FY 2000
|
U.S. Office of Personnel
Management FY 2000 |
SALARIES AND EXPENSES/GENERAL FUND APPROPRIATION
WORKFORCE COMPENSATION AND
PERFORMANCE SERVICE
(dollar amounts in thousands)
(Workforce Compensation & Performance
Service Information for the next 13 pages)
| Additional Information Available on the Next Page |  |
| RESOURCES | FY 1998 Actual |
FY 1999 Estimate | FY 2000 Request |
FY 2000 Change |
||||
|---|---|---|---|---|---|---|---|---|
| Obligations | $6,361 |
$7,659 |
$7,659 |
--- |
||||
| Full-Time Equivalents | 63 |
74 |
74 |
--- |
|
|||
DESCRIPTION OF ACTIVITY
Workforce Compensation and Performance Service (WCPS)
encourages innovative thinking and long-range planning about the forms, delivery, and cost
management of both direct and indirect compensation for Federal employees in the 21st
century; and promotes results-oriented performance management and recognition in support
of reinvention, the Results Act, and performance-oriented organizations.
WCPS comprises the programs responsible for performance management and incentive awards, classification, compensation strategic planning and policy, and pay and leave administration. It includes a new Total Compensation Policy Center, which links the systems for classification, compensation, and performance management with the Government’s management systems, with the objective that the Government’s investments in people and in their compensation work together for performance and results. For administrative purposes, WCPS also includes the Federal Prevailing Rate Advisory Committee.
In order to meet these responsibilities, WCPS recruits highly-experienced human resource specialists and managers from other Federal agencies who have hands-on experience in supervising and operating performance management, classification, and compensation programs. As needed, it hires contractors who are applications experts to upgrade or replace automated systems. All existing automated systems are being upgraded to the new agency standards for Y2K-compliant applications, and employees are being trained in-house in the new standards and applications. Major projects are controlled and monitored with an automated project tracking system, and required core competencies for each employee have been identified.
The Workforce Compensation and Performance Service has identified three priorities for FY 2000.
The first, total compensation design (WCPS Goal 2), will establish a new performance-oriented system for determining the value of work, setting and adjusting basic pay, and ensuring appropriate earned benefits for all Federal employees in a highly flexible structure to adjust to rapidly
changing mission needs, technologies, and labor markets so that total costs are readily apparent and the Federal government is a market-competitive employer;
The second is the continued development of job classification family standards (WCPS Goal 7), which, in compliance with Partnership for Reinventing Government initiatives, will reduce the total number of job classification standards, increase flexibilities, and decrease the number of classification appeals; and,
The third priority is the administration of current compensation systems (WCPS Goal 3), including the General Schedule and related pay systems, the Federal Wage System, and the Nonforeign Area Cost-of-Living Allowance Program, so that Federal employees continue to be paid in an efficient, accurate, and timely manner.
Additional Information Available on the Next Page
Web Page Created 14 May 1999