If you've been digging around USAJOBS for acquisition, contracting, or program management jobs, you've probably run into something that doesn't look like a normal GS posting. The salary range is weird. The grade isn't listed as GS-13 or GS-14. You're looking at something called NH-III or NJ-02, and the pay band stretches across what would normally be two or three GS grades.

That's AcqDemo. The Department of Defense Civilian Acquisition Workforce Personnel Demonstration Project. It's been around since 1999, it covers tens of thousands of DoD acquisition workforce positions, and it doesn't behave like the regular General Schedule. If you're a veteran looking at federal contracting, engineering, program management, or business/financial management roles, you need to understand how this pay system actually works before you apply — otherwise you'll either lowball yourself in salary negotiation or get blindsided by how your raises are calculated.

I spent part of my federal career in contracting. I've applied under both GS and AcqDemo postings, and I've seen veterans leave money on the table because they treated an NH-III like a GS-12 without understanding the band. This guide walks through exactly how AcqDemo pay works, how the bands map to GS grades, how your annual raise is actually determined, and what veterans need to know before accepting an AcqDemo offer.

What Is AcqDemo and Who Is It For?

AcqDemo is a personnel system the Department of Defense runs for its acquisition workforce under authority granted by Congress in the 1996 Defense Authorization Act. Rather than the standard GS grade-and-step structure, AcqDemo uses broadbanded pay — wide salary ranges that span multiple GS-equivalent grades — combined with a performance appraisal system called CCAS (Contribution-based Compensation and Appraisal System).

The whole point of AcqDemo is to pay acquisition professionals based on their contribution to the mission, not on how long they've been sitting in a GS step. It covers jobs across the DoD acquisition community: contract specialists, program managers, engineers supporting weapons programs, logisticians working acquisition lifecycle, business/financial managers, test and evaluation staff, and science and technology managers.

If you're looking at contracting (GS-1102 equivalent), engineering supporting a major defense program, or program management at an agency like the Army Contracting Command, Naval Sea Systems Command, Air Force Life Cycle Management Center, Missile Defense Agency, or DARPA — you'll probably see AcqDemo postings. The job announcement will say something like "NH-1102-III" where you'd otherwise see "GS-1102-13/14."

How the AcqDemo Pay Bands Actually Work

AcqDemo uses three career paths, each broken into broadband levels. Your career path is based on the type of work — not your rank or seniority directly. The pay band you're hired into determines your salary range, and you can move within the band over time based on CCAS results.

Here's how the three career paths break down:

Each broadband level maps to a range of GS grades. So when you see NH-III on a posting, that's not a single GS-13 — it's a pay range that covers what would normally be GS-12, GS-13, and GS-14. The hiring official has flexibility to set your starting salary anywhere in that band based on your qualifications, experience, and what they can justify.

Here's the approximate GS-to-AcqDemo mapping most agencies use:

• NH-I ≈ GS-1 through GS-4 (entry level)
• NH-II ≈ GS-5 through GS-11 (journeyman-level development)
• NH-III ≈ GS-12 through GS-13 (full performance, often extending into GS-14 work)
• NH-IV ≈ GS-14 and GS-15 (senior/expert level)
• NJ-II ≈ GS-5 through GS-8
• NJ-III ≈ GS-9 through GS-11
• NK-II ≈ GS-5 through GS-7
• NK-III ≈ GS-8 through GS-10

The actual dollar amounts follow the base GS pay tables plus locality, so an NH-III in Washington DC pays a lot more than NH-III in Huntsville or Dayton. Check OPM's locality pay tables for your duty station — that locality percentage gets stacked on top of the base band salary just like it does for GS.

For comparison with the standard pay system, we've got a full breakdown in our Federal GS Pay Scale 2026 guide. And if you're comparing acquisition to management analyst work, the 0343 pay scale breakdown covers where that series lands on the standard GS ladder.

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How Raises Work Under CCAS (This Is the Big Difference)

Here's where AcqDemo breaks from the regular GS world. Under the General Schedule, you get within-grade step increases (WGIs) on a predictable schedule — every 1, 2, or 3 years depending on your step. Plus the annual across-the-board GS raise Congress approves. That's it. Predictable, automatic.

AcqDemo doesn't have steps. CCAS runs once a year and determines three things based on your performance score:

1. General Pay Increase (GPI) — Everyone who meets the CCAS threshold gets this. It's typically equivalent to the annual GS base pay raise.
2. Contribution Rating Increase (CRI) — A performance-based raise that goes into your base salary permanently. This is where the big difference sits. Employees who contribute more get a bigger CRI.
3. Contribution Award (CA) — A lump-sum bonus (not into base pay). Same deal — higher performers get bigger awards.

Your CCAS score is calculated from six factors (contribution factors), each scored against the expected score for your broadband level. If your actual score exceeds your expected score, you get more CRI and CA. If you fall below, you can get smaller raises, no raise, or in extreme cases a pay reduction.

