Federal Register / Vol. 85, No. 235 / Monday, December 7, 2020 / Notices 78829 

7 Id. 

recurrence of dumping and that the 

magnitude of the margins likely to 

prevail if the Order were revoked is up 

to 266.83 percent.7

Administrative Protective Order (APO) 

This notice serves as the only 

reminder to interested parties subject to 

an APO of their responsibility 

concerning the return or destruction of 

proprietary information disclosed under 

APO in accordance with 19 CFR 

351.305. Timely notification of the 

return or destruction of APO materials 

or conversion to judicial protective 

order is hereby requested. Failure to 

comply with the regulations and terms 

of an APO is a violation which is subject 

to sanction. 

Notification to Interested Parties 

We are issuing and publishing these 

final results and notice in accordance 

with sections 751(c), 752(c), and 

777(i)(1) of the Act and 19 CFR 351.218. 

Dated: December 1, 2020. 

Jeffrey I. Kessler, 

Assistant Secretary for Enforcement and 

Compliance. 

[FR Doc. 2020–26830 Filed 12–4–20; 8:45 am] 

BILLING CODE 3510–DS–P 

CONSUMER PRODUCT SAFETY 

COMMISSION 

Sunshine Act Meetings 

TIME AND DATE: Wednesday, December 9, 

2020; 11:00 a.m. 

PLACE: This meeting will be conducted 

by remote means. 

STATUS: Commission Meeting—Closed 

to the Public. 

MATTERS TO BE CONSIDERED: Staff will 

brief the Commission on various 

compliance matters. 

CONTACT PERSON FOR MORE INFORMATION: 

Alberta E. Mills, Secretary, Division of 

the Secretariat, Office of the General 

Counsel, U.S. Consumer Product Safety 

Commission, 4330 East West Highway, 

Bethesda, MD 20814, (301) 504–7479 

(Office) or 240–863–8938 (cell). 

Dated: December 2, 2020. 

Alberta E. Mills, 

Secretary. 

[FR Doc. 2020–26895 Filed 12–3–20; 11:15 am] 

BILLING CODE 6355–01–P 

DEPARTMENT OF DEFENSE 

Office of the Secretary 

Department of Defense Science and 

Technology Reinvention Laboratory 

Personnel Demonstration Project 

Program 

AGENCY: Under Secretary of Defense for 

Research and Engineering (USD(R&E)), 

Department of Defense (DoD). 

ACTION: This notice provides new 

authorities to all Science and 

Technology Reinvention Laboratory 

(STRL) Personnel Demonstration 

(Demo) Projects. 

SUMMARY: STRLs may implement 

innovative approaches to attract and 

retain exceptional talent. The 

flexibilities described herein allow the 

STRLs to better manage their workforce 

and applicant pools by providing: A 

streamlined approach to receiving 

applications; an efficient process for 

determining whether applicants are 

qualified; flexibility to set an entrance 

on duty date prior to receipt of an 

applicant’s official transcript; an 

additional direct hiring authority; a 

flexible-length and renewable-term 

appointment authority for positions 

providing direct support to the STRL; an 

increase in the maximum student loan 

repayment amount; and the ability to 

waive the completion of a background 

investigation prior to employment in a 

Special-Sensitive position. 

DATES: Implementation of this Federal 

Register notice will begin no earlier 

than December 7, 2020. 

FOR FURTHER INFORMATION CONTACT: 

Department of the Air Force: 

• Air Force Research Laboratory: Ms. 

Rosalyn Jones-Byrd, 937–656–9747, 

Rosalyn.Jones-Byrd@us.af.mil. 

• Joint Warfare Analysis Center: Ms. 

Amy Balmaz, 540–653–8598, 

Amy.T.Balmaz.civ@mail.mil. 

Department of the Army: 

• Army Research Institute for the 

Behavioral and Social Sciences: Dr. 

Scott Shadrick, 254–288–3800, 

Scott.B.Shadrick.civ@mail.mil. 

• Combat Capabilities Development 

Command Armaments Center: Mr. Mike 

Nicotra, 973–724–7764, 

Michael.J.Nicotra.civ@mail.mil. 

• Combat Capabilities Development 

Command Army Research Laboratory: 

Mr. Christopher Tahaney, 410–278– 

9069, Christopher.S.Tahaney.civ@

mail.mil. 

