Harder Implementation Work Lies Ahead

The buyout/early out and retiree rehiring provisions of the DoD law are being addressed first because those issues are relatively straightforward, and in the case of buyouts and early outs, DoD has extensive prior guidance to build on. However, carrying out the full range of new personnel authorities, covering hiring, pay, disciplinary, appeals and other policies, will be a much more complicated process. In addition to the need to write the policies, DoD is obligated under the law to “coordinate” with the Office of Personnel Management and to “collaborate” with employee unions. The union process could last as long as 90 days from the first written notice of DoD plans, on matters where the department and the union disagree-and disagreements are virtually guaranteed. Another challenge will be to put in place systems to operate the performance rating and pay-for-performance elements the new system envisions. Tools being used by the Air Force and by Navy research labs are among those being considered, but they would have to be expanded greatly to accommodate a DoD-wide program.