Issue Briefs

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Following is GAO’s description of progress, or lack of it, that OPM has made in response to its recommendations for federal personnel policies in areas including job classification, hiring and employee misconduct. (Note: GAO also said there are a number of unmet recommendations in the areas of improving federal payroll data and improving security and management of OPM’s information technology.)


Improving the Federal Classification System

Recommendation: To improve the classification system and to strengthen OPM’s management and oversight, the Director of OPM, working through the Chief Human Capital Officer (CHCO) Council, and in conjunction with key stakeholders such as the Office of Management and Budget (OMB), unions, and others, should use prior studies and lessons learned from demonstration projects and alternative systems to examine ways to make the General Schedule (GS) system’s design and implementation more consistent with the attributes of a modern, effective classification system. To the extent warranted, develop a legislative proposal for congressional consideration.

Action needed: Although OPM originally partially agreed with this recommendation, it later reported that it concurred with the recommendation. In March 2022, OPM reported it continues to work with federal agencies by providing classification technical assistance and updating and establishing classification-related policy. However, OPM reported that it would need funding to establish a commission to review the GS system and to develop any legislative proposals in response to this recommendation. Regardless of the approach, to fully implement the recommendation, OPM still needs to work through the CHCO Council and in conjunction with key stakeholders, such as OMB and unions, to complete its review of studies and lessons learned. If warranted, OPM also needs to develop a legislative proposal to make the GS system’s design and implementation more consistent with the attributes of a modern, effective classification system. These actions could help OPM better position itself to ensure that the federal classification system is keeping pace with the government’s evolving requirements.

Making Hiring Authorities More Effective

Recommendation: To help strengthen the government’s ability to compete in the labor market for top talent and to improve the federal hiring process, the Director of OPM, in conjunction with the CHCO Council, should use this information to determine whether opportunities exist to refine, consolidate, eliminate, or expand agency-specific authorities to other agencies and implement changes where OPM is authorized, including seeking presidential authorization (as necessary) in order to do so. In cases where legislation would be necessary to implement changes, OPM should work with the CHCO Council to develop legislative proposals.

Action needed: OPM agreed with this recommendation. In March 2022, OPM reported that it is evaluating the availability and use of hiring authorities by leveraging data to identify opportunities to streamline federal hiring regulations and improve guidance to agencies so they can better meet their talent acquisition needs. To fully implement this recommendation, OPM needs to prioritize and follow through on its planned actions to streamline hiring authorities and, as appropriate, develop legislative proposals in consultation with the CHCO Council. By doing so, OPM could improve the federal hiring process and strengthen the government’s ability to compete in the labor market for top talent.

Addressing Employee Misconduct and Improving Performance Management

Recommendation: The Director of OPM, after consultation with the CHCO Council, should provide guidance to agencies to enhance the training received by managers/supervisors and human capital staff to ensure that they have the guidance and technical assistance they need to effectively address misconduct and maximize the productivity of their workforces.

Action needed: OPM partially agreed with this recommendation. In March 2022, OPM stated it had obtained funding to update related training courses, which would include guidance on addressing employee misconduct. OPM reported that it is reviewing and updating existing training materials and that it is testing one course and determining the appropriate system for agencies to access the overall training. OPM stated the first training will be made available to agencies in late 2022, at the earliest. To fully implement this recommendation, OPM needs to complete its update of guidance on training supervisors and human capital staff on addressing federal employee misconduct and make this information available to agencies. Implementing this recommendation would enhance the guidance and technical assistance needed to effectively address misconduct and maximize the productivity of the workforce.

Recommendations: The Director of OPM, in consultation with the CHCO Council, should take the following two actions:

1. Develop and implement a mechanism for agencies to routinely and independently share promising practices and lessons learned, such as through allowing agencies to post such information on OPM’s Performance Management portal.

2. Develop a strategic approach for identifying and sharing emerging research and innovations in performance management.

Action needed: OPM agreed with these recommendations. In March 2022, OPM reported that its Senior Executive Services and Performance Management team included a new quarterly survey in their Executive Resources forums requesting agencies to share any promising practices and lessons learned. However, OPM told us that the response rate to the quarterly survey was low and did not provide any results. In addition, OPM stated that it requested agencies to share promising practices and lessons learned during its annual Performance Management forum but did not receive comments in response. OPM said that it is trying to determine whether the agency can use an available tool to share successful work practices.

OPM also said that due to agency vacancies and a focus on other priorities, it has not made substantive progress on establishing a strategic partnership to produce emerging research and innovations in performance management. However, OPM stated that planned hires being made in 2022 will allow the agency to apply resources to finalizing its strategy. To fully implement these recommendations, OPM needs to develop and implement a mechanism that encourages agency stakeholders to share promising practices and lessons learned. OPM also needs to develop a strategic approach for identifying and sharing emerging research and innovations in performance management. These actions would help inform agencies’ decision-making related to performance management.

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