FY 2000
Budget Justification/Performance Plan
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U.S. Office of Personnel
Management FY 2000 |
| Additional Information Available on the Next Page |  |
| OPM STRATEGIC PLAN GOAL III: PROVIDE ADVICE AND ASSISTANCE TO HELP FEDERAL AGENCIES IMPROVE THEIR HUMAN RESOURCES MANAGEMENT PROGRAMS TO EFFECTIVELY OPERATE WITHIN THE ECONOMY, DEMOGRAPHICS AND ENVIRONMENT OF THE 21ST CENTURY. |
FY 2000 Resource Summary: |
Obligations (000): $748 |
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| ER Goal 5: FY 1999/FY 2000 |
Federal agencies, senior executives, and other stakeholders receive timely, clear, accurate and useful advice and assistance that contributes to the development, selection and effective management of high-quality senior executives. |
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ER will continue day-to-day and project assistance to agency officials to clarify and help them effectively apply SES personnel system practices to address individual and systemic issues. Results of these interactions will inform deliberation on revision of SES regulations and guidance under ER Goal 1. | |||||||||||||||||
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Update SES Desk Guide based upon feedback from agencies during the testing phase, policy and program initiatives emerging from the SES Framework discussions with a variety of stakeholders, and issues arising from day-to-day interaction with our clients. This guide provides immediate advice on application of SES laws and regulations and explains OPM policies to enable agencies to respond to a broad range of circumstances without needing to consult ER. | ||||||||||||||||||
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Respond to requests for information and assistance on the full range of executive resources management activities. This responds to agency needs for interpretation of how to apply SES laws and regulations in novel circumstances not anticipated in or not suited for treatment in our SES Desk guide. | ||||||||||||||||||
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Maintain ongoing communications with stakeholders through meetings, briefings, presentations, publications and the SES home page. Knowledge of their views may inform treatment of issues which are within OPM’s administrative control and lead to exploration of initiatives to improve the SES. Face to face interaction can also help resolve issues about which stakeholders have concerns. | ||||||||||||||||||
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Strategic short-term detail or project assignment of ER staff to agencies for work in developing, implementing or operating SES personnel systems to gain first hand experience of agency issues and concerns and opportunities for improvement. | ||||||||||||||||||
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Develop a model performance management plan that incorporates leadership requirements and linkages with strategic planning. This will involve working with offices in the Workforce Compensation and Performance Service engaged in similar efforts. | ||||||||||||||||||
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Ongoing feedback from senior executives, agency
executive personnel managers, agency personnelists and other stakeholders about services
provided. In FY 1998, ER distributed a working draft of a comprehensive SES Desk Guide which received favorable reviews in its testing phase. In FY 1999, ER will finalize revisions based upon agency comments and publish the guide. |
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Increases
averaging 2% overall in levels of satisfaction with ER information sharing and technical
assistance which are reported in OPM’s FY 1999 customer satisfaction survey by those
HR Specialists having executive resources program functions. These HR
Specialists’ baseline satisfaction levels with ER’s assistance in specific
program areas as measured in the FY 1998 survey were as follows:
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Additional Information Available on the Next Page
Web Page Created 14 May 1999