FY 2000
Budget Justification/Performance Plan
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U.S. Office of Personnel
Management FY 2000 |
(Workforce Compensation & Performance Service 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): $7,154 |
Full-Time Equivalents: 68 |
OVERALL HUMAN RESOURCES MANAGEMENT
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| WCPS Goal 1: | 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. |
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WCPS organized its review of policies and programs by
establishing a 3-year review of major policy areas. In FY 2000, all areas will have been
reviewed and changes needed to promote a merit-based and cost effective Federal service
identified. Policies scheduled for review each year include the following:
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Necessary changes in law or regulation to promote a merit-based and cost-effective Federal service are developed based on the results of the second year (FY 1999) of the 3-year comprehensive review of compensation, position classification, and performance management policies and programs. | |||||||||||||
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Issue a Federal Register notice or other document indicating OPM’s intent to conduct a review of selected Governmentwide compensation, position classification, and performance management policies and programs; seek comments on specific policies and programs in an effort to identify possible legislative and regulatory changes; distribute copies widely through electronic means. | |||||||||||||
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Seek involvement of existing stakeholder groups, such as the President’s Management Council (as appropriate) and the Planning Committee and Compensation Network of the Interagency Advisory Group, in identifying needed changes. | |||||||||||||
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Issue a report to the Director of OPM on the results of each phase of the review, including changes identified by stakeholders. | |||||||||||||
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In consultation with existing stakeholder groups, reach agreement with key stakeholders on changes needed in specific General Schedule pay-setting and basic pay administration policies and programs. | |||||||||||||
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Publicize consensus reached among stakeholders through electronic and other means. | |||||||||||||
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Develop specific legislative and regulatory proposals to carry out agreements reached. | |||||||||||||
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An increase in the level of agency HR
Directors’ satisfaction with OPM’s compensation, position classification, and
performance management policy leadership, 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 level of
satisfaction as measured by the 1998 OPM Customer Survey was as follows:
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A report to the Director is issued on each phase
of the scheduled policy review. Key results of the FY 1998 policy and program review were as follows: WCPS discussed with stakeholders the need for greater flexibility in administering the General Schedule (GS) pay system. A general consensus was reached that one way to accomplish this goal would be to authorize Federal agencies to establish broadbanding systems covering GS positions. Within broadbanding systems, agencies would be permitted to establish their own policies governing such matters as (1) how pay is set or administered upon initial appointment or change of position or type of appointment, (2) how general pay increases are granted to individual employees, and (3) how individual employees progress through the pay range. Other ideas for changing GS pay-setting and basic pay administration policies and practices that developed out of OPM’s FY 1998 review include (1) proposals to make recruitment and relocation bonuses and retention allowances more flexible (resulting in the issuance of interim regulations in June 1998) and (2) a legislative proposal to address pay anomalies relating to the interaction of special rates and locality pay (transmitted to Congress in July 1998). WCPS also developed a legislative proposal in FY 1998 to simplify the way Federal firefighters are paid. This legislation was enacted by Congress and signed by the President on October 21, 1998. In FY 1999, WCPS will continue to consult with stakeholders to develop a proposal to give Federal agencies greater pay-setting and basic pay administration flexibility through broadbanding. We will expand our review to include allowances, differentials, premium pay, and hours of work policies, and we will improve our rate of positive responses in the agency customer satisfaction survey. |
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An increase in the level of agency HR
Directors’ satisfaction with their opportunity for involvement with the compensation,
position classification, and performance management policy making process, 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 level of satisfaction as measured by the 1998 OPM Customer Survey was as follows:
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Specific legislative and regulatory proposals
which reflect broad consensus among stakeholders are developed. Since FY 1998 was the first year of WCPS’ 3-year review of compensation policies and programs, we did not identify a comprehensive package of changes to be made in FY 1998 as a result of that review. However, some proposals were developed during FY 1998, including more flexible retention allowance provisions and legislative changes designed to improve the interrelationship between special salary rates and locality pay. In FY 1999, WCPS will work with Congress to develop solutions to existing concerns dealing with locality pay and special salary rate anomalies. In FY 1999, OPM will develop proposals to encourage greater pay-setting flexibilities through broadbanding. |
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Web Page Created 14 May 1999