DoD Makes Some Design Changes

Meanwhile, DoD has issued new draft “implementing issuances” on the pay and performance rating portions of NSPS, saying that the main change from earlier versions is making job objectives the primary focus, including a requirement for higher level review of job objectives. The manner of performance also will influence the rating, and there will be additional responsibilities for higher level review authorities. In addition, supervisors will have to be rated on at least one supervisory objective. Main elements that are not changing, DoD says, are that performance expectations will have to be put in writing before employees are held accountable, all eligible employees will receive a performance plan and rating of record, supervisors will be held accountable for their NSPS performance management responsibilities, and employees will have access to an administrative reconsideration process or negotiated grievance procedures to challenge ratings. The changes were made after an internal review brought on by widespread criticism of the pay-for-performance system as originally announced and are subject to an ongoing collaboration process with unions.