**Special Issue Publication Announcement�See Item #4 Below** Federal Manager's Daily Report Tuesday, August 17, 2004 Published by FEDweek, the federal government's largest information resource with now over one million weekly readers to its electronic newsletters.
*********************************************************** Federal Manager's Daily Report is a brand new FREE daily electronic report for all federal managers and supervisors featuring the day's top stories on management and workforce issues. Please pass this information on to your fellow colleagues. You can sign up for this free daily report at http://www.fedweek.com/subscribepopup.htm. *********************************************************** In Today's Issue: 1. OPM Sets Out Future Workforce Plans in PMA Report 2. DoE Report Cites Management Improvements Through PMA 3. GSA Links Results to PMA Initiatives 4. BULK PURCHASE DISCOUNTS FOR FEDERAL AGENCY DISTRIBUTION http://www.fedweek.com/Publications/default.asp ******************************************************** 1. OPM Sets Out Future Workforce Plans in PMA Report The Office of Personnel Management has announced plans for a number of management related efforts over the next few years in its 2004 president's management agenda report, including the competition of 234 FTE customer service employees associated with its retirement program and 50 IT services employees. It said that by fiscal 2005 it will have �built sufficient historic information on performance levels as they relate to budgetary resources and will be leveraging� that for accurate cost analysis. The report said OPM would finish consolidating the civilian payroll into two e-Payroll partnerships and further evaluate and reengineer them to ensure consistent administration throughout the executive, and begin a study aimed at upgrading and replacing legacy systems operating at the partnerships. According to the report, OPM will expand the e-Training initiative to incorporate more agencies into the government-wide platform provided by the golearn.gov web-based training site. The federal hiring process was also addressed. OPM said it would improve applicant job matching, resume templates standardized vacancy announcements, all to be accomplished through the �recruitment one-stop� initiative and the USAJobs website. Also on the agenda are improvements to the background investigation and adjudication process through the e-Clearance initiative, something OPM says will continue to improve business processes and information handling. It said that by the end of fiscal 2006 it plans to have better fund management by resolving several reportable conditions resulting from the fiscal 2003 financial audit related to the Revolving Fund and appropriated fund operations, as well as further develop its new core accounting system. 2. DoE Report Cites Management Improvements Through PMA The Department of Energy has released its 2004 report on the president's management agenda, highlighting reforms that its says are changing the way it does business. It said it expects competitive sourcing initiatives to save $31 million over five years, that 92 percent of its IT systems have been certified, and that processes have been established to make more informed and appropriate technology investments as a result of the PMA's guidance. DoE noted that in 2002, it was rated red in all five areas of the PMA and that it now has three green and two yellow ratings. DoE said it has started systematically using performance data to make decisions, something it says will help it more efficiently manage the department's multi-billion dollar project portfolio. The report also said management reforms are helping achieve results. It said it is integrating its multiple management systems into a unified system called �I-MANAGE,� designed to integrate financial, procurement, personnel and programmatic data as well as provide managers with accurate and timely information. DoE restructured its performance management system to link achievement and mission accomplishment, developed comprehensive workforce and succession management plans, and launched a project management certification program, said the report. It said that DoE reduced the number of federal employees in the department by 6.6 percent � from 14,688 in 2001 to 13,707 in 2004 -- and eliminated duplicative layers of bureaucracy. It cut senior executive ranks by 5.5 percent from 432 to 408 in the same period, and other senior staff by 6.8 percent from 4,585 to 4,273. DoE also announced plans to implement a new modernized accounting and reporting system to improve its ability to provide program and project managers with comprehensive, timely and reliable financial information. 3. GSA Links Results to PMA Initiatives The General Services Administration has released a report identifying initiatives from the president's management agenda that it says has enabled it to achieve quantifiable results in the last three years. The report says the PMA helped it reduce spending by $2 million through competitive sourcing and commercial operations, reduce the time it takes to fill positions to fewer than 45 days, and launch USA Services, �a single, electronic front door to federal information and services.