OPM Seal U.S. Office of Personnel Management

FY 2000
Budget Justification/Performance Plan

(OMSOE continued)

SALARIES AND EXPENSES/GENERAL FUND APPROPRIATION
OFFICE OF MERIT SYSTEMS OVERSIGHT AND EFFECTIVENESS

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ANNUAL PERFORMANCE GOALS FOR FY 2000
BY STRATEGIC PLAN GOAL AND OBJECTIVE

OVERALL HUMAN RESOURCES MANAGEMENT

  • By the year 2000, examine all significant Governmentwide human resources management policies and programs to identify changes needed to promote a merit-based and cost-effective Federal service and the optimum balance of Governmentwide uniformity and agency-specific flexibility across those policies and programs.
  • By the year 2002, propose and implement clear, effective policies and programs wherever a need for change was identified in the Year 2000 review.
OPM STRATEGIC PLAN GOAL I: provide policy direction and leadership to recruit and retain the federal workforce required for the 21st century.
FY 2000 Resource Summary:

Obligations (000):$6,434

Full-Time Equivalents: 61

[Includes $1,200 and 5 FTE for CPDF Modernization]

OMSOE  Goal 1:
FY 1999/2000

 Federal HRM policies and programs are merit-based, mission-focused, and cost-effective.
Means Blue Arrow Head  Each year, identify areas of HRM that need attention by analyzing data and information from the Central Personnel Data File (CPDF), the Merit System Principles Questionnaire (MSPQ), oversight reviews, and other sources.
Blue Arrow Head   Conduct at least two major HRM studies in response to the areas identified above. In FY 1999, OMSOE will conduct studies of:

The effectiveness of current examining methods;

How supervisors are selected, developed, held accountable, and promoted into executive positions;

Family-Friendly policies and practices in agencies;

Recruitment, retention, and relocation allowances and bonuses;

Capability of the HRM workforce; and

Alignment of HRM with agency strategic planning.

The studies to be conducted in FY 2000 are identified during the Fall of 1999, based on the results of earlier studies, monitoring of HRM trends and developments, and on OPM priorities.
  Blue Arrow Head   Propose to OPM program offices any new or revised HRM policies which the studies may indicate.
 
Indicators/Performance Results Blue Arrow Head   OMSOE studies produce valuable information which contributes to policy or program proposals. Recent and past studies have contributed to the following changes:
  • Elimination of the non-competitive appointment of congressional staff to the competitive service (Ramspeck Act);
  • Increased benefits and protection for part-time workers;
  • Elimination of monetary awards for appointees during Presidential transitions;
  • A legislative proposal to make it possible to eliminate special rates which are no longer needed without it costing the Government more than the higher rates do;
  • Support for an Executive order to extend oversight to non-title 5 agencies;
  • Answering congressional concerns about the misuse of non-technical training and family-friendly practices in agencies; and
  • Valuable information on the classification system which is being used in OPM’s study of total compensation.

In FY 1998, OMSOE published studies on six HRM programs: awards, workers compensation, non-technical training, deregulation and delegation, downsizing, and non-title 5 personnel systems. In addition, it completed evaluations of three more programs: delegated examining, the openness of Federal employment, and poor performance in the Federal workforce. It produced two special reports for the Director of OPM in FY 1998: Change in Average Grade: 1992 - 1997 examines the structural change (change in occupational mix) and net change (change within occupational series) for full-time permanent employees in the executive branch. Methodology for Retirement Projection presents two models to estimate the number of retirements, one for stable employment and the other for a downsizing environment.

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Web Page Created 14 May 1999