OPM Seal U.S. Office of Personnel Management

FY 2000
Budget Justification/Performance Plan

(Office of Workforce Relations continued)

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

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): $2,343

Full-Time Equivalents: 26

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.
OWR Goal 1:
FY 1999/2000		 By the end of FY 2000, needed changes in all significant OPM program policies are identified and changes are introduced so that Federal agencies are better equipped to respond to changing human resources and agency needs in the 21st century.
Means Blue Arrow Head  Work with other OPM services, including the Office of Merit Systems Oversight and Effectiveness, to identify statutes, executive orders, regulations, and policies in need of review in the areas of employee relations, employee health services, work and family, labor-management relations, and human resources development, to support and facilitate high performance in Federal agencies.
Blue Arrow Head  Review reports, studies, and results of demonstration projects and innovative public and private sector HR programs to identify areas for program and policy improvement.
Blue Arrow Head  Work closely with stakeholder groups, including HR specialists and labor union representatives, to seek comments on specific policies and programs in order to identify needed legislative and regulatory changes.
Blue Arrow Head  Formulate appropriate policy proposals, both legislative and regulatory, and issue timely regulations, interpretations and guidance on needed changes identified in reviews and through stakeholder input.
Blue Arrow Head  Assist agencies, the public, and others in interpreting law and regulations, and provide policy workshops and orientations to agency personnel.
Blue Arrow Head  Contribute to OPM’s Initiative on Performance Measures for Agency Human Resources Programs in order to develop performance measures for assessing the effectiveness of agency HR programs.
    
Indicators/Performance Results Blue Arrow Head   Increase in the level of agency HR Directors’ satisfaction with regard to 1) OPM’s workforce relations policy leadership, and 2) their opportunity for involvement, as measured by informal customer feedback and an increase (the percentage of increase is listed parenthetically below) over FY 1999 levels in the percentage of favorable ratings (or maintenance at 90% or higher) in the annual OPM Customer Satisfaction Survey.

The baseline satisfaction levels as measured by the 1998 OPM customer survey were as follows:

Program Area

Policy
Leadership

Agency
Involvement
employee relations 82.5% (1%) 78.9% (2%)
labor relations 80.6% (1%) 88.9% (1%)
employee assistance programs 83.8% (1%) 83.3% (1%)
workplace violence 89.5% (1%) 74.2% (2%)
physical fitness programs 46.7% (3%) 54.8% (3%)
work and family programs 90.0% ---- 86.5% (1%)
human resources development 67.6% (2%) 73.5% (2%)

  

Blue Arrow Head   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 System Principles Questionnaire. This increase is an annual increment to reach the 5-year strategic target of a 5% increase in favorable ratings.

The percentage of favorable ratings was 46% in the 1998 survey (reported out in FY 1999)

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Web Page Created 14 May 1999