Home' Army Acquisition Logistics and Technology Magazine : Army ALT July-September 2017 Contents The greatest flexibility of AcqDemo is in the broader pay bands.
If that same GS-6 were in the NK II broadband, for example, the
manager could increase compensation based on an employee’s
contribution results through the CCAS pay pool panel process.
The flexibility of AcqDemo is also in the ability to shape the
workforce to meet “required skills and knowledge,” a s the
original Federal Register notice in 1999 noted. “The current
personnel system [GS] is unable to adapt the workforce rapidly
to changing needs. This demonstration project provides more
flexibility to shape workforce capability and size as needed,”
The system provides for three types of appointments: perma-
nent; temporary limited, not to exceed two years; and modified
term, up to five years with the possibility for a one-year exten-
sion for a total of six years.
A CONTRIBUTION-BASED SYSTEM
Contribution-based compensation starts with the premise that
pay should be based on an employee’s contributions to the orga-
nization’s mission. So the measurement isn’t only whether the
employee accomplished specific tasks. Rather, it’s about what
the individual’s efforts contributed to the mission.
“For the AcqDemo community,” Brock said, “it’s how well did
you contribute to the mission of the organization? Then, based
on that and the value of the position, are you appropriately
For participating AcqDemo organizations, perhaps the most
significant upcoming change is streamlining the contribution
factors from six to three. (See Figure 2.) The contribution factors
are the criteria that employees and supervisors use to enumerate
and evaluate annual contributions.
In a significant change in authority, the FY17 NDA A moved
AcqDemo from under the auspices of the U.S . Office of Per-
sonnel Management (OPM) to the secretary of defense. The
significance of that, said Steve Edsall, AcqDemo deputy pro-
gram manager, is that “along with authority and accountability,
it provides DOD more flexibility to implement improvements
AcqDemo Program Manager Scott Wortman agreed. “It’s sig-
nificant because, rather than having to go through DOD and
then OPM, now the secretary of defense has the authority to
make the changes. However, we’ve shared with and leveraged
The upcoming changes have been reviewed by OPM. “OPM’s
input was helpful and incorporated,” Edsall said.
In addition to the major change from six to three factors, there
are many other improvements and new features. The most sig-
nificant anticipated changes are in the categories of recruitment
and staffing, pay administration and employee development.
RECRUITMENT AND STAFFING
Direct-hire authorities—Hiring managers in participating
organizations will have the option of making on-the-spot tenta-
tive job offers to candidates at recruiting events when using a
noncompetitive or direct hiring authority. That includes on-the-
spot offers to qualified candidates who have a degree required
by OPM or DOD standards covering acquisition positions, or
qualified candidates in direct support of acquisition positions in
a critical acquisition career field.
Direct-hire authorities also include hiring veteran candidates for
acquisition positions in a critical acquisition career field in the
business and technical management professional career path or
the technical management support path.
Additionally, hiring managers will have authority to make direct-
hire appointments of acquisition student interns. Managers can
HALF AS MANY FACTORS
Among the changes coming to AcqDemo in FY18, perhaps the most
significant is the streamlining of AcqDemo contribution factors, the
criteria that define and help measure an employee’s yearly contributions
to the successful execution of the organization’s mission.
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