Outcome Goal 4.1: Equip workers to adapt to the
competitive challenges of the 21st Century
Performance Goal 4.1A |
Analyze information collection and research programs for
relevance. |
Results |
N/A |
Indicator |
In PY 2004:
- Inventory research and major data programs within DOL.
- Analyze research for relevance in identifying emerging
workforce issues and identify any significant information gaps.
- Identify emerging workforce issues.
|
Data Source |
N/A |
Baseline |
Because this is the first year of activity under Performance Goal
4.1A, no baselines have been established. |
Comment |
Though there are no agency dollars budgeted for activities related
to Outcome Goal 4.1 in PY04, DOL will proceed in PY04 by developing the
approach for accomplishing Outcome Goal 4.1. An internal workgroup has been
created with participation from ETA, BLS, and ASP. This workgroup will oversee
and coordinate the FY04 activities for Outcome Goal 4.1 and develop the
long-term plans for accomplishing Outcome Goal 4.1. |
Performance Goal 4.1B |
Address worker shortage. |
Results |
N/A |
Indicator |
In PY 2004: Identify key occupations in which there is substantial
evidence of difficulties in finding sufficient supplies of qualified
workers. |
Data Source |
N/A |
Baseline |
Because this is the first year of activity for Performance Goal
4.1B, no baselines have been established. |
Comment |
*Though there are no agency dollars budgeted for activities
related to Outcome Goal 4.1 in PY04, DOL will proceed developing the approach
for accomplishing Outcome Goal 4.1. An internal workgroup has been created with
participation from ETA, BLS, and ASP. This workgroup will coordinate and
monitor the FY04 activities for Outcome Goal 4.1 and develop the long-term
plans for accomplishing Outcome Goal 4.1. |
Performance Goal 4.1C |
Build a demand-driven workforce system. |
Results |
N/A |
Indicator |
In PY 2004: Determine baselines for the following indicators*
(also see comments):
- Increase the numbers of firms served in high-growth industries
by x percent
- Increase the number of individuals trained and employed in
high-growth industries by x percent.
- Percentage of participants attaining a degree or certificate in
post-secondary education and skills training in those occupations experiencing
skills shortages in high-growth industries.
- Increase the numbers of individuals employed in high-growth
industries by x percent.
- Retention Rate of those individuals employed in high-growth
industries (i.e. for three quarters after exiting the program as described in
the common measures for job training programs).
- Efficiency measure for the Community College High Growth
Training Initiative.
|
Data Source |
ETA Management Information and Longitudinal Reporting System.
Individual administrative records. |
Baseline |
Because this is the first year of activity for Performance Goal
4.1C, no baselines have been established. |
Comment |
*Though there are no agency dollars budgeted for activities
related to Outcome Goal 4.1 in PY04, DOL will proceed in PY04 by determining
baselines for the above indicators. To become demand-driven, the
workforce system must connect with employers in high-growth industries to
address their needs for skilled workers and contribute to their continued
growth. These indicators will measure the system's progress in moving closer to
a demand-driven system. |
Outcome Goal 4.2: Promote job flexibility and
minimize regulatory burden
Performance Goal 4.2A |
Maximize regulatory flexibility and benefits and promote
flexible workplace programs. |
Results |
N/A: This goal begins in FY 2004 |
Indicator |
- Wage and hour, worker safety, pension and health care
regulations, to the greatest extent practicable, are performance-based and
provide maximum flexibility to employers in developing a compliance approach.
- FY 2004: Seek input from the public as part of its
decision-making process in determining which regulations or regulatory programs
should be prioritized for review for their effects on small businesses and
entities
- New and current regulations maximize net benefits.
Regulations that impose greater societal costs than benefits are revised or
eliminated, consistent with applicable governing statutes.
- FY 2004: Ensure that all new regulatory proposals
identify monetary costs, benefits, and net benefits, and include a summary of
this information in all Regulatory Impact Analyses performed by DOL agencies.
