DoD has released the following information on the transition process for employees moving out of the NSPS system.
Q. How does NDAA 2010 (Public Law 111-84) affect NSPS employees?
A. NDAA 2010 requires the transition of NSPS employees, with no loss of or decrease in pay upon conversion out, to non-NSPS personnel systems by not later than by January 1, 2012.
Q. When will NSPS employees be transitioned to the GS or other appropriate personnel system?
A. It is the Department’s intent to complete the transition process as soon as possible.
Q. How will the transition work?
A. The specific process for transitioning organizations and employees from NSPS is still under development. The Department will not begin the process until it has a comprehensive plan of action and processes in place.
Q. What about my pay and grade if I am returned to GS?
A. Employees will experience no loss of or decrease in pay upon conversion out of NSPS. The grade of the position will be determined using the same procedures and criteria currently in use for GS employees.
Q. What is the anticipated timeline for the transition?
A. NDAA 2010 requires the Secretary of Defense to terminate NSPS and transition employees and positions from NSPS not later than January 1, 2012. The Department is developing a plan of action to accomplish the transition. Our goal is to execute an orderly transition with the least disruption to organizations, mission and workforce.
Q. Why can’t all NSPS organizations transition now?
A. It is necessary to establish guidance and procedures for a major transition effort to protect employees and ensure that actions are performed accurately. Leadership and human resources practitioners will work to ensure a smooth process with minimal disruption.
Q. What factors determine whether our organization is ready to transition?
A. Transition timelines will be determined based on organizational readiness, evidenced by:
- Avoidance of undue interruption to mission and hardship to employees
- Established processes to classify NSPS positions into the appropriate non-NSPS personnel system
- Existence of an appropriate legacy performance management system
- Information technology capability
Q. Who is going to transition me out of NSPS?
A. The human resources practitioners servicing your organization will transition NSPS employees to appropriate non-NSPS personnel systems.
Q. Will all NSPS employees return to the General Schedule (GS)?
A. No. The majority of the NSPS workforce will return to GS. However, the Department’s leadership is assessing what is required for organizations previously covered under personnel systems other than GS, such as the Navy alternative personnel system, Acquisition Demonstration Projects or organizations that, by law, must be converted to Science and Technology Reinvention Laboratory Demonstration Projects. It is important to note that employees will experience no loss of or decrease in current pay upon conversion out of NSPS.
Q. I was hired into the Federal government under NSPS and never worked under GS. Where can I learn about the GS system?
A. Information is available on the Office of Personnel Management Web Site (
http://www.opm.gov). Your servicing human resources office can provide additional information. The web-based GS 101 training course is accessible from the NSPS Web Site and provides an overview of the GS system.
Q. Can employees still be hired under NSPS?
A. Yes. While organizations have been instructed to begin appointing individuals to non-NSPS pay systems, there will be some exceptions to avoid undue disruption to mission. After March 1, 2010, the majority of positions within NSPS organizations will be announced under GS.
Q. Since NSPS is repealed, why do I still have to work with my supervisor to develop performance plans and job objectives?
A. Federal employees are expected to have annual performance plans and appraisals. One of the key features of NSPS was the alignment of mission and individual job objectives. This is a positive aspect of any performance appraisal system. Regardless of an employee’s personnel system, it is important to understand how work aligns with mission and organizational priorities so expectations for where and how employees should focus efforts are clear. The Department encourages all employees to continue to have mission-aligned objectives.
Q. Why was the NSPS Transition Office (NSPSTO) established?
A. The NSPS Transition Office is the successor organization to the Program Executive Office, NSPS. The office title was changed to reflect its new mission which is to effectively and efficiently transition NSPS employees to appropriate non-NSPS personnel systems.
Q. Will the NSPSTO have other responsibilities in addition to the transition?
A. Yes. In addition to managing the transition, the NSPSTO will also be responsible for the design and implementation of an enterprise-wide performance management system, redesigned hiring processes and procedures, and the DoD Civilian Workforce Incentive Fund under authorities granted to the Secretary of Defense in NDAA 2010.