# Presentation: 744033

## Information Briefing on BROADBANDING

**Program Manager: Anthony D. Echols**

**Information Briefing on BROADBANDING**
**“****A Proven Concept That Works”**
**August 28, 2001**

## Agenda

** **Background: Statutes & population profile
-  Broadbanding
- Overview
- How has broadbanding helped?
- What adjustments were made since adoption?
- What are some major program challenges, impacts, &  considerations?
-  Summary

## Background

- Statutory authority for Acquisition demo
- 5 U.S.C. 4703
- FY 96 National Defense Authorization Act, § 4308, as amended
- Cannot alter leave, benefits, political activity
- Must adhere to EEO and merit principles
- Cannot entail prohibited personnel practices
- HRM changes evaluated over 5 years

## AcqDemo Population Profile

** ****FY 1999**

**(1469 Emps/23 PPs)**

**(572 Emps/3 PPs)**

**(633 Emps/3 PPs)**

**(2027 Emps/17 PPs)**

**FY 2000**

**(1609 Emps/23 PPs)**

**(593 Emps/3 PPs)**

**(606 Emps/3 PPs)**

**(1995 Emps/17 PPs)**

**(280 Emps/8 PPs)**

_**Total Employees**_
**FY 1999:  4701**
**FY 2000:  5083**
**PPs = Pay Pools**

## Overview of Broadbanding

**Overview of Broadbanding**

-  **3 Career Paths and 4 Broadbands**

**Contribution is measured on 6 factors:**

** ****Problem Solving**
** ****Teamwork and Cooperation**
** ****Customer Relations**

** ****Leadership and Supervision**
** ****Communication**
** ****Resource Management**

## Benefits of Broadbanding

- Gives supervisors authority to:
- Set pay – compete with private sector for talent
- Classify positions:
- Generic position requirements document (PRD)
- PRD written at top of broadband
- Candidates qualify at bottom of band
- Move employees seamlessly
- Compensate employees for their contributions

## Changes/Adjustments

**	**
- Flexibility for Managers/Employees
- Lets managers manage, with HR staff as advisors
- Facilitates employee progression
- Gives employees more influence over outcomes

## Changes/Adjustments (cont.)

- Significant cultural shift
- Longevity-based to contribution-based
- Payouts more like private sector
- After 18 months
- Acceptance level continues to be positive
- Employees perceive link between contribution and pay

## Broadbanding’s Challenges

- All employees receive “buy-in”
- Movement to supervision without concurrent pay increase
- Employees who are capped - training
- Employees who contribute above expectations
- Employees who do not meet expectations

## Broadbanding Considerations

- No QSI or WGI – higher floors for contribution rating increases (CRI) and contribution  awards (CA)
- General pay increase (GPI) at risk – denied/reduced GPI rolls to CRI & CA
- Authority to set pay – new hires
- Seamless movement within bands
- Strategic HRM plans - manage the workforce

## Summary

- Adopting New Concepts
- Link pay to contributions
- Require managers to be managers
- Under consideration
- Assessment model
- Simplified training
- Project expansion

## Getting in Touch

- DoD Civilian Acquisition Workforce
- Personnel Demonstration Project
- 2001 North Beauregard Street, Suite 750
- Alexandria, Virginia 22311
- Program Manager: Anthony D. Echols
- (703) 578-2755
- _[Anthony.echols@osd-acm.dau.mil](mailto:Anthony.echols@osd-acm.dau.mil)_
- Web Site: https://apps.rdaisa.army.mil/acqdemo