[Federal Register Volume 74, Number 64 (Monday, April 6, 2009)]
[Notices]
[Pages 15463-15464]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: E9-7592]


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DEPARTMENT OF DEFENSE

Office of the Secretary


Science and Technology Reinvention Laboratory Personnel 
Management Demonstration Project, Department of the Air Force, Air 
Force Research Laboratory (AFRL)

AGENCY: Office of the Deputy Under Secretary of Defense (Civilian 
Personnel Policy) (DUSD(CPP)), Department of Defense (DoD).

ACTION: Notice of amendment of the demonstration project plan.

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SUMMARY: Section 342(b) of the National Defense Authorization Act 
(NDAA) for Fiscal Year (FY) 1995, as amended (10 U.S.C. 2358 note) by 
section 1109 of NDAA FY 2000 and section 1114 of NDAA FY 2001, 
authorizes the Secretary of Defense to conduct personnel demonstration 
projects at DoD laboratories designated as Science and Technology 
Reinvention Laboratories (STRLs). The above-cited legislation 
authorizes DoD to conduct demonstration projects to determine whether a 
specified change in personnel management policies or procedures would 
result in improved Federal personnel management.
    This amendment revises the Air Force Research Laboratory's (AFRL) 
personnel management demonstration project plan by providing 
flexibility to change the job categories in the future, eliminating the 
mandatory use of and providing guidance on optional use of 
Contribution-based Compensation System (CCS) factor weights.

DATES: This amendment to the demonstration project may be implemented 
beginning on the date of the publication of this notice in the Federal 
Register.

FOR FURTHER INFORMATION CONTACT:
AFRL: Ms. Michelle Williams, AFRL/DPL, 1864 4th Street, Wright-
Patterson AFB, Ohio 45433-7130.
DoD: Ms. Betty A. Duffield, CPMS-PSSC, Suite B-200, 1400 Key Boulevard, 
Arlington, VA 22209-5144.

SUPPLEMENTARY INFORMATION:

1. Background

    The AFRL Personnel Management Demonstration Project's final plan 
was published in the Federal Register November 27, 1996 (61 FR 60399). 
This demonstration project involves simplified job classifications, two 
types of appointment authorities, an extended probationary period, pay 
banding, and a CCS. Two amendments to the final plan have been 
published in the Federal Register. The first amendment to clarify which 
employees are subject to the extended probationary period; provide the 
CCS bonus to eligible employees subject to the GS-15, step 10 pay cap; 
and change the name of broadband level descriptor ``Cooperation and 
Supervision'' and CCS Factor 6 ``Cooperation and Supervision'' to 
``Teamwork and Leadership'' was published in the Federal Register 
January 21, 2000 (65 FR 3498). The second amendment changed the amount 
of time required to be assessed under CCS from 180 to 90 calendar days 
and was published in Federal Register October 18, 2005 (70 FR 60495).

2. Overview

    Through the past twelve CCS cycles, experience has revealed that 
guidelines for setting factor weights are overly restrictive and the 
six (originally five) job categories used for assessment may need to be 
modified or expanded to cover new and emergent work. This amendment 
gives more flexibility and authority to the Pay Pool Manager to use and 
set CCS factor weights and establish and use job categories as the need 
for new professional skills emerges within the laboratory environment.

I. Executive Summary

    The Department of the Air Force established the AFRL personnel 
management demonstration project to be generally similar to the 
Department of the Navy China Lake personnel demonstration project. The 
AFRL demonstration project was built upon the concepts of a 
contribution-based compensation system, pay banding, two appointing 
authorities, extended probationary period, and simplified 
classification procedures.

II. Introduction

Purpose
    The AFRL Demonstration Project provides managers, at the lowest 
practical level, the authority and flexibility needed to achieve a 
quality laboratory and quality research. The purpose of this notice is 
to provide flexibility to change the job categories, eliminate the 
mandatory use of and provide guidance on optional use of Contribution-
based Compensation System (CCS) factor weights in an effort

[[Page 15464]]

to grant management greater flexibility to base the factor weights on 
the requirements of the position.
Organizational Description
    Of the 5,025 employees assigned to AFRL, the majority are located 
in/at Arlington VA, Brooks City Base TX, Edwards AFB CA, Eglin AFB FL, 
Hanscom AFB MA, Kirtland AFB NM, Rome NY, Tyndall AFB FL, and Wright-
Patterson AFB OH. Employees are also located at locations around the 
world. At the time this Demonstration Project was implemented, there 
were four Air Force research laboratories. Later, these merged into 
AFRL, with 10 technical directorates, plus the AFRL Headquarters, each 
with a pay pool manager (total of 11 pay pools). There are currently 
2,640 Scientists and Engineers (S&Es) in the Demonstration Project.

III. Personnel System Changes

Contribution-Based Compensation System
    A. Change Section III.D.7, Weights, by replacing it in its entirety 
as follows:
7. Factor Weights
    This Demonstration Project, in part, is predicated on the belief 
that the continued success and viability of the laboratory depends on 
all employees seeking to contribute in each of the areas defined by the 
CCS factors.
    Job categories may be assigned based upon the majority of the 
duties of a position. The AFRL commander and directors have the option 
to apply varying weights to the CCS factors based on assigned job 
categories or other relevant position information (e.g. broadband 
level). If varying weights are not used, then all factors are 
considered to be weighted equally.
    If varying weights are used they must be applied consistently 
within a pay pool. As an example, Technical Problem Solving may be more 
heavily weighted for bench-level S&Es than the factor of Communication. 
The overall CCS score is determined by multiplying the score for each 
factor by the weight, adding the results, and then dividing by the sum 
of the weights. Making all employees accountable for all factors shifts 
organizational values in new directions. For this reason, if factor 
weights are used, generally no factor should be given a weight of zero.
    Factor weights should be reviewed annually to determine if those 
that are below 1.0 can be increased toward a weighting of 1.0 to 
encourage and allow employees to raise their CCS contribution 
assessment by contributing in a broader range of activities. 
Contribution in the factors is important to ensure both the overall 
success of AFRL and individual S&E career growth.
    Guidelines for establishing job categories and setting factor 
weights will be documented in AFRL implementing issuances.

    Dated: March 31, 2009.
Patricia L. Toppings,
OSD Federal Register, Liaison Officer, Department of Defense.
[FR Doc. E9-7592 Filed 4-3-09; 8:45 am]
BILLING CODE 5001-06-P