Change in Leadership:
The NSPS Senior Executive, Deputy Secretary of Defense, Gordon England, has approved the transition of Program Executive Officer, NSPS, from Mrs. Mary Lacey to Mr. Brad Bunn, effective May 11, 2008. This will be a seamless transition since Mr. Bunn has been there since the program's inception. Mrs. Lacey has accepted a position with the Missile Defense Agency where she will return to her roots in engineering.
Army has successfully transitioned over 67,500 non-bargaining employees into the NSPS. Army currently has the largest number of employees in NSPS of any Department of Defense (DoD) component.
Revised versions of the Compensation Workbench and Pay Pool Analysis Tool are now available on the Civilian Personnel On-Line (CPOL), NSPS, website. The latest version of the Interim Review and Mock Pay Pool Guide, primarily related to use of the tools during mock pay pools, is dated March 26, 2008. The revised user guides are posted in the section entitled, Mock Pay Pool and Interim Review 2008.
The Civilian Human Resources Agency (CHRA), Training Management Division, has developed and posted an online training course for Pay Pool Administrators on their web server. This course is strongly recommended for all pay pool administrators and alternates. It addresses many of the questions and problems that come up when dealing with the suite of automated performance management tools. The course takes from 2 to 4 hours to complete and includes web links to various references that are key to pay pool administrator functions.
The link to the course can be found on the CHRA website ( http://www.chra.army.mil) under "NSPS Training," or this direct link: http://www.chra.army.mil/webcourses/PPA_Functional_Training(1)/index.html.
The Civilian Human Resources (CHR) Transformation Training Project, which was initiated on July 9, 2007 has been completed successfully. This project, which revised such courses as Basic Classification, Basic Staffing, and Fundamentals of Classification and Staffing, resulted in several positive outcomes.
- Training costs were reduced by 26 percent, primarily by conducting more training at individual Civilian Personnel Advisory Centers (CPACs) so that travel costs can be avoided.
- Training satisfaction was high - course evaluations averaged about 4.6 on a 5-point scale.
- Learning was high - post-test scores averaged over 94 percent correct.
- Self-confidence in classification and staffing tasks increased significantly.
Special thanks are due to the many employees and CPACs who participated in the project, particularly the Lakes and Rivers Division CPAC, the Fort Huachuca CPAC, the Fort Riley CPAC, the Redstone Arsenal CPAC, and the participants in courses conducted at Aberdeen Proving Ground.
The CHR Transformation Training Project produced a number of key deliverables, including the FY 08 CHR Training Needs Survey, the FY 08 CHR training calendar, new classification and staffing courses (e.g., Paysetting and FLSA and Premium Pay workshops), and Individual Development Plans for new CPAC employees as well as those who are being "cross-trained" into the classification and staffing functions.
The regular members of the Lean Six Sigma Team were:
- Peter Hosutt, Training Management Division Chief.
- Cindy Mizes, Fort Riley CPAC Chief.
- Tom O'Brien, Fort Huachuca CPAC Chief.
- Leslie McGlothlin, Classification Proponent and Subject Matter Expert (SME).
- Bill Stafford, Staffing Advocate and SME.
- Jackie LaRoche, Human Resources Development SME.
- Elizabeth White, Transformation Division SME.
- Marian Bellis, Training Management Division SME.
- Marce Gates, Training Technician.
- Denise Price, Master Black Belt (contractor).
Mr. Don Dixon, Chief, Redstone Arsenal CPAC, just completed a 3-month temporary assignment as Chief of the Fort Lee CPAC. Don provided leadership for the Fort Lee CPAC while recruitment was underway to fill the position on a permanent basis. The Fort Lee CPAC is facing many challenges to include major Base Realignment and Closure (BRAC) changes. Under BRAC, employees from four schools and a headquarters will be merging into a new Sustainment Center of Excellence (SCOE) at Fort Lee. This is the most complex BRAC merger occurring within TRADOC. Don worked with senior leaders and three other CPACs (Aberdeen, Fort Eustis, and Redstone Arsenal) to jointly develop a detailed BRAC Civilian Employee Placement Plan to place employees who volunteer under the TRADOC Volunteer Process. Once the SCOE Concept Plan is approved, the TRADOC Volunteer Process and the Placement Plan will be implemented. These BRAC employee moves will be phased in during Fiscal Years 2009 through 2011 and will nearly double Fort Lee CPAC's serviced civilian workforce.
"Good morning, CPAC. This is Specialist LaBelle. How may I help you?"
The voice of a Soldier is the last thing one might expect to hear when calling a CPAC. If you contact the West Point CPAC today, that is exactly what you may hear. Specialists (SPC) Anthony LaBelle and Michael Salsgiver are recent and welcome additions to the CPAC team as they recover at West Point from wounds and injuries sustained while serving in Iraq.
The Warrior Transition Unit (WTU) opened its doors at West Point on June 14, 2007. The mission of the WTU is to assist wounded or injured Soldiers who can no longer perform the duties within their Military Occupational Specialty (MOS) gain necessary skills needed for transitioning to another Army MOS or into civilian life. The CPAC approached the WTU with a proposition to utilize wounded soldiers in reception duties and other human resources support functions. A successful partnership soon followed.
