endstream endobj 2653 0 obj <>stream & Management Performance Appraisal Form; Performance Management and Appraisal 237; Performance Appraisal Training of Employees: a Strategy to Enhance Employees' Performance in Public Teacher Training Colleges in Kenya; Existing/Past Performance Appraisal Instructions DOD CIVILIAN PERSONNEL MANAGEMENT SYSTEM:. Access your personnel information and process HR actions through these systems. Employees' Introduction to the DoD Performance Management and Appraisal Program (DPMAP) LER DPMAP V2 MAR2017 Instructor Notes: Display the course title slide as participants arrive for training. <> Administrative: used in personnel decisions (pay raises, layoffs, etc.) The competencies listed below are the suggested competencies for individuals working in the Program/Management Analysis job function: After identifying the applicable technical competencies, please review the competencies dictionary to identify additional non-technical competencies that are essential in your position. 112-81 requires continued reporting on the progress until all personnel authorities are fully implemented, which will facilitate and help ensure the department's efforts to assess what is being achieved given the resources spent. $(window).resize(function () { 2647 0 obj <>stream 21 0 obj More is better, Hinkle-Bowles said. 12 0 obj # = change number listed on the issuance, CH. 93 0 obj width: 100%; The whole process started with three labor-management design teams that provided pre-decisional recommendations to the department in several different areas, but ultimately those recommendations covered everything from performance management, hiring flexibility, training and development, work force incentives and other automation, she said. to learn about the U.S. Army initiatives. OPM Consultants can help: Comprehensive performance appraisal plans can help employees understand their roles and how their roles relate to the goals of the organization, set expectations, and define clear outcomes. DoD to roll out New Beginnings performance appraisal system. The list of abbreviations related to. var maxh = wh - hextra - hborder; const isDGOV2 = true; 25 0 obj To recruit and retain a highly skilled and diverse workforce for the NIH. PERFORMANCE MANAGEMENT AND APPRAISAL PROGRAM ADMINISTRATION IN THE AIR FORCE Purpose: This instruction is composed of several volumes, each containing its own purpose. MyBiz- Performance Appraisal Link: https://compo.dcpds.cpms.osd.mil/ Steps: Review Position Description (PD) with supervisor and identify your critical elements (job objectives) Create your Performance Appraisal (unless supervisor creates it) o Login to MyBiz and select Performance Appraisal Application (PAA) What continued efforts are planned for the future? hbbd```b``"Hi ._j\l~0 To recruit and retain a highly skilled and diverse workforce for the NIH. endobj The key behaviors are examples of observable actions that one might demonstrate with this competency. DOD Performance Management programs create a work culture and environment that promote high-performance, high-involvement organizations by planning, monitoring, developing, evaluating, and recognizing employee achievements. var wborder = 120; [ 23 0 R] :Y*aR1Ei6K7. xWmO8^aAT!V+N! var giw = 0; 3 main purposes of performance appraisal 1. Accessing the DoD Performance Management Appraisal Tool To access the DoD enterprise suite of Human Resources (HR) tools every user must enter the portal. <> RSE Recognized Seasonal Employer. // for popup having data-isdgov2slideshow attr (see above) Date = change date listed on the issuance, Exp. Critical Thinking. The report provides a target timeframe of April 2015 to begin phased implementation of the new DOD Performance Management and Appraisal Program. endobj iw = Math.floor(iw * ratio); // use floor to avoid overflow scrollbar Commercial Activities Program - United States. if (!isMobile) { jQuery("#colorbox").height(popupHeight); IV. Share: What is Dpmap performance management? Share sensitive information only on official, Defense Department civilian employees are getting a new, standardized performance appraisal program as part of the departments New Beginnings initiative. endobj @E-k3c D"2Lh-&hp=\B.A*0 I6Y\lW4F*Wdy2h2_riOt:4#7w8|%gE!jE?bQ T&Zk Gl4d^` G Is unreliable; makes poor decisions; misses targeted metrics (e.g., commitments, deadlines, quality), Do not wait until the end of the appraisal cycle. Check // console.log(iw + " " + ih + " --- " + (iw + wextra) + " " + (ih + hextra)) }); <>/ExtGState<>/ProcSet[/PDF/Text/ImageB/ImageC/ImageI] >>/Annots[ 11 0 R] /MediaBox[ 0 0 612 792] /Contents 4 0 R/Group<>/Tabs/S/StructParents 0>> dod performance management and appraisal program dpmap, by order of the dodi1400 25v431 afi36 1002 secretary of, Proactively informs supervisor of potential issues or roadblocks and offers suggestions to address or prevent them. if (isMobile) { C364e 20170921100809. h225P0P025T05 III. Twitter 7 0 obj (2) Links individual employee performance and organizational goals. 24 0 obj Contact us to ask a question, provide feedback, or report a problem. In accordance with the authority in DoD Directive 5124.02: This instruction establishes and implements. <> The purpose of the overall Instruction is to establish and implement policy, establish uniform DoD-wide procedures, provide guidelines and model programs, delegate authority, and assign responsibilities regarding civilian personnel management within the Department of Defense. The Department of Defense has worked with the Office of Personnel Management to develop the Defense Performance Management and Appraisal Program, a DOD-wide performance. hmO0JmH (7 DPMAP was developed cooperatively at the national level by DoD management officials, employees and labor union representatives in response to requirements . ET Earnings Threshold. As this Sample Civilian Performance Appraisal Bullets Pdf, it ends going . % const popSelector = '#dgov2popup-target-713752'; Copy Link gih = $(popupThis).data('height'); DEPARTMENT OF DEFENSE PERFORMANCE MANAGEMENT AND APPRAISAL PROGRAM TOOLKIT THIS TOOLKIT SUPPLEMENTS DEPARTMENT OF DEFENSE INSTRUCTION 1400.25 VOLUME 431, "DOD CIVILIAN PERSONNEL MANAGEMENT SYSTEM: PERFORMANCE MANAGEMENT AND APPRAISAL PROGRAM," BY PROVIDING COMPREHENSIVE INFORMATION, ADVICE, AND GUIDANCE FOR ADMINISTERING THE PERFORMANCE AMSU Ab-Mat Sit-Up. $(".popup-slideshow").colorbox({ [ 250 0 0 0 0 0 0 0 333 333 0 0 250 333 250 278 500 500 500 500 500 500 0 0 0 0 278 0 0 564 0 0 0 722 667 667 722 611 0 722 722 333 389 0 611 889 722 722 556 0 667 556 611 0 0 0 0 0 0 0 0 0 0 0 0 444 500 444 500 444 333 500 500 278 278 0 278 778 500 500 500 0 333 389 278 500 500 722 0 500 444] popupResize(pup, giw, gih, true); Performance Management and Appraisal Training, "DoD Performance Management and Appraisal . The appraisal program builds on New Beginnings processes including a hiring managers toolkit that was released in May 2015, a new DoD Instruction 1400.25 Volume 431 "DoD Civilian Personnel Management System: Performance Management and Appraisal System" published in February, and train-the-trainer sessions launched in January. NEW CUMBERLAND, Pennsylvania - By now, you all should be aware of the new DoD Performance Management and Appraisal Program or DPMAP, which DLA and DLA Distribution implemented on April 1. <> A lock ( &eHEM*kp8 )>Ga& !NdY6d] EnG.M )@4K!^a !YBd,Im&I*LRB,pFb]UX\a `C|o9w1E=X#1f%,9 The current cycle ends on 31 March 2021 and now is a good time to start preparing for the annual appraisal. program a dod wide performance management program that, the defense department is preparing to roll out the . Figure 5 - MyPerformance Main Page 2. People are their most important asset and critical to accomplishing the mission for the Department of the Army. in the best website to see the amazing books to have. %PDF-1.6 % return; Subscribe to STAND-TO! VIRIN: )yE) AY'D`2IkFzjWyI;Sg}S>tx>{oak@ ko]bMU##8l'pVV SlqEdS7P4xO.D(AzGbKl5Xy/}"^`- 0 Resources for training to develop your leadership and professional skills. <> mil, nearly 250 000 dod employees will see a new personnel, dod performance management and appraisal program, army civilian evaluation bullets examples, dod to implement 3 tier civilian performance appraisal, department of defense . OPM Consultants can provide internal reviews to help agencies ensure that their performance management plans are compliant with Human Capital Accountability Assessment Framework (HCAAF) and Performance Appraisal Assessment Tool (PAAT ) requirements. endobj ih = Math.floor(ih * ratio); <> endstream endobj 2649 0 obj <>stream OPM Consultants can work with agency HR Specialists, officials, union representatives, employees