FY 2000
Budget Justification/Performance Plan
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U.S. Office of Personnel
Management FY 2000 |
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| ER Goal 1: FY 1999/ FY 2000 |
By the end of FY 2000, needed changes in all significant OPM program policies are identified and changes are introduced so that Federal agencies are better equipped to respond to changing human resources and agency needs in the 21st century. |
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In FY 1999 and 2000, in partnership with its stakeholders,
ER will proceed with legislative and administrative initiatives identified during the 1998
review. The Senior Executive Service and other senior personnel systems (e.g., Senior
Level and Scientific and Professional) will be modified to improve how the Federal
government develops, selects, assigns and manages its senior employees. Changes will
strike a balance among management flexibility, employee protections, and larger corporate
interests of Government. Key initiatives include:
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Complete a survey to gather information on SES members’ perceptions and attitudes about their Federal leadership experience, including the extent to which they function in ways consistent with the executive core qualifications, focus on outcomes rather than process, and believe the SES system supports program results. The study will be used to evaluate whether SES system modifications achieve the intended results in the view of those who both use and operate within the SES systems. Significant findings may confirm that modifications are effective or be used to fine tune strategies. | ||||||||||||||||||
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Continuing study of trends and advances in management practice in all sectors, e.g., public, private, non-profit, international, as reflected in periodicals, books, studies, conferences and other means of disseminating information and continuing examination of trends and issues emerging in day to day SES Operations and Services work. Findings are used in developing or refining proposals for change or fine tuning implementation of changes in SES and other executive personnel systems. | ||||||||||||||||||
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Work with other OPM services, including the Office of Merit Systems Oversight and Effectiveness, to identify statutes, executive orders, regulations and policies in need of review in the area of executive resources management to support and facilitate high performance in federal agencies. | ||||||||||||||||||
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Baseline established for determining senior
executives’ satisfaction with OPM’s leadership of SES program and their sense of
"ownership" in the system. 1998 marked the 20th anniversary of enactment of the Senior Executive Service, and ER initiated a review of what had and had not worked over the years, and whether changes in the way we develop, select, and manage senior executives are necessary as we approach the 21st century. A Framework for Improving the Senior Executive Service was issued in April. This framework served as the focal point for stimulating debate and building consensus about needed system improvements, and developing a strategy for pursuing widely-supported legislative and administrative reforms. |
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Increased levels of satisfaction among HR
Directors and those HR Specialists having executive resources functions with ER’s
executive resources policy leadership and with their opportunities for involvement in the
policy process, as measured by informal customer feedback and by a 2% increase in
favorable ratings on OPM’s FY 1999 customer satisfaction survey for those survey
items responsive to this goal. Baseline satisfaction levels reported on the FY 1998 survey were as follows:
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In FY 1999, ER will use its new survey of SES members to develop a baseline of information on their perceptions and attitudes about their Federal leadership experience, including the extent to which they function in ways consistent with the executive core qualifications, focus on outcomes rather than process and find that the SES system supports their efforts to achieve program results. | ||||||||||||||||||
Additional Information Available on the Next Page
Web Page Created 14 May 1999