NDAA Boosts Civilian Promotions and Cyber Pay at DoD

The fiscal 2026 National Defense Authorization Act (NDAA) introduces significant changes to civilian personnel policies at the Department of Defense (DoD). This compromise version, released recently, aims to reshape how the DoD hires and manages its civilian workforce.

NDAA Enhancements for Civilian Promotions

One of the most notable reforms is the provision that allows the DoD to promote employees based on their skills and qualifications. This change eliminates the traditional requirement of minimum time-in-grade before promotion eligibility. Ron Sanders, a former human capital leader, emphasized that the ability to promote personnel based on performance is vital. He noted that this approach addresses ongoing concerns regarding the flexibility needed for the DoD’s unique mission.

• Promotion based on skills rather than time served.
• Shift from uniform federal civil service standards.
• Focus on addressing unique DoD operational needs.

Sanders argues that the existing time-in-grade requirement is outdated and should be reconsidered throughout the entire federal civil service. The proposed legislation aims to give the DoD more autonomy in its civilian personnel system, contrasting with standard practices in other federal agencies.

Skill-Based Assessments

Under the new NDAA, the DoD would utilize skill-based assessments to determine applicant qualifications for open positions. This provision aims to streamline the hiring process and allow for a more tailored approach to staffing needs.

• Implementation of skill-based assessments for hiring.
• Certificates of top candidates to remain valid for one year.
• Agency-specific qualification checks applied to candidates.

Workforce Management and Reductions

The legislation also introduces new restrictions on workforce reductions. The DoD will not be allowed to downsize or realign workforce functions affecting over 50 employees without proper notification to Congress. This stipulation aims to ensure comprehensive oversight of personnel changes.

• Restrictions on downsizing involving more than 50 employees.
• Mandatory notifications to Congress regarding planned reductions.

Senators intend to centralize civilian personnel management under senior military leaders, which may lead to more effective oversight and reduce redundant staffing across the department.

Cyber Workforce Initiatives

The NDAA further expands hiring authorities for cyber-related positions within the DoD. The proposed legislation aims to significantly increase compensation for vital cybersecurity roles, allowing the department to offer higher salaries to attract top talent.

• Expansion of Cyber Excepted Services to additional roles.
• Increased salary offerings up to 150% of Executive Schedule Level I pay.

Sanders highlighted that both the Department of Homeland Security and the DoD have underutilized the authorities granted to them in previous years. These enhancements aim to better address the evolving challenges in cybersecurity and the recruitment of specialized talent.

Overall, the forthcoming changes within the NDAA reflect a significant shift towards a more flexible and responsive approach to managing the DoD’s civilian workforce, particularly concerning promotions, workforce reductions, and cyber talent hiring.