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		Work cooperatively with OPM’s Office of Merit Systems Oversight and Effectiveness (OMSOE) to review and identify employment issues with regard to Demonstration Project proposals and other proposals for alternative personnel approaches (such as Performance Based Organizations), and assess the soundness of proposed alternatives. When appropriate, provide options for improvement.
		Share with agencies the "lessons learned" from earlier demonstration projects and alternative personnel systems which included employment innovations.
		Positive comments and feedback provided informally and/or through customer satisfaction surveys. In FY 1998, ES staff worked on two of the five workgroups established by the Dept. of Defense (DOD) to develop a DOD alternative personnel system under Title 5. The success of this interaction is demonstrated by the inclusion of many of the concepts developed in these workgroups in the HRM ‘98 Initiatives Framework. The ES also assists agencies to evaluate their personnel demonstration projects through reimbursable projects. Evaluations are underway for the DOD research laboratories and for the DOD acquisition workforce project. ES also assisted the U. S. Mint, the D. C. Government, and the Defense Finance Accounting Service to design alternative personnel approaches dealing with career banding for career development and management.
		Increased number of successful demonstration projects result in legislative and regulatory changes allowing greater flexibility in agency HR practices.

VERIFICATION AND VALIDATION

The measures used in this FY 2000 Annual Performance Plan for the Employment Service are a mix of measures that are already in place, or will be introduced in FY 1999.

The support for the measures included in this Plan is described below:

• ES will use accepted professional survey design, sampling techniques, and analysis procedures for internally developed customer satisfaction surveys, to ensure reliability and validity.

• ES will use accepted qualitative analyses techniques to assess direct feedback, participant evaluation forms, and focus group results, to ensure objectivity.

• ES will use data from Governmentwide surveys such as OPM’s Merit System Principles Questionnaire, and from surveys conducted by external organizations such as the Merit Systems Protection Board, the General Accounting Office, and the National Partnership for Reinventing Government, which have met professional standards for validity and reliability.

• ES will evaluate qualitative analyses of feedback against survey data to determine if the findings from the two assessment methods are consistent, and will follow up discrepancies with additional research, to include focus groups, telephone interviews, or on-site visits on specific issues.

• ES will use results from OPM oversight reviews which have been conducted following accepted professional evaluation practices.

• ES will use accepted professional accounting and tracking software to measure cost savings and improvements in quality and efficiency, and assess accuracy of data through quality control reviews.

• ES will use accepted web page "counter" software and systems to measure "hits."

• ES will use appropriate, valid and reliable external data sources to collect and track comparison personnel data (such as the Central Personnel Data File).

FY 2000 BUDGET CHANGES:

An increase of $2,000,000 is requested to conduct an outreach program with high schools, colleges and universities and to develop strategies to recruit and train students for information technology occupations in the Federal Government.

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Web Page Created 14 May 1999