The Department of Defense (DoD) system for hiring and retaining civilian employees has long been in need of reform. Hampered by bureaucratic processes and inflexible regulation, the system suffers from rigid job classifications, lack of ability to quickly hire new talent, supervisors without the authority to manage their own workforce, and compensation that is neither linked to performance nor responsive to market forces. In addition, retaining top performers, dealing with poor performers, and increasing workforce flexibility and responsiveness are problematic.