SPC Anthony LaBelle deployed to Iraq from Schofield Barracks, Hawaii as an Infantryman with the 25th Infantry Division. In May 2007, he was injured when his vehicle hit an improvised explosive device (IED) and was rendered unconscious and finally awakened at Walter Reed Army Medical Center in Washington, DC. Although he was paralyzed and told that he would probably never again walk, SPC LaBelle has regained the use of his legs and continues physical therapy to improve fine motor skills in his hands. SPC LaBelle came to the WTU at West Point in October 2007 and has worked at the CPAC since March 2008. When he is cleared medically, SPC LaBelle plans to end his military career and return to his home state of Massachusetts. His future plans are unclear, but he will probably take advantage of his Army GI Bill and attend college.
SPC Michael Salsgiver came to the CPAC in April 2008. As a member of the Massachusetts Army National Guard, SPC Salsgiver served in the 972nd Military Police (MP) Company from North Reading, Massachusetts. He arrived at the West Point WTU in March 2008 after a knee injury in Iraq required surgery. When his recovery is complete, SPC Salsgiver intends to return to his unit and job as a MP. He is considering the possibility of enlisting in the active duty Army when his National Guard commitment is finished in 2009.
Yuma Proving Ground is pleased to welcome
Ms. Kimberly Alford as the new CPAC Chief. Kimberly last served as the CPAC Chief at Area IV in Taegu- Korea. She also held the position of Customer Focus Division Chief at the Korea Civilian Personnel Operations Center (CPOC). Her previous assignments include: Staffing Specialist, Southeast CPOC, Ft. Benning, GA; Senior Staffing Specialist, Northeast CPOC, Aberdeen, MD; and Senior Staffing Specialist, Department of Health and Human Services, Atlanta, GA. Kimberly brings a wealth of human resource experience and knowledge related to the job and the CHRA mission. During Kimberly's career, she has dealt with many challenges and looks forward to the opportunity of serving the Yuma Proving Ground community.
The Baltimore District Corps of Engineers recently recognized two CHRA employees for their outstanding efforts in support of its mission.
Mary K. Bogdan was recognized as the Baltimore District's nominee for the Federal Women's Advisory Council Outstanding Individual Award. This award is presented annually by the Federal Executive Board to a woman working in a Federal agency who has made significant contributions to advancing the cause of women and equal rights as well as demonstrating character as an outstanding role model to peers and colleagues. Mary has demonstrated each of these traits throughout her career and most recently while serving as the Baltimore District's Acting Human Resources Officer. In this position, she has led the District's transition to NSPS, played a vital role in CHRA's transition from centralized CPOCs to decentralized CPACs and served as the District's Outreach Coordinator. Mary credits this recognition to the highly motivated and competent CPAC and Northeast Region employees who continually provide great customer care, service and "make it happen".
Stephanie M. Roth, a student under the Student Career Experience Program (SCEP), was recognized as the Baltimore District's nominee for the Administrative Rookie of the Year and was selected by the Baltimore Federal Executive Board for this recognition that will take place at a formal luncheon in May 2008. In addition to this recognition, she was also selected by the Baltimore District at their Awards ceremony as the Support Office Employee of the Year. Ms. Roth works full-time for the District and in the evening attends the University of Baltimore. She is the administrative coordinator for all new employee orientations, the primary assistant for their drug testing program, participated as an NSPS instructor, and is the primary contact for NSPS Performance Appraisal Application tool. Ms. Roth's performance and customer care continually serves as a role model for other students in the Baltimore District and within the CHRA community.
On Friday, May 9, 2008, The Honorable Gordon R. England, Deputy Secretary of Defense, served as the keynote speaker for the largest ceremony to date to honor graduates of the Defense Leadership and Management Program (DLAMP). The Honorable David S.C. Chu hosted the invitation only event in Alexandria, VA for 124 DLAMP participants, including 32 Army civilian employees. DLAMP was established in 1997 to develop highly capable senior civilian executives with a DoD-wide perspective; substantive knowledge of the national security mission; a shared understanding, trust, and sense of mission with military leaders; and strong leadership and management skills.
Participants at grades GS-13 through GS-15 (and equivalent) were selected competitively through a yearly nomination process. Generally, all program requirements are completed in 2 to 5 years. DLAMP requirements include earning a master's degree from an accredited institution; completion of graduate courses in business management and public policy areas, based on an individual needs assessment; mandatory foundation courses in national security studies and leadership; and attendance at one of several DoD Senior Service Colleges. In addition, many participants complete one or more developmental assignments in order to round out their skill needs. As a final assignment, participants must prepare and submit Executive Core Qualification (ECQ) responses, emphasizing how their DLAMP participation has helped them develop the competencies required for Senior Executive Service positions.