• Combat Capabilities Development 

Command Aviation and Missile Center: 

Ms. Nancy Salmon, 256–876–9647, 

Nancy.C.Salmon2.civ@mail.mil. 

• Combat Capabilities Development 

Command Chemical Biological Center: 

Ms. Patricia Milwicz, 410–417–2343, 

Patricia.L.Milwicz.civ@mail.mil. 

• Combat Capabilities Development 

Command Command, Control, 

Communications, Computers, Cyber, 

Intelligence, Surveillance, and 

Reconnaissance Center: Ms. Angela 

Clybourn, 443–395–2110, 

Angela.M.Clyborn.civ@mail.mil. 

• Combat Capabilities Development 

Command Ground Vehicle Systems 

Center: Ms. Jennifer Davis, 586–306– 

4166, Jennifer.L.Davis1.civ@mail.mil. 

• Combat Capabilities Development 

Command Soldier Center: Ms. Joelle 

Montecalvo, 508–206–3421, 

Joelle.K.Montecalvo.civ@mail.mil. 

• Engineer Research and 

Development Center: Ms. Patricia 

Sullivan, 601–634–3065, 

Patricia.M.Sullivan@usace.army.mil. 

• Medical Research and Development 

Command: Ms. Linda Krout, 301–619– 

7276, Linda.J.Krout.civ@mail.mil. 

• Technical Center, Space and 

Missile Defense Command: Dr. Chad 

Marshall, 256–955–5697, 

Chad.J.Marshall.civ@mail.mil. 

Department of the Navy: 

• Naval Air Warfare Center, Weapons 

Division and Aircraft Division: Mr. 

Richard Cracraft, 760–939–8115, 

Richard.Cracraft@navy.mil. 

• Naval Facilities Engineering 

Command Engineering and 

Expeditionary Warfare Center: Ms. Lori 

Leigh, 805–901–5917, Lori.Leigh@

navy.mil. 

• Naval Information Warfare Centers: 

Æ Naval Information Warfare Center 

Atlantic: Mr. Michael Gagnon, 843–218– 

3871, Michael.L.Gagnon@navy.mil. 

Æ Naval Information Warfare Center 

Pacific: Ms. Angela Hanson, 619–553– 

0833, Angela.Hanson@navy.mil. 

• Naval Medical Research Center: Dr. 

Richard Arnold, 937–938–3877, 

Richard.Arnold.10@us.af.mil. 

• Naval Research Laboratory: Ms. 

Ginger Kisamore, 202–767–3792, 

Ginger.Kisamore@nrl.navy.mil. 

• Naval Sea Systems Command 

Warfare Centers: Ms. Diane Brown, 215– 

897–1619, Diane.J.Brown@navy.mil. 

• Office of Naval Research: Ms. 

Margaret J. Mitchell, 703–588–2364, 

Margaret.J.Mitchell@navy.mil. 

DoD: 

• Dr. Jagadeesh Pamulapati, Director, 

Laboratories and Personnel Office, 571– 

372–6372, Jagadeesh.Pamulapati.civ@

mail.mil. 

SUPPLEMENTARY INFORMATION: 

1. Background 

Section 342(b) of the National Defense 

Authorization Act (NDAA) for Fiscal 

Year (FY) 1995, Public Law (Pub. L.) 


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103–337, as amended by section 1109 of 

the NDAA for FY 2000, Public Law 106– 

65, section 1114 of the NDAA for FY 

2001, Public Law 106–398, and section 

211 of the NDAA for FY 2017, Public 

Law 114.328 (10 U.S.C. 2358 note), 

authorizes the Secretary of Defense 

(SECDEF), through the USD(R&E), to 

conduct personnel demonstration 

projects at DoD laboratories designated 

as Science and Technology Reinvention 

Laboratories (STRLs). All STRLs 

authorized by section 1105 of the NDAA 

for FY 2010, Public Law 111–84 (10 

U.S.C. 2358 note), as amended by 

section 1104 of the NDAA for FY 2018, 

Public Law 115–91 (10 U.S.C. 2358 

note), as well as any newly designated 

STRLs authorized by the SECDEF or 

future legislation, may use the 

provisions described in this Federal 

Register Notice (FRN). STRLs 

implementing these flexibilities must 

have an approved personnel 

demonstration project plan published in 

an FRN and must fulfill any collective 

bargaining obligations. Each STRL will 

establish internal operating procedures 

(IOPs) as appropriate. 

