This book assesses the capacity of the federal government to recruit and retain highly qualified scientists and engineers for federal service. It recommends more vigorous use of the existing Federal Employees Pay Comparability Act of 1990 (FEPCA), as well as changes in legislation. It discusses the variety of management structures needed to support the different missions of federal agencies and identifies where organizational responsibility for implementing changes should lie.
- IMPROVING THE RECRUITMENT, RETENTION, AND UTILIZATION OF FEDERAL SCIENTISTS AND ENGINEERS
- Copyright
- Preface and Acknowledgments
- Contents
- Executive Summary
- CHANGES IN THE EXTERNAL ENVIRONMENT
- COPING WITH THE CIVIL SERVICE SYSTEM
- FEDERAL EMPLOYEES PAY COMPARABILITY ACT
- RECOMMENDATIONS
- Implementing FEPCA
- Responsibilities of the Office of Personnel Management (OPM)
- Department and Agency Responsibilities
- Interagency Coordination
- Congress
- Evaluation
- A Senior Research and Development Service
- Peer Input for Science and Engineering Personnel Decisions
- More Flexible Position Classification
- Quadrennial Review of the Science and Engineering Personnel System
- Issues Beyond FEPCA
- Adequately Equipped and Staffed Laboratories
- Professional Development
- Fairer Ethics Rules
- 1 Introduction
- 2 The Changing External Environment
- CHANGES IN THE EXTERNAL RECRUITING ENVIRONMENT
- Favorable Changes
- Undermining Trends
- CHALLENGES AND OPPORTUNITIES
- 3 Coping with the Civil Service System
- THE CIVIL SERVICE SYSTEM
- ADAPTIVE RESPONSES TO THE GENERAL SCHEDULE SYSTEM
- Special Rates
- Title 38
- P.L.-313 Positions
- Advance In-Step Hiring
- Special Pay Systems
- LESSONS FROM THE PERSONNEL DEMONSTRATIONS
- China Lake Demonstration
- National Institute of Standards and Technology (NIST) Demonstration
- Department of Agriculture Demonstration
- Lessons
- 4 Federal Pay Reform
- FEPCA PROVISIONS
- General Pay Comparability
- Nationwide Salary Adjustments
- Locality-Based Comparability Adjustments
- Presidential Discretion to Reduce Increases
- Pay-Related Flexibilities
- Broader Special Pay Authority
- Authority to Start New Hires Above Minimum Rate
- Critical Positions
- Senior-Level Pay Band
- Recruitment, Relocation, and Retention Payments
- Advances of Pay
- Travel and Transportation Expenses
- Time Off as an Incentive Award
- Performance-Based Cash Awards
- Reemployment of Retirees
- Health Care Positions
- Additional Pay Systems
- Senior Biomedical Research Service
- Special Occupational Pay Systems
- 5 Next Steps and Recommendations
- RECOMMENDATIONS
- WHO SHOULD BE RESPONSIBLE FOR PERSONNEL POLICY FOR FEDERAL SCIENTISTS AND ENGINEERS?
- OPM Responsibilities
- Department and Agency Responsibilities
- Interagency Coordination
- Congress
- HOW SHOULD THE EFFECTIVENESS OF THE SYSTEM BE EVALUATED?
- Evaluation
- Responsibilities
- SPECIAL PROVISIONS FOR ADMINISTERING THE SCIENCE AND ENGINEERING WORKFORCE
- A Senior Research and Development Service
- Peer Input for Science and Engineering Personnel Decisions
- More Flexible Position Classification
- Quadrennial Review of the Science and Engineering Personnel System
- ISSUES BEYOND FEPCA
- Adequately Equipped and Staffed Laboratories
- Professional Development
- Fairer Ethics Rules
- References
- A Members of the Committee on Scientists and Engineers in the Federal Government
- B Statistics on Federal Scientists and Engineers
- C Profiles of the Personnel Management Demonstration Projects
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