Pay Systems and Performance Management
​Strategic Systems Programs' (SSP) workforce is comprised of positions under the following classification and pay systems: 

- General Schedule (GS) Classification and Pay System

- ​Federal Wage System​​
- DOD Civilian Acquisition Workforce Personnel Demonstration Project (AcqDemo)

The majority of positions at SSP fall under AcqDemo. 
 

DOD Civilian Acquisition Workforce Personnel Demonstration Project (AcqDemo)

AcqDemo is a Congressionally mandated project that aims to provide a system that retains, recognizes, and rewards employees for their contributions and supports their personal and professional development. AcqDemo provides greater flexibilities for personnel to include streamlined hiring authorities and processes, broadbanding, a simplified classification system, and a Contribution-based Compensation and Appraisal System (CCAS). 

Under AcqDemo, broadbanding combines numerous occupational series into three career paths (NH, NJ, NK) and groups several GS grade levels into each broadband level (I, II, III, IV) with no steps. 

A simplified classification system also replaces OPM's classification standards with three contribution factors:
1) Job Achievement and/or Innovation;
2) Communication and/or Teamwork;
3) Mission Support; and
4) Replaces multiple position descriptions with generic position requirement documents 

The CCAS links compensation to employees' contributions to the mission through annual contribution and performance appraisals. 

NH Broadband Basic Salary Range: (excluding locality pay, which is based on geographical location):

- NH-I: $29,186 - $39,361 (GS 1-4)

- NH-II: $33,878 - $80,737 (GS 5-11)

- NH-III: $74, 441 - $115, 079 (GS 12-13)

- NH-IV: $104,604 - $159,950 (GS 14-15)
 

Learn more about AcqDemo.
Learn more about General Schedule Classification and Pay System and GS Salary Tables.
Learn more about the Federal Wage System and Wage Salary Tables. 
 

Bonuses and Awards
SSP recognizes and rewards employees for their creativity, innovation, and efficiency in developing long-lasting and impactful solutions to further execute SSP's mission, vision, and goals. Employees may receive monetary, honorary, and time-off awards for their satisfactory performance and contributions. 

Recruitment, Relocation, and Retention Incentives
Recruitment, relocation, and retention incentives are compensation flexibilities available to help Federal agencies recruit and retain a world-class workforce. Recipients must meet specific eligibility criteria and perform successfully in their role. 

Incentives may not exceed 25% of an employee's annual rate of basic pay at the beginning of a service period multiplied by years of service--not to exceed four years. Details of the incentive payout must be agreed upon in advance of start date and will be outlined in a service agreement between the employee and SSP. 

Student Loan Repayment Program (SLRP)
The SLRP is a management tool to recruit and retain employees. The initial loan repayment may be of any amount up to the yearly maximum of $10,000 and incurs a 3-year commitment to SSP. 

For each additional $10,000, one year is added to the service commitment. The lifetime maximum amount per employee is $60,000. 

Mass Transit Benefits Program
Depending on geographical location, eligible employees and military service members may receive a transportation subsidy to cover qualified transportation expenses. 

FERS is comprised of the FERS Basic Benefit Plan, Social Security, and your Thrift Savings Plan (TSP).

TSP is a voluntary tax-deferred retirement savings and investment plan for Federal employees and is similar to 401(k) investment plans in the private sector. Each pay period, your agency deposits into your account an amount equal to 1% of the basic pay you earn for the pay period. You can also make your own contributions to your TSP account and your agency will also make a matching contribution (up to 5%).

Learn more about FERS.

Learn more about TSP.

Flexibilities and Leave

- Alternative Work Schedules
- Telework (Regular and Recurring and/or Situational)
- Remote Work (dependent on role/command policy)
- Sick Leave

- Up to 13 days (104 hrs.) of sick leave for general family care and bereavement each leave year.
- Up to 12 weeks (480 hours) of sick leave to care for a family member with a serious health condition each leave year.

