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OPM takes strategic planning process public

By Alyssa Rosenberg arosenberg@govexec.com July 28, 2009

The Office of Personnel Management will offer up for public comment its proposed strategic plan, a process that could help determine a reorganization of the agency's components, OPM Director John Berry said on Tuesday.

"We're going to post this on the Web site and everybody at OPM, as well as everybody in the world, is going to be allowed to have access for four weeks," Berry said. "We'll take all of that input and get back together again, reconsider all of that ... but the idea is by Oct. 1 to have a blessed, sealed and approved strategic plan."

OPM technology will let the public track debate on the plan during the month it is available for comment online, Berry said. The Office of Management and Budget and Congress must approve the agency's strategic plan as part of a review process that occurs every five years by law.

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Berry said that the Oct. 1 goal would enable OPM to develop implementation plans during the first quarter of fiscal 2010 for the strategic plan's various components.

The strategic plan includes efforts that Berry already has outlined, including reforming the hiring process and improving agencies' employment of veterans. But on Tuesday Berry also emphasized the need to build a more effective retirement processing system and to honor federal retirees as part of a larger effort to improve the reputation of public service.

In addition, he said the decision to put the plan online was part of a goal to improve communication with the public, and with OPM employees.

"We're trying to make this user-friendly so you might actually read it, you might actually remember it," he said. "Not only us, but our customers might read it and recognize what we're about."

Berry said the efforts he first discussed in June to realign OPM's components to help the agency better meet its mission would not begin until the strategic planning process was complete, and the agency's goals were clear. He has not discussed a reorganization in detail yet, but some senators have said they would like OPM to re-establish an office dedicated to the training, development and diversity of the Senior Executive Service. The office was disbanded during a 2003 agency reorganization.

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COMMENTS

  • I'll be interested to see what Mr. Berry believes the primary function/purpose of OPM to be. OPM has already proven that it can't lead without demonstrating that it can enforce the "philosophy" it espouses. HR has spent the last decade or so without government-wide leadership; CIP abuse, NSPS, and some other bizare things have resulted. Changing a program item here and there isn't going to "reinvent" OPM's role or restablish OPM's credibility. I like the idea of OPM consulting its own employees. I'd like to see OPM consult with Federal HR professionals. Then again, I'd like to see OPM figure out it's role in the Federal Government and do something (anything) to give managers and HR professionals a few details on how the President would like us to manage our people programs.
    jane medina Posted August 3, 2009 8:29 AM
  • I commend Berry for trying - hopefully something good will come out of this no matter how small. OPM has turned it's back on the Civil Servant when it comes to service. No longer can one walk into an HR office to apply for a job, inquire about qualifications for promotions, or just general help. Everything is automated to the point that there is no human interaction between the employee and OPM. As we have all found out the electronic hiring process is proof. CPOL is a joke - go to the CPOL website under PERMISS and TRY to find an easy link to a topic. Put in your resume and HOPE that you can match the "magic words" the computer will pick out to see if you are qualified - never mind that you are currently in the job doing the work! My hope is that Berry can find a balance between the electronic systems now in place, the CPAC offices that keep getting reorginized every two years, and a human interaction between HR and employees/prospective employees. I do believe that the SCEP & STEP appts are great - but should be capped at GS-07. The career intern program is great, but seems to be limited to hard-to-fill positions. Train managers to use it right. My opinion is to find where the bottlenecks are in the system and address them first. Contract out the security clearance process that takes 6-9 months or longer. Streamline the hiring process - it used to take 3-6 weeks before we could even make a job offer after selection! Our office worked with our CPAC/CPOC and Security offices - we have the process down to 3-4 weeks from close of advertisement to first day of work. It takes communication between all parties. Hopefully Berry will heed what he hears back.
    MED Posted August 3, 2009 7:46 AM
  • I met Mr. Berry earlier this week, and I believe he is sincere. He seems to have a lot of energy, so I don't believe his enthusiasm is forced, as TDK says. Mr. Berry is like a breath of fresh air. OPM and the Federal HR process both need an overhaul. My best wishes for Mr. Berry's success.
    Angela Posted July 31, 2009 6:22 PM
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