Under the latest guidance from the Office of Personnel Management, agencies have new deadlines now to review and then streamline their existing performance management and disciplinary procedures for federal employees.
The Trump administration is also planning to study the full scope of federal employees’ pay, benefits other opportunities for recognition, in effort to prove to Congress that the workforce would benefit from more flexible performance-based awards over across-the-board pay raises.
Cutting down on improper payments is on the list of cross-agency priority goals in the President’s Management Agenda.
How were the initial Cross-Agency Priority Goals (CAP) goals implemented? What has been the impact of the initial CAP goals? How can we improve the implementation of the next round of CAP goals? Join us as we explore these questions and more with John Kamensky, Senior Fellow at the IBM Center and author of Cross-Agency Collaboration: A Case Study of Cross Agency Priority Goals.
The Office of Management and Budget says its technology business management framework isn’t a formal mandate yet, but it wants agencies’ best practices to inform a specific directive in the future.
The President’s Management Agenda describes 14 cross-agency priority goals that the Trump administration will focus on in the coming years.
The first Quadrennial Federal Workforce Priorities Report, which the Office of Personnel Management released earlier this week, describes its future vision and human capital management strategy.
Congress passed a law requiring agencies and the White House to establish cross-agency priority goals so agencies would work together “across” boundaries.
The Office of Management and Budget is expected to release a new memo later this week, which will describe an initial review of existing requirements and reporting burdens that the administration believes agencies can scale back.
The General Services Administration withdrew an RFQ for data analytics after working on it for more than 18 months.