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2010 Draft Strategic Plan

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7/31/2009
What We Do (page 3)
The 7th bullet says "effective and efficient," which would imply evaluation. But most of the strategic plan indicators then rely on annual surveys, rather than outcomes. It would be truly innovative to see OPM pushing the agencies towards more rigorous measurement of results.
7/31/2009
NSPS
As a superviosr with the fedral system I have found out that, employees under NSPS tend to come in to get the 5% increase in wages on the transfer, only to move on a year os so later to get the next 5% increase. This is particularly true for employees who do not get beyond a "3" or are, in other words, not going over above and beyond their PD requirements. This creates a revolving door for us. Also, the supervisory time required to monitor employees under NSPS I think outweight its benefits.
7/31/2009
Overall Report
If this is a New Day for Federal Service based on the contents of this report... not much will be happening and unfortunate the leadership dearly missing in Human Capital will be absent during this Administration.
7/30/2009
Page 5, Strategies, Item 1, Bullet 3. Improving USAJOBS and integrating other components of the on-line hiring system to create a world-class experience for job seekers and agency recruiters
The success of this goal is critical for obtaining college students and mid-career professionals, like myself. It is imperitive that the Army CPOL website, the Navy website, the IRS, and Bureau of Land Management website become integrated with USAJobs.com. With out this integration, you send an inconsistent theme and message.
7/30/2009
Merit system Principles (Page 7)
I think that the equal pay for work of equal value is not a good principle for the Federal Government. The system has not worked in industry, in state and city government, and it won't be equitable in the Federal sector. It leads to paying people higher than the value of the job because they are of a certain gender. There are other ways of rewarding employees rather than overpaying them for what they do.
7/30/2009
Page 7. Strategies:
Add Paragraph 2. Improve Disabled Veterans Affirmative Action Program (DVAAP) Plans. - Holding agencies accountable for providing the maximum employment and job advancement opportunities for disabled veterans as well as certain veterans of the Vietnam era and of the post-Vietnam era who are qualified for such employment and advancement.
7/30/2009
Strategy #2, bullet #1, page 14
Before OPM embarks on a plan to drive agencies to close leadership competency gaps, we, as an agency, should begin to practice it ourselves. Succession planning does not exist throughout OPM and developmental opportunities are very limited. We speak of being the model agency, but outside agencies notice we don't practice what we preach.
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