[Federal Register Volume 65, Number 168 (Tuesday, August 29, 2000)]
[Notices]
[Pages 52453-52456]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 00-22004]
=======================================================================
-----------------------------------------------------------------------
OFFICE OF PERSONNEL MANAGEMENT
Science and Technology (S&T) Reinvention Laboratory Personnel
Demonstration Project, Department of the Navy, Naval Sea Systems
Command Warfare Centers
AGENCY: Office of Personnel Management (OPM).
ACTION: Notice of amendment of a demonstration project plan to
establish a new category of positions designated as Senior Scientific
Technical Manager (SSTM).
-----------------------------------------------------------------------
SUMMARY: 5 U.S.C. 4703 authorizes OPM to conduct demonstration projects
that experiment with new and different personnel management concepts to
determine whether such changes in personnel policy or procedures would
result in improved Federal personnel management.
Public Law 103-337, October 5, 1994, permits the Department of
Defense (DoD), with the approval of OPM, to carry out personnel
demonstration projects generally similar to the China Lake
demonstration project at DoD S&T reinvention laboratories. The Warfare
Centers commenced implementation of their demonstration project on
March 15, 1998.
DATES: The Warfare Centers may implement this amendment to the
personnel demonstration project beginning on August 29, 2000.
FOR FURTHER INFORMATION CONTACT:
Warfare Centers: Vicki Warner, NSWC/NUWC Demonstration Project
Office, NSWCDD, HR Department, 17320 Dahlgren Road, Dahlgren, VA 22448,
phone 540-653-8507.
OPM: Joan Jorgenson, U.S. Office of Personnel Management, 1900 E
Street NW, Room 7458, Washington, DC 20415, phone 202-606-1315.
SUPPLEMENTARY INFORMATION:
1. Background
On Wednesday, December 3, 1997, OPM approved and published in the
Federal Register (Volume 62, Number 232, Part II) the final plan for
the S&T Reinvention Laboratory Personnel Demonstration Project at the
Naval Sea Systems Command Warfare Centers.
[[Page 52454]]
Additionally, on Wednesday, July 21, 1999, OPM approved and published
in the Federal Register (Volume 64, Number 139, pages 39179-39181) an
amendment to the plan.
The demonstration project involves a simplified classification
system, performance development and incentive pay systems, a
streamlined reduction-in-force system, and a simplified examining and
appointment process.
2. Overview
From the initial development of their personnel demonstration
project concept plan, the Warfare Centers have had, as a principal
objective, the establishment of a flexible classification and
compensation system. Consistent with numerous independent studies of
laboratory effectiveness over the last several decades, such a system
is considered essential to recruiting and retaining a world-class
workforce. The project plan published on December 3, 1997, largely
meets that objective. However, it falls short of addressing a
relatively small, but critical, element of the Warfare Centers'
scientific and engineering workforce, i.e., employees with
responsibilities substantially exceeding the GS-15 classification
criteria and not otherwise appropriately designated as Senior Level
(SL) or Scientific and Professional (ST). The Warfare Centers intend to
resolve this deficiency by amending the project plan to recognize a new
category of positions, Senior Scientific Technical Manager (SSTM).
Office of Personnel Management.
Janice R. Lachance,
Director.
I. Executive Summary
The Department of the Navy (DON) established the Naval Sea Systems
Command Warfare Centers personnel demonstration project to be generally
similar to the system in use by the permanent demonstration project at
the Naval Command, Control, and Ocean Surveillance Center, San Diego,
CA and the Naval Air Warfare Center, Weapons Division, China Lake, CA
(commonly called ``the China Lake demonstration project''). The Warfare
Centers demonstration project and this amendment are designed to
promote the overall goal of implementing a human resources management
system that facilitates mission execution and organizational
excellence; responds to today's dynamic environment by obtaining,
developing, utilizing, incentivizing, and retaining high performing
employees; and permits adjustment of workforce levels to meet program
and organizational needs.
II. Introduction
The purpose of this notice is to add a new category of positions,
Senior Scientific Technical Manager (SSTM). Broad band VI of the
scientific and engineering career path is redefined as described below,
and all references to this broad band in the final plan published in
the Federal Register on December 3, 1997 are hereby brought into
conformance with this new definition. (Note particularly that positions
which, prior to project implementation, were classified as ST or SL are
hereby removed from this broad band.) Other provisions of the approved
plan are unchanged. Pursuant to 5 CFR 470.315, changes are hereby made
to the Federal Register, Science and Technology Reinvention Laboratory
Personnel Demonstration Project at the Naval Sea Systems Command
Warfare Centers; Department of the Navy; Notice, Wednesday, December 3,
1997, Volume 62, Number 232, Part II.
III. Personnel System Changes
A. In Section III B 1, amend Figure 2, Career Paths and Broad
Bands, to replace ``ST/SL'' with ``SSTM'' as the label for broad band
level ND-VI.
