FY 2000
Budget Justification/Performance Plan
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U.S. Office of Personnel
Management FY 2000 |
(OMSOE continued)
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| 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): $2,093 | Full-Time Equivalents: 23 |
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| OMSOE Goal
9: FY 1999/2000 |
Personnel demonstration projects and alternative
personnel systems are successfully implemented. (See ES Goal 18, WCPS Goal 13, and OWR Goal 13 ). |
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Help agencies design, implement, manage, and evaluate personnel demonstration projects to test innovative and more effective HRM practices and programs. | ||
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Monitor, evaluate, and publicize the implementation of active personnel demonstration projects | |||
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Monitor and publicize alternative personnel management systems. | |||
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Share lessons learned. | |||
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Publicize the nature and outcomes of demonstration projects and alternative personnel systems. | |||
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The number of demonstration projects and
alternative personnel management systems approved by OPM for publication in the Federal
Register and the number implemented. FY 1998 was a record-setting year for demonstration projects. Final Federal Register plans were published and implementation began on five projects:
Proposed Federal Register plans were completed and published for the DoD Acquisition Workforce, the only demonstration project to cover a workforce rather than an organization. In FY 1999, four more demonstration projects are expected to be implemented. Work is in progress on three more projects testing new pay and classification systems. The Demonstration Project Evaluation Handbook was released as a working draft in FY 1998. Demonstration project presentations were given for the American Compensation Association, the International Personnel Management Association, Federal Executive Boards, and a variety of agencies. |
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New HRM laws, regulations, or lessons learned
from demonstration projects. The Federal Employees Pay and Compensation Act authorized, for the first time, recruitment, retention, and relocation bonuses and allowances. These were first tested in the China Lake Demonstration Project. OPM’s most recent legislative initiative would authorize broadbanding, which also was tested at China Lake and at the National Institute of Science and Technology. Categorical ranking and the authority to extend probationary periods, particularly when a job’s life cycle covers more than a year, were tested at the Department of Agriculture (USDA) and found to be highly successful. The USDA project also was made permanent through legislation. The Demo Web Page was enhanced by linking all demo plans in the Federal Register and including the Demo Handbook and Demo Fact Sheets. Demonstration Project Guides were prepared to help agencies improve their HRM programs. The Guides include the Innovator Took Kit, Flexibilities in the Federal Government, and the Demo Handbook. The first status report on the DoD Labs was reviewed for conformance to OPM’s standards and criteria and approved in FY 1998. |
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Increase in the level of agency HR
Directors’ satisfaction with regard to 1) OPM’s leadership of in this area, and
2) their opportunity for involvement, and HR Specialists’ satisfaction with regard to
1) information sharing and 2) technical assistance, as measured by informal customer
feedback and an increase of 2% over FY 1999 levels in the percentage of favorable ratings
(or maintenance at 90% or higher) in the annual OPM Customer Satisfaction Survey. The satisfaction levels as measured by the FY 1998 customer survey for HR Directors were 35.7% for leadership, and 41.4% for opportunity for involvement, and.for HR Specialists were 55.5% for information sharing and 52.9% for technical assistance. These results, particularly for leadership, are inconsistent with the other measures and results described above and the informal feedback we have received directly from agencies we have assisted to design new demonstration projects. Nevertheless, we are concerned about these results and will explore them in focus groups and through other follow-up. We will also reassess whether this survey and its target audience is an appropriate vehicle for assessing customer satisfaction in this area. |
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Web Page Created 14 May 1999