Science and Technology Reinvention Laboratory (STRL) Personnel Demonstration Project Program
| Published date | 15 March 2024 |
| Record Number | 2024-05588 |
| Citation | 89 FR 18914 |
| Court | Defense Department |
| Section | Notices |
Federal Register, Volume 89 Issue 52 (Friday, March 15, 2024)
[Federal Register Volume 89, Number 52 (Friday, March 15, 2024)]
[Notices]
[Pages 18914-18921]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2024-05588]
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DEPARTMENT OF DEFENSE
Office of the Secretary
[Docket ID: DoD-2024-OS-0020]
Science and Technology Reinvention Laboratory (STRL) Personnel
Demonstration Project Program
AGENCY: Under Secretary of Defense for Research and Engineering
(USD(R&E)), Department of Defense (DoD).
ACTION: This notice provides new authorities to all Science and
Technology Reinvention Laboratory (STRL) personnel demonstration (demo)
projects.
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SUMMARY: STRLs may implement innovative approaches to attract and
retain exceptional talent who are participating in Demo projects. The
flexibilities described herein allow the STRLs to better manage their
workforce by authorizing flexible extended temporary promotion and
temporary reassignment for supervisory and team leader positions; a
recruitment incentive in the form of time-off awards (time off from
duty without loss of pay or charge to leave); retention counter-offers
for high performing employees in scientific, technical or
administrative positions; and certain awards management authorities for
STRL directors. The flexibilities and procedures described herein are
in addition to and do not supersede or cancel flexibilities described
in previously published STRL FRNs.
DATES: This proposal may not be implemented until a 30-day comment
period is provided, comments addressed, and a final Federal Register
notice published. To be considered, written comments must be submitted
on or before April 15, 2024.
ADDRESSES: You may submit comments, identified by docket number and
title, by any of the following methods:
Federal eRulemaking Portal: http://www.regulations.gov. Follow the
instructions for submitting comments. Comments should be sent
electronically to the docket listed above.
Mail: Department of Defense, Office of the Assistant to the
Secretary of Defense for Privacy, Civil Liberties, and Transparency,
Regulatory Directorate, 4800 Mark Center Drive, Attn: Mailbox 24, Suite
08D09, Alexandria, VA 22350-1700.
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 http://www.regulations.gov as they are received without
change, including any personal identifiers or contact information.
FOR FURTHER INFORMATION CONTACT:
Department of Defense:
Office of the Under Secretary of Defense (Research and
Engineering), Defense Research Enterprise Office: Dr. James Petro, 571-
286-6265, [email protected].
Department of the Air Force:
Air Force Research Laboratory: Ms. Rosalyn Jones-Byrd,
937-656-9747, [email protected].
Joint Warfare Analysis Center: Ms. Amy Balmaz, 540-653-
8598, [email protected].
Department of the Army:
Army Futures Command: Ms. Marlowe Richmond, 512-726-4397,
[email protected].
Army Research Institute for the Behavioral and Social
Sciences: Dr. Scott Shadrick, 254-288-3800,
[email protected].
Combat Capabilities Development Command Armaments Center:
Mr. Mike Nicotra, 973-724-7764, [email protected].
Combat Capabilities Development Command Army Research
Laboratory: Mr. Christopher Tahaney, 410-278-9069,
[email protected].
Combat Capabilities Development Command Aviation and
Missile Center: Ms. Nancy Salmon, 256-876-9647,
[email protected].
Combat Capabilities Development Command Chemical
Biological Center: Ms. Patricia Milwicz, 410-417-2343,
[email protected].
Combat Capabilities Development Command Command, Control,
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Communications, Computers, Cyber, Intelligence, Surveillance, and
Reconnaissance Center: Ms. Angela Clybourn, 443-395-2110,
[email protected].
Combat Capabilities Development Command Ground Vehicle
Systems Center: Ms. Jennifer Davis, 586-306-4166,
[email protected].
Combat Capabilities Development Command Soldier Center:
Ms. Joelle Montecalvo, 508-206-3421, [email protected]
Engineer Research and Development Center: Dr. Lucy Priddy,
601-415-7845, [email protected].
Medical Research and Development Command: Ms. Linda Krout,
301-619-7276, [email protected].
Technical Center, Space and Missile Defense Command: Dr.
Chad Marshall, 256-955-5697, [email protected].
