10 U.S.C. § 115B
Section 115b · Renumbered 10541]
Current version, with additions and removals from the December 31, 2011 version.
(a) Biennial Plan Required.—(1) The Secretary of Defense shall submit to the congressional defense committees in every even-numbered year a strategic workforce plan to shape and improve the civilian employee workforce of the Department of Defense.
(a) Biennial Plan Required.—(1) The Secretary of Defense shall submit to the congressional defense committees in every even-numbered year a strategic workforce plan to shape and improve the civilian employee workforce of the Department of Defense.
(2) The Under Secretary of Defense for Personnel and Readiness shall have overall responsibility for developing and implementing the strategic workforce plan, in consultation with the Under Secretary of Defense for Acquisition, Technology, and Logistics.
(2) The Under Secretary of Defense for Personnel and Readiness shall have overall responsibility for developing and implementing the strategic workforce plan, in consultation with the Under Secretary of Defense for Acquisition, Technology, and Logistics.
(b) Contents.—Each strategic workforce plan under subsection (a) shall include, at a minimum, the following:
(b) Contents.—Each strategic workforce plan under subsection (a) shall include, at a minimum, the following:
(1) An assessment of—
(1) An assessment of—
(A) the critical skills and competencies that will be needed in the future within the civilian employee workforce by the Department of Defense to support national security requirements and effectively manage the Department during the five-year period corresponding to the current future-years defense program under section 221 of this title;
(A) the critical skills and competencies that will be needed in the future within the civilian employee workforce by the Department of Defense to support national security requirements and effectively manage the Department during the five-year period corresponding to the current future-years defense program under section 221 of this title;
(B) the appropriate mix of military, civilian, and contractor personnel capabilities, as determined under the total force management policies and procedures established under section 129a of this title;
(B) the appropriate mix of military, civilian, and contractor personnel capabilities, as determined under the total force management policies and procedures established under section 129a of this title;
(C) the critical skills and competencies of the existing civilian employee workforce of the Department and projected trends in that workforce based on expected losses due to retirement and other attrition; and
(C) the critical skills and competencies of the existing civilian employee workforce of the Department and projected trends in that workforce based on expected losses due to retirement and other attrition; and
(D) gaps in the existing or projected civilian employee workforce of the Department that should be addressed to ensure that the Department has continued access to the critical skills and competencies described in subparagraphs (A) and (C).
(D) gaps in the existing or projected civilian employee workforce of the Department that should be addressed to ensure that the Department has continued access to the critical skills and competencies described in subparagraphs (A) and (C).
(2) A plan of action for developing and reshaping the civilian employee workforce of the Department to address the gaps in critical skills and competencies identified under paragraph (1)(D), including—
(2) A plan of action for developing and reshaping the civilian employee workforce of the Department to address the gaps in critical skills and competencies identified under paragraph (1)(D), including—
(A) specific recruiting and retention goals, especially in areas identified as critical skills and competencies under paragraph (1), including the program objectives of the Department to be achieved through such goals and the funding needed to achieve such goals;
(A) specific recruiting and retention goals, especially in areas identified as critical skills and competencies under paragraph (1), including the program objectives of the Department to be achieved through such goals and the funding needed to achieve such goals;
(B) specific strategies for developing, training, deploying, compensating, and motivating the civilian employee workforce of the Department, including the program objectives of the Department to be achieved through such strategies and the funding needed to implement such strategies;
(B) specific strategies for developing, training, deploying, compensating, and motivating the civilian employee workforce of the Department, including the program objectives of the Department to be achieved through such strategies and the funding needed to implement such strategies;
(C) any incentives necessary to attract or retain any civilian personnel possessing the skills and competencies identified under paragraph (1);
(C) any incentives necessary to attract or retain any civilian personnel possessing the skills and competencies identified under paragraph (1);
(F) any legislative changes that may be necessary to achieve the goals referred to in subparagraph (A).
(F) any legislative changes that may be necessary to achieve the goals referred to in subparagraph (A).
(3) An assessment, using results-oriented performance measures, of the progress of the Department in implementing the strategic workforce plan under this section during the previous year.
(3) An assessment, using results-oriented performance measures, of the progress of the Department in implementing the strategic workforce plan under this section during the previous year.
(4) Any additional matters the Secretary of Defense considers necessary to address.
(4) Any additional matters the Secretary of Defense considers necessary to address.
(c) Senior Management, Functional, and Technical Workforce.—(1) Each strategic workforce plan under subsection (a) shall include a separate chapter to specifically address the shaping and improvement of the senior management, functional, and technical workforce (including scientists and engineers) of the Department of Defense.
(c) Senior Management Workforce; Senior Functional and Technical Workforce.—
(1) Each strategic workforce plan under subsection (a) shall—
(A) specifically address the shaping and improvement of the senior management workforce of the Department of Defense; and
(B) include an assessment of the senior functional and technical workforce of the Department of Defense within the appropriate functional community.
