WELCOME

For the past three years, we have worked together to develop and implement the Defense Civilian Intelligence Personnel System (DCIPS). All Defense Intelligence components are covered by the common performance management system, and over the past 16 months, most Defense Intelligence components successfully converted to the DCIPS occupational bands.

As you know, the National Defense Intelligence Authorization Act (NDAA) for FY 2010 suspended certain DCIPS pay authorities relating to setting pay for all Defense Intelligence components, except the National Geospatial-Intelligence Agency (NGA), until December 31, 2010. Unfortunately, this includes a temporary prohibition from setting pay using authorities such as the pay pool process. I know many of you were expecting to receive your first salary increase under the DCIPS policy in January 2010, and I am disappointed that we are unable to reward your performance with base-pay increases this year. However, we still will recognize top performance with DCIPS bonuses.

In partnership with representatives from your components, we have written interim operating procedures that will apply uniformly across Defense Intelligence components, with the exception of NGA. It will continue to operate under existing DCIPS regulations. These procedures, other updates regarding the review of DCIPS, and opportunities to participate in that review will be posted on this website. As you read the interim rules, they should be familiar to you. They are based on operating rules that pre-dated DCIPS performance-based compensation rules, and seek to prevent any loss of pay as a result of the suspension of certain DCIPS pay setting authorities. Exceptional performance still may be recognized through annual bonuses and performance awards, and for this interim period, by quality step increases.

Nothing in the FY 2010 NDAA dismantles DCIPS. Rather, our oversight committees want to be assured that DCIPS does, in fact, recognize employees for their contributions in a fair and impartial manner. I have met with Chairman Reyes of the House Permanent Select Committee on Intelligence (HPSCI), and I appreciate and share his concerns that we must assure ourselves that DCIPS will operate as planned. Chairman Reyes and I both have committed to a full and unbiased review of DCIPS this year.

As directed by the NDAA, the Secretary of Defense, the Director of National Intelligence, and the Director of the United States Office of Personnel Management have jointly designated the National Academy of Public Administration (NAPA) to conduct an independent review of both the DCIPS design and implementation, and to make recommendations to the Secretary of Defense on areas for improvement or change. During the course of their study, NAPA will seek input from both employees and managers throughout the Defense Intelligence enterprise. I encourage you to provide your views through the surveys, focus groups, and other venues they may provide.

As we begin the second decade of the 21st century, all Defense Intelligence employees should take pride in our achievements as an enterprise during the past decade. You, the men and women of the Defense Intelligence enterprise, truly are our greatest asset in our quest to maintain vigilance against all threats to our great nation – technical, environmental, and human. We are committed to providing you with both leadership and a supporting personnel system that recognizes your extraordinary talent and value to the nation. Over the next year, we will continue to provide training to you on performance management, the cornerstone of any personnel system, and will engage with you on the DCIPS review process. We look forward to working with NAPA, the Administration and our oversight committees to incorporate any changes that will honor that commitment. I thank you in advance for your support.

Respectfully,

James R. Clapper, Jr.
Under Secretary of Defense for Intelligence
5 January 2010