Archive

Reinventing Human Resource Management

Appendices

A. Summary of Actions by Implementation Category

(1) Agency heads can do themselves

HRM01.5 Abolish the time-in-grade requirement. Create a general qualifications framework that permits agencies to augment or modify qualification standards for both internal and external placement actions.

HRM01.7 Create a governmentwide employment information system to inform the public of job opportunities. Coordinate the development and operation of common automated systems to facilitate agency staffing policies and operations.

HRM04.2 Encourage agencies to establish productivity gainsharing programs called Federal Performance Sharing to support the reinvention and change effort.

HRM05.2 Develop a culture of performance that supports supervisors' efforts to deal with poor performers.

HRM05.3 Improve supervisors' knowledge and skills in dealing with poor performers.

HRM06.2 Give agencies the flexibility to use savings realized from reinvention to increase their investment in employee training and development.

HRM07.4 Allow employees to use sick leave to care for dependents.

HRM07.5 Give returning employees credit for previously accrued unused federal sick leave.

HRM08.2 All agencies should establish alternative dispute resolution (ADR) methods and options for the informal disposition of employment disputes.

HRM10.2 Require appropriate cross-training for human resource management professionals.

HRM11.1 Create and reinforce a corporate perspective within the Senior Executive Service that supports governmentwide culture change.

HRM11.2 Promote an agency corporate executive level succession planning model.

HRM11.3 Enhance voluntary mobility within and between agencies for top senior executive positions in government.

HRM12.2 Replace the Federal Personnel Manual and agency directives with automated personnel processes, electronic decision support systems, and manuals tailored to user needs.

HRM12.3 Identify and develop useful accountability measures that can be automated.

HRM14.4 Expand outplacement services.

(2) President, Executive Office of the President, or Office of Management and Budget can do

HRM07.1 Implement family-friendly workplace practices while continuing to ensure accountability for quality customer service.

HRM08.1 Eliminate jurisdictional overlaps.

HRM09.1 Charge all federal agency heads with the responsibility for ensuring equal opportunity and increasing integration of qualified women, minorities, and persons with disabilities into all levels and job categories, including middle and senior management positions.

HRM10.1 Establish an Interagency Equal Employment Opportunity and Affirmative Employment Steering Group under the joint chair of EEOC and OPM.

HRM10.3 Combine all equal opportunity and affirmative employment reports into one comprehensive assessment of the total workforce EEO/AE data.

HRM10.4 Modify the Central Personnel Data File to enable total automation of the EEO/AE data reporting requirements.

HRM12.1 Phase out the entire Federal Personnel Manual and all agency implementing directives.

HRM13.1 The President should issue an Executive Order that identifies labor-management partnership as a goal of the executive branch and establishes the National Partnership Council.

(3) Requires legislative action

HRM01.1 Authorize agencies to establish their own recruitment and examining programs. Abolish central registers and standard application forms.

HRM01.2 Allow federal departments and agencies to determine that recruitment shortages exist and directly hire candidates without ranking.

HRM01.3 Reduce the number of competitive service appointment types to three.

HRM01.4 Permit nonpermanent employees to compete for permanent positions under agency procedures for internal placement.

HRM01.6 Eliminate all statutory rules on detailing employees to temporary assignments.

HRM02.1 Remove all grade-level classification criteria from the law while retaining the 15-grade structure.

HRM02.2 Provide agencies with flexibility to establish broadbanding systems built upon the General Schedule framework.

HRM02.3 Modify the standard 15-grade classification system that applies to those employees not covered by a broadbanding system.

HRM02.4 Provide agencies under the standard 15-grade system with additional flexibilities in setting base pay rates.

HRM02.5 Establish reporting requirements that apply to both the modified standard system and any broadbanding system.

HRM03.1 Authorize agencies to design their own performance management programs.

HRM04.1 Authorize agencies to develop their own incentive programs.

HRM05.1 Reduce by half the time required to terminate federal managers and employees for cause. Make other improvements in the systems for dealing with poor performers.

HRM06.1 Deregulate training and make it more responsive to market sources.

HRM07.2 Provide telecommunications and administrative support necessary for employees participating in flexiplace and telecommuting work arrangements.

HRM07.3 Expand the authority to establish and fund dependent care programs.

HRM07.6 Expand the demonstration project authority to allow projects on employee benefits and leave.

HRM07.7 Reauthorize voluntary leave transfer/bank programs.

HRM14.1 Provide departments and agencies with the authority to offer separation pay.

HRM14.2 Decentralize the authority to approve early retirement.

HRM14.3 Authorize departments and agencies to fund job search activities and retraining of employees scheduled to be displaced.

HRM14.5 Limit annual leave accumulation by senior executives to 240 hours.

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