- DOL ensures compliance with its regulations in the most
cost-effective manner. Non-cost-effective practices are modified or
eliminated, consistent with governing statutes.
- FY 2004: Develop plan to review all significant
regulations for maximum flexibility in their reporting and record keeping
requirements in order to assess whether DOL agencies are allowing the use of
electronic technology by employers where practicable.
- Best practices for, and models of, flexible workplace practices
are identified and publicized. FY 2004: Develop best-practices
studies
Women's Bureau: The Flex-Options for Women
ProjectWomen-owned businesses will enhance their work forces/businesses
by offering workplace flexible policies and programs that encourage a balance
between home and work-life. The Women's Bureau will enlist 40 companies as
corporate mentors and 80 women-owned businesses as companies seeking to
establish workplace flexibility policies or programs. |
Data Source |
Indicators (1) (3): N/A
Indicator (4): Best practices/Women's Bureau:
Application forms from mentors and businesses; program progress
reports |
Baseline |
Indicators (1) (3): N/A
Indicator (4): Best practices/Women's Bureau: FY 2004
result will be used to assess the number of businesses targeted for FY
2005. |
Comment |
N/A |
Outcome Goal FM: Enhance Financial Performance
through Improved Accountability
Performance Goal FM1 |
FY 2004: Improve the accuracy and timeliness of financial
information.
FY 2003: Improve the accuracy and timeliness of financial
information.
FY 2002: DOL financial management conforms to all Federal
accounting standards, laws, and regulations. All DOL financial systems meet the
standards set in the Federal Financial Management Improvement Act (FFMIA) and
the Government Management Reform Act (GMRA).
FY 2001: Same as FY 2002
FY 2000: All DOL financial systems meet the standards or have
prepared corrective action plans to meet the standard by FY 2000.
FY 1999: DOL financial systems and procedures either meet the
substantial compliance standard as prescribed in the Federal
Financial Management Improvement Act (FFMIA) or corrective actions are
scheduled to promptly correct material weaknesses identified. |
Results |
FY 2003: Achieved. DOL received an unqualified audit opinion on
its FY 2003 Annual Financial Statements. All 17 DOL financial systems are found
to be in substantial compliance with FFMIA.
FY 2002: Substantially Achieved.
FY 2001: Achieved.
FY 2000: Substantially achieved.
FY 1999: Achieved. |
Indicator |
- Maintain an unqualified (clean) audit opinion with no material
internal control weaknesses.
- Meet new requirements and standards in accordance with the
Federal Financial Management Improvement Act (FFMIA) and Federal Managers'
Financial Integrity Act (FMFIA).
- Issue FY 2003 consolidated financial statements by February 1,
2004.
- Issue quarterly financial statements within 45 days after the
close of each quarter.
- Identify and correct processes and systems that contribute to
erroneous benefit overpayments.
|
Data Source |
OIG audit opinion in Annual Report to be issued in Dec 2003;
Secretary's Assurance Statements on FFMIA and FMFIA; President's Management
Agenda Scorecard |
Baseline |
FY 2001: 100% of systems in compliance with FFMIA FY
1997-2001: Received unqualified (clean) audit opinion FY 2001: Accelerated
timeframe met CFS issued by Feb 27, 2002 |
Comment |
This goal has been expanded to include the two goals formerly
listed as FM1 and FM2 in FY 2002 as well as an indicator to address erroneous
payments. |
Performance Goal FM2 |
FY 2004: Integrate financial and performance management to
support day-to-day operations across DOL. |
Results |
FY 2003: Defined major outputs for the five largest DOL agencies.
Conducted managerial cost accounting training to approximately 130 individuals
throughout the Department.
FY 2002: N/A |
Indicator |
- Interfaced
Department Accounting and Agency program systems provide cost-based performance
data.