(A) an assessment of the matters set forth in subparagraphs (A) through (D) of subsection (b)(1);
(A) an assessment of the matters set forth in subparagraphs (A) through (D) of subsection (b)(1);
(B) a plan of action meeting the requirements set forth in subparagraphs (A) through (F) of subsection (b)(2);
(B) a plan of action meeting the requirements set forth in subparagraphs (A) through (F) of subsection (b)(2);
(C) specific strategies for developing, training, deploying, compensating, motivating, and designing career paths and career opportunities; and
(C) specific strategies for developing, training, deploying, compensating, motivating, and designing career paths and career opportunities; and
(D) specific steps that the Department has taken or plans to take to ensure that such workforce is managed in compliance with the requirements of section 129 of this title and the policies and procedures established under section 129a of this title.
(D) specific steps that the Department has taken or plans to take to ensure that such workforce is managed in compliance with the requirements of section 129 of this title and the policies and procedures established under section 129a of this title.
(2) For purposes of paragraph (1), each plan shall include, with respect to the defense acquisition workforce—
(2) For purposes of paragraph (1), each plan shall include, with respect to the defense acquisition workforce—
(A) an assessment of the matters set forth in subparagraphs (A) through (D) of subsection (b)(1);
(A) an assessment of the matters set forth in subparagraphs (A) through (D) of subsection (b)(1);
(B) a plan of action meeting the requirements set forth in subparagraphs (A) through (F) of subsection (b)(2);
(B) a plan of action meeting the requirements set forth in subparagraphs (A) through (F) of subsection (b)(2);
(C) specific steps that the Department has taken or plans to take to develop appropriate career paths for civilian employees in the acquisition field and to implement the requirements of section 1722a of this title with regard to members of the armed forces in the acquisition field; and
(C) specific steps that the Department has taken or plans to take to develop appropriate career paths for civilian employees in the acquisition field and to implement the requirements of section 1722a of this title with regard to members of the armed forces in the acquisition field; and
(D) a plan for funding needed improvements in the acquisition workforce of the Department through the period of the future-years defense program, including—
(D) a plan for funding needed improvements in the acquisition workforce of the Department through the period of the future-years defense program, including—
(ii) a description of steps that will be taken to address any new or expanded critical skills and competencies the civilian employee workforce will need to address recent trends in defense acquisition, emerging best practices, changes in the Government and commercial marketplace, and new requirements established in law or regulation; and
(3) For the purposes of paragraph (1), contractor personnel shall be treated as directly supporting the acquisition processes of the Department if, and to the extent that, such contractor personnel perform functions in support of personnel in Department of Defense positions designated by the Secretary of Defense under section 1721 of this title.
(2) For purposes of paragraph (1), each plan shall include, with respect to the financial management workforce of the Department—
(2) For purposes of paragraph (1), each plan shall include, with respect to the financial management workforce of the Department—
(A) an assessment of the matters set forth in subparagraphs (A) through (D) of subsection (b)(1);
(A) an assessment of the matters set forth in subparagraphs (A) through (D) of subsection (b)(1);
(B) a plan of action meeting the requirements set forth in subparagraphs (A) through (F) of subsection (b)(2);
(B) a plan of action meeting the requirements set forth in subparagraphs (A) through (F) of subsection (b)(2);
(C) specific steps that the Department has taken or plans to take to develop appropriate career paths for civilian employees in the financial management field and to implement the requirements of section 1599d of this title; and
(C) specific steps that the Department has taken or plans to take to develop appropriate career paths for civilian employees in the financial management field and to implement the requirements of section 1599d of this title; and
(D) a plan for funding needed improvements in the financial management workforce of the Department through the period of the current future-years defense program under section 221 of this title, including a description of any continuing shortfalls in funding available for that workforce.
(D) a plan for funding needed improvements in the financial management workforce of the Department through the period of the current future-years defense program under section 221 of this title, including a description of any continuing shortfalls in funding available for that workforce.
(f) Highly Qualified Experts.—(1) Each strategic workforce plan under subsection (a) shall include an assessment of the workforce of the Department of Defense comprising highly qualified experts appointed pursuant to section 9903 of title 5 (in this subsection referred to as the "HQE workforce").
(2) For purposes of paragraph (1), each plan shall include, with respect to the HQE workforce—
(A) an assessment of the critical skills and competencies of the existing HQE workforce and projected trends in that workforce based on expected losses due to retirement and other attrition;
(B) specific strategies for attracting, compensating, and motivating the HQE workforce of the Department, including the program objectives of the Department to be achieved through such strategies and the funding needed to implement such strategies;
(C) any incentives necessary to attract or retain HQE personnel;
(D) any changes that may be necessary in resources or in the rates or methods of pay needed to ensure the Department has full access to appropriately qualified personnel; and
(E) any legislative actions that may be necessary to achieve HQE workforce goals.
(A) Appointees in the Senior Executive Service under section 3131 of title 5.
(A) Appointees in the Senior Executive Service under section 3131 of title 5.
(B) Persons serving in the Defense Intelligence Senior Executive Service under section 1606 of this title.
(2) The term "senior functional and technical workforce of the Department of Defense" includes the following categories of Department of Defense civilian personnel:
(C) Highly qualified experts appointed pursuant to section 9903 of title 5.
(G) Persons serving in Intelligence Senior Level positions under section 1607 of this title.