National Institute of Standards and Technology (NIST) February 28, 2006 Sheila C. Nichols, Chief Staff Services Mary-Deirdre Coraggio, Chief Information Services Division NIST Alternative Personnel Management System (APMS) Historical Summary • Civil Service Reform Act of 1978 • NIST Demonstration Project Created by Congress • FY 1987 NIST Authorization Act • Designed by NIST Managers and Staff in Cooperation with OPM • Implemented January 1, 1988 • Made Permanent on March 7, 1996: National Technology Transfer and Advancement Act of 1995 Objectives • Improve Ability to Hire • Motivate and Retain Staff • Strengthen Manager’s Role • Increase Efficiency of Personnel System • Provide Model for Reform Project Features • Career Paths and Pay Bands • Automated Classification System • Pay-for-Performance System • Flexible Hiring Salaries • Supervisory Differentials • Delegation of Authority Advantages of Career Paths • Similar Treatment for Similar Occupations • Staffing, Classification, etc. by Career Path • Simpler Classification Standards • Focuses on Agency-Specific Lines of Work Advantages of Broad Bands • Fewer, Broader, and Simpler Classification Standards • Shorter Position Descriptions; Easier to Create and Update • No Classification Evaluation Statements Advantages of Broad Bands (Cont.) • Fewer Classification Decisions • Easier to Automate; Faster • Easier to Delegate to Line Managers • More Flexible Entry Pay NIST Career Paths and Bands CAREER PATHS BANDS Scientific and Engineering I II III IV V (ZP) S&E Technician I II III IV V (ZT) Administrative I II III IV V (ZA) Librarians 1410 Technical Information Specialists 1412 Support I II III IV V (ZS) Technicians 1411 Corresponding 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 GS Grades Model Affects Three Functions • Job Classification • Compensation • Performance management