Fall 2000
The Office of Personnel Management's (OPM) strategic goals include developing a flexible, competitive, and performance-oriented compensation and benefits environment that allows the Government to recruit, manage, and retain a quality Federal workforce. In order to do this, we established the Strategic Compensation Policy Center. At the Strategic Compensation Conference 2000, Greg Zygiel, the Center's Chief, explained our strategic compensation development process, which includes:
OPM's Strategic Objective:
A flexible, competitive, and performance-oriented strategic rewards environment that |
Research. The Center is conducting research around seven major components of compensation: performance management, structure setting and adjustment, job-work evaluation, pay progression strategies, variable pay, premium/special pay, and paid time off. So far, findings that relate performance management to other components of compensation include:
Policy and design issues related to these components emerged from the research. We must consider these issues related to performance management when developing proposed changes to Federal compensation:
Next Steps. Earlier this year, we met with representatives of Federal stakeholder organizations–Federal agencies, Federal employee unions, management associations, and public interest organizations–to establish workgroups to review the available information about compensation. The workgroups are organized around the various compensation components. The workgroups' review and exchange of ideas will give us a basis to fashion recommendations to improve compensation systems. The recommendations are due in fiscal year 2002.
For more information, you may contact the Center at 202-606-8486 or visit the Center's webpage.