The 20 current STRLS are: 

• Air Force Research Laboratory 

• Joint Warfare Analysis Center 

• Army Research Institute for the 

Behavioral and Social Sciences 

• Army Research Laboratory 

• Combat Capabilities Development 

Command Armaments Center 

• Combat Capabilities Development 

Command Aviation and Missile 

Center 

• Combat Capabilities Development 

Command Chemical Biological Center 

• Combat Capabilities Development 

Command Command, Control, 

Communications, Computers, Cyber, 

Intelligence, Surveillance, and 

Reconnaissance Center 

• Combat Capabilities Development 

Command Ground Vehicle Systems 

Center 

• Combat Capabilities Development 

Command Soldier Center 

• Engineer Research and Development 

Center 

• Medical Research and Development 

Command 

• Technical Center, U.S. Army Space 

and Missile Defense Command 

• Naval Air Warfare Center 

• Naval Facilities Engineering 

Command Engineering and 

Expeditionary Warfare Center 

• Naval Information Warfare Centers, 

Atlantic and Pacific 

• Naval Medical Research Center 

• Naval Research Laboratory 

• Naval Sea Systems Command Warfare 

Centers 

• Office of Naval Research 

2. Summary of Comments 

On September 16, 2020 (85 FR 57842– 

57847), the Department of Defense 

published a notice titled ‘‘Department of 

Defense Science and Technology 

Reinvention Laboratory Personnel 

Demonstration Project Program’’ for a 

30-day public comment period. The 

public comment period ended on 

October 16, 2020. No public comments 

were received. 

3. Overview 

1. Introduction 

A. Purpose 

This notice provides new personnel 

management flexibilities designed to 

enable the STRLs to be more agile and 

competitive in attracting, hiring, and 

continuously shaping world-class 

candidates in science, technology, 

engineering, and mathematics (STEM) 

career fields and in career fields that 

directly support the STRL mission. This 

FRN describes several flexibilities that 

support these innovative approaches to 

the Federal hiring process including: 

(1) Authority to utilize an alternative 

method to announcing position 

vacancies. 

(2) Authority to modify Office of 

Personnel Management (OPM) policies 

when determining a combination of 

experience and education is qualifying 

for science and engineering (S&E) 

positions. 

(3) Authority to establish an entrance 

on duty (EOD) date prior to receipt of 

official college transcripts. 

(4) Authority to utilize direct hire for 

any position (1) involving 51 percent or 

more of time in direct support of the 

STRL mission; (2) identified by the 

STRL as hard to fill; (3) having a history 

of high turnover; or (4) requiring a 

unique, laboratory-related skillset. 

(5) Authority to appoint candidates to 

flexible-length or renewable-term 

positions that provide direct support to 

the STRL. 

(6) Authority to offer flexible and 

meaningful student loan repayment 

options that keep up with college 

tuition inflation rates. 

(7) Authority to make a final job offer 

and establish an EOD prior to a final 

favorable eligibility determination at the 

Top Secret/Sensitive Compartmented 

Information (SCI) level. 

B. Required Waivers to Law and 

Regulation 

Waivers and adaptations of certain 

title 5, U.S. Code (U.S.C.), and title 5, 

Code of Federal Regulations (CFR), 

provisions are required only to the 

extent that these statutory and 

regulatory provisions limit or are 

inconsistent with the actions authorized 

under these demonstration projects. 

Appendix A lists waivers needed to 

enact authorities described in this FRN. 

Nothing in this plan is intended to 

preclude the STRLs from adopting or 

incorporating any law or regulation 

enacted, adopted, or amended after the 

effective date of this FRN. 

C. Problems With the Present System 

and Expected Benefits 

(1) Despite the authorities already 

established for the STRLs, it is difficult 

to find and attract specialized talent in 

high-demand STEM and direct support 

career fields as they compete with other 

Government agencies, industry, and 

academia. The STRLs have difficulty 

hiring elite talent because of long, 

arbitrary, and layered processes, unlike 

their industry counterparts, who are 

able to pay more, hire faster, and be 

more agile. 

