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Today's Focus:

Army Intelligence converts civilian workforce to DCIPS

SENIOR LEADERS ARE SAYING

"Soldiers and families would not continue to reenlist and continue to stay with the team if they didn't believe in what they were doing and they didn't believe in the missions that they were doing, didn't want to continue to part of something bigger than themselves and didn't want to continue to be part of that band of brothers and sisters."

- Sgt. Maj. of the Army Kenneth O. Preston at Fort Richardson, Ala.

Sergeant Major of the Army visits Alaska troops, families

WHAT THEY'RE SAYING

Year of the Noncommissioned Officer

"We didn’t have any injuries that night, which is a spectacular tribute to both the Soldiers here on the ground doing what they’ve been trained to do during an attack, and a tribute to the Soldiers who are manning shift and making sure that the area is protected. If our alarm saves only one life, we have succeeded in our mission."

- Staff Sgt. Queston Newell on Contingency Operating Base Basra, Iraq

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CALENDAR

2009 Commemorations :

Year of the NCO

Year of the Military Family

100th Anniversary of the Chaplain Assistant

PROFESSIONAL WRITING

Army Professional Writing

TODAY'S FOCUS

Army Intelligence converts civilian workforce to DCIPS

What is it?

The Defense Civilian Intelligence Personnel System (DCIPS) is a human resource system that is designed to manage career development and opportunities for employees.

What has the Army done?

Employees now have the opportunity to set their own career and mission-focused performance objectives, and will make it possible for employees to make easier lateral moves into other intelligence organizations.

DCIPS will increase dialogue between employee, manager, and supervisor regarding career aspirations, mission, and the needs of the organization.

On July 19, 2009, the Army intelligence "GG" (equivalent to General Schedule) civilian workforce will join other DoD combat support agencies and military departments currently under pay-for-performance systems by converting to the performance management and pay banding components of DCIPS. National Geospatial-Intelligence Agency (NGA) forged the path for pay for performance in the early 1990s by being one of the first intelligence community organizations to implement a pay-for-performance framework. By following NGA's lead, Army's conversion will mark an important milestone in the ongoing institutionalization of pay-for-performance throughout the federal intelligence community.

Why is this important to the Army?

The two major components of DCIPS - performance management and pay banding - will mark the biggest changes impacting the Army intelligence workforce. Under the new performance management component, employees will use the S.M.A.R.T methodology which embraces the school of thought that performance objectives should be specific, measurable, achievable, relevant, and timely. Using this methodology will help employees identify career aspirations as well as align job functions with the organization's overall mission. DCIPS will also offer the opportunity for high performers to receive bonuses based on their rating during the performance management cycle.

The pay structure for civilian employees will change upon conversion to DCIPS. Army intelligence civilian personnel will transition from the GG (equivalent to GS) grade and step process to a more fluid pay banding system. Pay banding converts employees under the GS scale into five pay "ranges," referred to as pay bands.

What's next?

As the July 19, 2009, conversion date approaches, employees must establish My Biz and My Workplace accounts, complete DCIPS online and classroom training and stay engaged with their local DCIPS transition managers. For more information, visit the Army DCIPS webpage at:

http://www.dami.army.pentagon.mil/site/dcips/

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