OPM Congressional Budget Justification and Annual Performance Plan

U.S. Office of Personnel Management

FY 2000
Budget Justification/Performance Plan

(Office of Workforce Relations 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): $1,399

Full-Time Equivalents: 11

Provide models, guidance, and technical assistance to promote agency use of existing personnel flexibilities and tools to help them achieve human resources management goals in support of their mission. (Continuing)

By the year 2002, become the acknowledged leading source for effective, efficient technical assistance for a full range of flexible human resources management programs, as well as for those areas where uniform, Governmentwide systems are in place.

OWR Goal 12: FY 1999/2000	Federal agencies receive timely, accurate, clear, and useful advice and technical assistance to ensure that employee relations, employee health services, work and family, labor-management relations and human resources development are a positive part of agencies’ fully integrated human resources systems.

Support effective Federal workforce development and increase dissemination of knowledge about, and accessibility to, state-of-the-art educational strategies and tools designed to prepare the workforce for a high technology environment and for different skill demands in specific occupations by a variety of means, including:

developing new partnerships with private sector educational and training organizations in order to identify new educational strategies and tools;

linking these organizations with appropriate Federal partners (such as National Guard Bureau distance learning center, Department of Labor's Career Kit, etc.) in order to make new educational strategies and tools available to agencies;

providing enhanced and expanded Training and Management Assistance Programs to agencies in order to support effective HRM systems (see OWR Goal 15);

identifying state-of-the-art HRD strategies and tools and providing information about them to agencies, including information on effective learning technologies;

providing enhanced and expanded technical assistance to agency HRD programs in order to support effective HRM systems and workforce development, including promotion of agency sharing of learning technology development and use; and

serving as the single source for data and trends and for tracking innovations and best practices in Federal HRD.

Answer inquiries and provide in-depth, case-oriented assistance to agencies and employees regarding technical issues.

Act as information broker, facilitating information-sharing among agencies and providing Governmentwide leadership, guidance and information on effective workforce relations through a variety of means, including:

publishing and distributing information in a variety of formats, including handbooks, pamphlets, fact sheets, training materials, and briefing packages;

convening interagency and stakeholder groups to identify workforce relations trends and resolve workforce relations issues;

serving as the single source for data and trends on Federal union recognition and collective bargaining agreements, and tracking innovations and best practices in labor-management relations;

providing to agency officials useful and accurate analysis of case law decisions by courts, administrative tribunals, and arbitrators; and

promoting widespread access to information through both hard copy and electronic means, and disseminating information through the program-specific home pages and other forums.

Increase in the level of HR Specialists’ satisfaction with OPM’s information sharing and technical assistance concerning workforce relations policies, rules, and regulations as measured by informal customer feedback and a 2% increase over FY 1999 levels in the percentage of favorable ratings (or maintenance at 90% or higher) on the annual OPM Customer Satisfaction Survey. The baseline satisfaction levels as measured by the 1998 OPM customer survey were as follows:

*Information Sharing*		Technical Assistance
Labor-Management Relations & Partnership	71.5%	Labor-Management Relations & Partnership	65.6%
Poor Performance	73.6%	*Poor Performance*	*70.4%*
Discipline and Adverse Actions	76.1%	*Discipline and Adverse Actions*	*73.0%*
Federal Adjudicatory Processes	67.0%	*Federal Adjudicatory Processes*	*64.9%*
Alternative Dispute Resolution	68.1%	*Alternative Dispute Resolution*	*64.9%*
Employee Assistance Programs	75.1%	*Employee Assistance Programs*	*74.4%*
Workplace Violence Prevention	75.4%	*Workplace Violence Prevention*	*69.9%*
Physical Fitness Programs	59.2%	*Physical Fitness Programs*	*59.8%*
Work and Family Programs	75.8%	*Work and Family Programs*	*72.4%*
Human Resources Development	69.5%	*Human Resources Development*	*68.4%*

Results from evaluations and surveys conducted by OMSOE, GAO, MSPB, and other sources demonstrate an increase in employee satisfaction with regard to human resources functions relevant to workforce relations policy areas.

Surveys indicate that agency HRD programs are effectively developing the workforce as a result of the partnerships, agency sharing of learning technology development, and agency access to and sharing of HRD tools. (Baseline data will be established in FY 2000.)

HRD strategies and/or programs of at least five Federal departments or independent agencies are recognized as best in class by nationally recognized evaluative bodies (such as the American Society of Training and Development, Society for Performance Improvement, etc.)

Reduction in the number of unfair labor practices (ULP) and negotiability appeals received by the Federal Labor Relations Authority In FY 1996, there were 6,263 ULPs filed. In FY 1998, there were 5,702.

In FY 1996, there were 79 negotiability appeals filed. In FY 1998, there were 62 appeals filed.

Improvement in the availability of information on Federal workforce relations indicated by a 5% increase in the number of hits on the OWR home pages over FY 1999 measures.

Home pages for all OWR organizations were designed in FY 1998. Baseline data will be established in FY 1999.

Improvement in employees’ perception of equity and effectiveness of workforce relations as measured by a 1% increase in the percentage of favorable ratings in the annual Merit Systems Principles Questionnaire. This increase is an annual increment to reach the 5-year strategic target of a 5% increase in favorable ratings.

The overall percentage of favorable ratings was 53% in the 1998 survey (reported out in FY 1999).

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Web Page Created 14 May 1999