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Federal Managers Association
Washington Report
September 2, 2008
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Untitled Document
FMA WORKING FOR YOU! FMA NATIONAL ATTENDS WEST COAST CHAPTER MEETINGS On August 20, FMA Chapter 381, Beale Air Force Base, held its monthly chapter meeting at the Recce Club on base. This was no ordinary meeting for the chapter, as top base leadership was present, the District Director from the local Congressman’s office, FMA Zone 7 President Leonard Lew and FMA Government Affairs Director Jessica Klement. Chapter President Dennis Tolliver began the meeting with inspiring and heartfelt words about what it means to be a member of the Federal Managers Association. The message rang especially true for the potential members in the audience, most of whom joined the organization at the close of the meeting. In touting the successes of the relatively small chapter, Tolliver commented, “In 2004, we put together a very impressive package on locality pay issues at Beale that secured Air Staff and Congressional Support and made its way to the Federal Salary Council. The stories circulating in the D.C. press about the little Chapter presented a very strong argument in favor of our efforts. Today, Beale employees are in Sacramento area for locality pay.” After Tolliver’s remarks, Lew and Klement presented the group with an overview of FMA, including membership levels, organizational structure, benefits and corporate sponsors. The duo continued to keep the group engaged by speaking on FMA’s most recent legislative accomplishments, including House passage of a credit for unused sick leave for Federal Employees Retirement System (FERS) employees, recent testimony before Congress and proposed pay raise for federal employees in 2009. Lew also informed the group on the work of the Federal Employee Education and Assistance (FEEA) Fund and the work it does for and with FMA. Upon completion of the luncheon, several Chapter members escorted Lew and Klement on a tour of the Air Force’s new Global Hawk plane. On the following day, Lew and Klement traveled to FMA Chapter 167, Travis Air Force, for its monthly chapter meeting at the Delta Breeze on base. Chapter President Pat Niehaus kicked off the meeting with a synopsis of the chapter’s current affairs. Several members in attendance serve in both the military and civilian sides of the base, making for a diversified group. Much of the duo’s presentation was similar to the day before. Klement focused her presentation on FMA’s recent legislative accomplishments and fielded many questions from the audience on the legislation crediting FERS employees for unused sick leave. Klement and Lew, who also serves as Chairman of FMA’s Political Action Committee, finished their presentation with a push for FMA-PAC. Lew also spoke on the importance of donating to FEEA and shared a personal story on the role FEEA plays for federal employees. Upon completion of the luncheon, several Chapter members escorted Lew and Klement on a tour of the Air Force’s C-5 plane, which is currently undergoing an internal overall at Travis. “I want to thank Executive Board Members Dave Garrison and Lynn Rollin for escorting Jessie, Leonard and me on our C-5 tour,” commented Niehaus. “We were awed by all the information you guys shared with us, not to mention the size of the plane!” “These meetings provided our members, most of whom are unable to travel to FMA’s yearly conventions, with direct contact with the FMA Board and National Office staff. Valuable information was provided that these members otherwise would not have had access to,” commented Lew. “I encourage other chapters to do the same.” ************************************************************* WHAT’S HAPPENING ON CAPITOL HILL? FEDS CRY FOULD AT SENATOR’S REPORT Senator Tom Coburn (R-Okla.) is known for his hard-line stance against government waste, but his most recent charges concerning worker absences have federal employees up in arms. In a report released last week entitled, “Missing in Action: AWOL in the Federal Government,” the senator slams members of the civil service for the magnitude of absence without leave, known as “AWOL”, accusing feds of wonted disregard for taxpayers’ money through their reluctance to show up to work. Federal managers from many agencies responded swiftly to Sen. Coburn’s claims, mounting a counteroffensive based on inaccuracies and holes found in the report. Deficient definitions for what qualifies as AWOL, along with questions criticizing the report’s methodology, bolster feds’ arguments against the senator’s most recent rant. “This report amounts to a number of cherry picked data given for shock effect,” one Federal Managers Association (FMA) member commented. “If you actually read the study, it is filled with qualifiers like ‘AWOL for the purpose of this report is the catch all name given for those absences that do not fall into a legitimate category.’ Or the lack of standard definitions as ‘one agency indicated that an employee can be charged AWOL if he or she is late to the office by as little as 15 minutes without prior permission.’” Coburn argues that employees lost the equivalent of nearly 10,000 work years since 2001 due to absences from their jobs without securing permission first. The report continues, “The amount of time lost every single year to employees charged with being AWOL is more than the amount of time put in by all of the employees at several agencies combined.” Opponents of the findings argue that Coburn does not provide enough hard evidence, instead resorting to outrageous claims designed to enrage taxpayers. Calls for a Government Accountability Office (GAO) study suggest more data must be collected before such accusations are made. FMA National President Darryl Perkinson said Coburn is overstating the problem. “As a current federal employee, I take issue with many of the senator’s claim. To say that nearly half of federal employees are not showing up to work each day is simply ludicrous.” For more information on the report, please visit: http://coburn.senate.gov. HOUSE MAJORITY LEADER PROPOSES FOUR-DAY WORK WEEK In the face of extreme gas prices and exhaustive traffic congestion, House Majority Leader Steny Hoyer (D-Md.) is sincerely promoting the possible adoption of a four-day, ten hours per day work week for many federal employees. In a letter to former Office of Personnel Management (OPM) Director Linda Springer dated August 4, before Springer’s retirement on August 13, Hoyer urged OPM to consider the costs and benefits of such a proposal, asking for an in-depth analysis before August 31 on what such a transition would entail. Hoyer suggested the four-day work week could be established by the end of fiscal year 2008. “Americans, including our hard-working federal employees, simply cannot afford to maintain their regular driving habits. State and local governments across the nation, including New Mexico, Virginia, and Utah, are implementing 4-day work weeks to conserve energy, reduce fuel consumption, and alleviate congestion,” Hoyer wrote in his letter to Springer. “I write to obtain your views on the feasibility of such a policy on the federal level, and an assessment of whether additional statutory authority would be required to accomplish such an objective.” Whether or not such a transition could serve as a major recruiting tool is questionable, but Hoyer and fellow advocates of the four-day week say that the cost-savings are undeniable. Decreased gas consumption is only part of the equation, according to Hoyer’s letter, as agencies will be able to cut down on air conditioning and electricity expenses as well. As many agencies already allow employees to adopt alternative work schedules, standardizing a compressed work week may not require as much reorganization as one may think. Not all employees will be eligible to take part in the revised work schedule, however, as certain mission-critical jobs necessitate a standard five-day work schedule. Advocates of the transition say not all employees will work the same four days, ensuring that access to federal agencies will remain open Monday through Friday. “In the National Capital Region, where approximately 400,000 area residents are employed by the federal government, implementation of a 4-day a week, 10-hour a day work schedule could yield several benefits,” wrote Hoyer. “It is important that the federal government show its solidarity with its employees in this time of economic hardship.” For more information, please visit: http://hoyer.house.gov. ************************************************************ WHAT’S NEW IN THE EXECUTIVE BRANCH? DIVERSIFICATION ADVANCES IN WORKFORCE, STILL NEEDS WORK On August 19, the Equal Employment Opportunity Commission (EEOC) released its annual report on the federal workforce, offering a mixed review of progress made by government agencies combating discrimination in the workplace. Covering fiscal year 2007, the report offers a comparable amount of praise and criticism regarding the advancement of diversity in the civil service, detailing strides made in certain aspects of the commission’s goals while acknowledging that a myriad of discriminatory practices continue to plague the federal workforce. EEOC, the main body charged with monitoring federal agency compliance with equal employment opportunity laws and procedures, relied heavily on data compiled by the Office of Personnel Management (OPM) to formulate their assessment and prescription for advancing diversity in the federal government. The report found a drop in total discrimination claims filed during FY07, and the EEOC applauded agencies for reducing the time needed to process these claims by 12 days. Additionally, over the past two years, employment discrimination complaints have dropped nearly 10 percent. Agencies are much more responsive to the issue of diversity, the EEOC found, and greater attention is paid to equal employment opportunity issues. Despite these indications of progress, prejudiced