dhs would release assessment materials include providing individuals O t h e r
Under the CTMS talent acquisition system, DHS will strategically and proactively recruit individuals likely to possess qualifications from the set of qualifications identified in the strategic talent planning process.See §§ 158.410, 158.411, and 158.412.DHS will develop, continually update, and implement strategies for publicly communicating about the DHS cybersecurity mission and the DHS-CS, and for recruiting individuals for employment in the DHS-CS.See § 158.411.
DHS will develop and implement CTMS recruitment strategies based on the set of qualifications and cybersecurity work identified in the strategic talent planning process and based on strategic talent priorities.See § 158.411.CTMS leadership will establish and identify strategic talent priorities for CTMS and the DHS-CS.See §§ 158.701 and 158.702.Such strategic talent priorities will align to the CTMS strategic talent planning process, DHS-wide financial and resources planning functions, and DHS-wide comprehensive strategic planning.See § 158.702.Developing and updating recruitment strategies based on the qualifications and cybersecurity work identified in the strategic talent planning process and based on the strategic talent priorities set by CTMS leadership will ensure CTMS recruitment efforts remain effective in supporting execution of the dynamic DHS cybersecurity mission.
In developing and implementing CTMS recruitment strategies, DHS may collaborate with other organizations and groups, including other Federal agencies, institutions of higher education, and national organizations such as veterans service organizations.See § 158.411.DHS recognizes that such partnerships can be critical to identifying individuals with desired qualifications and encouraging those individuals to apply.As part of diversity and inclusion recruitment efforts, DHS anticipates collaborating with additional professional associations and institutions of higher education, including historically Black colleges and universities and other minority-serving institutions, including Hispanic-serving institutions, Tribal colleges and universities, and Asian American and Native American Pacific Islander-serving institutions.
3.Qualifications-Based Assessment, Selection & Appointment
Under the CTMS Talent acquisition system, DHS will determine individual’s qualifications and make selections for and appointments to qualified positions based on individual’s demonstrated qualifications.DHS will determine individuals’ qualifications under the CTMS assessment program.See §§ 158.402 and 158.420.Any individual interested in employment in the DHS-CS must participate in the CTMS assessment program.See §§ 158.402 and 158.420.
(a)CTMS Assessment Program
The CTMS assessment program is designed to efficiently and accurately determine individuals’ qualifications.See § 158.420.The assessment program includes one or more assessment processes based on the set of qualifications identified in the strategic talent planning process.See § 158.420.Each assessment process will compare the qualifications of an individual to the set of qualifications identified in the strategic talent planning process.See § 158.420.The assessment program is designed to measure qualifications for individuals at all stages of a career in cybersecurity from entry level through executive.The assessment program will focus on requiring applicants to demonstrate their qualifications at a particular career level.Applicants will choose the career level for which they wish to be considered.For experienced cybersecurity professionals, this will include choosing the cybersecurity technical areas in which applicants are interested and for which they wish to be assessed.
CTMS assessment processes will be formal and multi-part, which means an applicant may need to participate in one or more standardized instruments and procedures, including tests and trials, intended to measure the applicant’s qualifications and proficiency in those qualifications.Such standardized instruments and procedures include a variety of tools.Examples of such standardized instruments and procedures include written knowledge tests, computer adaptive tests, work simulations, and structured interviews.
As part of a CTMS assessment process, DHS also may use demonstrations of qualifications, such as rewards earned from a cybersecurity competition, publication of peer-reviewed cybersecurity research, or a patented cybersecurity invention or discovery.See § 158.420.The use of such demonstrations provides additional options for DHS to assess individuals who possess expertise beyond that expected of most applicants and will enable rapid assessment of such individuals’ qualifications.
DHS will develop and administer each assessment process, including those that use standardized instruments and procedures, in accordance with applicable legal and professional guidelines governing the assessment and selection of individuals.See § 158.420.Such legal and professional guidelines are the same guidelines mentioned previously that DHS will use to establish, maintain, and administer the CTMS acquisition system.
In order to maintain the objectivity and integrity of the CTMS assessment program, DHS will not release assessment program materials except as otherwise required by law.See § 158.420.Circumstances required by law under which DHS would release assessment materials include providing individuals with their own testing results. While DHS will maintain control and security over assessment materials, DHS will make available information that will assist individuals in understanding the purpose of and preparing for participating in the assessment process.See § 158.420.
