The Employment and Compensation Line of Business provides sage technical advice and guidance regarding the development and administration of policies and programs within our portfolio. We provide clarification and interpretation of law and Government-wide regulations, and provide consulting service in the strategic design and analysis of compensation programs, workforce restructuring and transition programs for civilian employees. We provide strategic analysis of hiring data to support recruitment and outreach to increase diversity and awareness of DoD employment and scholarship opportunities. We also provide job search advisory services and guidance to job seekers worldwide.
Section 1109 of the National Defense Authorization Act (NDAA) for Fiscal Year (FY) 2020 amends Section 9905 of title 5, United State Code (U.S.C.) to incorporate, streamline, and simplify certain Department of Defense (DoD) civilian hiring authorities. This modification updates the covered positions for which this authority may be used and suspends the existing hiring authorities, to include their associated implementing policies that were incorporated into this authority.Modification of Direct Hire Authorities for the Department of Defense Implementation Procedures (April 2, 2020).
DoD has been granted a number of streamlined hiring authorities and other HR flexibilities from Congress through NDAAs and New Beginnings. The applicability of these authorities varies and includes organization and position/grade coverage, and may include limitations, such as sunset dates and allocations.
A furlough occurs when there is a lapse in funding. A lapse means a number of government activities stop due to a lack of appropriated funding, and that a number of employees are temporarily on furlough. DCPAS provides guidance to Department of Defense Components in preparation for a furlough. For specific information or assistance, employees are encouraged to contact their local human resources office.
The Hiring Manager’s Toolkit is composed of 23 guides, tip sheets, checklists, and templates designed to equip Hiring Managers and Human Resource Professionals with end-to-end guidance, automated tools, and a variety of hiring information to enhance the hiring process as we continuously focus upon removing the complexities and inefficiencies of existing hiring processes within the Department.
The Pathways Programs provide clear paths to internships and potential careers in the Federal government for students and recent graduates, and consists of the Presidential Management Fellows (PMF) Program (DoD’s PMF Program is managed by DCPAS/Employment & Compensation/Strategic Recruitment), the Pathways Internship Program, and the Recent Graduates Program. Each agency (DoD is the “agency” for this purpose) using Pathways Programs must enter into a memorandum of understanding (MOU) with OPM every 2 years. Each DoD Component Headquarters Human Resources Office has a Pathways Programs Coordinator who may provide Component-specific assistance and information. For DoD’s current MOU and DoD Implementing Guidance for the Pathways Programs see:
ICTAP provides eligible displaced Federal employees with interagency selection priority for vacancies in agencies that are filling positions from outside their respective permanent competitive service workforces. The ICTAP selection priority does not apply in the ICTAP eligible current or former agency and it does not prohibit movement of permanent competitive service employees within an agency.
Through ICTAP, qualified DoD employees may receive employment preference for jobs in other Federal agencies within the same commuting area if they are hiring from outside of their current workforce. If one or more ICTAP applicants are rated well qualified by the recruiting agency, the agency cannot select any other external applicant.
To be eligible for the ICTAP, you must be a “displaced” employee as defined in 5 CFR 330.702. Although there are several categories of displaced employees, eligibility is usually based on involuntary separation from a career or career-conditional competitive service appointment.
PPP is the most effective DoD civilian career transition assistance program in the Federal government. The purpose of the PPP is to minimize the adverse effects on employees caused by actions such as, but not limited to, reductions-in-force (RIF), base closures, realignments, consolidations, contracting out, position classification decisions, rotation from overseas, and transfers of function (TOF) throughout the Department of Defense.