USAJobs creates a hindrance as the 

STRLs try to attract highly sought after 

talent, both external and internal to the 

Federal government. Candidates must 

search through pages of opportunities, 

which may or may not lead to STRL 

opportunities; job advertisements often 

lack luster in description; and 

candidates face a long application 

process if they do apply to 

opportunities. This, coupled with the 

extensive onboarding process, creates a 

huge deterrent as the STRLs compete to 

attract top-tier talent. 

In order for STRLs to obtain a 

competitive edge in the battle for talent, 

it is imperative that they have an 

expedited, simpler method for finding 

interested candidates and ensuring their 

resumes are seen by hiring managers. 

USAJobs flyer job announcements for 

direct hire and reassignment 

opportunities will direct the applicants 

to the hiring STRL without having to 

apply through the lengthy USAJobs 

process and the Component’s 

application process. 

(2) Many STRL S&E positions are 

considered interdisciplinary in nature 

as different skillsets are equally relevant 

to the work. Additionally, OPM 

classification and qualification 

standards are not kept up to date with 

newer career fields, emerging 

technologies, and changing skill 

requirements. The ability to hire based 

on demonstrated skillsets instead of 

degrees attained for specific 

occupational series will enable the 

STRLs to focus on hiring talent versus 

credentials. 

The OPM ‘‘General Schedule 

Qualifications Policies’’ describe a 


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method of qualifying a candidate based 

on demonstrated skills when the 

candidate does not meet educational 

requirements. As provided by paragraph 

4.g. in the ‘‘Application of Qualification 

Standards’’ section, ‘‘Educational and 

Training Provisions or Requirements’’ 

subsection, a comprehensive evaluation 

of the applicant’s entire background is 

made by a panel of at least two 

individuals with professional standing 

in the field. 

In an effort to reduce the time it takes 

to establish a panel and hold the review, 

one subject matter expert (SME) will be 

considered sufficient to qualify the 

applicant for STRL positions. STRL 

managers with direct knowledge of the 

mission, regardless of their occupational 

series or military occupation codes, will 

be considered SMEs for purposes of 

determining qualifications under this 

authority. 

(3) S&E positions have positive 

education requirements that must be 

verified by the hiring authorities. 

Servicing personnel offices typically 

request unofficial transcripts or a letter 

from the registrar from applicants in the 

beginning stages of the hiring process in 

order to make preliminary qualification 

determinations. Applicants must wait to 

receive their start dates until after their 

official transcripts have been received 

and reviewed. 

On average, it takes approximately 

two weeks to receive transcripts through 

postal mail and one week to receive 

electronic transcripts. Both timeframes 

increase significantly if transcripts are 

lost or the electronic transcript codes 

are unknowingly sent to a junk email 

box. New college graduates face even 

longer delays as generally there is a 

four- to six-week delay in obtaining 

their official transcripts after graduation. 

At the same time, discrepancies 

between an official transcript and the 

unofficial or registrar letter confirming 

completion of degree requirements 

occur extremely rarely. 

In order for STRLs to compete better 

with industry and academia, this FRN 

authorizes STRLs to hire candidates 

using unofficial transcripts or a letter 

from the registrar’s office stating the 

student is in the final semester and 

providing the expected completion/ 

graduation date. These new hires will be 

required to provide official transcripts 

within 30 calendar days after they 

report to duty. This will allow the 

STRLs to complete the hiring in a 

parallel versus serial approach, which 

will significantly reduce the length of 

the hiring process. If official transcripts 

are not provided or fail to show proof 

of the required qualification 

requirements, individuals may be 

removed. 

(4) STRLs are not just pursuing 

scientific and engineering talent, but all 

talent, ensuring there are always 

qualified staff to support the mission. 

Strong support staff are essential to 

ensuring the STRLs are prepared to 

maintain and advance technology. In 

addition to the direct hire authorities 

authorized for S&E positions, the STRLs 

need to utilize a direct hire authority to 

recruit for positions that directly 

support the unique STRL missions, are 

identified by the STRLs as hard to fill, 

have a history of high turnover, or 

require unique, laboratory-related 

skillsets. For example, recruitment and 

retention of qualified police officers and 

security guards have become critical 

issues for some STRLs. Remote sites 

must be properly protected by qualified 

personnel to ensure there is not a 

mission failure resulting from 

insufficient protection of property and 

personnel. The ability to use a direct 

hire authority for support positions will 

greatly reduce the hiring timelines and 

allow for more streamlined hiring 

processes to promptly place personnel 

into critical support positions. 

