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



Of the 14,766 personnel assigned to this project, 5,161 are represented by labor unions.  Union representatives have been separately notified about the project and participated in its development.  DoD is proceeding to fulfill its obligation to consult or negotiate with the unions, as appropriate, in accordance with 5 U.S.C. 4703(f).

G.  Project Design

In September 1996, a Process Action Team (PAT) was formed by the Secretary of Defense in response to Section 4308 of the National Defense Authorization Act for Fiscal Year 1996 (Pub.L. 104-106; 10 U.S.C. § 1701 note).  The PAT was chartered to take full opportunity of this legislation and to develop solutions for many DoD acquisition workforce personnel issues.  The team included managers from each of the Military Services and DoD Components, as well as subject-matter experts from civilian personnel and manpower.  This team developed 13 initiatives that together represent sweeping changes to the entire spectrum of human resources management for the DoD acquisition workforce.  Several initiatives were designed to assist DoD acquisition activities in hiring and placing the best people to fulfill mission requirements.  Others focused on developing, motivating, and equitably compensating employees based on their contribution to the mission.  Initiatives to manage workforce realignment effectively and maintain organizational excellence were also developed.  These initiatives were endorsed and accepted in total by the acquisition leadership.

After thorough study, the original 13 initiatives were refined.  Those appearing herein constitute the demonstration project for purposes of 5 U.S.C. 4703.  The remainder is subject to policies established by DoD; waivers were approved at that level.


A.  Hiring and Appointment Authorities

1.  Simplified, Accelerated Hiring

The complexity of the current system and various hiring restrictions create delays; hamper management’s ability to hire, develop, realign, and retain a quality workforce that is reflective of our nation’s diversity; and inhibit a quick response to economic and population changes.  Line managers find the complexity limiting as they attempt to accomplish timely recruitment of needed skills.  To compete with the private sector for the best talent available and be able to make expeditious job offers, managers need a process that is streamlined, easy to administer, and allows for timely job offers.  In order to create a human resources management system that facilitates mission execution and organization excellence, this demonstration project will respond to today’s dynamic environment of downsizing, restructuring, and installation closures by obtaining, developing, utilizing, incentivizing, and retaining high-performing employees.  The project will provide a flexible system that can reduce, restructure, or renew the workforce quickly to meet diverse mission needs, respond to workload exigencies, and contribute to quality products, people, and workplaces.

Specifically, this part of the demonstration project will provide simplified, accelerated hiring that allows participating organizations more rapidly to appoint individuals to positions.  Appropriate recruitment methods and sources will include those that are likely to yield quality candidates with the knowledge, skills, and abilities necessary to perform the duties of the position.

(a) Delegated Examining Process

This demonstration project establishes a streamlined examining process. This process may be used to fill positions covered by this demonstration project, with the following exceptions: positions in the Senior Executive Service or the Executive Assignment System; Senior Level (ST/SL) positions; Administrative Law Judge positions; and positions subject to any examining process covered by court order.

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