FY 2000
Budget Justification/Performance Plan
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U.S. Office of Personnel
Management FY 2000 |
(Office of Workforce Relations continued)
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EMPLOYEE AND LABOR
RELATIONS
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| OWR Goal 5: FY 1999/2000 |
Liaison activities are conducted with administration and agency officials and Federal labor organizations in order to maintain and enhance agency ability to deal effectively with labor relations matters in a manner consistent with OPM policy and objectives. |
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Coordinate the Interagency Group Network on Partnership and Labor-Management Relations and share information on Governmentwide policies and practices in labor-management relations. |
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Regularly consult at the national level with agency officials and labor organizations in the development of human resources policy and on Governmentwide rules, regulations, and binding directives that affect conditions of employment. | |
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Improvement in the extent to which information
on developing labor relations case law, trends, and best practices in working with labor
organizations is disseminated, as evidenced by:
72% of survey respondents rated the timeliness of Significant Cases in the Very Good to Excellent range. 93% of respondents rated the accuracy of the publication in the Very Good to Excellent range and 96% of the respondents rated the usefulness of the publication in the Very Good to Excellent range. In FY 1998, OWR focused its efforts on the development of a fully automated information system on the Federal collective bargaining program with capacity to collect, analyze, and disseminate useful information and analysis on union recognition, collective bargaining agreements, and arbitration decisions. OWR took the first steps toward making this collective bargaining information system available to Federal agencies, unions and the public through the world wide web. This effort and others to assist Federal agencies and unions will be completed in FY 1999, and OWR will publish a report on Union Recognition in the Federal Government. |
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Improvement in agency HR Directors’
satisfaction with LR policy leadership and their opportunity for involvement in the LR
policy-making process, as measured by a 1% increase in the percentage of favorable ratings
over FY 1999 levels (or maintenance at 90% or higher) on the OPM customer survey. In FY 1998 the overall percentage of satisfaction with policy leadership was 80.6%. In FY 1998 the overall percentage of satisfaction with opportunity for involvement was 88.9%. |
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Improvement in the level of satisfaction of
agency HR Directors and Specialists with regard to LR information sharing and technical
assistance, as measured by a 2% increase over FY 1999 levels in the percentage of
favorable ratings for each in the OPM customer survey. The level of satisfaction with regard to the timeliness and quality of LR information sharing was 71.5% for HR Specialists in 1998. The level of satisfaction with regard to the timeliness and quality of LR technical assistance was 65.6% for HR Specialists in 1998. |
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Labor organizations and agency officials are regularly informed of proposed Governmentwide human resources policies and regulations and their recommendations are considered in their development. All statutory consultation requirements are met. | |
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Improvement in employees’ perception that
employees are treated fairly and equitably, as measured by a 2% 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 10% increase in
favorable ratings. The overall 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