Department of the Navy:
Naval Air Warfare Center, Weapons Division and Aircraft
Division: Mr. Richard Cracraft, 760-939-8115,
[email protected].
Naval Facilities Engineering Command Engineering and
Expeditionary Warfare Center: Ms. Lori Leigh, 805-901-5917,
[email protected].
Naval Information Warfare Centers:
[cir] Naval Information Warfare Center Atlantic: Mr. Michael
Gagnon, 843-218-3871, [email protected].
[cir] Naval Information Warfare Center Pacific: Ms. Angela Hanson,
619-553-0833, [email protected].
Naval Medical Research Center: Dr. Jill Phan, 301-319-
7645, [email protected].
Naval Research Laboratory: Ms. Ginger Kisamore, 202-731-
8100, [email protected].
Naval Sea Systems Command Warfare Centers: Ms. Diane
Brown, 215-897-1619, [email protected].
Office of Naval Research: Ms. Margaret J. Mitchell, 703-
588-2364, [email protected].
Marine Corps:
Marine Corps Tactical Systems Support Activity: Lissa
Henriksen, 760-587-6893, [email protected].
SUPPLEMENTARY INFORMATION:
1. Background
Through the USD(R&E), the Secretary exercises the authorities
granted to the Office of Personnel Management (OPM) under 5 United
States Code (U.S.C.) 4703 to conduct personnel demonstration projects
at DoD laboratories designated as STRLs. All STRLs authorized pursuant
to 10 U.S.C. 4121 may use the provisions described in this FRN for
employees participating in the Demo Project. STRLs implementing these
flexibilities must have an approved personnel demonstration project
plan published in an FRN and must fulfill any collective bargaining
obligations. Each STRL will establish internal operating procedures
(IOPs) as appropriate.
The 22 current STRLs are:
Air Force Research Laboratory
Joint Warfare Analysis Center
Army Futures Command
Army Research Institute for the Behavioral and Social
Sciences
Combat Capabilities Development Command Armaments Center
Combat Capabilities Development Command Army Research
Laboratory
Combat Capabilities Development Command Aviation and
Missile Center
Combat Capabilities Development Command Chemical
Biological Center
Combat Capabilities Development Command Command, Control,
Communications, Computers, Cyber, Intelligence, Surveillance, and
Reconnaissance Center
Combat Capabilities Development Command Ground Vehicle
Systems Center
Combat Capabilities Development Command Soldier Center
Engineer Research and Development Center
Medical Research and Development Command
Technical Center, US Army Space and Missile Defense
Command
Naval Air Systems Command Warfare Centers
Naval Facilities Engineering Command Engineering and
Expeditionary Warfare Center
Naval Information Warfare Centers, Atlantic and Pacific
Naval Medical Research Center
Naval Research Laboratory
Naval Sea Systems Command Warfare Centers
Office of Naval Research
Marine Corps Tactical Systems Support Activity
2. Overview
I. Introduction
A. Purpose
This FRN provides new personnel management flexibilities designed
to enable the STRL Directors to be more agile and competitive in
attracting, hiring, and retaining world-class candidates in science,
technology, engineering and mathematics (STEM) career fields and in
career fields that directly support the STRL mission. Specifically,
this notice provides a new approach to assigning employees to
supervisory and team leader positions within the STRL Demo project by
authorizing a time-limited, renewable temporary promotion and a
renewable temporary reassignment authority; time-off awards as a
recruitment incentive for employees to accept positions in the Demo
project; retention counter-offers for high performing employees in
scientific, technical or administrative positions within the STRL Demo
project; and awards management authority for STRL Directors.
The authority to offer time-limited supervisory and team leader
positions to employees participating in the Demo project will enable
STRL Directors to better manage their workforce by (1) taking
individual career preferences into consideration; (2) increasing
efforts in succession planning; (3) allowing for periodic assessments
of the supervisory talent pool; (4) allowing for better utilization of
supervisory and leadership skills and experience; (5) enhancing
organizational planning; and (6) synchronizing timelines for
supervisory and leadership continuity. Additionally, it provides
greater flexibilities to employees by increasing flexibility in
individual development and providing more pathways to developmental
assignments to broaden and deepen their experiential base.
The authority to provide time-off awards as a recruitment incentive
to employees participating in the Demo project enables the STRLs to
better compete with industry where time-off is often part of
recruitment packages. Such an incentive may be especially attractive to
candidates from outside of government who value time off and typically
would not accumulate a significant balance of paid leave for some time.
