National Security Personnel System: Successfully Designed for Failure
Abstract
This strategic research project compared characteristics of organizations where pay for performance concepts worked well over time with that of the Department of Defense (DoD) National Security Personnel System (NSPS) to identify whether those same characteristics were present in today's federal environment. The results of the comparison of characteristics was complimented with empirical frameworks of (a) the history of DoD pay for performance concepts, specifically the Civil Service Reform Act, (b) employee perceptions of NSPS, and (c) other considerations as further legitimacy to the ideology that NSPS is successfully designed for failure. The literature review confirmed that a DoD cultural shift should occur to enact success of a civilian pay for performance system. Replicating the NSPS theory with cultural diversity and action includes (a) championing from the top, (b) improving current foundations of the pay pool funds, (c) replacing five-tiered rating scales with three-tiered rating scales, (d) prescribing simple and consistent pay increases for role models that are 2.5 times higher than the average valued performer, (e) instituting faster promotions, higher bonus awards, and quality recognition of role models, and (f) affording leadership resources to conduct swift and certain poor performer terminations.
Document Details
- Document Type
- Technical Report
- Publication Date
- Jan 28, 2009
- Accession Number
- ADA494083
Entities
People
- Theresa M. Murray
Organizations
- United States Army War College