Sec. 906. Sense of Congress on performance management and workforce incentive system
651 words·~3 min read·
/bill/114/hr/1735/eh/section-906A research copy — for the controlling text, always check the official state or federal source. Not legal advice.
Congress finds the following: Section 1113 of the National Defense Authorization Act for Fiscal Year 2010 ( Public Law 111–84 ) required the Department of Defense to institute a fair, credible, and transparent performance appraisal system, given the name New Beginnings, for employees, which— links employee bonuses and other performance-based action to employee performance appraisals; ensures ongoing performance feedback and dialogue among supervisors, managers, and employees throughout the appraisal period, with timetables for review; and develops performance assistance plans to give employees formal training, on-the-job training, counseling, mentoring, and other assistance.
The military components and defense agencies of the Department of Defense are currently reviewing the proposed New Beginnings performance management and workforce incentive system developed in response to section 1113 of Public Law 111–84 . The Department of Defense anticipates it will begin implementation of the New Beginnings performance management and workforce incentive system in April 2016. The authority provided in section 1113 of Public Law 111–84 provided the Secretary of Defense, in coordination with the Director of the Office of Personnel Management, flexibilities in promulgating regulations to redesign the procedures which are applied by the Department of Defense in making appointments to positions within the competitive service in order to— better meet mission needs; respond to managers’ needs and the needs of applicants; produce high-quality applicants; support timely decisions; uphold appointments based on merit system principles; and promote competitive job offers.
In implementing the New Beginnings performance management and workforce incentive system, section 113 of Public Law 111–84 requires the Secretary of Defense to comply with veterans’ preference requirements. Among the criteria for the new performance management and workforce incentive system authorized under section 1113 of Public Law 111–84 , the Secretary of Defense is required to— adhere to merit principles; include a means for ensuring employee involvement (for bargaining unit employees, through their exclusive representatives) in the design and implementation of the performance management and workforce incentive system; provide for adequate training and retraining for supervisors, managers, and employees in the implementation and operation of the performance management and workforce incentive system; develop a comprehensive management succession program to provide training to employees to develop managers for the agency and a program to provide training to supervisors on actions, options, and strategies a supervisor may use in administering the performance management and workforce incentive system; include effective transparency and accountability measures and safeguards to ensure that the management of the performance management and workforce incentive system is fair, credible, and equitable, including appropriate independent reasonableness reviews, internal assessments, and employee surveys; use the annual strategic workforce plan required by section 115b of title 10; and ensure that adequate agency resources are allocated for the design, implementation, and administration of the performance management and workforce incentive system.
Section 1113 of Public Law 111–84 also requires the Secretary of Defense to develop a program of training—to be completed by a supervisor every three years—on the actions, options, and strategies a supervisor may use in— developing and discussing relevant goals and objectives with the employee, communicating and discussing progress relative to performance goals and objectives, and conducting performance appraisals; mentoring and motivating employees, and improving employee performance and productivity; fostering a work environment characterized by fairness, respect, equal opportunity, and attention to the quality of the work of employees; effectively managing employees with unacceptable performance; addressing reports of a hostile work environment, reprisal, or harassment of or by another supervisor or employee; and allowing experienced supervisors to mentor new supervisors by sharing knowledge and advice in areas such as communication, critical thinking, responsibility, flexibility, motivating employees, teamwork, leadership, and professional development, and pointing out strengths and areas of development.
It is the sense of Congress that the Secretary of Defense should proceed with the collaborative work with employee representatives on the New Beginnings performance management and workforce incentive system and begin implementation of the new system at the earliest possible date.
Connections1 off-index
1 reference not yet in our index
- Pub. L. 111-84
Citation graph
cites case law
Sec. 906
Sense of Congress on performance management and workforce incentive system
Pub. L.Pub. L. 111-84
Cites 1Cited by 0 across 0 sources