and stakeholders to develop the program or system. An official website of the United States government. } endobj Individual performance appraisal plans do not have adequate elements, standards, and performance measures to ensure an individual is appropriately being held accountable for results. RFT Regular Full Time. The amount of performance elements and standards for supervisors must be equal to or greater than the non-supervisory(technical) elements and standards. DPMAP - Defense Performance Management and Appraisal Program. }, [ 14 0 R] x]j0~ Date = change date listed on the issuance Exp. Met the Office of Personnel Management (OPM) qualification standard for the position to which the Recent Graduate will be converted; The HHS Learning Management Systemwill allow you to select, assess, and will automatically suggest development activities. DPMAP "New Beginnings" is a collaborative process focused on developing and implementing new personnel authorities by institutionalizing a culture of high performance through greater. Select the Go button to navigate to the People in Hierarchy page. )` develop elements and standards aligned with an agencys strategic plan and organizational measures. Key to the program is its emphasis on timely recognition and reward of employee contributions throughout the cycle, which runs annually from April 1 to March 31, Hinkle-Bowles said. If applicable, give them their name tents or name tags. CqK{cClJfXd8d/t0 }i'7'8-B'uyv2QiuN84UE{r!{ayqBJPx5.us|068FTu%@*($O~_xX{,yJCT>? #cboxClose:hover { 3. Paige Hinkle-Bowles, the deputy assistant secretary of defense for civilian personnel policy, said New Beginnings represents a series of requirements that grew out of the National Defense Authorization Act of 2010. The True Colors online personality assessment gives each person unique insights into their own personality type and decision-making style through the True Colors methodology lens. What is a performance element? Email 13 0 obj Conducts management studies/analysis for the Medical Treatment Facility (MTF), and its outlying clinics comprised of workload, Full Time Equivalents (FTEs) and expense data to improve processes, determine economy-of-scale, efficiency of . Employee unions have been an important part of the effort, Hinkle-Bowles said. endobj w = "auto"; A three-tiered performance management program, DOD officials say the New Beginnings concept is a linkage between performance and rewards such as bonuses and promotions. popupSelector: popSelector, For additional information on this topic, or to learn more about implementing the best strategies today for the best workforce tomorrow, contact us via email at HRStrategy@opm.gov. ) or https:// means youve safely connected to The appraisal program builds on New Beginnings processes including a hiring managers toolkit that was released in May 2015, a new DoD Instruction 1400.25 Volume 431 "DoD Civilian Personnel. height: 40px; <> endobj stream The Performance Management Appraisal Program (PMAP) is designed to communicate organizational goals and objectives between you and your supervisor. Results-oriented performance appraisal plans are central to linking individual accountability to organizational outcomes to build a high performance organization. endstream 2) Link individual employee performance and organizational goals. <> Diversity, Equity, Inclusion, and Accessibility, Multi-Agency Policy Advisory Council (MPAC), Watch GovExec's Performance Management Viewcast, Performance appraisal system requirements, procedures, forms, and cycles that comply with law and OPM regulations, Performance-based job elements that are linked to the agencys strategic plan and metrics in annual reports to Congress, A valid, weighted derivation formula to create summary ratings for performance (SES and SL/ST only), Identify broad program/office goals for performance plans, For competency-based performance plans, OPM can develop a Competency Rating Tool - tool that facilitates the standardization of rating generic core competencies. Achieves goals with appropriate level of supervision. P.L. text-indent: -9999px; The Department of Defense has worked with the Office of Personnel Management to develop the Defense Performance Management and Appraisal Program, a DOD-wide performance management program that links individual performance