The authority to provide retention counteroffers to high performing
employees participating in the Demo project in any career field, who
have critical skills and present evidence of alternative employment
opportunities with higher compensation, will enable the STRLs to
continue to meet mission requirements by retaining key employees.
The authority for STRL Directors to manage award funding for
employees participating in the Demo project, consistent with the STRL's
budget, will enable STRLs to fully utilize their contribution- or
performance-based pay systems by providing timely award funding for pay
pools which are often administered on different cycles than
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those applicable to employees who are not participating in a Demo
project.
B. Required Waivers to Law and Regulation
Waivers and adaptations of certain title 5, U.S.C. and title 5,
Code of Federal Regulations (CFR) provisions are required only to the
extent that these statutory and regulatory provisions limit or are
inconsistent with the actions authorized under an approved STRL
demonstration project. Appendix A lists waivers needed to enact
authorities described in this FRN. Nothing in this plan is intended to
preclude STRLs from adopting or incorporating any law or regulation
enacted, adopted, or amended after the effective date of this FRN.
C. Problems With Present System
Despite the authorities already available to STRLs, some
laboratories still have difficulty recruiting and retaining supervisors
or team leaders within the organization. STRLs need the ability to
shape the mix of skills and expertise in order to position the most
qualified personnel in a given position to meet new research and
development missions. The problem with the traditional system is that
it does not support flexibility in organizational and succession
planning. Time-limited supervisory and team leader positions will
enable management to periodically evaluate these positions, taking into
consideration mission needs, as well as employee career development,
and organizational succession planning. It will also offer experiential
opportunities for employees interested in becoming supervisors and team
leaders. This dynamic will support individual development,
organizational planning, synchronizing timelines for supervisory/
leadership continuity, and calibrating career expectations vs. mission
needs. Similar to the Flexible Extended Temporary Promotion Authority
for ST and SSTM positions documented in the Air Force Research
Laboratory FRN, 82 FR 38896, STRLs need the flexibility to offer
temporary promotions and temporary reassignments not to exceed 5 years,
with the ability to extend in not longer than 5-year increments, for
all supervisory and team leader positions.
STRLs need numerous flexible tools to use in their battle for
talent. Current recruitment incentives involve monetary payments only
and offer no means to provide additional paid time off from duty as a
recruitment incentive. Providing a time-off award, instead of or in
addition to other incentives, will enable STRLs to better compete for
critical talent.
Retaining critical talent is also a priority for STRLs. The
retention incentive available under 5 CFR part 575 subpart C is limited
to 25% of an employee's basic pay and requires documented analysis of
employment trends and labor market factors; quality and availability of
potential sources of employees; the success of recent efforts to
recruit candidates; retention of similar employees; and other factors.
This monetary limit and time-consuming process prevents STRLs from
effectively countering recruitment offers from the private sector.
Similar to the retention counteroffer for employees with critical
scientific or technical skills documented in the Technical Center of
the U.S. Army Space and Missile Defense Command (USASMDC) FRN, 84 FR
49255, this retention counteroffer for all STRL employees participating
in the Demo project, regardless of career field, will allow the STRLs
to retain critical talent by quickly approving an increase to basic pay
and/or an incentive up to 50% of an employee's basic pay in
circumstances where employees with critical skills receive an offer of
employment with higher compensation.
Finally, the timing of DoD awards guidance is generally consistent
with the Defense Performance Management and Appraisal Program which
uses an assessment cycle that ends in the March/April timeframe.
Because STRL performance and contribution-based systems often use
different assessment cycles and issue special act and notable
achievement awards during the first quarter of the fiscal year,
independent authority to issue awards will promote greater efficiency
in the administration of STRL Demo projects.
D. Participating Organizations and Employees
All DoD laboratories designated as STRLs pursuant to 10 U.S.C.
4121(b), as well as any additional laboratories designated as STRLs by
the Secretary of Defense (SECDEF), through the USD(R&E), with approved
personnel demonstration project plans published in FRNs may use the
provisions described in this FRN. Absent another statutory authority to
provide these flexibilities, the provisions do not apply to employees
who are not candidates for or incumbents of positions participating in
the Demo projects authorized by 10 U.S.C. 4121, to include prevailing
rate employees (as defined by 5 U.S.C. 5342(a)(2)) and senior
executives (as defined by section 3132(a)(3) of such title). STRLs
implementing these flexibilities must first fulfill any collective
bargaining obligations.