hiring and retention practices continue to impede efforts to achieve the mission of the EEOC. For example, while more and more women are entering the federal workforce, women make up a far smaller percentage of the federal workforce compared to their representation in the aggregate civilian labor force. White males continue to dominate every other demographic in terms of average pay grade. The percentage of federal employees with targeted disabilities continued to drop, representing only 0.92 percent of the workforce. With the impending retirement tsunami, the EEOC said now was the time to fundamentally shift hiring practices that potentially exclude talented workers. “Now, more than ever before, with the increasing expectations of government institutions, federal agencies must position themselves to attract, develop and retain a top-quality work force in order to ensure our nation’s continued growth, security and prosperity. To develop this competitive, highly qualified work force, federal agencies must fully utilize the talents of all employees, regardless of race, color, religion, national origin, sex or disability,” the report stated. To assist agencies with the adoption of the prescriptions discussed in the report, the EEOC published a guide to promote the hiring of individuals with disabilities. The guide, which is available online, elaborates on rules and regulations governing hiring. EEOC explains the proper procedure to bypass competition to bring disabled employees on board, also detailing how to assist disabled employees once hired to maximize productivity. Published in a question-and-answer format, the guide should prove beneficial as agencies seek to improve their creation of a diverse workforce. For more information on the FY07 report and the hiring guide, please visit the EEOC Web site at: www.eeoc.gov. VETERANS GAIN UPPERHAND IN CONTRACTING A rule change proposed on August 20 by the Veterans Affairs Department (VA) seeks to position veteran-owned companies at the forefront of agency contracting lists. Published in the Federal Register , the proposal establishes a program designed to assist veteran-owned and service-disabled veteran-owned small businesses in acquiring federal contracts and subcontracts, revising current VA Acquisition Regulation methods. The proposal expands on a 2004 White House executive order and the 2006 Veterans Benefits, Health Care and Information Technology Act (P.L. 109-461), both mandating increased contracts for small businesses owned by veterans and service-disabled veterans. “VA's mission is to serve veterans. Buying from [service-disabled veteran-owned small businesses] and [veteran-owned small businesses] directly supports VA's mission,” VA stated in the rule change. “Supporting service-disabled veterans who own businesses contributes significantly in restoring their quality of life while enhancing transition from active duty to civilian life. Such acquisitions maintain the socioeconomic well-being of the Nation and carry out VA's strategic goals.” All businesses seeking participation in the program must register at www.VetBiz.gov, an information database designed to ensure all eligibility requirements are met. Veteran-owned businesses seeking contracts totaling no more than $100,000 will not be subjected to a bidding war, eliminating the requirement for competition. Contracts exceeding $100,000 but less than $5 million will be awarded on a more competitive basis but still only require that a business prove its eligibility and ability to perform the tasks required at a reasonable price. Several government programs designed to provide contracts to individuals or groups that would otherwise be unable to compete, such as the Federal Prison Industries (FPI), may lose federal contracts, as veteran-owned businesses may gain more of the government’s goods and services market. VA is also seeking to expand the definition of veteran-owned or service-disabled veteran-owned small businesses to include any business previously meeting the eligibility requirements but now owned by the spouse of the veteran as a result of his or her death. For more information on the VA proposal, please visit: http://www.gpoaccess.gov/fr/. NEW OPM REGULATIONS BOLSTER AGENCIES’ HIRINGS Positions in federal agencies requiring high levels of expertise in the scientific, technical, professional, or administrative fields may be easier to fill in the future thanks to new Office of Personnel Management (OPM) regulations allowing greater flexibility in the use of critical position pay authority. Published in the Federal Register on August 26, the rule changes create a clearer framework for agencies seeking higher pay for these hard to fill positions, clarifying the information that must be presented to OPM to acquire the authority. Effective September 25, 2008, the new regulations offer agencies a greater opportunity to obtain a valuable recruitment and retention tool. PM, which first proposed the rule change in April 2008, anticipates increased application