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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OWR Goal 2:	Managers and HR practitioners use OPM-provided resources and assistance to more successfully address employee performance problems.

PERFORMANCE MANAGEMENT AND EMPLOYEE DEVELOPMENT

Promote programs for dealing with poor performers and improve the capacity of managers to identify and resolve performance problems effectively. (Continuing)

OWR Goal 2: Managers and HR practitioners use OPM-provided resources and assistance to more successfully address employee performance problems.

Highlight the importance of the administration’s emphasis on senior level accountability for addressing poor performance through publications and presentations.

Implement new strategies for dissemination or improvement of those materials based on feedback from supervisory customers who utilized OPM’s multi-media informational materials.

Develop standard informational packages on addressing poor performance for supervisors and managers, and encourage the use of these packages at OPM management training facilities and single-agency training facilities.

Develop and distribute instructional material designed to assist human resources specialists in the technical requirements of performance-based actions, and in current third party case law impacting on this process.



   Increase over FY 1999 levels in the number of agencies that have implemented performance standards for senior level managers that address the process for identifying and resolving poor performance, as captured by an ERHSC survey. (Baseline data will be established in FY 1999.)

   Improvement in the extent to which instructional materials about identification and resolution of performance problems are available to Federal managers and supervisors, as measured by the creation and use of needed materials and by an increase in the number of hits on the poor performance home page.
In order to address the need to provide information to supervisors and managers across the Government, in FY 1998, OWR developed a CD-ROM and Supervisor’s Guide entitled, Addressing Poor Performance, as well as a related web site. OWR also successfully conducted an extensive campaign to notify Federal agencies of the availability of these tools through the use of electronic and print media and by conducting numerous demonstrations for agency managers and personnel specialists. More than 9,500 visitors accessed the web site in 1998, and GPO reports 33,276 booklets and 11,182 CD-ROMs have been ordered as of 10/1/98.

In FY 1999, OPM will lead an initiative to bring attention to the need for senior level accountability in addressing poor performance and will continue to assess the utility and effectiveness of these three new tools.

   Improvement in the level of satisfaction of HR Directors and Specialists with regard to instructional materials about identification and resolution of performance problems, as measured by a 2% increase over FY 1999 levels in the percentage of favorable ratings (or maintenance at 90% or higher) on the OPM customer survey. The level of satisfaction with regard to the timeliness and quality of information sharing on dealing with poor performance was 90% for HR Directors and 73.6% for HR Specialists in 1998.

The level of satisfaction with regard to the timeliness and quality of technical assistance in dealing with poor performance was 83.8% for HR Directors and 70.4% for HR Specialists in 1998.

Overall, the level of satisfaction of HR Specialists with the Guide for Supervisors was 78.4% in 1998.

Overall, the level of satisfaction of HR Specialists with the CD-ROM was 66% in 1998.

In FY 1999, OWR will review the results of the OMSOE special study on performance management (to be published in FY 1999) in order to determine future approaches to assisting supervisors and managers who are addressing performance problems in their organizations.

   Reduction in the perception that poor performance is tolerated in the Federal Government as measured by a 2% decrease in the percentage of unfavorable ratings in the annual Merit System Principles Questionnaire. This increase is an annual increment to reach the 5-year strategic target of a 10% decrease in unfavorable ratings.
The overall percentage of unfavorable ratings was 40% in the 1998 survey (reported out in FY 1999)

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		Highlight the importance of the administration’s emphasis on senior level accountability for addressing poor performance through publications and presentations.
		Implement new strategies for dissemination or improvement of those materials based on feedback from supervisory customers who utilized OPM’s multi-media informational materials.
		Develop standard informational packages on addressing poor performance for supervisors and managers, and encourage the use of these packages at OPM management training facilities and single-agency training facilities.
		Develop and distribute instructional material designed to assist human resources specialists in the technical requirements of performance-based actions, and in current third party case law impacting on this process.

		Increase over FY 1999 levels in the number of agencies that have implemented performance standards for senior level managers that address the process for identifying and resolving poor performance, as captured by an ERHSC survey. (Baseline data will be established in FY 1999.)
		Improvement in the extent to which instructional materials about identification and resolution of performance problems are available to Federal managers and supervisors, as measured by the creation and use of needed materials and by an increase in the number of hits on the poor performance home page. In order to address the need to provide information to supervisors and managers across the Government, in FY 1998, OWR developed a CD-ROM and Supervisor’s Guide entitled, Addressing Poor Performance, as well as a related web site. OWR also successfully conducted an extensive campaign to notify Federal agencies of the availability of these tools through the use of electronic and print media and by conducting numerous demonstrations for agency managers and personnel specialists. More than 9,500 visitors accessed the web site in 1998, and GPO reports 33,276 booklets and 11,182 CD-ROMs have been ordered as of 10/1/98. In FY 1999, OPM will lead an initiative to bring attention to the need for senior level accountability in addressing poor performance and will continue to assess the utility and effectiveness of these three new tools.
		Improvement in the level of satisfaction of HR Directors and Specialists with regard to instructional materials about identification and resolution of performance problems, as measured by a 2% increase over FY 1999 levels in the percentage of favorable ratings (or maintenance at 90% or higher) on the OPM customer survey. The level of satisfaction with regard to the timeliness and quality of information sharing on dealing with poor performance was 90% for HR Directors and 73.6% for HR Specialists in 1998. The level of satisfaction with regard to the timeliness and quality of technical assistance in dealing with poor performance was 83.8% for HR Directors and 70.4% for HR Specialists in 1998. Overall, the level of satisfaction of HR Specialists with the Guide for Supervisors was 78.4% in 1998. Overall, the level of satisfaction of HR Specialists with the CD-ROM was 66% in 1998. In FY 1999, OWR will review the results of the OMSOE special study on performance management (to be published in FY 1999) in order to determine future approaches to assisting supervisors and managers who are addressing performance problems in their organizations.
		Reduction in the perception that poor performance is tolerated in the Federal Government as measured by a 2% decrease in the percentage of unfavorable ratings in the annual Merit System Principles Questionnaire. This increase is an annual increment to reach the 5-year strategic target of a 10% decrease in unfavorable ratings. The overall percentage of unfavorable ratings was 40% in the 1998 survey (reported out in FY 1999)