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The Accountability system contributes to DoD’s overall performance by monitoring and evaluating the results of agency human capital management policies, programs, and activities; by analyzing compliance with merit system principles; and by identifying and monitoring necessary program improvements.

The Accountability Directorate purposely aligns to DoD strategies, seeks quick wins, and long-term solutions to modernize the policy, data, and oversight landscape. Through internal and external partnerships we strive to promote a process that is transparent, informs policy decisions, advances technology, encourages talent development, and leverages accountability throughout the Enterprise. Accountability integrates DoD’s power of three - Deliver Talent, Maximize Employee Performance and Transform HR.

Our Purpose

  • Data-driven Human Capital decisions are the hallmark of an effective Accountability System
  • Deliver Human Capital data to Executive Agency leaders to manage risk and highlight areas of concern
  • Distribute performance and Human Capital measures for the strategic planning process
  • Provide performance goals, performance measures, and risk areas for workforce planning documents

Our Goals

  • Drive change through innovative Data Management, Program Assessments, and Analytic Tools
  • Develop a comprehensive and diverse network to expand Accountability Community of Practice
  • Advocate for partnerships across DoD and DCPAS Business Lines
  • Improve Accountability Training Models
  • Standardize Performance Metrics
  • Modernize the DoD Workforce
  • Enhance Employee Experiences

Our Governances

  • 5 CFR 250 - The Human Capital Assessment and Accountability Framework
  • 5 U.S.C. 2301 - The Merit System Principles
  • 5 U.S.C. 1104 - Delegation of authority for personnel management
  • 5 U.S.C. 2302 - Prohibited Personnel Practices

The Accountability Program aligns to the Human Capital Framework, and it's four systems:

  • Strategic Planning and Alignment
  • Talent Management
  • Performance Culture
  • Evaluation

Human Capital Evaluation Sub-Topics

  • Performance Appraisal
  • Awards and Recognition
  • Quality Step Increase
  • Administrative Grievance
  • Disciplinary Actions
  • Delegated Examining (DE)
  • Personnel Suitability
  • Workplace Violence
  • Employee Wellness
  • Veteran’s Preference
  • Work Life Balance & Telework
  • Merit Promotion (MP)
  • Incentives (3Rs)
  • Student Loan Repayment
  • Superior Qualifications
  • Onboarding
  • Direct Hiring Authority (DHA)
  • Classification
  • Priority Placement Program
  • Cyber
  • Strategic Alignment
  • Labor
  • Expedited Hiring Authority (EHA)

Reactive, Emerging, Advanced, Optimizing