OPM Congressional Budget Justification and Annual Performance Plan

U.S. Office of Personnel Management

FY 2000
Budget Justification/Performance Plan

(Administrative Services - OHREEO continued)

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Serve as the Governmentwide benchmark for partnership and create a work culture where all employees are valued.

HREEO Goal 3: FY 1999/2000	OPM employees are helped to achieve top performance, productivity and job satisfaction.

		Initiate contacts with supervisors to encourage and support efforts to address poor performers and the root causes of their performance problems.
		Consolidate all of the direct services offered to headquarters employees.
		Establish a council of partnership councils within OPM to spread the application of best practices.
		Through the agency intranet, increase access to information and training for field employees and telecommuters.
		Maintain high participation rates in the Thrift Savings Plan (TSP) for employees in the Federal Employees Retirement System.

		More performance problems and conflict situations are being addressed and successfully resolved. In FY 1998, implemented programs to address/prevent workplace and domestic violence. In FY 1998, launched neutral mediation as an alternative dispute resolution method for informal EEO discrimination complaints for non-bargaining unit employees in Headquarters, Boyers, PA and Macon, GA. During FY 1999 and FY 2000 work more closely with OPM managers to confront and resolve performance problems. During FY 1999 and FY 2000 expand ADR to bargaining unit employees and others in all OPM locations.
		Improved labor management relations. During FY 1999/FY 2000, complete contract negotiations with AFGE Local 32, reduce the amount of official time used by OPM unions, and improve the effectiveness of partnership with OPM unions.
		Improved service to OPM employees regarding benefits. In FY 1998 the following benefit services were improved: Raised participation in the Thrift Savings Plan among non-participating FERS employees by 23 percent. Timeliness of retirement/benefit-related submissions from 69 percent to 95 percent. Conducted the FERS Open Season, provided all eligible employees with information packages and counseled all interested employees. Supported increased levels of volunteerism through flexible work schedules. During FY 1999 and FY 2000, work toward a goal of 100% of our full-time and part-time FERS employees participating in TSP.
		Improved customer service to employees and managers who work in locations that do not have onsite HR staff by increasing access to information and training for employees. In FY 1999, examine any disparities between OPM employees who are co-located with HR staffs versus those who are not co-located, about the quality of service and access to information and training. During FY 1999 and FY 2000, raise awareness of and interest in telecommuting, especially in the Washington, DC metropolitan area. During FY 1999 and FY 2000, make full use of technology to improve services to employees who are not co-located with HR staff.
		Improved customer service for employees in the Central Office. In FY 1999/FY 2000, fully implement a one-stop shop for employee services in the Central Office. Expand services to include health screening, wellness, and other issues of interest to OPM employees.

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Web Page Created 14 May 1999