of the critical pay authority will serve “ as a means of attracting talented individuals to critical positions in the Federal Government who would not otherwise accept or stay in Government jobs at lower rates of pay.” Agencies have failed to employ the authority to its maximum extent, according to OPM, and the agency determined confusion associated with the necessary steps and submission of information to acquire the increased pay contributed to its underutilization. “[T]he Government must use all available human resources management tools at its disposal to ensure Federal agencies are able to recruit and retain qualified employees,” OPM stated in the regulation changes. All agencies employing critical pay authority must submit annual reports to OPM detailing their usage, and OPM encourages feedback concerning the recruitment and retention benefits the higher pay affords. Agencies must apply for the authority on an individual basis, and OPM will evaluate all requests case-by-case. Several agencies requested that certain positions qualify for the critical pay authority across the board, but OPM ruled that such a categorization would not be in the program’s interest, announcing in the Register, “we cannot speculate in advance as to whether particular positions might qualify.” For more information on the new regulations, please visit: http://www.gpoaccess.gov/fr/. BUSH APPOINTS WILLIAMS GSA ACTING ADMINISTRATOR Despite opposition led by Senator Charles Grassley (R-Iowa), President Bush appointed Jim Williams acting administrator of the General Services Administration (GSA) on August 19. Williams, who assumed office on August 30, previously served as commissioner of GSA’s Federal Acquisition Service. He succeeds Lurita A. Doan, who performed as Administrator of GSA since May of 2006 until her resignation this past spring. Deputy Administrator David Bibb assumed the role of acting administrator thereafter, but his decision to retire prompted Bush’s announcement. The Senate Homeland Security and Governmental Affairs Committee approved Williams’nomination, but Sen. Grassley opposed the move following Williams’ confirmation hearing during which the GSA commissioner’s involvement in an information technology contract scandal came into question. The contract, renewing a partnership between GSA and Sun Microsystems, was terminated by the GSA Inspector General based on a failed agreement by the firm to offer the government the same discounts on services afforded to private buyers. The Justice Department eventually sued Sun Microsystems based on fraudulent claims made by the firm. Allegations surfaced that Williams and others may have influenced contracting officers in the administration to renew the deal. Sen. Grassley claims questions still remain as to Williams’ involvement, and that those questions must be answered before the GSA Administrator’s seat is filled. Since the appointment was made during the congressional recess, the President does not require the Senate’s approval to situate Williams as acting administrator. For more information on Williams, please visit: www.gsa.gov. ************************************************************ GET INVOLVED AT THESE EVENTS! Attend the 2008 National Summit on Employment Law and Compliance FMA has partnered with the American Strategic Management Institute (ASMI) to promote this outstanding summit, September 29-October 1, 2008 , in Washington, D.C . Gain a thorough understanding of the latest federal labor and employment laws to keep your organization compliant. The summit will feature f our comprehensive tracks: Recruiting and Hiring: Learn how to comply with all the applicable legal requirements when interviewing and hiring a qualified candidate; Wage and Hours: Stay up-to-date on the latest policy changes with FMLA, FLSA and workers compensation; Employment Policies: Develop a concise employee handbook that communicates your office policies in a clear and organized manor, and; Employee Benefits: Create a comprehensive benefits package that attracts potential employees and is in full compliance with the law. Best of all, FMA Members will receive a $200 discount off registration fees! For more information visit: www.asmiweb.com/events/w197.html. DEFENSE FINANCE ANNUAL TRAINING CONFERENCE From October 27-29 at the Sheraton Crystal City Hotel in Arlington, VA, the Department of Defense (DOD) will host its annual Defense Finance training conference. Assisting in transforming financial operations to better support the war fighter, the conference enables attendees to meet face-to-face with high-ranking executives from the armed forces, DOD, Business Transformation Agency (BTA) and other agencies to share best practices regarding the latest Financial Management updates and new DOD transformation imperatives. Conference sessions and networking functions provide an unparalleled opportunity to prepare for the coming fiscal year and meet key transformation objectives. Mark the dates in your calendar today! For more information and access to the