Science and Technology Reinvention Laboratory Personnel Management Demonstration Project, Department of the Army, Army Research, Development and Engineering Command, Edgewood Chemical Biological Center (ECBC), 32637-32638 [2013-12930]

Download as PDF Federal Register / Vol. 78, No. 105 / Friday, May 31, 2013 / Notices The written request must contain your full name, current address, and date and place of birth. Also include an explanation of why you believe NGA would have information on you and specify when you believe the records would have been created. You must sign your request and your signature must either be notarized or submitted under 28 U.S.C. 1746, a law that permits statements to be made under penalty of perjury, as a substitute for notarization. CONTESTING RECORDS PROCEDURE: Individuals contesting the accuracy of records in this system of records containing information about themselves should address written inquiries to the National GeospatialIntelligence Agency (NGA), Freedom of Information Act/Privacy Act Office, 7500 GEOINT Drive, Springfield, VA 22150. A request for contesting records must meet the requirements of 32 CFR 320.4. The request envelope and letter should both be clearly marked ‘‘Privacy Act Inquiry.’’ The written request must contain your full name, current address, and date and place of birth. Also include an explanation of why you believe NGA would have information on you and specify when you believe the records would have been created. You must sign your request and your signature must either be notarized or submitted under 28 U.S.C. 1746, a law that permits statements to be made under penalty of perjury, as a substitute for notarization. RECORD SOURCE CATEGORIES: Records are received from the JUSTICE/FBI–019 Terrorist Screening Records System, system of records notice published in the Federal Register (76 FR 77846, December 14, 2011). tkelley on DSK3SPTVN1PROD with NOTICES EXEMPTIONS CLAIMED FOR THE SYSTEM: Exempt materials from JUSTICE/FBI– 019 Terrorist Screening Records System may become part of the case records in this system of records. To the extent that copies of exempt records from JUSTICE/ FBI–019, Terrorist Screening Records System are entered into these Threat Mitigation case records, NGA hereby claims the same exemptions, (j)(2) and (k)(2), for the records as claimed in JUSTICE/FBI–019, Terrorist Screening Records system of records of which they are a part. An exemption rule for this system has been promulgated in accordance with the requirements of 5 U.S.C. 553(b)(1), VerDate Mar<15>2010 17:40 May 30, 2013 Jkt 229001 (2) and (3)(c) and (e) and it published at 32 CFR part 320. [FR Doc. 2013–12876 Filed 5–30–13; 8:45 am] BILLING CODE 5001–06–P 32637 22350–1100; William.Cole@cpms.osd.mil. SUPPLEMENTARY INFORMATION: 1. Background 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) 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). AGENCY: 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; Patricia.L.Milwicz.civ@mail.mil. DoD: Mr. William T. Cole, Defense Civilian Personnel Advisory Services, NonTraditional Personnel Programs (DCPAS–NTPP), 4800 Mark Center Drive, Suite 05L28, Alexandria, VA SUMMARY: PO 00000 Frm 00016 Fmt 4703 Sfmt 4703 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-inforce (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. E:\FR\FM\31MYN1.SGM 31MYN1 32638 Federal Register / Vol. 78, No. 105 / Friday, May 31, 2013 / Notices 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 https://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. tkelley on DSK3SPTVN1PROD with NOTICES 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 VerDate Mar<15>2010 17:40 May 30, 2013 Jkt 229001 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. PO 00000 Frm 00017 Fmt 4703 Sfmt 4703 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 DEPARTMENT OF DEFENSE Department of the Air Force [Docket ID: USAF–2013–0029] Proposed Collection; Comment Request Department of Defense/ Department of the Air Force/ Headquarters Air Force Recruiting Service (DoD/USAF/AFRS). ACTION: Notice. AGENCY: In compliance with Section 3506(c)(2)(A) of the Paperwork Reduction Act of 1995, the Department of the Air Force announces a reinstatement of a public information collection and seeks public comment on the provisions thereof. Comments are invited on: (a) Whether the proposed collection of information is necessary for the proper performance of the functions of the agency, including whether the information shall have practical utility; (b) the accuracy of the agency’s estimate of the burden of the proposed information collection; (c) ways to enhance the quality, utility, and clarity of the information to be collected; and (d) ways to minimize the burden of the information collection on respondents, including through the use of automated collection techniques or other forms of information technology. DATES: Consideration will be given to all comments received by July 30, 2013. ADDRESSES: You may submit comments, identified by docket number and title, by any of the following methods: • Federal eRulemaking Portal: https:// www.regulations.gov. Follow the instructions for submitting comments. • Mail: Federal Docket Management System Office, 4800 Mark Center Drive, East Tower, Suite 02G09, Alexandria, VA 22350–3100. Instructions: All submissions received must include the agency name, docket number and title for this Federal Register document. The general policy for comments and other submissions from members of the public is to make these submissions available for public viewing on the Internet at https:// www.regulations.gov as they are received without change, including any personal identifiers or contact information. E:\FR\FM\31MYN1.SGM 31MYN1

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[Federal Register Volume 78, Number 105 (Friday, May 31, 2013)]
[Notices]
[Pages 32637-32638]
From the Federal Register Online via the Government Printing 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).

-----------------------------------------------------------------------

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; 
Patricia.L.Milwicz.civ@mail.mil. 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; William.Cole@cpms.osd.mil.

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 
https://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

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