 |
U.S. Office of Personnel
Management FY 2000 |
EMPLOYMENT SERVICE
ANNUAL PERFORMANCE GOALS FOR FY 2000
BY STRATEGIC PLAN GOAL AND OBJECTIVE
|
U.S. Office of Personnel
Management FY 2000 |
EMPLOYMENT SERVICE
ANNUAL PERFORMANCE GOALS FOR FY 2000
BY STRATEGIC PLAN GOAL AND OBJECTIVE
The Employment Service (ES) performs major core functions that OPM is required by law to provide to agencies. These functions include policy leadership and technical advice and assistance in Federal employment information, selection and promotion, delegated examining, training and assistance, testing, workforce restructuring, Veterans’ employment issues, and affirmative recruiting programs. Also, as co-chair of the Human Resources Technology Council (HRTC), ES helps agencies collaborate on the Governmentwide effort to streamline and automate human resources management functions. ES performs certain other core functions which are funded through a mix of appropriated and reimbursable funds (e.g., USAJOBS, Presidential Management Intern program, Administrative Law Judges); goals for these programs are described in the Revolving Fund section of this FY 2000 Annual Plan and Budget Justification.
In order to meet these responsibilities, ES has designed and implemented a capacity model that reflects core competencies and skills needed to carry out our mission. Based on this model, skilled individuals are recruited from a variety of sources including highly-experienced public sector human resource specialists and managers from other Federal, State & local agencies, leading graduates from a diverse cross section of colleges and universities, and private sector candidates from across the nation. In addition, ES utilizes a contingent workforce of temporary and term employees, and experienced staff from other agencies, who can offer operational experience to supplement our existing professional staff in areas where we are designing new and innovative policy. As needed, ES contracts with leading private sector companies and contractors to provide functional and technical expertise in application development, Y2K compliance, operational support, and other areas.
All existing ES automated systems have been upgraded to the new agency standards for Y2K compliant applications and internal systems needed to manage the nationwide network of Service Centers are being streamlined, refined, and upgraded. ES utilizes a number of systems to accomplish the delivery of human resource services and the management of program information.
ES has identified three priorities for FY 2000, the first of which will be to design a model for workforce planning, analysis, and forecasting. Agencies must prepare to deal with future potential crisis (e.g., the aging workforce & Y2K) that could be averted through proper workforce planning. As part of this model, an automated tool will support data-driven HR strategies and decision making in agencies and enable users to profile agency-specific needs (e.g., by occupational series, required competencies, race, national origin, and gender) and conduct "what if" scenarios, projections, and analyses. Results of this initiative will support effective succession planning in agencies and enable them to select from a diverse pool of applicants for mission-critical occupations. (ES Goal 8)
The second ES priority will be to redesign the Government’s qualification standards to use the Department of Labor/OMB Standard Occupational Classification (SOC) as the organizing framework. This will align public and private occupations for the first time. The revised qualification standards will be integrated with competency-based approaches to examining and
other human resource functions. The result will support a seamless coordination of selection, career development, and job mobility programs. (ES Goal 3)
The third priority is to ensure that agencies are carrying out their delegated
examining responsibilities in accordance with law and regulation, the Employment Service
provides support to, and regularly recertifies, each operating Delegated Examining Unit
(DEU) to ensure that agency DEU staff are fully trained. ES will take an aggressive look
at each of the DEU’s, in conjunction with the Office of Merit Systems Oversight and
Effectiveness, to ensure proper and effective operation.
(ES Goal 14)
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): $13,508 | Full-Time Equivalents: 80 |
[Includes $2,000 for the development of recruitment, selection, training and retention strategies for information technology occupations.]
OVERALL HUMAN RESOURCES
MANAGEMENT
|
| ES Goal 1: FY 1999/2000 |
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. |
In FY 1998, ES completed a review of all employment policies and programs and identified useful staffing flexibilities requiring legislation as part of the OPM Director’s HRM ‘98 Initiatives effort. This effort, which provided a framework for evaluating policies and systems across OPM, had two consequences: 1) the goal established in the FY 1999 Annual Plan to review all employment policies by the year 2000 was accomplished in FY 1998; and 2) the value of continuously working closely with agencies and other stakeholders (who played a significant role in the development of the HRM ‘98 Initiatives package) was integrated into future policy review indicators in ES. ES policy development initiatives for FY 2000 clearly focus policy development efforts on meeting agencies needs for increased flexibility and speed in hiring and internal placement processes, while still ensuring that agencies are able to operate within the merit system that underpins the civil service.
In addition, ES has established three specific goals (ES Goals 3-5) that cover major policy and program initiatives that were identified in the FY 1998 policy review process. These three goals are: 1) Redesigning the Qualification Standards, 2) Integrating and streamlining the three existing workforce restructuring programs, and 3) Revising the merit promotion process. Work on these three initiatives began in FY 1998 and will continue in FY 1999, FY 2000 and beyond. The first of these goals, Redesigning the Qualification Standards, is an ES priority initiative for FY 1999/2000.
Additional Information Available on the Next Page
Web Page Created 14 May 1999