FY 2000
Budget Justification/Performance Plan
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U.S. Office of Personnel
Management FY 2000 |
(Executive Resources continued)
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EXECUTIVE RESOURCES
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| ER Goal 2: FY 1999/FY 2000 |
The selection of executives with solid leadership and management skills, public service values, and a Governmentwide perspective, who are prepared to lead the continuing transformation of Government is promoted. |
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Monitor developments in executive competency requirements to ensure that the tools used to develop and select Government executives continue to reflect cutting-edge research. Update SES briefings on ECQ’s as appropriate based upon significant developments. By refining advice to prospective executives on how to develop and present their skills and helping agencies improve their ability to identify and develop good candidates, ER will enhance the talent pool and facilitate agency selection of solid executives. | ||||||||
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Work with Federal Executive Institute and Management Development Centers to monitor, facilitate and learn from their integration of the ECQs into instructional programs for current and future executives. Integrate ECQ’s into ER briefings for new SES members and Schedule C’s. Partner with agencies operating various learning programs for continuing development of SES members. This will help prospective and current executives learn and apply effective leadership skills to the benefit of their agencies. | |||||||||
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Modify regulations and/or guidance as appropriate to emphasize use of the ECQ’s in SES selection, SES candidate development, performance appraisal and other processes. This will reinforce the importance of leadership competencies and enhance executives’ preparedness to lead. | |||||||||
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Pilot forums that encourage SES members to develop and display leadership behaviors consistent with the ECQs. | |||||||||
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Favorable ratings and comments on participant
evaluations collected at the end of ECQ Briefings, SES and Schedule C Orientations and SES
Symposiums which indicate that attendees understand and value information provided about
the importance of developing and demonstrating the ECQ’s. In FY 1998, having refined the Executive Core Qualifications (ECQ) to emphasize executive leadership for use in recruiting for SES positions and SES candidate development programs, ER conducted more than 50 workshops to get the word out to prospective SES applicants and human resources professionals. The workshops were phenomenally successful and blossomed into an opportunity to communicate the importance of leadership and results to Federal employees all over the country. In FY 1999 and FY 2000 we will continue workshops to keep focus on these qualities and encourage agencies to integrate the ECQ’s into key SES personnel decision processes, e.g., recruitment, executive development, performance appraisal, and awards. |
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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
policy development related to this goal, as measured by informal customer feedback and by
a 2% increase in favorable ratings on OPM’s FY 1999 customer satisfaction survey. Baseline satisfaction levels reported on the FY 1998 survey with OPM’s policy leadership and involvement opportunities with respect to Revision of the Executive Core Qualifications were as follows:
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Increase in evidence that Qualification Review Board (QRB) cases are well developed and reflect selection of well qualified leaders, e.g., percentage of cases approved upon initial submission; decrease in cases returned for substantial rewrite before QRB review; increase in favorable reports by QRB members on the caliber of agency selections. | |||||||||
Additional Information Available on the Next Page
Web Page Created 14 May 1999