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500 attend workshop on new personnel system

By Stan Cordell
August 23, 2005

CHICAGO, Ill. (Army News Service, Aug 23, 2005) – More than 500 Army personnel managers and specialists attended a workshop in Chicago Aug. 9-12 to prepare for implementation of the National Security Personnel System beginning this fall.

The Department of Defense and the Office of Personnel Management have spent the past year engaged in a design process to establish NSPS. Congress initially granted DoD authority to establish a new Civilian Human Resources Management System to better support its national security mission in November 2003.

NSPS Spiral 1 is scheduled to be implemented next fiscal year, beginning Oct. 1, with adoption throughout the Army continuing in three phases over the next three years.

The final version of NSPS is a rigorous and broad-based effort to modernize the personnel system for DoD, while preserving the core, enduring values of civil service, said Mary E. Lacy, program executive officer for NSPS. She said it offers new rules and processes for pay and classification, performance management, reduction in force, disciplinary matters and appeal procedures, and labor-management relations.

Melinda Darby, assistant G-1 for Civilian Personnel, explained that the current system needs to change in order to manage DoD civilians more effectively. Issues with the system include slow hiring practices, inadequate accountability, limited reassignment flexibility, and set pay, regardless of performance, Darby said.

“NSPS is being established to make the civilian personnel management system more flexible and to make the DoD a more competitive employer,” Darby said. “Extensive training of the Army workforce will be conducted throughout the transitional process. The biggest asset to a successful transition is an educated and knowledgeable HR team. That is why we are here today,” Darby told the workshop participants.

The highlight of the workshop was an impromptu speech by Chicago Mayor Richard M. Daley. Daley attended the opening forum of the workshop because of his extreme interest in quality-of-life concerns.

“I feel a strong affinity with this workforce and the military because you believe, as I do, in commitment and a desire to perform selfless service for our country,” Daley said.

Daley discussed the challenges of the Chicago school system and social programs and changes he has made to the system during his tenure.

“I believe that a person who serves must also assume responsibility for making decisions,” Daley said.

Darby presented the mayor an Army coin for his service and dedication in promoting “physical responsibility” and quality of life.

Lt. Gen. Franklin L. Hagenbeck, deputy chief of Staff, G-1, spoke of the NSPS program development and the equally critical phase of program implementation.

“This workshop represents a major step forward in opening communication about the flexibility and changes planned under the NSPS authorities.” Hagenbeck said. “The theme ‘Civilian Soldiers Supporting Soldiers’ demonstrates the intense level of effort the Army is placing on the implementation of this program, as well as our commitment to the Army at war.”

In addition, Hagenbeck spoke of recruiting issues, maintaining an adequate fighting force and lamented concerning the loss of Soldiers in the field, and received a standing ovation for his inspiring remarks.

Lacey summarized some of the highlights of the new program. The pay system will change, she said, adding that there will be significantly less than the current 150 pay grades currently in the system.

The General Service, or GS grade and pay structure will be replaced with a four-tier pay system called Pay Banding. Initially an individual’s income will remain the same as it is in the present system, but as the program progresses, variables will begin to occur based on performance, not time-in-grade. The new system will combine similar occupations and omit the familiar fixed-step rates.

Lacy said some of the highlights of NSPS include:

• Simplified pay banding structure, allowing flexibility in assigning work.

• A performance management system that requires supervisors to set clear expectations (linked to DoD's goals and objectives) and employees to be accountable.

• Streamlined and more responsive hiring processes.

• More efficient, faster procedures for addressing disciplinary and performance problems, while protecting employee due process rights.

• A labor relations system that recognizes the national security mission and the need to act swiftly to execute the mission, while preserving collective bargaining rights of employees.

For more information on NSPS, visit the Army's civilian personnel Web site at: www.copl.army.mil/library/general/nsps

(Editor’s note: Stan Cordell serves with Army Public Affairs-Midwest in Chicago.)