The six contribution factors are problem solving, teamwork/cooperation, customer relations, leadership/supervision, communication, and resource management. Some factors are weighted more heavily depending on your career path and broadband level — an NH-IV program manager gets scored harder on leadership than an NH-II engineer, for example.

The practical takeaway is this: under GS, your raises are largely automatic. Under AcqDemo, your raises depend on a rating that your supervisor documents every year. You need to actively manage your CCAS inputs — the self-assessment you write, the accomplishments you document, the feedback you solicit. Veterans coming from a structured military environment often do well here if they treat CCAS inputs like an evaluation — because that's basically what it is.

How AcqDemo Postings Show Up on USAJOBS

When you're scanning USAJOBS for acquisition jobs, you'll see a few different tells that a posting is AcqDemo rather than standard GS:

• The grade code starts with NH, NJ, or NK where you'd normally see GS
• The salary range is wider than a normal GS-13 range — often $90K to $150K+ for an NH-III in a major locality
• The announcement explicitly mentions AcqDemo or "Civilian Acquisition Workforce Personnel Demonstration Project"
• The position might say "Pay Plan: NH" in the details section
• DAWIA certification requirements listed (often required at Levels II and III for 1102, 1101, 1550, 1515, and engineering series)

When you apply, you'll still submit a federal resume through USAJOBS the same way you would for any other federal posting. All the federal resume rules still apply — 2 pages max, detailed duties, hours per week, supervisor info. For the resume itself, we've got a full walkthrough in the USAJOBS Resume Builder walkthrough, and the keyword side is covered in our USAJOBS keyword guide.

Where it matters for the resume is the qualifications analysis. AcqDemo postings still require you to show specialized experience — usually one year equivalent to the next lower broadband level. If you're applying for NH-III and the posting says you need one year of experience equivalent to NH-II, that's roughly GS-11 equivalent experience you need to document. Hours per week, detailed duties, and measurable accomplishments all still matter. HR specialists screening your package are rating your qualifications against the same standards they'd apply for a GS posting — they just translate the grade references to the NH/NJ/NK scale.

Veterans Preference and AcqDemo

Veterans preference applies the same way it does under GS. If you're a 5-point or 10-point preference eligible, your points are added to your rating, and you'll be listed appropriately on the referral certificate. Direct hire authorities that DoD uses for acquisition positions still respect veterans preference.

One thing to know: because AcqDemo uses broadbanding, the "grade" difference between positions isn't always as clear as GS-to-GS moves. If you're a GS-12 moving to an NH-III AcqDemo job, the employer has significant flexibility in where they set your starting salary within the NH-III band. That's a negotiation opportunity — you don't have to accept the bottom of the band just because the bottom of the band is higher than your current GS-12 salary.

For more on how to use veterans preference effectively when applying, our guide on hiring authorities for veterans walks through every path into federal service, including the direct hire authorities DoD commonly uses for AcqDemo positions. If you're a retired O-5 or O-6 weighing federal vs contractor roles, our federal dual compensation guide covers how retired pay interacts with AcqDemo salaries.

Negotiating Salary in an AcqDemo Offer

This is the part where veterans leave the most money on the table. Because AcqDemo uses wide bands, the HR specialist and selecting official have room to move — and if you don't ask, they'll typically default to step-1-equivalent or a formula based on your current salary.

When you get a tentative offer for an AcqDemo position, ask for the specific band salary range for your duty station (with locality applied) and then justify a higher starting point based on:

The difference between the bottom and top of an NH-III band in a high-cost locality can be $30,000+ per year. Starting $10K higher doesn't just give you $10K more in year one — it becomes the base your CCAS raises compound on for the rest of your federal career. That's a six-figure lifetime impact for one negotiation conversation.

AcqDemo vs GS: Which Is Better for Veterans?

I get this question a lot from transitioning military members who have options. The honest answer is: depends on your situation and how you perform.

AcqDemo tends to be better if you are a strong performer who wants faster pay progression and isn't afraid of being evaluated. The broadband structure lets you move from mid-band to top-of-band in a few years if you crush CCAS, whereas GS step progression is capped at about 2-3% per year regardless of performance.

GS tends to be better if you want predictable raises, you're not interested in high-intensity performance management, or you're in a career path where CCAS factors don't align well with your actual work. It's also easier to compare across agencies — GS-13 is GS-13, but NH-III at DARPA and NH-III at Army Contracting Command can feel like very different jobs even if the pay band is the same.

A practical wrinkle: if you move from AcqDemo to a non-AcqDemo GS position, your conversion back to GS is based on a pay-setting formula, not your band rating. I've seen veterans take effective pay cuts moving from NH-III back to GS-13 because the GS step they convert to doesn't match the top-of-band pay they were earning. If you think you might want to rotate out of acquisition into policy, analysis, or a different agency without AcqDemo coverage, factor that in.

