Within the context of the scientific enterprise, then, the human resource system must be fast, reliable, flexible, thoughtful, equitable, and cost effective. In addition, these systems must be responsive to the NIH programs, which have delegated authority to determine the basic nature and scope of research within overall policies and strategies directed by the Congress, the Administration, and the DHHS and NIH leadership. To ensure maximum responsiveness to programmatic needs, personnel administration authorities should be delegated to line managers. To support line managers, the NIH would develop and make available a number of decision support systems, including training in appropriate use of the new authorities. The NIH would also maintain its widely recognized system of management control reviews to oversee the application of the authorities. Finally, the NIH's new approach to affirmative action planning and evaluation would continue to be an essential tool to determine if the new structure maintains the Agency's strong commitment to equality of opportunity.

There are five additional delegations affecting the Senior Executive Service that the Secretary could approve to give greater flexibility to the NIH Director.

This problem could be resolved if the Department adopted an interpretation that accepts 'multiple career ladders" for employees. Under this concept an individual would be placed in a pay system that is most responsive to the NIH requirements based on the actual duties of the individual. Such a system would recognize that an individual's authority to manage and supervise is derived from the position to which s/he is appointed, rather than from the grade s/he holds. For example, a Scientific Director or an Institute Director who sees patients in the Clinical Center would be appointed at Grade 15 and paid under Title 38. Another Institute Director who does not see patients (e.g., a Ph.D.) would be appointed in the SES and paid under that system. If this approach is not acceptable, the NIH then requests that the Secretary seek a legislative remedy. This could be accomplished either by granting directly to the NIH the authority to use the full range of Title 38 for physicians, or by amending the statute that allowed the Office of Personnel Management to delegate this authority to the DHHS [5 U.S.C. 5371(c)(1), which excludes SES positions from coverage].

Some common words found in the essay are:
NIH NIH, Health OASH, NIH NAPA, Productivity NIH, Civil Service, Permit NIH, Vision NIH, Speed Cost, Institutes Centers, Secretary SBRS, human resource, human resource management, resource management, personnel administration, title 38, personnel management, authority approve, responsive nih, line managers, research mission, civil service, cash incentive awards, senior executive service, approve cash incentive, office personnel management,
Approximate Word count = 3029
Approximate Pages = 12 (250 words per page double spaced)