Frequently Asked Questions

Many of us have existing joint appointments (e.g. with University of Chicago) that we have heard will end with the transition. In the past, getting joint appointments set up has taken ~6 months - 2 years. For those that currently have joint appointments, a gap that long would seriously disrupt work, existing funding, and ongoing projects. Is there a plan to expedite this process during the transition for existing joint appointments? Joint appointments are an important part of the scientific strategy and community at Fermilab. Re-assignment of joint appointment agreements from Fermi Research Alliance to FermiForward has been a priority of the transition team. DOE approval has been received, at which point all existing and pending appointments will be re-assigned to FermiForward with new end dates.

Will the Fermilab Concerns Reporting system (including historical information submitted to it) continue to be available through the transition? If not, what are FermiForward's plans for a new system to provide the same or similar functionality? The current Fermilab employee concerns program, which was launched this past July, remains available via the Fermilab Legal Counsel’s office and website. The Transition Team has submitted to DOE a FermiForward Employee Concerns Program Plan. FermiForward plans to continue this program. FermiForward is committed to ensuring a working environment at Fermilab where employees feel free to raise concerns without fear of retaliation.

Will the hiring freeze continue or will we be able to hire again soon? FermiForward assumes responsibility for managing and operating Fermilab on January 1, 2025. On, and after, that date, FermiForward will manage open requisitions transitioned from Fermi Research Alliance, as well as any new requisitions approved by hiring managers and their up-line supervision. Hiring will always be based on the available funding to execute the mission.

As this is the first time a for-profit entity has been involved in the management of Fermilab, where do these partners see those profits coming from? I’m especially interested in how Amentum, which I believe is a private equity company, sees as their primary incentive to managing Fermilab? FermiForward is a team made up of the University of Chicago (UChicago), Universities Research Association, Amentum and Longenecker & Associates (L&A). Amentum and L&A serve as “integrated subcontractors,” a contracting term of art that means they are not formally part of the LLC (made up of UChicago and URA) but do participate in strategy development, management and are available to provide expertise, lessons learned, best practices, support and solutions as needed. Through this integration, they are part of the parent team that will support the improvement of processes and practices at Fermilab in a way that enables effective and efficient delivery of the mission. Unlike other subcontractors to FermiForward, through this arrangement Amentum and L&A are not paid any additional profit for the work they perform. Instead, they share in the overall fee FermiForward can earn for successful management of Fermilab. As a result, Amentum and L&A are incentivized to do all they can to contribute to successful operations of Fermilab and maintaining Fermilab’s role as a scientific leader.

Can the new additions to the management team speak briefly about their philosophy for management of a complex and unique institution like the laboratory? How do the new management entities propose maintaining the appropriate systems for successful laboratory operation on a reduced budget? Amentum and Longenecker & Associates bring years of experience in the U.S. national laboratory complex and successful track records of delivering operational excellence across the U.S. Department of Energy. As part of the FermiForward team, they provide personnel with deep experience in a wide array of laboratory operations, including safety, project management, business management, procurement and contractor assurance. As a whole, FermiForward has developed, and will implement, a wide-ranging vision for ensuring excellence in Fermilab operations. This vision includes focused efforts on enhancing the laboratory’s overall safety culture, project management capabilities, work planning and control and procurement and financial management. FermiForward’s vision for operational excellence is united through a new integrated management system called “Business Integration System for Operational Nexus,” or “BISON.” BISON will integrate proven commercial practices to achieve best-in-class safety, on-time project delivery and cost-effective operations.

What is FermiForward's plan to provide fair pay increases, consistent with those given to equivalent staff at other DOE laboratories, to the Fermilab workforce? FermiForward is committed to equitable compensation for all Laboratory employees. Equitable pay is an important component of the overall compensation program, and is critical to attracting, retaining, and supporting our high-value staff. We realize there has been a gap in administering merit pay adjustments as we synchronize Fermilab compensation update timing with the calendar year cycle to coincide with the cycles used at other National Laboratories. FermiForward has proposed a compensation and merit increase program, in accordance with established guidelines and budget realities, that will be submitted to DOE for approval and implementation after January 1, 2025.

Under the new FermiForward management, will eligible employees continue to receive 10% contribution (outside of our personal contributions) to our retirement accounts? FermiForward is committed to maintaining a benefits program that is competitive and meets the needs of a diverse workforce. No changes have been proposed regarding company contributions to the retirement plans.