B. At the end of Section III B 1 b, Broad Bands and Levels of
Responsibility, append the following text:
The Warfare Centers broad banding plan creates a pay band in the
Scientific and Engineering occupational family for Senior Scientific
Technical Managers. The current definitions of Senior Executive Service
(SES), Senior Level (SL), and Scientific and Professional (ST)
positions do not fully meet the needs of the Warfare Centers.
The SES designation is appropriate for executive level managerial
positions whose classification exceeds grade 15 of the General
Schedule. The primary knowledge and abilities of employees occupying
SES positions relate to supervisory and managerial responsibilities.
Positions classified as ST are designed for bench research scientists
and engineers. These positions require a very high level of technical
expertise and have little or no supervisory responsibilities. The SL
classification is generally used for positions classifiable above grade
GS-15 that do not meet the SES or ST criteria, but have minimal
supervisory responsibility.
The Warfare Centers currently have positions that warrant
classification above grade 15 of the General Schedule because of their
technical expertise requirements. These positions, typically division/
office/branch heads, have some characteristics of SES and SL or ST
classifications. Most of these positions are responsible for
supervising other GS-15 positions, including lower level supervisors,
non-supervisory engineers and scientists, and in some cases ST
positions. The supervisory and managerial requirements exceed those
appropriate for SL and ST positions.
Management considers the primary requirement for these positions to
be knowledge of and expertise in the specific scientific and technology
areas related to the mission of their organizations, rather than the
executive leadership qualifications that are characteristic of the SES.
Historically, incumbents of these positions have been recognized within
the community as scientific and engineering leaders who possess strong
managerial and supervisory abilities. Therefore, although some of these
employees have scientific credentials that might compare favorably with
ST criteria, classification of these positions as STs or SLs is not an
option because the managerial and supervisory responsibilities cannot
be ignored.
The project plan is hereby modified to redefine pay band VI of the
Scientific and Engineering occupational family. While SL and ST
positions will continue to be covered by the demonstration project for
incentive pay and other purposes, pay band VI will no longer include SL
and ST positions, as described in the project plan. The redefined pay
band VI will apply to a new category of positions designated as Senior
Scientific Technical Managers (SSTM). Positions so designated will
include those requiring both scientific/technical expertise and full
managerial and supervisory authority. Their scientific/technical
expertise and responsibilities warrant classification above the GS-15
level.
Warfare Centers' positions possibly meeting criteria for
designation as SSTM will be reviewed on a case-by-case basis. The
salary range for SSTM positions is a minimum of 120% of the minimum
rate of basic pay for GS-15, with the maximum rate of basic pay
established at the rate of basic pay (excluding locality pay) for SES
Level 4 (ES-4).
Vacant SSTM positions will be competitively filled to ensure that
selectees are preeminent technical leaders in the specialty fields who
also possess managerial and supervisory abilities. Panels will be
created to assist in filling SSTM positions. Panel members typically
will be current or former SES members, ST employees,
[[Page 52455]]
and, later, those designated as SSTM. In addition, senior military
officers and recognized technical experts from outside the Warfare
Centers may also serve, as appropriate. The purpose of the panel is to
ensure impartiality, breadth of technical expertise, and a rigorous and
demanding review.
The Department of Defense (DoD) will test SSTM positions for a 5-
year period. SSTM positions will be subject to limitations imposed by
the Office of Personnel Management (OPM) and DoD. SSTM positions will
be established only in an S&T reinvention laboratory that employs
scientists, engineers, or both. Incumbents of these positions will work
primarily in their professional capacity on basic or applied research.
Secondarily, they will also perform managerial or supervisory duties.
The number of SSTM positions, and the equivalent in other approved
S&T reinvention laboratory personnel demonstration projects within DoD,
will not exceed 40. These 40 positions will be allocated by the
Assistant Secretary of Defense (Force Management Policy) and
administered by the respective Services. The number of positions will
be reviewed periodically to determine appropriate position
requirements. SSTM (and the equivalent in other S&T reinvention
laboratories? demonstration projects) position allocations will be
managed separately from SES, ST, and SL allocations. An evaluation of
the concept for these positions will be performed during the fifth year
of the demonstration project.
Specific details regarding the control and management of all SSTM
positions will be included in the Warfare Centers? demonstration
project regulations in accordance with guidance developed and provided
by DON.
Here ends the text appended at the end of Section III B 1 b, Broad
Bands and Levels of Responsibility, of the Warfare Centers?
demonstration project plan.
C. After the third paragraph of Section III D 3, Exit from the
Demonstration Project, insert the following text:
SSTM employees will convert out of the demonstration project at the
GS-15 level. The Warfare Centers will develop procedures to ensure that
employees designated as SSTM understand that if they leave the
demonstration project and their adjusted pay exceeds the GS-15, step 10
rate, there is no entitlement to retained pay. Their GS-equivalent rate
will be the rate for GS-15, step 10. SSTM employees paid below the
adjusted GS-15, step 10 rate will be converted to a GS-adjusted rate on
the highest applicable rate range for the converted GS grade. (For this
purpose, a GS rate range includes a rate range in (1) the GS base
schedule, (2) an applicable locality rate schedule, or (3) an
applicable special rate schedule.)