- Develop and
disseminate cost accounting policy and training materials to address issues
raised in prior year survey.
|
Data Source |
Annual Performance Report and OMB Financial Management Scorecard
|
Baseline |
TBD |
Comment |
This Performance Goal builds on the work begun to tie together
cost and performance information, and is a key element in the government-wide
Presidential Management Agenda focus of Getting to Green for
financial management systems. |
Outcome Goal HR: Establish DOL as a Model
Workplace
Performance Goal HR1 |
FY 2004: The right people are in the right place at the right time
to carry out the mission of the Department.
- The DOL workforce is a prepared and competent
workforce.
- The DOL workforce is a diverse workforce.
|
Results |
|
Indicator |
FY 2004: A1) DOL will graduate, place or certify 75% of
employees from its management and leadership development programs. A2)
Competency assessment tool will be piloted and competency gap analysis
completed for 10% of employees in mission-critical or supervisory
occupations. B1) Improvement will be realized in 25% of diversity indictors
for professional and administrative occupations exhibiting under-representation
in FY 2003. B2) Continued improvement is realized in the extent to which
diversity in the DOL workforce reflects the civilian labor force. B3)
Diversity will be improved among management officials and supervisors. |
Data Source
|
FY 2004: A1) DOL HR Information System. A2) Agency
strategic, workforce and recruitment plans; employee performance and
development plans. B1) DOL HR Information System and AEP Reports B2)
DOL HR Information System and/or CPDF Data aligned with Census Data to reflect
overall DOL representation rates for the six protected groups. B3) DOL HR
Information System.
|
Validity and Verification of Performance
Data |
Data is reviewed and evaluated by Office of Workforce Planning and
Diversity in OASAM. The OIG conducts annual audits of the validity of the
data. |
Baseline |
FY 2004: A1) To be established in FY 2003 A2) 27 mission
critical occupations identified in FY 2002 B1) To be established in FY
2003 B2) In FY 2000, 49.7% of workforce were women, 24.2% Black, 6.9%
Hispanic, 3.3% Asian/PI, and 0.7% Native American, 6.4% persons with
disabilities, and 1.2% persons with targeted disabilities. B1) To be
established in FY B2) In FY 2000, 49.7% of workforce were women, 24.2%
Black, 6.9% Hispanic, 3.3% Asian/PI, and 0.7% Native American, 6.4% persons
with disabilities, and 1.2% persons with targeted disabilities. B3) In FY
2002, 32.8% of managers were women, 1.7% were Asian/Pacific Islander, 13.1%
were Black, 5.1% were Hispanic, and 0.9% were Native American. Baseline
measures will be developed comparing diversity in management to non-management
employees by agency using FY 2003 data. |
Comment |
The following factors may affect the ability to attain the above
goal: DOL's budget; changes in recruitment and hiring procedures; introduction
of new recruitment flexibilities; computer access to programs and services to
all DOL employees. |
Performance Goal HR2 |
FY 2004: Reduce the rate of lost production days due to
work related injuries and illnesses by two percent
FY 2002-2003: Same as FY 2000-2001 FY 2000-2001: Reduce the
rate of lost production days by two percent (i.e., number of days employees
spend away from work due to injuries and illnesses). FY 1999: N/A |
Results |
FY 2003: The goal was achieved. The rate of lost
production days due to work related injuries and illnesses decreased by 6
percent over FY 2002 lost production days rate.
FY 2002: The goal was achieved. The rate of lost production days
due to work related injuries and illnesses decreased by 22.7 percent.
FY 2001: The goal was not achieved. The Department's rate of lost
production days increased by 8.65 percent.
FY 2000: This goal was not achieved. The rate of lost production
days was reduced by .05%.
FY 1999: N/A |
Indicator |
Percent decrease in rate of lost production days (target is
2%) |
Data Source |
OWCP Table 2 Reports and personnel data from Office of Personnel
Management.