Defense Finance 2008 conference agenda, please visit: www.defensefinanceusa.com, or email defensefinance@wbresearch.com. HUMAN CAPITAL MANAGEMENT SYMPOSIUM: FEDERAL 2008 The Premier Federal Symposium on Human Capital Management The Federal Managers Association strongly encourages attendance at the Human Capital Management Symposium: Federal2008, designed to strengthen and streamline the developments and efforts within human capital management in the federal government. The conference takes place on November 19-21, 2008, at the Sheraton National Hotel in Arlington, VA . Attendees will hear detailed case studies of programs that have been implemented, as well as best practices , and panel discussions in which participation is encouraged, enabling you and your colleagues to bring ideas and solutions back to the office to enhance the initiatives and developments within your agency . FMA is proud to cosponsor this high-quality conference. For more information, please visit www.HCMFederal.com. ************************************************************ Long Term Care Partners, LLC , FMA Corporate Partner. Long Term Care Partners is the administrator of t he Federal Long Term Care Insurance Program. Sponsored by the U.S. Office of Personnel Management, the Program is available to Federal and U.S. Postal Service employees and annuitants, active and retired members of the uniformed services, and their qualified relatives. With more than 210,000 enrollees, it is the largest employer-sponsored long term care insurance program in the country. FLTCIP policies are simple to understand and offer enrollees some distinct advantages, including comprehensive coverage, competitive and stable rates, international coverage, and administrative service standards that are the highest in the long-term care insurance industry. Policies are sold direct through a highly-trained, non-commissioned staff with no high pressure sales tactics – simply sound advice. Visit www.LTCFEDS.com or http://www.opm.gov/insure/ltc/index.asp for more information. Blue Cross Blue Shield Association Federal Employee Program , FMA Corporate Partner: The Blue Cross and Blue Shield Association represents the independent, locally operated Blue Cross and Blue Shield Plans. The 40 local member companies of the Blue Cross and Blue Shield Association have provided millions of families with top-quality, affordable health insurance for more than 70 years. For the one in four Americans who carry Blue Cross and Blue Shield cards, the Blue Plans symbolize health security. Visit www.fepblue.org and join the best, most-recognized group of health insurance providers in the world. GEICO , FMA Corporate Partner: GEICO was created over 60 years ago to insure Federal employees. Over the years GEICO has continuously strengthened its affiliation with the Federal workforce. Today GEICO has a special program established to support the Federal community. GEICO’s Federal program participates in the following organizations and programs: GEICO Public Service Awards, which have honored Federal workers (active and retired) who have contributed to the public good since 1980; and GEICO Federal Leave Record Cards, which for over 40 years have been provided by GEICO to Federal employees, free of charge, to help them track their annual leave. Find out how much you could save with GEICO auto insurance as an FMA member by getting a line-by-line rate quote at: www.geico.com Shaw, Bransford, Veilleux and Roth, P.C. , (SBVR) concentrates its law practice on the representation of Federal employees, with a special emphasis on the representation of executives and managers. SBVR serves as General Counsel to the Federal Managers Association and is uniquely situated to recognize the interests and viewpoints of Federal managers. For up to two free half-hour legal consultations and reduced legal fees as an FMA member, please visit: www.shawbransford.com The Federal Managers Association and Management Concepts have teamed up to present the Federal Managers Practicum — a targeted certificate program for Federal managers. As the official development program for FMA, the Federal Managers Practicum helps FMA members develop critical skills to meet new workplace demands and deepen their managerial capabilities. FMA’s leadership fully recognizes the need to prepare career-minded federal employees to manage the demands of the 21 st century workplace with greater competence and fully supports this unique and comprehensive certificate program. For more information, please visit: www.managementconcepts.com/fmp/fmpodp.asp
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The Washington Report is published biweekly by the
Federal Managers Association.
Jessica Klement, Editor; FMA Staff Writers.
The Federal Managers Association, established in
1913, is the oldest, largest, most influential association representing
the interests of the nearly 200,000 managers, supervisors and executives
serving in today’s Federal government.
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