(5) STRLs need the ability to shape 

the mix of skills and expertise in the 

entire workforce to meet organizational 

and Department-designated missions in 

the most cost-effective and efficient 

manner; to shape the workforce to better 

respond to such missions; and to reduce 

the average unit cost of the workforce. 

Component and DoD-level drawdowns 

sometimes prevent STRLs from hiring 

even though the STRLs have funding 

and industrially funded missions. 

Typical term appointments, while 

limited in length, may provide a means 

to hire during these times. 

Similar to the flexible-length and 

renewable-term technical appointment 

authority provided in section 1109 of 

the FY 2016 NDAA, as amended and 

documented in 82 FR 43339, STRLs 

need the ability to appoint qualified 

candidates to positions providing direct 

support to their missions for a period of 

more than one year, but not more than 

six years, with the ability to extend in 

up to six-year increments. This flexiblelength and renewable-term appointment 

authority will give the STRLs the ability 

to attract candidates who are willing to 

accept such flexible assignments, and 

employees will be given benefits similar 

to those received by the career 

workforce. 

(6) The average cost for a four-year 

undergraduate degree can range from 

$40,000 for in-state tuition and fees at 

a public university or college to over 

$225,000 for an Ivy League degree. 

Advanced degrees add significantly to 

these costs. The current allowable 

Student Loan Repayment Program 

(SLRP) amount, established in 2003, has 

a maximum of $60,000, paid in $10,000 

increments. The average annual 

inflation rate between 2000 and 2019 for 

in-state college tuition was 5.13 percent. 

To remain in line with inflation, and to 

stay competitive with private industry 

and academia, the SLRP amount should 

be over $100,000. At the present SLRP 

amount, industry is willing to buy out 

a Federal employee’s service agreement 

in order to entice them to come work for 

them. 

The authority to offer a SLRP up to 

$125,000 in up to $25,000 yearly 

installments will provide a meaningful 

student loan repayment program that 

may provide the STRLs the ability to 

recruit, hire, and retain top talent. The 

Office of the Under Secretary of Defense 

for Research and Engineering 

(OUSD(R&E)) may adjust this amount as 

necessary to maintain competitiveness 

with industry and academia and to 

continue to enable the STRLs to attract 

and recruit top talent. 

(7) The present method for obtaining 

security eligibility for an SCI position is 

slow and time consuming. Currently, 

final job offers cannot be extended to 

candidates for Special-Sensitive 

positions without their first obtaining a 

final favorable eligibility determination 

at the SCI level. 

Title 5 CFR 1400.202 prohibits an 

organization from waiving the security 

requirements for candidates being 

selected for these Special-Sensitive 

positions. This exclusion significantly 

delays the timeline for hiring a person 

into a Special-Sensitive position. 

Average time to complete a SpecialSensitive security investigation is well 

over a year. This constrains the STRL’s 

ability to complete its mission; causes 

strain and burnout on the rest of the 

personnel as they try to fill in for 

manning gaps; and deters top-tier talent 

from applying to positions. 

The authority to make a final job offer 

and establish an EOD prior to a final 

favorable eligibility determination at the 

Top Secret/SCI level will provide STRLs 

the ability to make timely job offers. 

D. Participating Organizations and 

Employees 

All DoD laboratories designated as 

STRLs under section 1105 of the NDAA 

for FY 2010, Public Law 111–84, as 

amended by section 1105 of the NDAA 

for FY 2015, Public Law 113–291, and 

section 1104 of the NDAA for FY 2018, 

Public Law 115–91 (10 U.S.C. 2358 

note), including any newly designated 

STRLs authorized by the SECDEF or by 


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future legislation, with approved 

personnel demonstration project plans 

published in FRNs may use the 

provisions described in this FRN. 

II. Personnel System Changes 

A. Description and Implementation 

(1) Use of USAJobs Flyers 

STRLs have authority to determine 

when to utilize USAJobs flyers to solicit 

for STRL positions. Applications may be 

submitted directly to the human 

resources liaison in the STRL. 

