[Federal Register Volume 78, Number 105 (Friday, May 31, 2013)]
[Notices]
[Pages 32637-32638]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2013-12930]


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DEPARTMENT OF DEFENSE

Office of the Secretary


Science and Technology Reinvention Laboratory Personnel 
Management Demonstration Project, Department of the Army, Army 
Research, Development and Engineering Command, Edgewood Chemical 
Biological Center (ECBC)

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

ACTION: Notice to make changes to the ECBC Federal Register notice, 
published on December 29, 2009 (74 FR 68936-68966).

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SUMMARY: Section 342(b) of the National Defense Authorization Act 
(NDAA) for Fiscal Year (FY) 1995, as amended 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 Department of 
Defense (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 notice makes 
changes to the ECBC Personnel Management Demonstration Project. It 
includes revisions to the annual review for supervisory/team leader 
base pay adjustments and adds clarification of the waiver to 5 U.S.C. 
7512(4), amends procedures for recruiting and filling positions above 
the minimum of the pay band; and eliminates within grade increase (WGI) 
buy-ins for certain personnel actions.

DATES: This notice may be implemented beginning on the date of 
publication.

FOR FURTHER INFORMATION CONTACT: ECBC: Ms. Patricia Milwicz, Edgewood 
Biological Chemical Center, (RDCB-DPC-W), 5183 Blackhawk Road, Building 
3330, Room 264, Aberdeen Proving Ground, MD 21010-5424; 
[email protected]. DoD: Mr. William T. Cole, Defense 
Civilian Personnel Advisory Services, Non-Traditional Personnel 
Programs (DCPAS-NTPP), 4800 Mark Center Drive, Suite 05L28, Alexandria, 
VA 22350-1100; [email protected].

SUPPLEMENTARY INFORMATION: 

1. Background

    The final plan for the ECBC personnel demonstration project was 
published in the Federal Register on December 29, 2009 (74 FR 68936-
68966). The ECBC demonstration project involves: (1) Two appointment 
authorities (permanent and modified term); (2) extended probationary 
period for newly hired engineering and science employees; (3) pay 
banding; (4) streamlined delegated examining; (5) modified reduction-
in-force (RIF) procedures; (6) simplified job classification; (7) a 
pay-for-performance based appraisal system; (8) academic degree and 
certificate training; (9) sabbaticals; and (10) a Voluntary Emeritus 
Corps.

2. Overview

    With over one year of implementation experience, ECBC has 
recognized the need for several changes to the original project plan. 
This amendment addresses those changes and adds clarification of the 
waiver to 5 U.S.C. chapter 75, section 7512(4). There are three changes 
being made to the final project plan published December 29, 2009. 
First, the supervisory/team leader pay adjustments are currently 
reviewed annually based solely on the appraisal scores for the 
performance element, Team Project Leadership or Supervisor (EEO). 
During the annual review, this change incorporates the original 
criteria used during the pay adjustment approval process as well as the 
appraisal scores for the performance element Team Project Leadership or 
Supervisor (EEO). Decreases in the supervisory/team leader pay 
adjustments can be for any amount (including the full amount) of the 
current supervisory/team leader pay adjustment and will not be 
considered an adverse action. Second, during the hiring process, 
qualifications required for all positions are currently tied to the 
lowest level of the pay band. This change allows for hiring in the 
middle or higher end of the pay band for those positions that warrant 
experience and/or skills in the intermediate or journeyman level of the 
pay band. And third, the within-grade buy-in is currently provided for 
employees who enter the demo by lateral transfer, reassignment, or 
realignment. This change will eliminate the within-grade buy-in for 
those employees as other pay flexibilities already in place allow for 
other compensation options.

[[Page 32638]]

3. Access to Flexibilities of Other STRLs

    Flexibilities published in this Federal Register shall be available 
for use by all STRLs listed in 5 U.S.C. 9902(c)(2), if they wish to 
adopt them in accordance with DoD Instruction 1400.37 (available at 
http://www.dtic.mil/whs/directives/corres/pdf/140037p.pdf); 73 FR 
73248-73252, December 2, 2008; and the fulfilling of any collective 
bargaining agreements.