- Annual Leave

- Paid Vacation Days - 13, 20, or 26 days accrued annually depending on years of service. 

- Paid Parental Leave 
- Leave Transfer Programs, including leave banks
- Bone marrow and organ donor leave
 

Employees Assistance Program 
SSP promotes and encourages the use of the Department of the Navy's Civilian Employee Assistance Program (DONCEAP). DONCEAP provides a variety of services to employees including:

- Counseling Services
- Legal Assistance
- Financial Coaching
- Identity Theft Resolution
- Work Life Services
 

DONCEAP is readily available to provide support to SSP employees 24/7, based on their specific needs.

Learn more about DONCEAP.
 

Health and Wellness Program
SSP recognizes the importance of promoting the physical health of its employees and the benefits the command will receive through improved readiness and productivity. Our health and wellness program aims to encourage employees to pursue health and wellness activities on their own time and adopt personal goals and activities that contribute to a healthy lifestyle.

SSP also facilitates and participates in the following health and wellness activities: preventative health screenings, biometric machine screenings, yoga, wellness seminars, cooking demonstrations, therapy dog visits, in-person counseling sessions offered by DONCEAP, and more. 

SSP offers various professional development and training opportunities for employees to further enhance their skillsets and leadership abilities. Developing future leaders at all levels and retaining a generation of diverse leadership is the cornerstone of the Department of Defense’s talent management strategy. 

SSP Leadership Programs 
- Mid Level Leadership Institute (MLI): Mid-Level Institute (MLI) program is a unique leadership development opportunity for non-supervisory AcqDemo NH Level Ill and IV personnel. The objective is to target individuals across the command seeking to grow professionally as they look toward future roles and responsibilities in their career path. The program covers how to build and enhance leadership capability at the individual and organizational level; broaden and deepen SSP program and process understanding; enhance employee ability to shape SSP culture, and prepare for future success. 

- Senior Level Leadership Institute (SLI): Senior Leadership Institute (SLI) is an executive level program consisting of six sessions, each lasting three days in length. Participants engage in a curriculum designed to focus on specific areas of leadership development. The sessions are interactive, allowing participants to engage in discussions and scenarios they might experience on the job. Each session includes a variety of guest speakers consisting of government and industry leaders. 

DOD/DON Leadership Programs  
- Bridging the Gap (BTG)
- Capitol Hill Fellowship Program (CHFP)
- Defense Emerging Leader Program (DCELP)
- Defense Senior Leader Development Program (DSLDP)
- Dwight D. Eisenhower School (ES)
- Executive Leadership Development Program (ELDP)
- White House Leadership Development Program (WHLDP)... and more.

Mentoring Program 
SSP's mentoring program aids in creating and sustaining a positive mentoring experience and culture within the organization. At the heart of this culture is a network of mentors who, through the sharing of individual experience and skills, will guide and advise mentees on their personal and/or professional development.

Coaching Program
SSP's coaching program seeks to develop employees as an individual and leader, with the ultimate end-goal of increasing their contribution to the well-being of the organization and their professional development. Leadership coaching aims to assist employees with unlocking self-awareness of their strengths and areas requiring development by engaging in various developmental conversations, utilizing personality assessments such as Emotional Intelligence (EQ-I 2.0), the Hogan Personality Inventory and various thinking style instruments. 

Acquisition Workforce Tuition Assistance Program (AWTAP)
The Acquisition Workforce Tuition Assistance Program (AWTAP) assists civilian acquisition workforce members in meeting education standards for DAWIA certification for their designated career field and to comply with statutory requirements. Education standards include mandatory credit hours and undergraduate degrees, as well as recommended certificate programs and master’s degrees.​

Career Enrichment
To assist employees in achieving their professional goals, SSP offers a variety of learning opportunities such as traditional classroom training, academic courses, conferences, rotations, career pathing, and LinkedIn Learning. 

Active duty in the military service may be used to determine annual leave accrual rate and retirement eligibility. Paid time off for certain activities with the National Guard or Armed Forces Reserves.