For a broader view of how federal pay systems compare, our WG vs GS federal pay comparison walks through the wage grade side, and the GS to military rank chart helps you understand where GS grades sit relative to military pay scales. If you're targeting entry-level federal roles on your way to acquisition work, check out the GS-0303 miscellaneous clerk guide for the first-step-in path, or the GS-0511 auditor series breakdown if finance work fits your background.

Federal Resume Strategy for AcqDemo Postings

Your resume still needs to do the qualifications work. AcqDemo HR specialists still rate your package against specialized experience requirements, and if you can't show you meet the threshold for the broadband level, you won't get referred regardless of how the pay system is structured.

What I'd focus on for AcqDemo federal resumes:

• Contract dollar values and program scope. If you managed a $40M IDIQ or supported a $200M program, say so with the specific number. AcqDemo is for the acquisition workforce — they care about the dollar and complexity metrics.
• DAWIA certifications. List current certifications by level and career field (contracting, program management, engineering, etc.). If you're mid-certification, note target completion.
• Clearance level. Most DoD acquisition roles require at least a Secret. List your current clearance and last investigation date if known.
• Specialized experience at the next lower band. The qualifications analysis looks for one year of experience equivalent to the next lower broadband. Make it obvious which year of your career that is.
• Hours per week for every position. 40 hours/week standard; document overtime, deployments, or additional duties separately. HR uses this to calculate qualifying experience.
• Accomplishments with metrics. Don't just say "managed contracts." Write it like this: "managed 14 active task orders valued at $28M across three program offices, reducing average award cycle time from 47 to 31 days."

Federal resumes for AcqDemo positions should still target 2 pages. That's current best practice across the federal hiring community. More pages doesn't mean better scoring — it means the HR specialist spends less time on the accomplishments that actually qualify you.

If your current resume is three or four pages long or heavy on military jargon, we built BMR's Federal Resume Builder specifically to handle this — it tailors your resume to the specific acquisition posting, translates military contracting experience into DoD civilian language, and keeps it within the 2-page target. Built by a Navy Diver vet who went through six federal career fields, including contracting. If you're curious about how AI fits into federal resume work, our federal resume AI builder guide walks through what AI can and can't do for a USAJOBS package. Same tool that's helped 17,500+ veterans and spouses through their federal transitions.

Common Mistakes Veterans Make with AcqDemo

After working federal contracting and helping veterans through federal transitions, here are the patterns I see that cost people money or jobs:

1. Treating NH-III like GS-13 when negotiating. The band is wider than a single grade. If you accept the bottom of the band without asking, you're accepting what would be a GS-12 salary when the job is rated GS-12 through GS-14 work.
2. Not documenting contribution during the year. CCAS is retrospective. If your supervisor is writing your annual rating in December based on memory, you'll get an average score. Keep a running log of accomplishments with dates, dollar values, and outcomes.
3. Confusing DAWIA with AcqDemo. These are different. DAWIA is the certification framework. AcqDemo is the pay system. Not all DAWIA positions are AcqDemo-coded.
4. Assuming AcqDemo = higher pay. At the entry level and mid-band, AcqDemo and GS pay similarly. The advantage shows up over time if you perform well. If you're coasting or your supervisor rates you average, you won't dramatically outpace GS.
5. Skipping the self-assessment or writing it generically. Your CCAS self-assessment is the single most important input to your annual rating. Supervisors use it to draft the contribution scoring. Write it like it's a job application for yourself.

Most of these come back to one core issue — veterans expect federal employment to be automatic and structured like the military. AcqDemo rewards active engagement with the pay system. If you treat it like GS autopilot, you'll underperform your potential under this system.

What to Do Next

If you're targeting DoD acquisition jobs, the next steps are straightforward. Figure out which career path and broadband level fit your experience — NH-II for mid-career transition, NH-III if you're coming in with significant contracting or program management experience. Check USAJOBS for current postings at your target agencies (Army Contracting Command, Naval Sea Systems Command, Air Force Life Cycle Management Center, DARPA, MDA). Look at the salary ranges, DAWIA requirements, and clearance levels to calibrate where you can realistically land.

Then build the resume. Your federal resume needs to show specialized experience at one level below the advertised band — so for NH-III postings, document NH-II equivalent experience clearly. Metrics matter. Contract values, program complexity, and measurable outcomes beat generic duty descriptions every time. Keep it to 2 pages. Review our federal resume template mistakes guide before you submit — the most common errors are easy to catch if you know what to look for.

When you get the offer, negotiate. The band gives the selecting official room to move, and most veterans don't ask. A 5-minute conversation can be worth $10,000+ in year-one salary that compounds across every raise after that.

AcqDemo is a legitimate path to senior federal career progression, and it's genuinely rewarding for veterans who want performance-based pay. Just go in with your eyes open about how it actually works.