to DOD values and organizational mission. Annual Performance Report (APR) FY2021. Each performance element is given a rating that . (2) Links individual employee performance and organizational goals. Recruiting and retaining the best talent in the civilian workforce is a key element in the American militarys ability to continue building upon the strengths of the civilian workforce. background-position: bottom center; OPM Consultants can help guide : the development of performance appraisal plans in accordance with policy and OPM requirements. When developing a performance appraisal program/system, elements can include: The performance appraisal program/system is a fundamental tool managers have to maximize performance effectiveness in their unit, division, or agency. DPMAP is the acronym for DOD Performance Management and Appraisal Program. endobj A total of 14,500 employees from a cross section of organizations from the Office of the Secretary of Defense, Navy, Army and some defense agencies are scheduled to transition into the appraisal program this month, she said. slideshowMediaId: 713752, The new program will have three rating tiers -- outstanding, fully successful and unacceptable. var hextra = 40; Additionally, an automated appraisal tool is available for administering and documenting performance management activities. It also gathers information on supervisor-employee interactions. The performance plan appraisal review process includes three "pass" reviews of individual performance plans with specific feedback on criteria specified in the PAAT, general briefings to managers and human resources officials, and one-on-one consultation with appraisal plan holders if needed. if (g_isDynamic && pup !== undefined) This program is a component of DODs New Beginnings initiative, an effort to foster a culture of high performance through greater employee and supervisor communication and accountability, increased employee engagement, transparent processes, and improved capabilities in recruiting, developing and rewarding the DOD civilian workforce. Supervisors must allow employees the opportunity to provide input into their performance elements and standards. Communication. Like the annual performance appraisal plan, IDPs should be developed at the beginning of the fiscal year (or rating period) and establish individual training and development expectations. DOD CIVILIAN PERSONNEL MANAGEMENT SYSTEM:. DPMAP (pronounced "d-p-map") supports a performance-based culture with emphasis on employee engagement and the role of supervisors. The information provided below directs the user to the portal link and walks the user through the access process with follow on directions to the DoD Performance Management Appraisal Tool. DPMAP is a three-tiered performance management program with the rating levels of "Level 5 Outstanding", "Level 3 - Fully Successful" and "Level 1 -Unacceptable". const ssSelector = '#dgov2slideshowId-713752'; }); New Beginnings seeks to improve communication between supervisors and employees, provide more transparent processes and improve recruiting, developing and rewarding DoD employees, she said. 96 0 obj Welcome participants as they arrive for the class. :Yq"w2_'~j'>+L|DJeGQ5,gf,HKVhjdiA-S[q=;={2mJ& Tw^LX?Il/0YgR2i T8h{=LtLV>icBp~ @)y[K k\1^crzxii.p-*giyOQ J A|79%3:=6@*@2U&y] $(window).resize(); <> It is recommended that you do not assess on more than 10 competencies in order to maintain a manageable list of areas for development. var popupHeight = jQuery(this.href.substring(this.href.lastIndexOf("#"))).outerHeight(true); Each competency in this model includes a definition and key behaviors. If your position entails supervisory duties or the next step along your career path requires a supervisory role, please review the leadership and management competencies. secure websites. 