To date, 642 DoD-wide participants have met the program goals, including 139 Army employees. While DLAMP is due to sunset at the end of Fiscal Year 2010, 109 Army employees remain in the program, diligently working to complete remaining DLAMP requirements in order to graduate by the program deadline. Congratulations are extended
to our May 2008 Army DLAMP graduates:
A new program, known as the Defense Senior Leader Development Program (DSLDP) is replacing DLAMP. The pilot class has just started accepting applications for the first class of 50 starting January 2009. At a minimum, applicants must be a GS-14 or 15 or equivalent with leadership experience and hold an existing bachelor's degree or higher. Interested? Go to the Army Civilian Training Education and Development System (ACTEDS) catalog at: http://cpol.army.mil/library/train/catalog/ch04dsldp.html for program information and application procedures.
DoD is launching a new senior leader development program, the Defense Senior Leader Development Program (DSLDP), as the successor program to the DLAMP, which is scheduled to sunset at the end of Fiscal Year 2010. Created in response to our changing environment, DSLDP institutes a competency-based approach to the deliberate development of senior civilian leaders with the enterprise perspective needed to lead organizations and achieve results in the joint, interagency, and multi-national environment. By focusing on the enterprise perspective, DSLDP compliments, not duplicates, Army leader development initiatives. Learning opportunities include Joint Professional Military Education, developmental assignments, and defense-focused leadership seminars, to ensure application of critical leadership competencies in the national security environment.
To be eligible to be nominated for admission to DSLDP, an individual must:
- Be a permanent, full-time civilian employee of the Department of the Army.
- Occupy, on a permanent basis, a position at grade GS-14 or 15, or equivalent.
- Possess a baccalaureate degree from an accredited college or university, as required for admission to Personnel Management for Executives.
- Possess a minimum of 1 year of significant experience in supervising or managing people in an official capacity.
Bill McCune has accepted a position with the Family Morale Recreation Command. He will depart the Policy and Program Development Division, NAF Branch, on May 21, 2008 where he has served as a NAF Human Resources Specialist (Action Officer) for the past 10 years. Bill has been directly involved in multiple successful NAF Program initiatives during his tenure in the NAF Policy Office, to include the deployment of the Defense Civilian Data System and Uniform Funding Management. Additionally, as a Certified Lean Six Sigma Black Belt, he participated in a project to streamline recruitment processes resulting in cost savings to Army installations. He will be missed and we wish for Bill much future success!
The Program Support Division has bid farewell to Marvol Edmonds who has accepted a position with the U.S. Army Resources and Programs Agency, Human Resources Management Division, Employee Relations. She leaves the Program Support Division, where she served as the Executive Secretary to the Army Incentive Awards Board. Marvol was a valuable asset to the Army Incentive Awards Program and the entire division. We wish her all the best in her new assignment.
The NSPS Program Management Office (PMO) bids Debra Glenn farewell. Debra joined the CHRA as a Supervisory Human Resources Specialist in Stuttgart Germany. Although we are happy for Debra, her knowledge and experience is a loss to our NSPS team. We wish her all the best.
The NSPS PMO is pleased to welcome Daniel Hester and Jennifer Humpherys. Daniel joins us from the Headquarters, U.S. Army Materiel Command, Deputy Chief of Staff G-1. Jennifer joins us from the HQDA Policy and Program Development Division. We are happy to have them on board as members of our team.
Ms. Terresa (Terry) Vines, an HR Specialist at the Fort Belvoir, VA CPAC, retired from Federal service on April 3, 2008. She served for more than 32 years as a Department of the Army civilian.
Terry's career began as a Guidance Counselor in Baumholder, Germany. Upon moving back to the states, she also served as an Equal Employment Specialist, Equal Opportunity Specialist, and Education Specialist in locations such as Fort Sheridan, IL, Fort Myer, VA, the Pentagon, Korea, and Fort Belvoir. Terry entered the HR career program as an Employee Development Specialist at the Fort Myer CPAC. After several years as an HR Specialist (Generalist) at the Fort Belvoir CPAC, she retired from her career of providing service to others.
Terry was a foster parent to several children for 15 years. She is the proud mom of three children - Warren Vines, Charlotte Vines Avery, and Anthony Morrissette and the elated grandma of five grandchildren. Terry already has several trips planned and will certainly enjoy the time with her family during retirement. We thank her for her service to the Department of the Army and wish her a long and healthy retirement.
South Pacific Division CPAC Employee Retires after 37 Years
Mr. Larry Rinetti, a Supervisory Human Resources Specialist at the USACE South Pacific Division CPAC since February 1999, retired on April 3, 2008 after 37 years of Federal service.
Mr. Rinetti joined the South Pacific Division in 1985. During his career, he served as the Chief of Training, Labor Relations, Management-Employee Relations and Staffing, and Deputy Personnel Officer. Mr. Rinetti also worked for the U.S. Army Materiel Command from 1973 through 1985. Mr. Rinetti served 2 years in the United States Army with one tour of duty in Vietnam prior to entering the Civilian workforce. Mr.Rinetti's plans for retirement include lots of golf and enjoying the company of his 10 grandchildren.
The "On a Personal Note" section is dedicated to providing information regarding retirements, promotions, deaths, etc. of those in our civilian personnel community. If you have information of this nature you would like included, please contact the editor at the address below.