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

(e)  support provided by the activity (travel, administrative, office space, supplies, etc.);

(f)  a one-page statement of duties and experience;

(g)  a statement specifying that no additional time will be added to a volunteer’s service credit for such purposes as retirement, severance pay, and leave as a result of being a member of the Voluntary Emeritus Program;

(h)

a provision allowing either party to void the agreement with ten days’ written notice; and

(i)  the level of security access required.

4.  Extended Probationary Period

For employees in the Business Management and Technical Management Professional career path, the current one-year probationary period does not always provide managers the time needed to properly assess the contribution and conduct of new hires in the acquisition environment.  Often new hires are required to attend extensive training and/or educational assignments away from their normal work site and outside the review of their supervisors.  A means of extending the opportunity for management to review and evaluate the contribution and potential of new hires so assigned is needed.  Expansion of the current one-year probationary period will afford management better control over the quality of employees required to meet mission needs and provide sufficient opportunity to evaluate contribution during the beginning of an acquisition career.

All newly hired permanent career-conditional employees in the Business Management and Technical Management Professional career path may be subject to an extension of their probationary period equal to the length of any educational/training assignment that places the employee outside normal supervisory review.  The extended probationary period applies to non-status hires, i.e., new hires or those who do not have reemployment or reinstatement eligibility.  An employee appointed prior to the implementation date of the demonstration project will not be affected.  Aside from extending the probationary period, all other features of the current probationary period are retained.

Probationary employees will be terminated when they fail to demonstrate proper conduct, technical competency, and/or adequate contribution for continued employment.  When a supervisor decides to terminate an employee serving a probationary period because his/her work contribution or conduct during that period fails to demonstrate fitness or qualifications for continued employment, the supervisor shall terminate the employee’s services by written notification of the reasons for separation and the effective date of the action.  The information in the notice as to why the employee is being terminated shall, as a minimum, consist of the supervisor’s conclusions as to the inadequacies of the employee’s contribution or conduct.

Service under a modified term appointment, with no break in service before a permanent appointment made under this demonstration project, shall count toward the probationary period requirements, provided that the contribution is adequate and the permanent position is in the same career path as the modified term appointment.

B.  Broadbanding

1.  Broadband Levels

The broadbanding system will replace the current General Schedule (GS) structure.  Currently, the 15 grades of the General Schedule are used to classify positions and, therefore, to set pay.  The General Schedule covers all white-collar work -- administrative, technical, clerical, and professional.  The system will cover only those positions designated by the Defense Acquisition Workforce Improvement Act (DAWIA) in the Department of Defense acquisition workforce and those positions that support the acquisition workforce.

Occupations with similar characteristics will be grouped together into three career paths with

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