123STA T . 2 489PUBLIC LA W 111 – 84 —O CT. 28 , 2 0 09 ‘ ‘ (C)thecri tic alsk ills a nd c omp etencies o f the e x istin g ci v ilian emplo y ee w orkforce of the D epartment and pro -j ected trends in that workforce b ased on expected losses d u e to retirement and other attrition
and ‘‘(D) gaps in the existing or projected civilian employee workforce of the Department that should be addressed to ensure that the Department has continued access to the critical skills and competencies described in subpara- graphs ( A ) and (C) . ‘‘( 2 ) A plan of action for developing and reshaping the civilian employee workforce of the Department to address the gaps in critical skills and competencies identified under para- graph ( 1 )(D) , including — ‘‘(A) specific recruiting and retention goals, especially in areas identified as critical skills and competencies under paragraph (1), including the program objectives of the Department to be achieved through such goals and the funding needed to achieve such goals; ‘‘( B ) specific strategies for developing, training, deploying, compensating, and motivating the civilian employee workforce of the Department, including the pro- gram objectives of the Department to be achieved through such strategies and the funding needed to implement such strategies; ‘‘(C) any incentives necessary to attract or retain any civilian personnel possessing the skills and competencies identified under paragraph (1); ‘‘(D) any changes in the number of personnel author- i z ed in any category of personnel listed in subsection (f)(1) orintheac q uisition workforce that may be needed to address such gaps and effectively meet the needs of the Department; ‘‘( E ) any changes in resources or in the rates or methods of pay for any category of personnel listed in subsection (f)(1) or in the acquisition workforce that may be needed to address inequities and ensure that the Depart- ment has full access to appropriately qualified personnel to address such gaps and meet the needs of the Depart- ment; and ‘‘( F ) any legislative changes that may be necessary to achieve the goals referred to in subparagraph (A). ‘‘( 3 ) An assessment, using results-oriented performance measures, of the progress of the Department in implementing the strategic workforce plan under this section during the pre- vious year. ‘‘( 4 ) Any additional matters the S ecretary of Defense con- siders necessary to address. ‘‘(c) S ENIORMA NA G E M EN T , F U N C TIONA L , AN DT EC H NICAL W OR KF ORCE.—(1) Each strategic workforce plan under subsection (a) shall include a separate chapter to specifically address the shaping and improvement of the senior management, functional, and technical workforce (including scientists and engineers) of the Department of Defense. ‘‘(2) For purposes of paragraph (1), each plan shall include, with respect to such senior management, functional, and technical workforce—
