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Washington, D.C. -- U.S. Office of Personnel Management (OPM) Director Linda M. Springer today announced nineteen goals were met from the agency's Strategic and Operational Plan during the month of September, three of which were achieved ahead of schedule. Springer credited the OPM staff for their continued achievement in meeting all established monthly targets.
"I continue to take pride in the fact that OPM's employees are working hard to meet the goals we have set for ourselves," Director Springer said. "We're achieving positive results for our agency, the Bush Administration, and the American people."
One of the most significant accomplishments last month was the creation of a comprehensive catalog of Federal Government-offered professional development programs. Now available on the OPM website, the catalog features a library of leadership development and training programs offered by numerous departments and agencies to help expand the leadership skills of current and future managers, supervisors, and executives throughout the Federal government.
OPM also achieved its goal of implementing a 45-day hiring model for all Federal agency hires. Currently, 67% of hires are made within 45 days, with 24 agencies reporting. To continue improvement efforts, OPM has conducted hiring flexibilities training for agencies across the country, showcased successful practices in reducing time to hire, and developed a hiring makeover toolkit. The hiring makeover toolkit enables agencies to review their hiring process in order to streamline and reengineer toward the 45-day model.
Other goals met for September include:
· Evaluate and update OPM educational curricula for relevance and effectiveness in the current human resources environment
· Make final 90 percent of initial retirement benefits in 30 days
· Complete and mail notice in 10 working days for 80 percent of subsequent change requests
· Answer 85 percent of general inquiries within 72 hours
· Work with Federal agencies to ensure Senior Executive Service (SES) performance appraisal systems focus on goal achievement
· Set guidelines for managerial development
· Have written succession plans in place at 15 Chief Human Capital Officer (CHCO) agencies
· Set targets for closing competency gaps in the Human Resources Management Specialist occupation
· Implement a human capital accountability system, including compliance with merit system principles, laws, rules, and regulations in accordance with OPM standards, at eight CHCO agencies
· Implement a professional development program for OPM employees
· Implement the group employee incentive Human Resources Products and Services division pilot program in the Center for Talent Services
· Implement performance standards for OPM common services
· Maintain agency prompt payment performance at 98 percent; improve divisional performance (non-Investigative Services) 10 percent
· Implement new common services methodology
Other goals achieved ahead of schedule this past month include:
· Identify at least one initiative per year to partner with unions and employee advocacy groups and implement beginning in 2006
· Respond to routine media inquiries within two hours 95 percent of the time.
· Support Administration Strategies to address pandemic influenza threats.
For a complete copy of OPM's Strategic and Operational Plan, please visit http://www.opm.gov/strategicplan/index.asp.
Our mission is to Recruit, Retain and Honor a World-Class Workforce to Serve the American People. OPM supports U.S. agencies with personnel services and policy leadership including staffing tools, guidance on labor-management relations and programs to improve work force performance.