| Description |
1 online resource (xxii, 85 pages) : illustrations (some color) |
| Series |
Rand Corporation technical report series ; TR-1286-OSD |
|
Technical report (Rand Corporation) ; TR-1286-OSD.
|
| Contents |
Introduction -- Assessment Criterion A: Workforce Description -- Assessment Criterion B: Explanation of Appointment Flexibilities -- Assessment Criterion C: Explanation of Performance Appraisal Flexibilities -- Assessment Criterion D: Steps to Ensure Fairness and Transparency -- Assessment Criterion E: How the Project Helps Organizations Better Meet Mission Needs -- Assessment Criterion F: Application of Flexibilities and Barriers to Their Use -- Assessment Criterion G: Process for Performance Appraisal Feedback -- Assessment Criterion H: Impact on Career Progression -- Assessment Criterion I: Appropriateness in Light of Complexities of the Workforce -- Assessment Criterion J: Sufficient Protections for Diversity in Promotion and Retention -- Assessment Criterion K: Adequacy of Training -- Assessment Criterion L: Process for Ensuring Employee Involvement -- Conclusions -- Appendix A. Analysis of Survey Data -- Appendix B.A Propensity Score Matching Exploration of AcqDemo's Impact on Retention and Compensation of Unionized Employees |
| Summary |
"The vast majority of U.S. Department of Defense (DoD) and federal civilian employees work on the General Schedule (GS) personnel system. However, some concerns have been raised about the GS system, including perceptions that poorly performing employees are tolerated for extended periods of time and that monetary rewards are not directly linked to performance. In response to concerns of this nature, Congress has authorized some demonstration projects, in which additional flexibilities are provided, intending to produce better outcomes than if the employees were in the GS system. One such demonstration project, the DoD Civilian Acquisition Workforce Personnel Demonstration Project (AcqDemo), is the subject of this report. Implemented on February 7, 1999, AcqDemo is an effort to reengineer the civilian personnel system to meet the needs of the acquisition workforce and to facilitate the fulfillment of the DoD acquisition mission. Congress required an independent assessment of the program against 12 criteria by September 30, 2012. This report is that legislatively mandated assessment." |
| Notes |
"National Defense Research Institute." |
| Bibliography |
Includes bibliographical references (pages 83-85) |
| Notes |
English |
|
Print version record |
| In |
Books at JSTOR: Open Access JSTOR |
| Subject |
United States. Department of Defense -- Procurement -- Management
|
|
United States. Department of Defense -- Personnel management -- Evaluation
|
| SUBJECT |
United States. Department of Defense fast |
| Subject |
Human capital -- Government policy -- United States
|
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Civil service -- United States -- Personnel management
|
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BUSINESS & ECONOMICS -- Decision-Making & Problem Solving.
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Armed Forces -- Procurement -- Management
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Civil service -- Personnel management
|
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Human capital -- Government policy
|
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Personnel management -- Evaluation
|
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United States
|
| Form |
Electronic book
|
| Author |
Werber, Laura.
|
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Rand Corporation.
|
|
National Defense Research Institute (U.S.)
|
| ISBN |
9780833083593 |
|
0833083597 |
|
