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1486Federal Register / Vol. 64, No. 5 / Friday, January 8, 1999 / Notices

for at least the first five years of the demonstration project.  Major changes and modifications to the interventions can be made through announcement in the Federal Register, with OPM approval.  At the five-year point, the entire demonstration project will be reexamined for:  (a) permanent implementation; (b) modification and additional testing;  (c) extension of the test period; or (d) termination.

VII.  EVALUATION PLAN

Demonstration-authorizing legislation (5 U.S.C. Chapter 47) mandates evaluation of the demonstration project to assess the effects of project features and outcomes.  In addition, the project will be evaluated for the feasibility of application to other Federal Agencies.  The overall evaluation will consist of three phases -- baseline, formative, and summative evaluations.  The evaluation for the participating agencies will be overseen by the Office of Merit Systems Oversight and Effectiveness, OPM; the Office of the Secretary of Defense (Acquisition & Technology); and the Office of the Deputy Assistant Secretary of Defense (Civilian Personnel Policy), DoD.

The main purpose of the evaluation is to determine the effectiveness of the personnel system changes to be undertaken.  To the extent possible, strong direct or indirect relationships will be established between the demonstration project features, outcomes, and mission-related changes and personnel system effectiveness criteria.  The evaluation approach uses an intervention impact model that specifies each personnel system change as an intervention, the expected effects of each intervention, the corresponding measures, and the data sources for obtaining the measures.  Table 9 presents the intervention impact model to be used for this demonstration for initiatives affecting title 5.

TABLE 9 - INTERVENTION IMPACT EVALUATION MODEL

INTERVENTIONS

EXPECTED EFFECTS

MEASURES

DATA SOURCES

1.

Simplified Accelerated Hiring

A.

Improved ease of hiring process

B.

Improved recruitment

C.

Increased quality of new hires

D.

Reduced administrative workload/paperwork reduction

i.

Perceived flexibility in authority to hire

i.

Offer/accept ratios

ii.

Percent declinations

i.

Experience, education, skills

i.

Actual/perceived skills

a.

Attitude survey

a.

Personnel office data

a.

Personnel office data

a.

Personnel office data

a.

Personnel office data

b.

Attitude survey

2.

Expanded Candidate Selection Process

A.

Flexibility in recruitment

B.

Increased quality of new hires

i.

Perceived flexibility

ii.

Number/percentage of employees hired in the 3 groups: Superior, Highly Qualified, Basically Qualified

i.

Employee effectiveness

ii.

Experience education, skills

a.

Attitude survey

a.

Workforce data

a.

Workforce data

a.

Attitude survey

b.

Workforce data

3.

Appointment Authority (Permanent, Modified Term, and Temporary Limited)

A.

Increased capability to expand and contract workforce

B.

Reduced administrative workload

i.

Number/percentage of contingent employees

ii.

Number/percentage of conversions from modified term to permanent appointments

iii.

Average length of employment (contingent hires)

i.

Actual/perceived time savings

a.

Workforce data

a.

Workforce data

b.

Personnel office data

a.

Workforce data

b.

Personnel office data

a.

Attitude survey

b.

Personnel office data

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