OWCP Charge Back System data. |
Baseline |
Initial baseline year for lost production days was officially set
by OWCP as FY 2003. DOL's FY 2003 lost production days rate was 43.5 days
per 100 employees. OWCP instituted a new process for tabulating lost
production days in FY 2003, |
Comment |
Factors that will influence achieving the above goal: DOL
resources for workers' compensation coordinators (number of and training); DOL
agencies' commitment to using flexibilities available to return injured
employees to work; OWCP caseload. |
Performance Goal HR3 |
FY 2004: Reduce the total case rate for injuries and
illnesses for DOL employees by three percent. (This is the total number
of cases reported to the Office of Workers' Compensation Programs.)
FY 2003: Reduce the overall occurrence of injuries and illnesses
for DOL employees by three percent, and achieve a seventy-eight percent on time
filing of injury/illness claims with the Office of Workers' Compensation.
FY 2000-2002: Reduce the overall occurrence of injuries and
illnesses for DOL employees by three percent, and improve the timeliness of
filing injury/illness claims by five percent.
FY 1999: N/A |
Results |
FY 2003: This goal was achieved. The Department met
the injury/illness target with a rate of 2.5 cases per 100 employees, exceeding
FY 2002 by 16 percent. DOL filed 83.63 percent of claims on time,
exceeding the target by over 8 percentage points.
FY 2002: This goal was achieved. The Department met the
injury/illness target with a rate of 2.98 cases per 100 employees, and filed
77.2 percent of claims on time, exceeding the target by 14.8 percentage
points.
FY 2001: This goal was not achieved. The injury/illness rate for
DOL employees increased to 4.01 cases per 100 employees (preliminary data)
while the timeliness of filing injury claim forms decreased by 2.1%.
FY 2000: Results for this goal have changed. The Annual Report
indicated that this goal (3.6 cases per 100 employees) had not been achieved.
More current and accurate data indicates that this goal was achieved and the FY
2000 injury and illness rate was 3.5 cases per 100 employees, a reduction of
5.7%. The Department also significantly improved the timeliness of filing
injury claims, improving to 57.3% from the previous baseline of 47.4%.
FY 1999: N/A |
Indicator |
Percent decrease in total case rate of illnesses, and
injuries (target is 3%). |
Data Source |
OWCP Table 2 Reports And Personnel Data From DOL's Departmental
Budget Center. |
Baseline |
a) Initial baseline injury and illness rate is 2.5 cases per 100
employees based on FY 2003 data. |
Comment |
Factors that will influence achieving the total case rate
goal: maintaining continued focus of DOL agency managers on actions to reduce
injury rates; DOL resources for training managers, supervisors, and employees
how to identify, avoid, and correct/minimize hazards in the workplace.
|
Performance Goal HR4 |
FY 2004: Reduce the lost time case rate for injuries and
illnesses for DOL employees by three percent. (This is the number of
injury/illness cases reported to the Office of Workers' Compensation Programs
that resulted in days away from work.)
FY 1999-2003: N/A |
Results |
|
Indicator |
Percent decrease in lost time case rate of illnesses, and
injuries (target is 3 percent). |
Data Source |
OWCP Table 2 Reports, Chargeback Reports, and personnel data from
DOL's Departmental Budget Center. |
Baseline |
- Initial baseline injury and illness rate is 1.23 cases per 100
employees based on FY 2003 data.
|
Comment |
Factors that will influence achieving the total case rate goal:
maintaining continued focus of DOL agency managers on actions to reduce
frequency and severity of injuries; DOL resources for training managers,
supervisors, and employees how to identify, avoid, and correct/minimize hazards
in the workplace. |
Performance Goal HR5 |
FY 2004: Improve the timeliness of filing notices of
injuries and illnesses with the Office of Workers' Compensation Programs by
five percent.
FY 2003: Achieve a seventy-eight percent on time filing of
injury/illness claims with the Office of Workers' Compensation Programs.
FY 2000-2002: Improve the timeliness of filing
injury/illness claims by five percent.