� GSA also said it has linked budget to performance, leading to clear goals and objectives to measure program success, and that it has strengthened financial management. The report said that the PMA's emphasis on results led to GSA's commitment to the program assessment-rating tool, which it says it uses to critically evaluate program performance. It said that about 45 percent of its program dollars have been rated over the past three years � initially rated �results not demonstrated� because many programs lacked long-term and annual goals related to their purpose or failed to measure their efficiency. Now three of them have been reevaluated and demonstrated improved results: federally-owned real property asset management, Supply Depots and Special Order and vehicle acquisition, said GSA. It said in the report that nearly 30 percent of its senior executives will be eligible for retirement in the next three years, jumping to fifty percent in the next five years and it has worked with the Office of Personnel Management to launch, �Leadership for New Supervisor and an Advanced Leadership Development Programs.� By March of 2004 GSA had achieved a yellow rating, having completed 17 competitions since 2001 and directly converted over 600 full time employees as well as reduced the number of commercial positions from 7,039 in fiscal year 2001 to 5, 257 in 2004, said the report, noting that GSA started out with a red rating on that initiative and praising the performance-oriented objectives outlined in the PMA. 4. BULK PURCHASE DISCOUNTS FOR FEDERAL AGENCY DISTRIBUTION The Brand New In-Print 2005 CSRS & FERS Retirement Planning Guides Are Now Available For Immediate Shipment! We are Fully Stocked and Ready for Your Agency Bulk Orders. 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FEDweek Reader Special FREE Offer: Order Yours Now and We'll Ship Them Straight Back out To You--Along With a FREE 2004 "In-Print" Federal Employees Handbook. http://fedweek.sparklist.com/t/294929849/821889/1/0/ Brand New 2005 CSRS & FERS Retirement Planning Guides Just Published! http://fedweek.sparklist.com/t/294929849/821889/1/0/ Order Your 2005 CSRS or FERS Retirement Planning Guides and Get our flagship publication, The Federal Employees Handbook for FREE!. ********************************************************** Go to http://fedweek.sparklist.com/t/294929849/821889/1/0/ to place your order for Your 2005 CSRS or FERS Retirement Planning Guide now. *********************************************************** *********************************************************** The 2005 CSRS & FERS Retirement Planning Guides http://fedweek.sparklist.com/t/294929849/821889/1/0/ Now in their seventh year of print (and over 400,000 sold), these CSRS and FERS Retirement Planning Guides truly help you fully understand your federal retirement. 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Here are some of the key features and updates that these 2005 retirement planning include: A step by step guide to embarking on the retirement journey A description of the new long-term care program, with explanations of potential traps for those close to retirement A quick reference guide to benefits your survivors would stand to receive on your death A description of how Tricare-for-Life might replace FEHB as your health benefits provider Details on how to carry retirement and other benefits into retirement and how you can change those benefits after retirement An easy to follow guide to understanding annuity statements How the new TSP investment, rollover, withdrawal and other rules will affect you before and after retirement Latest information on COLA rates and policies, payments to survivors and other benefit rates The latest information on Social Security benefit rates and eligibility rules The latest information on FEGLI, FEHB, service crediting for retirement purposes and other vital retirement-related issues ALSO IN THESE 2005 CSRS & FERS RETIREMENT PLANNING GUIDES: How to calculate your annuity (with plenty of easy-to-follow examples) Eligibility requirements Different retirement types (regular, early, deferred, special disability) Credit for military service Deposits and redeposits Cost of living adjustments The effect of divorce on annuities Social Security The Thrift Savings Plan Taking health and life insurance into retirement Annuity taxes Survivor benefits And much more! *********************************************************** Go to http://fedweek.sparklist.com/t/294929849/821889/1/0/ to place your order now and get your FREE Federal Employees Handbook shipped to you immediately. *********************************************************** Other Ways to Order: You may also call our toll-free order line at (888) 333-9335 to place your order for these retirement planning guides: The 2005 CSRS Retirement Planning Guide The 2005 FERS Retirement Planning Guide Or you may also mail your order with payment of $13.95 ($9.95 plus $4.00 s&h) to: FEDweek P.O. 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