What are the reforms planned for Defense Department civil service rules?
How will the National Security Personnel System change how Defense
civilians are paid, promoted and disciplined? What happens to unions that
represent Defense workers?
Mary E. Lacey, program executive officer for the National Security
Personnel System, joined The Post's Stephen Barr, who writes the Federal
Diary column, to take questions and comments about NSPS at noon Feb. 23 on
Federal Diary Live.
Lacey, a member of the Senior Executive Service, was named as the NSPS
program officer in May 2004. She started her career with the Navy in 1973
as a federal junior fellow working with the Naval Ordnance Laboratory. She
has been active in Navy academic and industrial partnerships and technology
efforts across the Naval Sea Systems Command. She previously served as
technical director of the Naval Surface Warfare Center. She received her
bachelor's degree in mechanical engineering from the University of
Maryland, where she also complete graduate work in control systems and
explosives.
Editor's Note: Washingtonpost.com moderators retain editorial control over Live Online discussions and choose the most relevant questions for guests and hosts; guests and hosts can decline to answer questions.
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Stephen Barr:
Thanks to all joining this discussion today, especially our guest, Mary Lacey of the Defense Department. A special thanks to Ms. Lacey for taking time out of her busy schedule to field questions from Diary readers. The department's plans for the National Security Personnel System involve a lot of change. Ms. Lacey, will you start us off today by telling us what will not change? Again, thanks for joining us.
Mary E. Lacey: Thanks for the opportunity to be with you today, and I'm particularly glad to clear the air on some of the misinformation about what will and will not change under NSPS...especially the fundamental entitlements - leave and work schedules, health benefits, life insurance, retirement, overtime pay, travel subsistence - none of these things change under NSPS. Furthermore, veterans' preference, merit systems principles, rules against prohibitied personnel practices, anti-discrimination laws, whistleblower protections, and fundamental due process all remain untouched and critical to maintaining the values of the civil service system as we know it today and will continue to know it into the future.
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Lexington, Mass.:
How will an employee's contribution be evaluated under Pay for Performance when the employee is a Full Time Union Representative?
Mary E. Lacey: After the thirty day public comment period, we enter into a meet and confer process with Union representatives, and that is one of the many items we would like to discuss. So, if you have ideas, and cautions on performance evaluation for full time Union representatives, please send in your comments.
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Vacaville, Calif.:
Most civilian employees in DOD are veterans and they were trained to work as a team to accomplish mission goals. How will this team work be affected will civilian employees now having to compete against each other for pay raises and job security?
Mary E. Lacey: Teamwork is one of the things that makes the Department so effective, and we want to continue to encourage it. The pay for performance system will have the ability to reward team work as well as individual performance.
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Washington, D.C.:
If there are 15 GS grades, how many pay bands will there be? Are there steps inside pay bands? Thank you.
Mary E. Lacey: We are considering collapsing the 15 GS grades into 3 or 4 pay band levels within career groups, e.g. science and engineering career group, medical career group, etc. There would be no steps within these bands. These matters will be firmed up after discussions with employee representatives, DoD leadership, and our OPM partners.
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Washington, D.C.:
There are a good many federal employees who fully support what the Administration is trying to do. The unions don't speak for us. Keep up the good work.
Mary E. Lacey: Thank you for the comments. We realize there are a wide variety of perspectives out there, and it is challenging to balance them all.
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Bowie, Md.:
There are several Personnel Demonstration Projects currently in use. Will the best practices of those systems be incorporated into the new NSPS?
Mary E. Lacey: We took a good hard look at the lessons learned from the Department's various demo's and in fact we incorporated things like broad banding, streamlined hiring procedures and appointing authorities into the proposed regulations. Indeed, many line managers and human resource practitioners from those demos were involved in the NSPS design process. We will continue to look at these and other alternative personnel systems as we move forward.
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Washington, D.C.:
Since this has started, I have heard both good and bad (from those already participating) about this new system. My concern/question is How much will it depend upon one supervisor in determining your status/rating. Because there are still some supervisors who will use partiality or those who don't like giving awards to prevent others from moving up or gaining any recognition. Basically the same complaint as in every other system - how much is up to THEIR discretion?