FY 1999: N/A |
Results |
|
Indicator |
Increase in timeliness of reporting new injuries by five
percent. |
Data Source |
OWCP Table 2 Reports, Chargeback Reports, and personnel data from
DOL's Departmental Budget Center. |
Baseline |
Initial baseline for filing notices of injury/illness to the
Office of Workers' Compensation Programs is 83.6% based on FY 2003
data. |
Comment |
Factors that will influence achieving the timeliness goal: using
the electronic workers' compensation claims filing system. |
Outcome Goal IT: Provide Improved, Secure IT
Service to Citizens, Businesses, Government and DOL Employees to Improve
Mission Performance
Performance Goal IT1 |
IT1 - FY2004: E-Government - Utilizing
Technology to Improve Service and Efficiency FY 1999
2003 |
Results |
FY 2001 2003
- GPEA - Automated 67% of Manual Processes designated under
GPEA.
- E-Procurement - Piloted a web-based electronic procurement
solution.
- N/A - Directory Services - New Goal in FY 2004
|
Indicator |
- Automate 100% of the Manual Processes Designated Under
GPEA
- Implement the Web-based E-Procurement System (EPS) to 7 DOL
component agencies.
- Integrate the use of Central Contractor Registration (CCR)
for vendors.
- Implement Schedule feed of EPS data to FPDS-NG (Federal
Procurement Data SystemNext Generation)
- Implement pilot of two-way interface with GSA Advantage
on-line shopping and ordering system.
- Establish an Enterprise-wide Directory Service
- Establish the baseline of directory
service
- Complete conceptual and detailed planning and design to
integrate directories with similar database formats
- Make information in existing directories accessible and
re-usable
- Launch pilot implementation of the meta-directory
system
- Pilot Implementation of Windows 2003 Active Directory
|
Data Source |
- GPEA and E-Gov Progress Reports provided to OMB and other
internal reports.
- Internal tracking activities for progress on E-Government
initiatives, E-Procurement Implementation, and E-Government Workforce
efforts.
- Phase II Enterprise Architecture documentation
Industry-standard best practices Quarterly IT reviews
|
Baseline |
- 93% of GPEA transactions implemented
- Current paper-based procurement operations in each agency.
- There is no department-wide directory service.
|
Comment |
|
Performance Goal IT2 |
IT2-FY2004: Improve the performance of Department's Cyber
Security Program in accordance with the Federal Information Security Management
Act (FISMA.)
FY1999 2003: N/A |
Results |
FY 1999 2003: N/A |
Indicator |
- Ensure that 95% of DOL's sensitive systems have been
periodically assessed for risk and magnitude of harm that might result from
unauthorized access.
- Ensure that, at a minimum, 60% of all weaknesses documented in
the FY 04 Plan of Actions
and Milestones (POA&Ms) are closed or on schedule.
- Ensure that, at a minimum, 90% of all DOL sensitive systems are
fully certified and accredited during FY04.
- Ensure that, at a minimum, 98% of all DOL employees and
contractors receive annual security awareness training.
- Ensure that, at a minimum, System Test and Evaluation has been
conducted on 85% of DOL's sensitive systems.
- Ensure that, at a minimum, 50% of DOL agencies respond to
Computer Security Incident
Response Capability (DOLCSIRC) advisories in
accordance with the procedures in the DOL Computer Security Handbook.
- Ensure that, at a minimum, 95% of all DOL sensitive systems
have contingency plans.
- Ensure that, at a minimum, 50% of the contingency plans have
been tested.
|
Data Source |
a, c, d, e, g, h |
FY 2004 FISMA Agency reviews and final report. |
b |
FY 2004 4th Quarter PO&AM report to OMB. |
f |
DOLCSIRC Agency Reply Tracking Sheet |
Baseline |
- 93% of all DOL sensitive systems have been assessed for risk
and assigned a level of risk.
