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Federal Register / Vol. 64, No. 5 / Friday, January 8, 1999 / Notices

TABLE OF CONTENTS

I. EXECUTIVE SUMMARY

II. INTRODUCTION

A. Purpose

B. Problems with the Present System

C. Changes Required/Expected Benefits

D. Bargaining Requirements

E. Participating Organizations

F. Participating Employees

G. Project Design

III. PERSONNEL SYSTEM CHANGES

A. Hiring and Appointment Authorities

B. Broadbanding

C. Classification

D. Contribution-based Compensation and Appraisal System

E. Special Situations Related to Pay

F. Revised Reduction-In-Force (RIF) Procedures

G. Academic Degree and Certificate Training

H. Sabbaticals

IV. TRAINING

A. Supervisors

B. Administrative Staff

C. Employees

V. CONVERSION

A. Conversion to the Demonstration Project

B. Conversion Back to the Former System

VI. PROJECT DURATION

VII. EVALUATION PLAN

VIII. DEMONSTRATION PROJECT COSTS

A. Step and Promotion Buy-Ins

B. Out-Year Project Costs

C. Personnel Policy Boards

D. Developmental Costs

IX. REQUIRED WAIVERS TO LAW AND REGULATIONS

A. Waivers to title 5, United States Code

B. Waivers to title 5, Code of Federal Regulations

I.  EXECUTIVE SUMMARY

The project was designed by a Process Action Team (PAT) under the authority of the Under Secretary of Defense for Acquisition and Technology, with the participation of and review by DoD and the Office of Personnel Management (OPM).  The purpose of the project is to enhance the quality, professionalism, and management of the DoD acquisition workforce through improvements in the efficiency and effectiveness of the human resources management system.  The project interventions will strive to achieve the best workforce for the acquisition mission, adjust the workforce for change, and improve workforce quality.  The project framework addresses all aspects of the human resources life-cycle model.

II.  INTRODUCTION

A.  Purpose

The purpose of the project is to demonstrate that the effectiveness of DoD acquisition can be enhanced by allowing greater managerial control over personnel processes and functions and, at the same time, expand the opportunities available to employees through a more responsive and flexible personnel system.  This demonstration project will provide managers, at the lowest practical level, the authority, control, and flexibility they need to achieve quality acquisition processes and quality products.  

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