NSPS: Pope changing over 2007 Published Sept. 15, 2006 By Senior Airman Cassandra Locke Editor POPE AIR FORCE BASE, N.C. -- Pope is expected to make its National Security Personnel System transition Jan. 21, 2007. This applies to all non-bargaining unit civilian appropriated fund employees, according to Jury Brown, advisor to NSPS Executive Steering Group. GS non-bargaining unit means those that are not covered by the union contract. This is mainly GS supervisors, but also includes some others who by the nature of their job are non-bargaining. Example: those who work in civilian personnel even though they are not supervisors, and also some other employees such as the wing commander's and group commander's secretaries. Appropriated fund means money that is appropriated by Congress. Non-appropriated (that is, not appropriated by Congress) means money that is generated through a money-making activity such as the Pope Club. "By law, non-bargaining unit employees include supervisors and some predetermined positions with professional/confidential responsibilities, such as engineers, attorneys, and personnel," said Mr. Brown. NSPS is a human resource management system established as part of DoD's overall transformation to a results-oriented, performance-based culture. It's designed to compensate and reward employees based on performance and contribution to the mission. NSPS provides flexibility to move more freely across a range of work opportunities without being bound by narrowly-defined jobs, according to Brenda Romine, Deputy Director of Logistics, Headquarters Air Mobility Command. NSPS gives DoD the tools to foster a culture that values and recognizes talent. "As part of the transition to NSPS, all non-bargaining unit employees and their military and civilian supervisors must receive Human Resources and Performance Management Training," said Mr. Brown. This training is being set up for the first two weeks of October and will last approximately half a day. He added that more information on times and locations will be forthcoming in the near future. The responsibilities of the steering group include serving as a single senior-level focal point for issues relating to NSPS, understanding, articulating and implementing NSPS, approving approaches for addressing funds and capabilities issues, and establishing pay pools. NSPS changes many aspects of the current HR system, including how pay is set, pay for performance, job classification, how promotions are handled, and workforce shaping. However, much remains the same. For more information about NSPS, visit the site at www.cpms.osd.mil/nsps/. "All non-bargaining unit employees and their supervisors are strongly encouraged to take NSPS 101 prior to attending the Human Resources & Performance Management Training in October," said Mr. Brown.