D. In Section V A, Waivers to Title 5, United States Code, append
the following to the existing waiver of Chapter 53, Section 5363, Pay
Retention: For SSTM employees, pay retention provisions are modified so
that no rate established under these provisions may exceed the rate of
basic pay for GS-15, step 10; i.e., there is no entitlement to a
retained rate.
E. In Section V A, Waivers to Title 5, United States Code,
substitute the following text for that of the existing waivers for the
chapters and sections indicated:
1. Chapter 53, Sections 5301; 5302 (1), (8), and (9); 5303, and
5304: Pay Comparability System. (This waiver applies only to the extent
necessary to allow demonstration project employees covered by broad
banding, except those designated as SSTM, to be treated as General
Schedule employees; to allow SSTM employees to be treated as ST
employees; and to allow basic rates of pay under the demonstration
project to be treated as scheduled rates of basic pay. This waiver does
not apply to Federal Wage System (FWS) employees. Neither does it apply
to ST and SL employees, who continue to be covered by these provisions,
as appropriate.)
2. Chapter 55, Section 5545(d): Hazardous duty differential. (This
waiver applies only to the extent necessary to allow demonstration
project employees covered by broad banding to be treated as General
Schedule employees. This waiver does not apply to FWS, ST, SL, or SSTM
employees.)
3. Chapter 57, Sections 5753, 5754, and 5755: Recruitment and
Relocation Bonuses, Retention Allowances, and Supervisory
Differentials. (This waiver applies only to the extent necessary to
allow demonstration project employees and positions covered by broad
banding, except SSTM employees and positions, to be treated as
employees and positions under the General Schedule; and to allow SSTM
employees and positions to be treated as ST employees and positions.
This waiver does not apply to FWS employees. Neither does it apply to
ST and SL employees, who continue to be covered by these provisions, as
appropriate.)
F. To Section V A, Waivers to Title 5, United States Code, add the
following new waivers:
1. Chapter 31, Section 3132: The Senior Executive Service:
Definitions and Exclusions.
2. Chapter 33, Section 3324: Appointment to Positions Classified
Above GS-15.
G. In Section V B, Waivers to Title 5, Code of Federal Regulations,
append the following to the existing waiver of Part 536, Section
536.104: Pay Retention: For SSTM employees, pay retention provisions
are modified so that no rate established under these provisions may
exceed the rate of basic pay for GS-15, step 10; i.e., there is no
entitlement to a retained rate.
H. In Section V B, Waivers to Title 5, Code of Federal Regulations,
append the following to the existing waiver of Part 591, subpart B:
Cost-of-Living Allowances and Post Differential--Non-Foreign Areas:
SSTM employees are to be treated as ST employees for the purposes of
these provisions.
I. In Section V B, Waivers to Title 5, Code of Federal Regulations,
substitute the following text for that of the existing waivers for the
parts and subparts indicated:
1. Part 531, Subpart C: Special Pay Adjustments for Law Enforcement
Officers. (This waiver applies only to the extent necessary to allow
demonstration project employees covered by broad banding, except SSTM
employees, to be treated as General Schedule employees; to allow SSTM
employees to be treated as ST employees; and to allow basic rates of
pay under the demonstration project to be treated as scheduled annual
rates of pay. This waiver does not apply to FWS employees. Neither does
it apply to ST and SL employees, who continue to be covered by these
provisions, as appropriate.)
2. Part 531, Subpart F: Locality-Based Comparability Adjustments.
(This waiver applies only to the extent necessary to allow
demonstration project employees covered by broad banding, except SSTM
employees, to be treated as General Schedule employees; to allow SSTM
employees to be treated as ST employees; and to allow basic rates of
pay under the demonstration project to be treated as scheduled annual
rates of pay. This waiver does not apply to FWS employees. Neither does
it apply to ST and SL employees, who continue to be covered by these
provisions, as appropriate.)
3. Part 550, Section 550.902, definition of ``employee'': Hazardous
Duty Pay. (This waiver applies only to the extent necessary to treat
demonstration project employees covered by broad banding as General
Schedule employees. This waiver does not apply to FWS, ST, SL, or SSTM
employees.)
[[Page 52456]]
4. Part 575, subparts A, B, C, and D: Recruitment Bonuses,
Relocation Bonuses, Retention Allowances, and Supervisory
Differentials. (This waiver applies only to the extent necessary to
allow demonstration project employees and positions covered by broad
banding, except SSTM employees and positions, to be treated as
employees and positions under the General Schedule; and to allow SSTM
employees and positions to be treated as ST employees and positions.
This waiver does not apply to FWS employees. Neither does it apply to
ST and SL employees, who continue to be covered by these provisions, as
appropriate.)
[FR Doc. 00-22004 Filed 8-28-00; 8:45 am]
BILLING CODE 6325-01-P