U.S. Office of Personnel Management FY 2000 Budget Justification/Performance Plan

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		Assist OPM organizations as they align individual performance plans to the OPM Strategic Plan.
		Introduce ways that supervisors can align other HR plans and practices to the strategic and performance goals.
		All (100 percent) performance plans are linked to the OPM Strategic Plan and the FY 2000 OPM Performance Plan. Sixty percent of Senior Executive Performance Plans and roughly forty percent of managerial plans were aligned to the OPM Strategic Plan in FY 1998.
		Most OPM organizations have also aligned their incentive awards programs and their training programs to the strategic goals. In FY 1998, aligned the Director’s Awards for Excellence with the OPM Strategic Plan During FY 1999, restructure OHREEO to align with Strategic Goal V subgoals. In FY 1999 and FY 2000, conduct briefings of all OPM managers regarding issues related to aligning awards and training to OPM’s Strategic Plan.

VERIFICATION AND VALIDATION

• Data on hiring and representation from the Personnel Data System and from the Centralized Personnel Data File is validated in reports sent to the Employment Service and to the Equal Employment Opportunity Commission.

• Beginning in FY 1999, training data will be captured in the Personnel Data System. Staff in OHREEO will enter data from training forms forwarded by program offices. Later in FY 1999, managers will process their training approvals through the new DOD Modern Civilian Personnel Data System and the data will be directly available for reports and analyses. Training data will be submitted annually to the Benchmarking Forum of the American Society for Training and Development for comparative analysis with other Federal agencies and outside organizations.

• Data on cycle times is retrieved from various documents; e.g., the date the Request for Personnel Action is received in OHREEO, the date the vacancy announcement opens, and the date the selection list is sent to the selecting official..

• OHREEO’s Customer Service Surveys are administered by another office in OPM with professional expertise in that methodology.

• The Merit System Principles Questionnaire is administered annually by OMSOE and results can be compared to similar surveys administered from time to time by the Merit Systems Protection Board and the National Partnership for Reinventing Government

• Data on the cost effectiveness of HR processes is compiled every other year by The Hackett Group, a private sector firm that specializes in Bench marking HR practices.

• Data on employees’ use of Employee Express is monitored and reported independently by another organization within OPM.

• The Thrift Savings Plan participation rates are compiled independently by the Thrift Savings Board.

• The Retirement and Insurance Service issues to each Executive Branch agency semi-annual reports on the aging of separations.

• Data on the costs of Workers’ Compensation claims is compiled independently by the Department of Labor.

• The OHREEO Customer Service Survey data can be compiled by location.

• Reports on the union’s use of official time are collected quarterly and compared to other reports for a quality review.

• Data on the linkage of performance plans to the OPM strategic plan is verifiable when offices send completed performance appraisal documentation to OHREEO for data entry into the Personnel Data System and for filing in official records.

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