- 56% of all security weaknesses documented in the 4th
Quarter FY 03 POA&M are closed or on schedule.
- 75% of all DOL sensitive systems are certified and
accredited.
- 96% of all DOL employees and contractors have received annual
security awareness training.
- 66% of all DOL sensitive systems have completed System Test and
Evaluation.
- 14% of DOL agencies respond to DOLCSIRC advisories in
accordance with the procedures in the DOL Computer Security Handbook.
- 90% of all DOL sensitive systems have contingency plans.
- Testing has been completed for 44% of DOL's sensitive systems
that have contingency plans.
|
Comment |
|
Performance Goal IT3 |
IT3 - FY2004: Improve organizational performance and effective
information management through the use of the Departmental IT Capital Planning
Investment Control process.
FY1999 - 2002: N/A |
Results |
FY 1999 - 2002: N/A
FY 2003: 85% of in-process IT initiatives reviewed operated
within 10% cost/schedule/performance objectives; 91% of major IT initiatives
completed delivered their intended benefits |
Indicator |
- 95% of major IT initiatives completed during FY 2004 deliver
intended benefits.
- 87%% of in-process IT initiatives evaluated operate within 10%
cost, schedule, and technical performance parameters.
- Rollout and migration to new investment management application
for use during the FY 2006 budget cycle.
|
Data Source |
- Quarterly control reviews and post implementation reviews.
- Quarterly control reviews and post implementation reviews.
- Submission of Exhibit 53 and 300's to OMB in September.
|
Baseline |
- FY 2002, 77% of major IT initiatives completed delivered
intended benefits.
- FY 2002, 70% of initiatives reviewed through the Department's
IT Capital Planning Process operated within 10% cost/schedule/performance
objectives.
- Currently using I-TIPS for investment management.
|
Comment |
|
Outcome Goal PR: Improve Procurement
Management
Performance Goal PR1 |
FY 2004: Complete competitions on not less than 15% of the FTE
listed on DOL's 2000 Fair Activities Inventory Reform (FAIR) Act
inventory.
FY 2003: Complete public-private competitions or direct
conversions of not less than ten percent of the FTE listed on DOL's 2000
Federal Activities Inventory Reform Act (FAIR) inventory. FY 2002: Complete
public-private or direct conversion competitions on not less than five percent
of the FTE listed on DOL's Federal Activities Inventory Reform Act (FAIR)
listings. FY 1999 - 2001: N/A |
Results |
FY 2002: DOL identified 152 FTE from its 2000 commercial inventory
for direct conversion, exceeding the 140 FTE goal. |
Indicator |
Percentage of commercial FTE on the Department's 2000 FAIR Act
inventory included in completed competitions or direct conversions.
Percentage of Direct Conversions Percentage of Completed A-76
Competitions |
Data Source |
DOL's 2000 Federal Activities Inventory Reform Act inventory
Completed A-76 competitions Completed direct conversion competitions
|
Baseline |
2000 FAIR Act Inventory commercial FTE listings. |
Comment |
None. |
Performance Goal PR2 |
FY 2004: Award contracts over $25,000 using
Performance-Based Service Contracting (PBSC) techniques for not less than 40
percent of total eligible service contracting dollars.
FY 2003: Award contracts over $25,000 using Performance-Based
Service Contracting (PBSC) techniques for not less than 30% of total eligible
service contracting dollars FY 2002: Award contracts over $25,000 using
Performance-Based Service Contracting (PBSC) techniques for not less than 20%
of total eligible service contracting dollars.
FY 1999 - 2001: N/A |
Results |
FY 2002: This goal was substantially achieved. DOL used
performance-based service contracting techniques for 18% of total eligible
service contracting dollars. |
Indicator |
Dollar Value of Performance-Based Contracts over $25,000
awarded. |
Data Source |
Federal Procurement Data System |
Baseline |
FY 2004 data |
Comment |
None. |
|