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 -- PROBLEMS -- ISSUES -- 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.