DoD Implements NSPS to Spiral 1.1 Organizations
Deputy Secretary of Defense Gordon England today signed the directive that will implement the National Security Personnel System, a new civilian human resources system, for about 11,000 employees on April 30.
Civilian employees from 12 DoD organizations, including the Defense Threat Reduction Agency, the Tricare Management Activity, Naval Sea Systems Command, the Navy’s Office of Civilian Human Resources and Human Resources Service Centers, Joint Warfare Analysis Center, Strategic Systems Program Office, Human Performance Center and Commander, U.S. Pacific Fleet, the Army’s Civilian Human Resources Agency, which includes the Civilian Personnel Operations Center and the Civilian Personnel Advisory Centers, the Secretary of the Air Force Manpower and Reserve Affairs office, elements of Tinker Air Force Base in Oklahoma and the Air Force Audit Agency, will be the first to transition to the system as part of Spiral 1.1.
Beginning the week of April 30, these employees will be converted to pay bands that replace the General Schedule and will be given new results-focused performance plans that are clearly linked to their organization's mission and strategic goals.
"NSPS is critical to the department's overall transformation to a results-oriented, performance-based culture. It will help us attract and retain the talent we need to execute our national security mission," said Deputy Secretary of Defense Gordon England, who also serves as the NSPS senior executive. "Our senior leaders are ready, our employees and their supervisors are trained, and we are excited about achieving this major milestone."
Training of managers, supervisors, and employees has been a top priority for the department in preparing for NSPS. Classroom and Web-based training covering the basics of NSPS, with special emphasis on performance management, has been in high gear for employees over the last several months.
Managers and supervisors received additional training on setting clear performance expectations and evaluating and providing feedback to employees. One of the web-based courses is available on the NSPS Web site at http://www.cpms.osd.mil/nsps/nsps101.
Employees in Spiral 1.1 will convert into NSPS based on their permanent position of record and will experience no loss of pay in the conversion. In fact, most employees will actually see an increase in pay if they are eligible for a one-time, prorated "within-grade increase (WGI) buy-in."
Employees can access a conversion tool in the NSPS 101 Course to see the value of their WGI buy-in as well as their career group and pay band. In addition to basic pay, Spiral 1.1 employees will receive local market supplements equivalent to the locality pay they get today.
The performance appraisal cycle for Spiral 1.1 employees begins April 30 and ends Oct. 31, 2006. These employees will receive their first performance pay increases in January 2007. In addition, employees performing satisfactorily will receive an increase equivalent to the general pay and locality increase received by General Schedule employees in January 2007.
Mary Lacey, NSPS Program Executive Officer, is visiting Spiral 1.1 organizations this week to meet with employees and senior leaders. "They need to know that NSPS is a flexible system designed to help them better meet their mission objectives,” she said. “Their feedback is critical in helping us make the system better over time. We want NSPS to work for them, and for all of DoD."