Mary E. Lacey: We have heard this concern voiced by many employees and other stakeholders. Supervisors and managers will have an extremely important role in making NSPS a success, and we're committed to ensuring they are trained and equipped to have performance conversations with employees. Having worked under a demo system myself, I know how hard this can be, but training, practice, and leadership can make a world of difference. NSPS is about performance and accountability. Remember, supervisors and managers will be under the pay for performance system as well. They will be evaluated on how well they perform their duties as supervisors and managers, including coaching, communicating effectively with employees, and linking individual performance expectations to organizational goals and objectives. In the pay pool process, the supervisors' ratings of employees will be subject to higher level review, and employees will have the opportunity to challenge the ratings in a formal process.
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Aurora, Colo.:
Is Spiral 1.1 still on schedule for implementation in July?
Mary E. Lacey: We are still planning for a July implementation. However, we are operating under an "event-driven" approach, meaning we will not implement until the system is ready.
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Lexington Park, Md.:
After reading the changes to the new system, I'm a little disturbed that the older workforce will not be able to use how many years they have in the system in a RIF to their advantage. Sounds like a good way to get rid of us that have 30 plus years serving our nation.
Mary E. Lacey: Under the NSPS proposed reduction in force regulations, length of service is still a factor in retention, however, performance will have greater emphasis over seniority. This is consistent with the performance-based system we are trying to design. Let me also point out that veterans preference in reduction in force is preserved.
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Washington, D.C.:
NSPS spokespersons have asserted that no one will suffer a salary cut "during the transition." Does that mean that, once the system is implemented, a person could very well end up with a cut in salary, regardless of performance, depending on where their position is placed on the occupation & pay bands?
Mary E. Lacey: Upon conversion to the NSPS pay banding system, employees will be placed at their current salary level, and in some cases, at a higher salary level. Employees who are in a waiting period for a within grade increase will receive a prorated base salary increase (for example, if you are two years into a three year WGI waiting period, you will receive two-thirds of the WGI upon conversion into the NSPS pay system).
The second part of your question asks about pay cuts once you are in NSPS. As in today's environment, employees' pay could be decreased for cause (e.g., poor performance) under NSPS. However, that is considered an adverse action, which is appealable to the Merit Systems Protection Board.
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Arlington, Va.:
Streamlined hiring procedures are a great goal but it doesn't address the main problem: Getting the individual a security clearance. Right now the process is a disaster.
Mary E. Lacey: The security clearance process is outside the scope of NSPS. However, I know that DoD is working closely with OPM to improve and streamline the security clearance processes.
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Barstow, Calif.:
Regarding funding of the personnel pool. How will funding levels be determined and safeguarded to assure that monies are available for employees meeting/exceeding personnel requirements?
Mary E. Lacey: Money that's currently used for within grade increases, quality step increases, promotions, bonuses, and the annual general increase will be used for pay adjustments and bonuses under NSPS. We realize that it's critical to protect this money, and I'm working to set internal policies to do that.
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La Plata, Md.:
What will be the impact of this new personnel system on DoD employees who are currently at the top of the GS-15 scale, and are outstanding performers?
Mary E. Lacey: Like other employees, GS-15s will be converted into an NSPS pay band. However, those pay bands and their salary ranges have not been set. We understand that many employees are at or near the top step of their grade, and I can't say how much, if any, additional base salary those in your situation might see. Bonus money will continue to be available for those of you in this situation.
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Mary E. Lacey: Steve has informed me that our time is about up for today. I want to thank Steve, all those who sent in questions and those of you "listening" for the opportunity to provide you with information regarding NSPS. We believe NSPS will provide us with a system that will enhance the Department's ability to accomplish its vital national security mission while creating an an environment that promotes employee growth, initiative, performance and accountability. We continue to solicit input into the final design and encourage you to visit our website, read the proposed regulations and submit comments. I also encourage you to stay informed; our website is continuously updated with the most current information regarding NSPS. Our website is: www.cpms.osd.mil/nsps. Again, thank you for your participation today.
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