I. Executive Summary

    The STRL personnel management demonstration projects are generally 
similar in nature to the first personnel demonstration project at 
Department of the Navy's China Lake. The ECBC personnel demonstration 
project is built upon the concepts of broad-banded pay systems and 
simplified classification; pay for performance; recruitment and 
staffing changes; enhanced training and development; a Voluntary 
Emeritus Corps; and sabbaticals. The purpose of the project is to 
achieve the best workforce for the ECBC mission and improve workforce 
quality.

II. Introduction

A. Purpose

    The purpose of this notice is to amend the Federal Register, 
Department of Defense, Science and Technology Reinvention Laboratory 
Personnel Management Demonstration Project, Department of the Army, 
Army Research, Development and Engineering Command, Edgewood Chemical 
Biological Center (ECBC), December 29, 2009 (74 FR 68936-68966) as 
follows:
    1. Under, Part III. Personnel Changes, D. Hiring Authority, 1. 
Qualifications, on page 68950, in the third column, replace first 
paragraph as follows:
    ``The qualifications required for placement into a position in a 
pay band within an occupational family will be determined using the OPM 
Operating Manual for Qualification Standards for GS Positions. Since 
the pay bands are anchored to GS grade levels, the minimum 
qualification requirements will be no lower than the requirements 
corresponding to the lowest GS grade level incorporated into that pay 
band. Specific experience and/or education required will be determined 
based on whether a position to be filled is at the lower, middle, or 
higher end of the pay band. For example, for a position in the E&S 
occupational family, Pay Band II individuals must meet the basic 
requirements for a GS-5 as specified in the OPM Qualification Standard 
for Professional and Scientific Positions. However, in situations where 
management determines the position must be filled at the middle or 
higher end of the band, individuals will be required to meet specific 
experience and/or educational requirements that exceed the minimum 
qualifications. This information will be clearly stated within the 
vacancy announcement.''
    2. Under, Part III. Personnel Changes, F. Pay Setting, 7. 
Supervisory and Team Leader Pay Adjustments, on page 68954, in the 
second column, in the last paragraph, the first, second and third 
sentences are replaced as follows: ``The supervisory/team leader pay 
adjustment will be reviewed annually and may be increased or decreased 
by a portion or by the entire amount of the supervisory/team leader pay 
adjustment based upon the employee's performance appraisal score for 
the performance element, Team Project Leadership or Supervision/EEO 
and/or criteria outlined above. If the entire portion of the 
supervisory/team leader pay adjustment is to be decreased, the initial 
dollar amount of the supervisory/team leader pay adjustment will be 
removed. A decrease to the supervisory/team leader pay adjustment as a 
result of the annual review or when an employee voluntarily leaves a 
position is not an adverse action and is not subject to appeal.''
    3. Under Part V. Conversion, on page 68957, in the third column, A. 
Conversion to the Demonstration Project, remove third paragraph: 
``Employees who enter the demonstration project later by lateral 
transfer, reassignment or realignment will be subject to the same pay 
conversion rules. If conversion into the demonstration project is 
accompanied by a geographic move, the employee's GS pay entitlements in 
the new geographic areas must be determined before performing the pay 
conversion.''
    4. Under, Part IX. Required Waivers to Law and Regulation, on page 
68961, A. Waivers to Title 5, U.S.C., chapter 75, section 7512(4), in 
the third column, Adverse actions. Add the following to the last 
sentence continued on page 68962, first column: ``Or (3) decreases in 
the amount of a supervisory or team leader pay adjustment during the 
annual review process.''

B. Employee Notification

    Demonstration project policies and procedures are posted on the 
internal network. ECBC employees receiving a supervisory or team leader 
pay adjustment will sign a statement of understanding acknowledging 
that adverse action provisions do not apply to decreases in the amount 
of a supervisory or team leader pay adjustment based on the annual 
review.

    Dated: May 28, 2013.
Aaron Siegel,
Alternate OSD Federal Register Liaison Officer, Department of Defense.
[FR Doc. 2013-12930 Filed 5-30-13; 8:45 am]
BILLING CODE 5001-06-P