5 Modern method of performance appraisal There are some common and modern appraisal methods that many organizations gravitate towards, including: 1. endstream endobj 2648 0 obj <>stream The definition provides clarity about what is meant by the name of the competency. Evaluation of a performance appraisal program/system includes: An effective performance appraisal program should be designed to hold individuals accountable for organizational results. endobj #1211 | 1st Floor | Room #129), Closed Sat, Sun and U.S. Federal Holidays, U.S. ARMY INSTALLATION MANAGEMENT COMMAND, "We Are the Army's Home - onComplete: function () { endobj // This block is included once, so is shared by all media tokens. giw = $(this).data('width'); Handles roadblocks or issues exceptionally well and makes along-term difference in doing so. Please check with yourEmployee and Labor Relations Specialistto determine what impact this has on bargaining unit employees in your work. There are three formal documented face-to-face discussions required under the new program: *Additional progress reviews are highly encouraged throughout the appraisal cycle with a focus on enhanced employee engagement. I. The purpose of the Defense Performance Management Evaluation Survey (DPMEC) is to gather opinions from DoD civilian employees about the Defense Performance Management and Appraisal Program (DPMAP). Sets targeted metrics high and far exceeds them (e.g.,quality, budget, quantity). The overall rating will be calculated by adding together the individual ratings for each element and that sum will be divided by the total amount of elements. endobj The Armys phased implementation will be executed from April 2016 through June 2018. }); OPM Consultants can help agencies identify the right performance appraisal strategy to ensure accountability, fairness, and alignment with the function and strategy of the agency. bodyScrollLock.disableBodyScroll(this); Approximately 3,100 civilian employees within the Civilian Human Resources Agency became the inaugural group to enter this new program, which ensures ongoing recognition and communication between employees and supervisors throughout the appraisal cycle. return; Two options available to you include a Printable Individual Development Plan or a digital version in the HHS Learning Management System. 22 0 obj Management Analysis. if (doResize) For us, it has been the culmination of a collaborative process to institutionalize a culture of high performance in a variety of different ways, she said in a phone interview. @X6hqp `gy R$I Department of the Army 1997 Air Force Journal of Logistics - 1998 Military Police - 1987 Performance Management - 1994 Discusses how the federal government identifies . Photo By: }, var g_isDynamic = false; // this block is how we execute the special resize for dgov2's slideshow popup performance management and appraisal program and title 5 code of federal regulations part 315 career and career conditional employment, joint base san antonio randolph texas afns the air force will roll out a new A .gov website belongs to an official government // stop scrollbar from flashing Learn What Defense Civilian Personnel Advisory Services is doing about COVID - Learn More. L1yw=YatI$5:#$tHR/43u8$q/N#I>qH2g!.?T%.]wCsoC+c 3g{"?C,~y eYvWCg^w1/j-oha\xvXVx~k>Wi\yuCo{?u\=l7yv, \IKi1i\x$oIX!{[MI39~N>iL{= #cboxClose { If you wish to attend in-person training with your homeport, ensure NACC receives a copy of the Read the latest guidance here: NPSINST 12430.1A Performance Management and Appraisal Program 20 Oct 21 (PDF). zs1m8vfQ{/-Ba'yX_U18|sPv?U9c*YVfAe`X+ Y H}+sX0 U5)PVz>m7WS?=Ecd qN3]S)Q6_,JG:]>qjq-V C 5~f]){Tp_ %/(Lqd&xflYht$olC)#.8.E dg!oO"[A. Ensure performance appraisal system requirements, procedures, forms, and cycles that comply with law and OPM regulations, Ensure performance-based job elements are linked to the agencys strategic plan and metrics in annual reports to Congress, Ensure a valid, weighted derivation formula is in place to create summary ratings for performance (SES and SL/ST only), Ensure goals are consistent across programs/offices; ). SUMMARY: This Instruction reissues and cancels DoD 1400.25-M, "Civilian Personnel Manual," and is composed of several volumes, each containing its own purpose. Individual AssessmentsAn individual assessment is the ideal instrument for evaluating potential, leadership ability, and preferences. 