Candidates may apply through the link 

or email address found in the flyer. 

Postings may be open to internal 

Government employees and external 

U.S. citizen candidates. All candidates 

will be asked to submit supporting 

documentation to include a resume and 

official or unofficial transcripts. Flyers 

will include the following (1) open/ 

close dates, (2) compensation, (3) 

appointment type and work schedule, 

(4) duty location, (5) duties, (6) position 

information, (7) conditions of 

employment, (8) qualification 

requirements, (9) education 

requirements, (10) how candidates will 

be evaluated, (11) benefits, (12) how to 

apply, (13) an equal employment 

opportunity statement, and (14) any 

additional information determined 

necessary by the STRL. 

a. Positions may be filled through 

direct hire authorities on a temporary, 

term, or permanent basis or through 

reassignment utilizing the USAJobs 

flyer. When documenting direct hire 

actions, cite the first legal authority 

code (LAC)/legal authority for all 

permanent, term, temporary, or special 

demonstration project appointments as 

Z2U/Public Law 103–337. The second 

LAC/legal authority will be cited as the 

appropriate direct hire authority, Z5C/ 

Direct Hire Authority (appropriate legal 

authority). 

b. When documenting reassignment 

actions, cite the LAC/legal authority as 

Z2U/Public Law 103–337. 

(2) Hiring Demonstrated Exceptional 

Talent Versus Credentials 

As provided by OPM ‘‘General 

Schedule Qualification Standards,’’ 

paragraph 4.g., in the ‘‘Application of 

Qualification Standards’’ section, 

‘‘Educational and Training Provisions or 

Requirements’’ subsection, STRLs may 

consider demonstrated exceptional 

experience or a combination of 

experience and education in lieu of a 

candidate’s meeting OPM individual 

occupational qualification requirements 

for S&E positions. Utilizing the STRL 

modification to this provision, the 

STRLs may use one SME, instead of a 

panel of at least two, to conduct a 

comprehensive evaluation of an 

applicant’s entire background, with full 

consideration given to both education 

and experience, to determine a 

candidate’s qualifications. In addition, 

the unique nature of STRL 

interdisciplinary positions allows for an 

STRL manager with direct knowledge of 

the mission and position requirements, 

regardless of his or her occupational 

series or military occupation code, to 

serve as a SME to represent the needs 

of the organization. 

Demonstrated exceptional experience 

is defined as experience that reflects 

significant accomplishment directly 

applicable to the position to be filled. 

This is evinced through a substantial 

record of experience, achievement, and/ 

or publications that demonstrate 

expertise in an appropriate professional/ 

scientific field. A written analysis by the 

SME will document the candidate’s 

experience, achievements, and 

publications used for qualification 

determination. 

Documentation justifying the 

employee’s qualifications will be placed 

in the employee’s electronic official 

personnel file (e-OPF) to ensure the 

employee is considered qualified for the 

specific occupational series in the 

future. 

(3) Official transcripts 

The requirement to have official 

transcripts prior to establishing an EOD 

is waived. STRLs and servicing 

personnel offices may use unofficial 

transcripts or a letter from a registrar or 

dean to make qualification 

determinations, thus eliminating several 

days or weeks from the current hiring 

timeline. Official transcripts must be 

received within 30 calendar days after 

EOD. 

Once unofficial transcripts or a letter 

from a registrar or dean is received, the 

servicing personnel office will review 

qualifications and begin the onboarding 

process. Applicants will be asked to 

request and submit official transcripts to 

the servicing personnel office, but an 

EOD may be established prior to receipt. 

Applicants will sign a statement of 

understanding (SOU) as part of their 

pre-employment paperwork. Risk is low 

and mitigated by requiring applicants to 

sign the SOU prior to their EOD. The 

SOU will include language stipulating 

that if official transcripts are not 

provided or fail to show proof that 

individuals meet the qualification 

requirements, individuals may be 

subject to adverse actions up to and 

including removal, as determined by 

specific circumstances by applicable 

regulations. 

