Army Lab Offers Workers More Personnel Flexibility
Published Date: 7/22/2026
Notice
Summary
The Army’s Software Engineering Center is updating its personnel rules to give employees more flexibility and better ways to manage their jobs. This change affects workers at the Communications-Electronics Command and aims to keep things running smoothly after recent reorganizations. The new plan won’t start until after a 30-day comment period ending August 21, 2026, so everyone has a chance to weigh in.
Analyzed Economic Effects
12 provisions identified: 10 benefits, 0 costs, 2 mixed.
Expanded DE-III Pay Band to GS-14 Step 10
The STRL Demo expands the DE-III pay band (Category 2) to include GS-12, step 1 through GS-14, step 10 for designated team leader, supervisor, and technical champion positions, allowing those positions to be paid up to the GS-14, step 10 equivalency.
New Senior Scientific Technical Manager (SSTM) Band
The STRL Demo creates Senior Scientific Technical Manager (SSTM) positions managed under E&S pay band V (DB-V) for roles classified above GS-15 equivalency; these SSTM positions are distinct from SES, ST, and SL positions and are intended to expand career opportunities for senior technical leaders.
Minimum Funding for Pay Pools: 2% and 1%
The STRL Demo sets the funding floor for pay pools: at least 2.0 percent of total salary annually must be available for base pay increases, and funds for bonus payouts must be funded separately at no less than 1.0 percent of total salary annually.
All Eligible CECOM SEC Civilians Included
The STRL demonstration project will apply to all CECOM SEC civilian employees in the occupational series listed in Appendix A, including employees who were previously in bargaining units and those currently under the Acq Demo pay plan. The plan excludes Senior Executive Service (SES), Senior Level (SL), Scientific and Professional (ST) employees, and employees covered by the Defense Civilian Intelligence Personnel System.
Conversion of Acq Demo Employees to STRL Demo
CECOM SEC intends to convert employees currently participating in the Acquisition Demonstration (Acq Demo) pay plan into the STRL Demo pay plan so the entire workforce operates under a single STRL demonstration project. Leadership expects this single system to improve recruitment, retention, and modernization efforts.
Select IT 2210 Positions Moved to E&S Pay Band
Certain IT Management (IT Specialist) positions in job series 2210 may be placed in the Engineering & Science (E&S) career path (DB pay plan) when they contribute to highly technical or scientific RDE programs, giving those positions pay band and salary growth opportunities comparable to engineers and scientists.
Pay‑for‑Performance Replaces Some Increases
The STRL Demo uses an annual pay‑for‑performance (PFP) system—rather than traditional within‑grade increases—where payouts (base pay increases and/or bonuses or time‑off awards) are based on total performance scores; payouts must be made effective within 120 days after the end of the rating cycle and the normal rating period is one year (minimum 90 days).
Sabbaticals and Training Opportunities Added
The STRL Demo includes sabbaticals and support for academic degree, certificate, and critical skills training as part of employee development and incentives to attract and retain technical talent.
VERA/VSIP and Workforce Shaping Changes
The STRL Demo includes changes to workforce shaping rules such as the Voluntary Early Retirement Authority (VERA) and the Voluntary Separation Incentive Program (VSIP), which may be used to reshape the workforce under the project.
Significant Accomplishment Rule for Top 15%
The STRL Demo specifies that the 'significant accomplishment' rule will apply only to non‑supervisory employees in the Engineering & Science (E&S) Band III whose base salary falls within the top 15 percent of that band.
Temporary Details to Higher Pay Bands
Employees detailed to a position in a higher pay band may be assigned non‑competitively for up to one year; assignments beyond one year require competitive procedures.
Classification Appeals Process for Employees
Employees may appeal determinations of career path, occupational series, position title, and pay band through a defined process: raise concerns to supervisors in writing, then to the Associate Director, then the SEC Director, and finally to the CECOM Deputy to the Commanding General if needed.
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