The Federal Government will Become America's Model Employer for the 21st Century.
Recruit, Retain and Honor a World-Class Workforce to Serve the American People.
Human Resources and Security Specialists should use this tool to determine the correct investigation level for any covered position within the U.S. Federal Government.
OPM’s Human Resources Solutions organization can help your agency answer this critically important question.
Developing senior leaders in the U.S. Government through Leadership for a Democratic Society, Custom Programs and Interagency Courses.
Visit this federal site to search for our regulatory notices, proposed and final rules.
See the latest tweets on our Twitter feed, like our Facebook pages, watch our YouTube videos, and page through our Flickr photos.
The content available is no longer being updated and as a result you may encounter hyperlinks which no longer function. You should also bear in mind that this content may contain text and references which are no longer applicable as a result of changes in law, regulation and/or administration.
The National Personnel Records Center in St. Louis, Missouri is the largest single component of the National Archives and Records Administration (NARA). The Center is grappling with an awesome task-to reengineer a paper-intensive, individually-oriented work process into one facilitated by teamwork and technology. This article is the beginning of a series that presents an in-depth study of their efforts.
The Center maintains the records of former civilian Federal employees who retired within the past 150 years, as well as the personnel and medical records of nearly all former members of the United States military service who served during the 20th century. The Military Personnel Records section alone answers over 1.7 million requests for information annually.
NARA's customer service goal is to provide ready access to essential information through timely customer service. In recent years, a number of events sparked an increase in the volume of the Center's work, making it difficult for the Center to reach this goal. These events include: Government downsizing; special projects such as Agent Orange claims and Gulf War Syndrome studies; and media-generated interest. At the same time, the Center downsized by about 15 percent, losing many of its most experienced and knowledgeable employees.
In addition to the added workload, the Center continues to carry out reference services much the same way it was done in the 1950s, that is, mostly without the technological efficiencies made possible by the information technology revolution. As a result, the Center's case backlog and processing times reached unacceptable levels. The Center's management recognized that only through radical and dramatic redesign of the case reference process could the Center meet its customer service goal.
Business process reengineering began in the summer of 1997 with the establishment of the Project Respond Team–comprised of a project manager and five other full-time employees from the regular work force. This team developed plans for changes in the way that customer requests are processed, making greater use of information technology, and better, more efficient use of its human resources, including the use of teams.
The Center's vision for improving its work process includes:
The Center's vision for improving its performance using enhanced technology includes:
The Center's vision for making maximum use of its human resources includes:
The implementation phase of the project began in June 1998 and will take 3-5 years to complete. Future articles in this newsletter will follow the Center's progress in developing its teams and improving its technology and work processes.
Back to Top