The SOU will regulate the applicants 

who do not have the degrees required 

for the positions or who may have been 

dishonest during the hiring process. The 

SOU will be maintained in the 

employee’s e-OPF. Once official 

transcripts have been received by the 

servicing personnel office, they will be 

verified in the personnel system and 

uploaded into the employee’s e-OPF. 

(4) Direct Hire Authority 

STRLs may appoint qualified 

candidates to those positions that 

involve 51 percent or more of time spent 

in direct support of STRL activities; that 

are identified by the STRLs as hard to 

fill; that have a history of high turnover; 

or that require unique, laboratoryrelated skillsets, without regard to the 

provisions of 5 U.S.C. chapter 33, 

subchapter I (excluding sections 3303, 

3308, and 3328 of such title), as 

determined by the STRL director. 

a. Use of this appointment authority 

must comply with merit system 

principles. 

b. Appointments may be made on 

permanent, term, or temporary basis. 

c. When documenting personnel 

actions, cite the first LAC/legal 

authority for all permanent, term, 

temporary, or special demonstration 

project appointments as Z2U/Public 

Law 103–337. The second LAC/legal 

authority will be cited as Z5C/Direct 

Hire Auth (STRL-Direct Support) (with 

appropriate legal authority once 

assigned.) 

d. STRLs will document requirements 

for how positions qualify for usage of 

this authority in their IOPs. 

e. STRL positions not classified under 

the broad banding structure will be 

listed in IOPs. 

(5) Flexible-Length and RenewableTerm Appointments for Support 

Positions 

STRLs may use flexible-length and 

renewable-term appointments to 

appoint qualified candidates whose 

positions involve 51 percent or more of 

time spent in direct support of STRL 

activities for a period of more than one 

year but not more than six years. The 

appointment of any individual under 

this authority may be extended without 

limit in up to six-year increments at any 

time during any term of service under 

conditions set forth by the STRL 

director. The provisions described in 82 

FR 43339, II.A.1., apply to appointments 

made under this authority. 

(6) Student Loan Repayment 

STRLs may provide student loan 

repayment options that are in line with 

current tuition costs and adjusted based 


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on inflation without higher level 

approval. This authority provides an 

STRL the ability to repay all or part of 

an outstanding qualifying student loan 

or loans previously taken out by a 

current STRL employee or a candidate 

to whom an offer of employment has 

been made. 

Beginning in 2020, the amount of 

student loan repayment benefits 

provided by an STRL is subject to both 

of the following limits: 

a. Up to $25,000 per employee per 

calendar year. 

b. A total of $125,000 per employee. 

OUSD(R&E) may increase these 

amounts as deemed necessary to stay 

competitive with private industry and 

academia. Eligibilities, conditions, 

qualifying student loans, and required 

service agreements remain the same as 

found in 5 CFR part 537. Loan payments 

made by an STRL under this part do not 

exempt an employee from his or her 

responsibility and/or liability for any 

loan(s) the individual has taken out. The 

employee is responsible for any income 

tax obligations resulting from the 

student loan repayment benefit. 

(7) Security Eligibility 

STRLs have authority to appoint 

individuals to Critical-Sensitive (CS) 

and Special-Sensitive positions prior to 

a final favorable eligibility 

determinations at the Top Secret/SCI 

level. Processes and pre-employment 

waiver requirements similar to those 

afforded CS positions will be applied in 

these situations. For the purposes of 

STRLs, an emergency or national 

interest that necessitates an 

appointment prior to the completion of 

the investigation and adjudication 

process includes an STRL’s inability to 

meet mission requirements. Each 

applicant’s Standard Form 86 

‘‘Questionnaire for National Security 

Positions,’’ fingerprints, and pre-screen 

questionnaire will be reviewed, and a 

favorable pre-screening eligibility 

determination will be made prior to any 

individual being given a final job offer 

and EOD. Also, each STRL will provide 

the written documentation needed to 

support a waiver decision to the 

appointing authority, who will 

document the reason for the 

appointment and ensure the 

justification is sufficient before a final 

offer of employment is made. 

The individual will perform duties 

and occupy a location permitted by 

their current security eligibility (interim 

or final), but not higher than Top Secret. 

The applicant may be required to sign 

a statement of understanding that 

documents that the pre-appointment 

decision was made based on limited 

information, and that continued 

employment depends upon the 

completion of a personnel security 

investigation (tier 3 or 5) and favorable 

adjudication of the full investigative 

results. 