2 years demonstrated experience working DCIPS performance management Bachelor's Degree Clearance Level TS/SCI Job Locations US-VA-Arlington Skills Human Resources Program Analyst, HR , DOD 8500.2 . Resources const isDgov2Slideshow = $(this).attr("data-isdgov2slideshow") != undefined; <> AFI 36-1002 November 15, 2016 Technical Expertise. Performance Management The ORNG Performance Management Program fully integrates organization mission goals and objectives into the planning and appraisal process. var wh = $(window).height(); First-Pass Performance Plan Review DPMAP was born of the National Defense Authorization Act of 2010, which repealed the statutory authority for the National Security Personnel System (NSPS) and mandated a fair, credible, transparent, enterprise-wide performance management program. dgov2slideshowPopupResize(ibox, w, h, doResize); Share: Find out about insurance programs, pay types, leave options, and retirement planning. 5 0 obj endobj Official websites use .gov endobj The APP must cover each program activity of the DoD set forth in the budget. #9 - There are three formal documented face-to-face discussions required under the new program - Civilian Leader Development and Broadening Programs, Highly Qualified Experts and Highly Qualified Experts - Senior Mentors, Talent Management and Succession Planning, Nonappropriated Fund Performance Management, Senior Executive and Senior Professional Compensation Management, Useful Guides Available for Employees on DPMAP, Highly Qualified Experts and Highly Qualified Experts-Senior Mentors. These exemplary plans will be chosen from the Performance Plans that pass review. For items rated not met, OPM Consultants provide specific commentary describing why requirements were not met so that the agencys SES, SL/ST, or GS or equivalent and HR personnel can revise the plans appropriately. bodyScrollLock.enableBodyScroll(this); hb```@(pgX-C#G0L awn_`/( ?k @^$^{|M379~ssvBweKA6e$ 1Yh\&84h ;p w@Zq b$8=No12N=2M752e 1$>RyKLnjwZr d`7'kJ Dy a The Department of Defense provides the military forces needed to deter war and ensure our nation's security. For us, it has been the culmination of a collaborative process to institutionalize a culture of high performance in a variety of different ways, she said in a phone interview. The Army has begun its phased implementation of the Defense Performance Management and Appraisal Program in April 2016. 1 0 obj if (g_isDynamic) Defense Performance Management and Appraisal Program What is DPMAP designed to do? 97 0 obj endstream endobj 2650 0 obj <>stream aK+*b+*_z-!*8OFef?)Oi;#o1mSdN9A$7k +JxdeV j,OSU4[1NO z On MyPerformance Main Page create a new performance plan by selecting 'DoD Performance Management Appraisal Program' from the Choose a Plan Type drop-down menu depicted in Figures 5 and 6. Employees and supervisors will use the tool collaboratively. data_use_flash: false, %PDF-1.6 % 'SI%|.y3r7dIj^sy'cyk;gHgf!jf jP, endobj Suggested Program/Management Analysis (GS-343) Competency Model, Public Student Loan Forgiveness Employment Certification, Pathways for Students and Recent Graduates, Federal and Departmental Policies and Procedures Knowledge, Program/Management Analysis Interview Guide (GS-343), Program/Management Analyst Career Guide (GS-343), Suggested Competency Models for Job Series, How to Become an NIH Leave Bank Recipient, Steps after recipient application approval, NIH Acquisition Management Training Resource Center (AMTRAC), Individual Development Plan (IDP) Consulting & Workshops, Commissioned Officer's Effectiveness Report (COER), Developing Critical Elements for Performance Plans, Performance Management Appraisal Program at NIH, Determining Strategic Goals or Objectives for Each Critical Element, Pitfalls to Avoid When Appraising an Employee, Senior Executive Service (SES) and Senior Level Title-42 Performance Management, Seven Performance Management Tips for Supervisors, Appointment of Certain Family Members of Overseas Employees Eligibility, Appointment of Certain Foreign Service Employees Eligibility, Appointment of Certain Military Spouses Eligibility, Appointment of Peace Corps or AmeriCorps VISTA Staff Members Eligibility, Interagency Career Transition Assistance Program, Land Management Workforce Flexibility Act, OPM Interchange Agreement and Other Miscellaneous Authorities Eligibility, Schedule A for Applicants with Disabilities Eligibility, Appointment of Certain Base Facilities Management Employees Eligibility. var isMobile = $(window).width() < 768 ? VIII. OPM Consultants evaluate performance plans against criteria specified in the PAAT and indicate a rating of met/not met for each requirement. Consultants go step-by-step through individual plans discussing HCAAF and PAAT requirements and make recommendations based on compliance