OPM Congressional Budget Justification and Annual Performance Plan

U.S. Office of Personnel Management

FY 2000
Budget Justification/Performance Plan

(Administrative Services - OCIO continued)

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HUMAN RESOURCES SYSTEMS AUTOMATION

Provide Governmentwide leadership via the Human Resources Technology Council for cooperative business process redesign and system modernization efforts, in support of the Clinger-Cohen Act of 1996. (Continuing)

Through the Human Resources Technology Council, fully exploit modern automated technologies to improve human resource management practice for examining, training, classification, performance management, benefits administration, and personnel documentation and record keeping. (Continuing)

-	By the year 1998, establish core requirements for human resources systems; set benchmarks; and evaluate existing and developing systems against requirements and benchmarks.
-	By the year 1999, establish requirements and a model for an electronic official personnel folder (Digital OPF) to replace paper personnel records.

OCIO Goal 1: FY 1999/2000	With the Associate Director for Employment, leadership and support are provided to the Human Resources Technology Council (HRTC) so that Governmentwide human resources business process redesign, systems modernization efforts, and planning initiatives to fully exploit the use of modern automated technologies are pursued. [See also ES Goal 2]

The HRTC supports OPM’s interest in ensuring that agencies are able to make the best and most cost-effective use of automation to achieve human resource management objectives. The HRTC is responsible for crafting a long-term strategic vision and goals for human resource management Governmentwide, particularly as it relies on automation to accomplish these goals.

OPM’s CIO co-chairs the HRTC with the Associate Director for Employment, convenes regular meetings, and provides administrative support.

Ensure that a high level of participation continues through FY 2000 by addressing topics that are relevant and important to the HRTC members and their respective agency missions.

Through the HRTC, conduct and coordinate Governmentwide HR automation studies and widely share the results of these studies to foster improvements in HR management.

Develop Governmentwide policy for cooperative HR business process redesign and systems modernization based on HRTC studies and analyses.

Use feedback from the HRTC and other agencies as a tool for assessing policy effectiveness.

With HRTC support, encourage small agencies to establish consortia or other mechanisms to enable these agencies to benefit from automation advances.

Satisfaction of HRTC members with the results of HRTC studies and services, and their opportunity for involvement in the Council policy making will increase over FY 1999 or maintain at 90 percent, as measured by the annual OPM Customer Satisfaction Survey. The HRTC member’s baseline satisfaction levels as measured by the FY 1998 survey were as follows:

Program Area	Policy Leadership	Opportunity for Involvement
*HR Systems Automation*	*64%*	*82%*
Governmentwide HR Infor. Systems Study (1998)	*100%*	*92%*

Actions are initiated as a result of HRTC policy discussions.

During FY 1998, the HRTC delivered to the President’s Management Council a Governmentwide study on HR systems requirements and a review of current legacy and new developing systems in all major departments and agencies. This critically acclaimed study has been widely disseminated and is the basis for follow-on work during FY 1999 and 2000. These actions include development of a strategy with OPM on electronic data record-keeping and reporting; an occupational analysis of IT positions; working with the Joint Financial Management Improvement Program (JFMIP) on finalization of payroll requirements; and research on best practices in the public and private sectors in human resource automation. [See also OCIO Goal 2a and
ES Goal 6]

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Web Page Created 14 May 1999