OPM Seal U.S. Office of Personnel Management

FY 2000
Budget Justification/Performance Plan

(Workforce Compensation & Performance Service continued)

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COMPENSATION, CLASSIFICATION, AND BENEFITS
  • By the year 2002, propose legislative changes to achieve a modernized performance-oriented system of total compensation including establishing the value of jobs/work/performance; setting and adjusting basic pay; designing and delivering variable pay; and establishing and ensuring appropriate earned benefits — that can adapt to a variety of missions, structures, labor markets, and work technologies and can keep total costs apparent to managers who are held accountable for managing those costs.
WCPS Goal 2: Options for performance-oriented approaches to total compensation in the Federal government are formulated and vetted among stakeholders so that consensus legislative proposals can be drafted and forwarded for action.
Means Blue Arrow Head  Conduct comprehensive research on best practices in compensation systems, techniques, and practices to find compensation tools that can be utilized within the Federal government, through review of academic and professional literature, and attending conferences and symposia.
Blue Arrow Head  Throughly canvass all Federal stakeholders to understand the range of views on compensation issues and to determine which elements of the current structure are identified as needing change through such means as surveys and focus groups.
Blue Arrow Head  Conduct a Total Compensation Conference, incorporating pay, position classification, and performance management themes and utilizing panels of Federal stakeholders and compensation experts in order to summarize the findings for a wider audience.
    
Indicators/Performance Results Blue Arrow Head   OPM develops and disseminates a comprehensive picture of state-of-the-art compensation practices.

In FY 1998, established the Total Compensation Policy Center (TCPC) to carry out OPM’s strategic goal of developing legislation by:

  • researching current practices and innovations in pay, benefits and other forms of compensation in the Federal government, state and local governments, the private sector and foreign governments;
  • gathering views throughout the Federal government about changes in compensation practices that would help us recruit and retain the high quality workforce necessary to meet the challenges of the future; and
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  • working with stakeholders throughout the Federal government to fashion comprehensive proposals for a comprehensive system that ensures equity while providing organizations the tools necessary to meet future challenges.
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Blue Arrow Head   Federal stakeholders indicate their satisfaction with the opportunity to express views and opinions to OPM on its total compensation efforts.

In FY 1998, began process of disseminating to Federal stakeholders information about the TCPC program by speaking at Governmentwide forums.
Blue Arrow Head   The Total Compensation Conference is shown by end-of-conference surveys to have satisfied participants’ expectations for the level and type of information provided to help them understand developing issues in Federal compensation.

In FY 1999, we plan to conduct the first Total Compensation Conference, so baseline data does not yet exist.

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Web Page Created 14 May 1999