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1488Federal Register / Vol. 64, No. 5 / Friday, January 8, 1999 / Notices

F.

Higher average salary

G.

Increased satisfaction with advancement

H.

Increased pay satisfaction

i.

Total payroll cost

i.

Employees perception of advancement

i.

Pay satisfaction, internal/external equity

a.

Workforce data

a.

Attitude Survey

a.

Attitude Survey

7.

Simplified Classification System

A.

Simplified/automated classification procedures

B.

Reduced administrative workload/paperwork reduction

i.

Perceived flexibility

ii.

Fewer position requirements documents

i.

Actual/perceived time savings

a.

Attitude Survey

a.

Workforce data

b.

Personnel office data

a.

Personnel office data

b.

Attitude survey

8.

Simplified Modified RIF

A.

Prevent loss of high-performing employees with needed skills

B.

Contain cost and disruption

i.

Separate employees by demographics, performance

ii.

Satisfaction with RIF process

i.

Number of employees affected by RIF

ii.

Time to conduct RIF

iii.

Number of appeals/reinstate-ments

a.

Workforce data

b.

Attitude survey/focus groups

a.

Personnel office data

a.

Personnel office data

a.

Personnel office data

a.

Personnel office data

9.

Academic Degree and Certificate Training

A.

Increased employee career progression

B.

Increased capability/flexibility for workforce shaping

i.

Demographics of affected employees

ii.

Employee/manage-ment satisfaction

i.

Perceived flexibility

a.

Workforce data

a.

Attitude survey

a.

Attitude survey

10.

Sabbaticals

A.

Increase employee career progression

B.

Increased capability/flexibility for workforce shaping

i.

Demographics of affected employees

ii.

Employee/manage-ment satisfaction

i.

Perceived flexibility

a.

Workforce data

a.

Attitude survey

a.

Attitude survey

11.

Voluntary Emeritus Program

A.

Encourages retirees to mentor junior professionals

i.

Frequency of use

a.

Workforce data

The specific measures to be collected using the different methods are determined from the goals and objectives stated for each intervention.  Both qualitative and quantitative measures will be obtained.  Most of the potential measures can be grouped around three major effectiveness criteria:  speed, cost, and quality.  Collectively, the outcomes of the interventions are hypothesized to lead to agency personnel management improvements, as reflected by timeliness, cost effectiveness, and quality.

Baseline measures will be taken prior to project implementation.  Then, repeated post-implementation measurements will be taken to allow longitudinal comparisons by intervention within and across DoD Components.  A comparison group will be selected and compared to the demonstration project group to determine the effects and outcomes of the project.

The effectiveness of each intervention and of the demonstration project as a whole in meeting stated objectives will be addressed using a multi-approach method.  Some methods will be unobtrusive in that they do not require reactions to inputs from employees or managers.  These methods include analysis of

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