Appendix A-13: Office of the Director

FY 2000 Performance Report
Goal & Performance Indicators Checklist

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OD Goal -- M

Shape the Administration’s direction on Federal human resources policy issues.

M High levels of agency HR Directors’ satisfaction with 1) OPM’s HR policy leadership, and 2) their opportunity for involvement, as measured by informal feedback and by continuing increases (or maintenance at 80% or higher) in the percentage of favorable ratings in the CSS.

Informal feedback from HR Directors indicates that they continue to be pleased with the steps OPM has taken to involve agencies at early stages of policy development and action planning for new initiatives, and the changes made in FY 1999 to the format of the meetings of the HRMC. In FY 2000, an off-site strategic planning meeting of all members of the HRMC Executive Committee was held to identify the most critical HRM issues facing the Federal Government, and four subcommittees were chartered to create specific action plans to address these issues. These subcommittees were co-chaired by members of the HRMC and the key executive at OPM for the issue area. As a result, shared action plans have been developed or are underway.

The HR Directors’ baseline satisfaction levels are listed in the sections of this report covering the individual OPM programs.

M Specific program accomplishments that contribute to the effective strategic human resource management of the Federal workforce and implementation of specific Administration priorities. [Critical indicator]

OPM had a strong record of achievement for FY 2000 on specific HRM initiatives. The actions to advance health care for the Federal family, including the Long-Term Care Security Act, premium conversion, implementation of the Patients’ Bill of Rights, mental health and substance abuse parity, and the Expanded Sick Leave program, are among the most significant changes made in Federal benefits in recent years. Other accomplishments have placed the Government in a strong position the meet the recruitment, retention, and management challenges of the 21st century. For example, the President’s memorandum to establish the Human Resources Management Council (HRMC) and to require alignment of HR with strategic planning in agencies, OPM leadership in developing new workforce planning tools, the Career Intern Program Executive Order, the child care assistance program, regulations to implement student loan repayment, new guidance to support effective diversity recruitment, revised SES performance management regulations, and the recommendations of the President’s Task Force on Training Technology.