FY 2000
Budget Justification/Performance Plan
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U.S. Office of Personnel
Management FY 2000 |
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| WCPS Goal 11: FY 1999/FY 2000 |
Agencies are provided assistance and advice in developing employee performance management systems that meet the requirements of the Government Results and Performance Act and are used to support and reward accomplishment of agency strategic goals. |
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Assist in conducting the FY 2000 Total Compensation Conference and distribute guidance materials to share best practice experience and discuss emerging issues and trends, with particular emphasis on using all processes of employee performance management to improve individual and organizational performance. | ||||||
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Provide policy interpretation, guidance and assistance through distribution of newsletters and reports, timely responses to customer inquiries, and effective support of Administration initiatives. | |||||||
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An increase in the level of HR Specialists’
satisfaction with OPM’s information sharing about performance appraisal and incentive
awards policies 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 HR Specialists’ baseline satisfaction
levels, as measured by the 1998 OPM Customer Satisfaction Survey were as follows:
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End-of-conference surveys indicate that there is
a perception of appropriate balance of technical guidance and program innovations. Successfully conducted the 1998 Performance Management Conference and distributed guidance materials to over 300 human resource managers. In FY 1999, develop performance management-related program segments for the Total Compensation Conference. The 1998 Performance Management Conference received an overall evaluation of 4.4 on a five-point scale in the end-of-conference survey of 106 participants. Eighty percent said that the conference met their needs, and 92 percent said that the presentation materials were useful. |
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Performance
management products address features and explain the five fundamental processes of
performance management (planning, monitoring, developing, rating, and rewarding
performance). In FY 1998, WCPS issued Questions and Answers about Performance Management and Performance Appraisal for Teams. In FY 1999, issue overview papers on evaluating appraisal programs and "Performance Appraisals for Teams." |
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Agencies
are satisfied with the advice WCPS provides on employee and group performance issues,
including aligning performance elements in employee performance plans with organizational
goals, providing feedback to employees on individual and group performance against
established goals, analyzing employee training and development needs and providing
training and development opportunities that support the needs of the organization, rating
employee performance against established elements and standards, and rewarding individuals
and groups who achieve individual and organizational goals. This is demonstrated by the
response to a question on the 2000 OPM Customer Satisfaction Survey. In FY 1998, conducted 8 successful one-day interactive workshops on developing employee performance plans to support accomplishment of organizational goals. Post-workshop customer surveys indicated that at each workshop at least 75 percent of participants rated the overall presentation at least a four on a five point scale. In FY 1999, issue a handbook, "Measuring Employee Performance," which emphasizes the development of employee performance plans that support the accomplishment of organizational goals. |
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Additional Information Available on the Next Page
Web Page Created 14 May 1999