II. Personnel System Changes
A. Description and Implementation
1. Flexible Temporary Assignments
An STRL Director may approve flexible temporary promotions or
reassignments to supervisory and team leader positions for not more
than five years, with the ability to extend without limit in not more
than five-year increments for candidates who are current Federal
employees participating in the Demo project. The candidates must meet
the OPM Qualification Standard for the position. The initial flexible
temporary promotion must be made using competitive procedures. Prior to
extending a temporary promotion or reassignment or making the action
permanent, management will make a determination based on mission needs,
employee career development, and organizational succession planning on
whether the employee should continue in the position on a temporary or
permanent basis. If not extended on a temporary basis or made
permanent, the employee will return to the position held prior to the
temporary assignment or to a position within the STRL comparable in
duties and pay band to the position held before the assignment. Upon
termination of the temporary promotion or reassignment, pay will be set
in accordance with the STRL's applicable pay setting rules and internal
operating procedures. To be converted to a permanent supervisory or
team leader position, the employee must: (1) have been notified in
writing at the time of the initial action of the possibility of the
temporary assignment being made permanent at a later date; (2) served a
minimum of one year of continuous service in the temporary position;
and (3) have at least a successful or equivalent performance rating in
any applicable supervisory/leadership performance element. STRLs will
document their plans and processes in IOPs.
2. Authority To Provide Time-Off as a Recruitment Incentive
An STRL Director may provide a newly hired or newly converted
participant in the Demo project up to 80 hours of time-off from duty,
without loss of pay or charge to leave, as a recruitment incentive, to
be used within one year. This recruitment incentive will be processed
in the same manner as a time-off award available under the authority in
5 U.S.C. chapter 45, but it is not provided pursuant to that authority
and is not subject to otherwise
[[Page 18917]]
applicable limits on the use of that authority. The time-off provided
as a recruitment incentive may not be converted to cash payment and is
forfeited if not used within twelve months after it is posted to the
employee's leave account. STRLs may require a service agreement when
offering this recruitment incentive. STRLs will document in IOPs the
criteria for determining the amount of paid time off that may be
provided as a recruitment incentive.
3. Retention Counteroffers
STRL Directors may offer a retention counteroffer to high
performing employees participating in the Demo project, with critical
scientific, technical or administrative skills, in any career field,
who present credible evidence of an alternative employment opportunity
with higher compensation. Such employees may be provided increased
basic pay (up to the top of the pay band/cap within a pay band) and/or
a one-time cash payment that does not exceed 50 percent of one year of
base pay. Retention counteroffers, either in the form of a base pay
increase and/or a lump sum payment, count toward the Executive Level I
aggregate limitation on pay consistent with 5 U.S.C. 5307 and 5 CFR
part 530, subpart B. STRLs may require a service agreement when
offering this retention counteroffer. Further details will be published
in STRL IOPs.
4. STRL Award Management Authority
STRL compensation strategies develop and foster a culture of
recognition. Strategic use of awards and recognition throughout the
year adds value to the STRLs and supports retention of high performing/
contributing employees. STRL Directors manage the workforce strength,
structure, positions, and compensation without regard to any limitation
on appointments, positions, or funding in a manner consistent with the
budget available. STRL Directors will execute contribution/performance-
based payouts, awards and bonuses, and non-ratings-based awards and
bonuses for the Demo workforce consistent with Demo project plans and
available funds budgeted for that purpose. Unless directed or
authorized by the USD(R&E), in coordination with the Under Secretary of
Defense for Personnel and Readiness, DoD Components will not impose
additional management limitations on the payments of contribution/
performance-based payouts, awards and bonuses, and non-ratings based
awards and bonuses.
B. Evaluation
Procedures for evaluating these authorities will be incorporated
into the STRL demonstration project evaluation processes conducted by
the STRLs, OUSD(R&E), or Component headquarters, as appropriate.
C. Reports
STRLs will track and provide information and data on the use of
these authorities when requested by the Component headquarters or
OUSD(R&E).
Appendix A: Required Waivers to Laws and Regulations
BILLING CODE 6001-FR-P
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Appendix B. Authorized STRLs and Federal Register Notices
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Dated: March 12, 2024.
Aaron T. Siegel,
Alternate OSD Federal Register Liaison Officer, Department of Defense.
[FR Doc. 2024-05588 Filed 3-14-24; 8:45 am]
BILLING CODE 6001-FR-C