2.DHS-CS Employee Compensation
Compensation for DHS-CS employees will be salary and additional compensation.See § 158.503.As defined in § 158.104, salary means an annual rate of pay under CTMS and CTMS salary is basic pay for any purpose under OPM regulations, such as pay administration and retirement.Compensation for DHS-CS advisory appointees will also be salary and additional compensation under CTMS, subject to additional requirements and restrictions.Subpart J, discussed subsequently in IV.G.3. of this document, addresses compensation for DHS-CS appointees.
A DHS-CS employee will receive a salary under the CTMS salary system.See § 158.503.A DHS-CS employee providing uncompensated service, however, does not receive a salary.See § 158.503.A DHS-CS employee’s salary may include a local talent market supplement, which, as discussed subsequently, is similar to locality-based comparability payments under Title 5.Also, as discussed further in IV.D.4. in this document, DHS will set the initial salary for a DHS-CS employee based on several considerations, including the employee’s qualifications, and DHS will adjust a DHS-CS employee’s salary by providing recognition adjustments.
In addition to salary, DHS-CS employees, except those providing uncompensated service, may receive additional compensation.See § 158.503.As defined in § 158.104, additional compensation is several types of compensation described in § 158.503(c).CTMS additional compensation includes: CTMS recognition, including recognition payments; other special pay under CTMS, including special working conditions payments; and other compensation provided in accordance with relevant provisions of laws, including leave and benefits.The types of additional compensation are set out in separate sections in subpart E.
CTMS Salary Structure
DHS will provide salaries to DHS-CS employees under a CTMS salary structure.DHS will establish, maintain, and administer at least one CTMS salary structure based on the same strategies, information, systems, principles and practices, and priorities on which the CTMS compensation system is based.See § 158.511.Like the CTMS compensation system, the CTMS salary structures is based on the CTMS compensation strategy, information from the strategic planning process and the talent market analysis, the work valuation system, generally accepted compensation principles and practices, and strategic talent priorities.See § 158.502.Basing a salary structure on these other elements of CTMS and such principles, practices, and priorities will ensure that DHS provides salaries to DHS-CS employees: in alignment with the mission-driven, person-focused, and market-sensitive approach to compensation under CTMS; in compliance with applicable legal and regulatory requirements; and in a manner that remains effective in supporting execution of the dynamic DHS cybersecurity mission.
A salary structure will be bounded by the CTMS salary range and includes subranges within the salary range.See § 158.511.The subranges will be associated with work levels, which are one of the work and career structures established by the work valuation system.Each subrange is associated with at least one work level.See § 158.511.For example, one salary subrange might be associated with a work level for entry-level employees in the DHS-CS, but another subrange might be associated with a work level for senior expert employees and executive employees in the DHS-CS.
A salary structure also will incorporate CTMS salary limitations and may incorporate other salary and cost control strategies.See §§ 158.511 and 158.514.CTMS salary limitations set the maximum salary for the subranges.Other salary and cost control strategies, such as control points, will assist with standardization and prediction of employee costs.
CTMS Recognition Time-Off
CTMS recognition time-off is time-off from duty without charge to leave or loss of compensation for use by the recipient within a designated timeframe.See § 158.533.CTMS recognition time-off is based on Title 5 authorities providing time-off awards, which provide paid time-off in recognition of employee efforts or accomplishments.CTMS recognition time-off will serve a similar purpose.DHS will use recognition time-off to recognize and reward DHS-CS employees, especially for their mission impact.
As part of providing a DHS-CS employee recognition time-off, DHS will designate the time-frame for use of the time-off award.The designated timeframe for recognition time-off may not exceed the equivalent of 26 biweekly pay periods, and all recognition time-off must also be recorded in a timekeeping system for purposes of salary and leave administration.See § 158.533.These requirements mirror procedures for use of Title 5 time-off awards under 5 U.S.C. 4502(e).Twenty-six biweekly pay periods is one calendar year for pay and leave administration purposes for Federal employees.
Also, as part of an offer for employment in the DHS-CS, DHS may offer an incoming DHS-CS employee up to 40 hours of recognition time-off for that new employee to use within the employee’s first year.See § 158.533.As part of recruiting new DHS-CS employees, DHS may need to offer recognition time-off to ensure that an individual’s compensation package is sufficiently competitive and to incentivize the individual to serve in the DHS-CS. DHS may require a service agreement as part of providing recognition time-off for an incoming DHS-CS employee.
Recognition time-off may not be converted to a cash payment or any other type of time-off or leave with pay.See § 158.533.