FY 2000
Budget Justification/Performance Plan
|
U.S. Office of Personnel
Management FY 2000 |
SALARIES AND EXPENSES/GENERAL FUND
APPROPRIATION
OFFICE OF MERIT SYSTEMS OVERSIGHT AND EFFECTIVENESS
(dollar amounts in thousands)
(Office of Merit Systems Oversight &
Effectivness Information - OMSOE, available for the next 14 pages)
| Additional Information Available on the Next Page |  |
| RESOURCES | FY 1998 Actuall | FY 1999 Estimate |
FY 2000 Request | FY 2000 Change | ||||
| Obligations | $17,505 |
$19,444 |
$21,244 |
$1,800 |
||||
| Full-Time Equivalents | 185 | 198 | 212 |
14 |
The Office of Merit System Oversight and Effectiveness (OMSOE) assures that agency personnel management is conducted in accordance with the merit system principles and the civil service laws, rules, and regulations of title 5, U.S.C. It provides Governmentwide leadership, oversight, and workforce information to further merit system accountability; helps agencies develop, through demonstration projects and alternative personnel systems, innovative human resource management policies and programs that support agency missions; and serves as the central source for information on the Federal workforce.
In order to meet the above responsibilities, OMSOE recruits highly experienced human resource generalists, statisticians, and program analysts from other Federal agencies, as well as the private sector. When unique skills are required, or when work load demands exceed current staff capacity, it hires contractors to complement the work of permanent staff. The oversight and effectiveness mission requires knowledge of a wide range of human resource management areas as well as knowledge of management theory. These skilled OMSOE personnel must have the ability to research, analyze and evaluate technical regulatory material in addition to human resource programs for the purpose of evaluating agency systems and proposing alternative approaches. The workforce information mission requires information technology, statistical and analytical skills. It also requires a keen understanding of human resource related data elements to maintain and enhance the Central Personnel Data File system. Required core competencies for each employee have been identified and training and development are provided to meet those needs in OMSOE.
OMSOE has three priorities for FY 2000.
The first is the prevention of merit system abuses and the enhancement of human resources management in agencies through systematic oversight of agency systems and practices, including delegated examining. (OMSOE Goals 3A and 3B).
The second is ensuring that agency managers carry out their newly flexible and delegated personnel authorities in a meritorious way by helping agencies develop internal human resources management accountability systems. (OMSOE Goal 4).
The third is to modernize the Central Personnel Data File and related personnel records to improve the utility and accessibility of the information and to replace the employment history function now served by paper Official Personnel Folders. (OMSOE Goal 2).
Additional Information Available on the Next Page
Web Page Created 14 May 1999