. Learn more about AcqDemo by reading the Executive Summary.
AcqDemo is designed to attract, motivate, and retain high-quality acquisition workforce professionals.
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Project Purpose
The purpose of the project is to demonstrate that the effectiveness of DoD acquisition can be enhanced by allowing greater managerial control over personnel processes and functions and, at the same time, expand the opportunities available to employees through a more responsive and flexible personnel system. This demonstration project will provide managers, at the lowest practical level, the authority, control, and flexibility they need to achieve quality acquisition processes and quality products. This project not only provides a system that retains, recognizes, and rewards employees for their contribution, but also supports their personal and professional growth.
New to AcqDemo?
The AcqDemo website is a rich resource for all sorts of information about the project. Follow the links to sections of the site that will provide you with some basic information about the project.
AcqDemo History
The National Defense Authorization Act (NDAA) for Fiscal Year (FY) 1996, as amended by section 845 of the NDAA for FY 1998, allowed the Department of Defense (DoD), with approval of the Office of Personnel Management (OPM), to conduct a personnel demonstration project with its civilian acquisition workforce. The DoD Civilian Acquisition Workforce Personnel Demonstration Project (AcqDemo) was implemented on February 7, 1999, in accordance with the Federal Register notice (64 FR 1426), January 8, 1999.
AcqDemo was an opportunity to re-engineer the civilian personnel system to meet the needs of the acquisition workforce and to facilitate the fulfillment of the DoD acquisition mission.
AcqDemo Initiatives
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 direct hire and streamlined hiring authorities and processes including a modified term appointment authority, broadbanding, a simplified classification system, and a Contribution-based Compensation and Appraisal System (CCAS). Broadbanding combines numerous occupational series into three career paths and groups several General Schedule grade levels into each broadband level with no steps. The simplified classification system replaces OPM classification standards with three contribution factors and replaces multiple position descriptions with generic position requirement documents. The CCAS links compensation to employees' contributions to the mission through annual contribution and performance appraisals.
Specific initiatives are:
- Broadbanding
- Simplified Classification System
- Five External Hiring Authorities
- Simplified Hiring Processes
- Expanded Supervisory and Managerial Probationary Periods
- Expanded Detail and Temporary Promotion Authority
- Voluntary Emeritus Program
- Simplified, Modified Reduction-in-Force Procedures
- Accelerated Compensation for Developmental Positions
- Supervisory and Team Leader Cash Differentials
- Contribution-Based Compensation Appraisal System (CCAS)
- Academic Degree and Certification Training
- Student Intern Relocation Incentive
- Sabbatical
Click here to learn more about these initiatives.
Aggregate Results
Below is a link to AcqDemo's Compensation and Appraisal System (CCAS) Aggregate Results for the FY11-FY20 cycles. The information is presented in a scatter diagram showing how an employee’s Overall Contribution Score (OCS) plots on the graph - each dot represents an employee's score. The table on the second page provides additional data detailing rating and compensation for the three AcqDemo Career Paths. The information is provided at the DoD level (all rated employees in AcqDemo), along with the same information for the component organizations in AcqDemo. This information provides the AcqDemo workforce with a greater level of transparency into the pay pool process.
Aggregate Results
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