The FLRA has released a strategic plan for the next three years, focusing on resolving labor-management disputes in a “timely, high-quality and impartial manner.”
This is to include establishing timeliness and quality goals, regular progress reviews, and keeping parties “informed of what they can generally expect with respect to FLRA case processes in terms of timing, steps, etc.”
Other areas of focus include outreach and other services designed to help prevent disputes from turning into formal grievances, greater use of alternative dispute resolution when cases are brought, and continued focus on the workforce and upgrading IT.
A summary also cited FLRA’s high rankings in three questions on the annual Federal Employee Viewpoint Survey: that employees are willing to put in extra effort to get the job done, that they are accountable for achieving results, and that they know how their work relates to the agency’s goals and priorities. Positive responses exceeded 94 percent for each, it noted.