B. Evaluation 

Procedures for evaluating these 

authorities will be incorporated into the 

STRL demonstration project evaluation 

processes conducted by the STRLs, 

OUSD(R&E), or Component 

headquarters, as appropriate. 

C. Reports 

STRLs will track and provide 

information and data on the use of these 

authorities when requested by the 

Component headquarters or 

OUSD(R&E). 

III. Required Waivers to Law and 

Regulations 

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Federal Register / Vol. 85, No. 235 / Monday, December 7, 2020 / Notices 78839 

Dated: December 1, 2020. 

Kayyonne T. Marston, 

Alternate OSD Federal Register Liaison 

Officer, Department of Defense. 

[FR Doc. 2020–26775 Filed 12–4–20; 8:45 am] 

BILLING CODE 5001–06–C 

DEPARTMENT OF EDUCATION 

[Docket No.: ED–2020–SCC–0156] 

Agency Information Collection 

Activities; Submission to the Office of 

Management and Budget for Review 

and Approval; Comment Request; 

Generic Application Package for 

Departmental Generic Grant Programs 

AGENCY: Office of the Secretary (OS), 

Department of Education (ED). 

ACTION: Notice. 

SUMMARY: In accordance with the 

Paperwork Reduction Act of 1995, ED is 

proposing an extension of a currently 

approved information collection. 

DATES: Interested persons are invited to 

submit comments on or before January 

6, 2021. 

ADDRESSES: Written comments and 

recommendations for proposed 

information collection requests should 

be sent within 30 days of publication of 

this notice to www.reginfo.gov/public/ 

do/PRAMain. Find this particular 

information collection request by 

selecting ‘‘Department of Education’’ 

under ‘‘Currently Under Review,’’ then 

check ‘‘Only Show ICR for Public 

Comment’’ checkbox. 

FOR FURTHER INFORMATION CONTACT: For 

specific questions related to collection 

activities, please contact Alfreida 

Pettiford, 202–245–6110. 

SUPPLEMENTARY INFORMATION: The 

Department of Education (ED), in 

accordance with the Paperwork 

Reduction Act of 1995 (PRA) (44 U.S.C. 

3506(c)(2)(A)), provides the general 

public and Federal agencies with an 

opportunity to comment on proposed, 

revised, and continuing collections of 

information. This helps the Department 

assess the impact of its information 

collection requirements and minimize 

the public’s reporting burden. It also 

helps the public understand the 

Department’s information collection 

requirements and provide the requested 

data in the desired format. ED is 

soliciting comments on the proposed 

information collection request (ICR) that 

is described below. The Department of 

Education is especially interested in 

public comment addressing the 

following issues: (1) Is this collection 

necessary to the proper functions of the 

Department; (2) will this information be 

processed and used in a timely manner; 

(3) is the estimate of burden accurate; 

(4) how might the Department enhance 

the quality, utility, and clarity of the 

information to be collected; and (5) how 

might the Department minimize the 

burden of this collection on the 

respondents, including through the use 

of information technology. Please note 

that written comments received in 

response to this notice will be 

considered public records. 

Title of Collection: Generic 

Application Package for Departmental 

Generic Grant Programs. 

OMB Control Number: 1894–0006. 

Type of Review: Extension of a 

currently approved information 

collection. 

Respondents/Affected Public: State, 

Local, and Tribal Governments. 

Total Estimated Number of Annual 

Responses: 9,861. 

Total Estimated Number of Annual 

Burden Hours: 447,089. 

Abstract: The Department is 

requesting an extension of the approval 

for the Generic Application Package that 

numerous ED discretionary grant 

programs use to provide to applicants 

the forms and information needed to 

apply for new grants under those grant 

program competitions. The Department 

will use this Generic Application 

package for discretionary grant 

programs that: (1) Use the standard ED 

or Federal-wide grant applications 

forms that have been cleared separately 

through OMB under the terms of this 

generic clearance as approved by OMB 

and (2) use selection criteria from the 

Education Department General 

Administrative Regulations (EDGAR); 

selection criteria that reflect statutory or 

regulatory provisions that have been 

developed under 34 CFR 75.209, or a 

combination of EDGAR, statutory or 


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