The Merit Systems Protection Board has announced that it
completed its fiscal 2004-2009 strategic plan in addition
to submitting its audited financial statement required
under the Government Performance and Results Act, and
said in the process it collected baseline data to be
used to assess the merit-based policies, procedures,
and outcomes of alternative HR management systems such
as those in the Departments of Homeland Security and
Defense.
It said the PAR covers trends and issues affecting its
performance, primarily the significant number of
agencies that have, or are seeking authority to
establish their own alternative HR management systems.
Those systems contain relatively new flexibilities
regarding pay, performance management, and position
classification. The departments of Defense and Homeland
Security have authority to establish their own appeals
procedures that may or may not include merit board
review, according to MSPB, which said it would continue
to monitor the development and implementation of the
new systems.
It said the new systems make its role more important and
complex due to new circumstances, applicable laws and
precedents related to individual systems — and that it
is critical that the board have its full complement of
three confirmed board members, something it has not had
since March of 2001.
According to the PAR, the board’s regional and field
offices continue to process cases in less than 100
days, and settled 53 percent of cases — 37 percent at
headquarters — with 95 percent of them upheld on appeal.
The board’s automated e-appeal system is now in its
second phase, said MSPB, adding that it successfully
implemented its new internal automated case management
system earlier in 2004.
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