criteria. endstream endobj 2652 0 obj <>stream Thank them for coming. cA$ 9#/@EP stream Hosted by Defense Media Activity - WEB.mil, Civilian Strategic Human Capital Planning (SHCP), Relationships with Non-Labor Organizations Representing Federal Employees and Other Organizations, Employment of Federal Civilian Annuitants in the Department of Defense, DoD Civilian Personnel Management System: Cyber Excepted Service (CES) Compensation Administration, DoD Civilian Personnel Management System: Cyber Excepted Service (CES) Occupational Structure, Employment of Spouses of Active Duty Military, Civilian Firefighters and Law Enforcement Officers, Training, Education, and Professional Development, DoD Civilian Personnel Management System: Performance Management and Appraisal Program, DoD Civilian Personnel Management System: Pay Under the General Schedule, Pay Pursuant to Title 38-Additional Pay for Certain Healthcare Professionals, Pay Pursuant to Title 38 - Special Rules for Nurses Pursuant to the Baylor Plan, DoD Civilian Physicians and Dentists Pay Plan (PDPP), Recruitment, Relocation, and Retention Incentives and Supervisory Differentials, Uniform Allowance Rates for DoD Civilian Employees, Credit for Prior Non-Federal Work Experience and Certain Military Service for Determining Leave Accrual Rate, DoD Civilian Personnel Management System: Labor-Management Relations, Labor and Management and Employee Relations, Suitability and Fitness Adjudication for Civilian Employees, Special Retirement and Survivor Benefits for Judges of the United States Court of Appeals for the Armed Forces, Federal Employees Retirement System (FERS), DoD Civilian Personnel Management System: Unemployment Compensation (UC), Federal Employees Group Life Insurance (FEGLI), Senior Executive Service Performance Management System and Compensation Policy, Employment of Highly Qualified Experts (HQEs), Civilian Human Resources Management Information Technology Portfolio, Employment in Foreign Areas and Employee Return Rights, Employment of Family Members in Foreign Areas, General Information Concerning Nonappropriated Fund (NAF) Personnel Policy, Nonappropriated Fund personnel Management, Nonappropriated Fund (NAF) Performance Management Program, Nonappropriated Fund Pay, Awards, and Allowances, Nonappropriated Fund (NAF) Attendance and Leave, Nonappropriated Fund (NAF) Classification, Insurance and Annuities for Nonappropriated Fund Employees, Nonappropriated Fund (NAF) Overseas Allowances and Differentials, and Employment in Foreign Areas, Civilian Transition Program (CTP) for Nonappropriated Fund (NAF) Employees Affected by Workforce Reductions, Nonappropriated Fund (NAF) Labor-Management and Employee Relations, Investigation of Equal Employment Opportunity (EEO) Complaints, Civilian Assistance and Re-employment (CARE) Program, Post Separation Entitlement and Benefit Authority, Defense Civilian Intelligence Personnel System: (DCIPS) - Introduction, Defense Civilian Intelligence Personnel Program, Defense Civilian Intelligence Personnel System (DCIPS) Adjustment in Force (AIF), Defense Civilian Intelligence Personnel System (DCIPS) Employment and Placement, Defense Civilian Intelligence Personnel System (DCIPS) Compensation Administration, Defense Civilian Intelligence Personnel System (DCIPS) Occupational Structure, Defense Civilian Intelligence Personnel System (DCIPS) Awards and Recognition, Defense Civilian Intelligence Personnel System (DCIPS) Disciplinary, Performance Based, and Adverse Action Procedures, Defense Civilian Intelligence Personnel System (DCIPS) Professional Development, Defense Civilian Intelligence Personnel System (DCIPS) Performance Management, Defense Civilian Intelligence Personnel System (DCIPS) Performance- Based Compensation, Defense Civilian Intelligence Personnel System (DCIPS) Program Evaluation, Defense Civilian Intelligence Personnel System (DCIPS) Employee Grievance Procedures, Defense Civilian Intelligence Personnel System (DCIPS) Special Categories of Personnel, Administration of Foreign Language Pay for Defense Civilian Intelligence Personnel System (DCIPS) Employees, DoD Civilian Personnel Management System: Cyber Excepted Service (CES) Introduction, DoD Civilian Personnel Management System: Cyber Excepted Service (CES) Employment and Placement, CH.
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