Federal Managers Association

To view a copy of the letter, please visit the Members Only section of FMA’s Web site at: www.fedmanagers.org.

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WHAT’S HAPPENING ON CAPITOL HILL?

AGENCIES GEAR UP FOR PRESIDENTIAL TRANSITION

The Senate Homeland Security and Governmental Affairs Subcommittee on Oversight of Government Management, the Federal Workforce, and the District of Columbia, convened on September 10 to discuss how federal agencies are preparing to adapt to the arrival of a new administration in January. Entitled, “Managing the Challenges of the Federal Government Transition,” the hearing focused on the Subcommittee’s concern that a lack of leadership during the transition, as new political appointees replace current agency heads, will severely impede agency management.

Government Accountability Office (GAO) Acting Comptroller General Gene Dodaro, Office of Management and Budget (OMB) Deputy Director for Management Clay Johnson, III, Office of Government Ethics (OGE) Director Robert Cusick, and General Services Administration (GSA) Chief Human Capital Officer Gail Lovelace provided expert testimony before the Subcommittee, offering their respective agency’s blueprints for meeting the transition challenge.

Chairman Daniel Akaka (D-Haw.) introduced the topic by emphasizing his belief that while each transition is inherently different, “many share the same potential barriers to success.” Among the greatest challenges agencies face, Akaka continued in his opening statement, is the presidential nomination and appointment process.

“The issue of especially great importance for this Subcommittee is bridging the gap between January 19 th and January 21 st to ensure there is continuity in leadership and management at all federal agencies,” he told the panel. “New presidential appointees must be acted upon quickly. They should be ready to lead when they assume their new positions.”

To that end, questions posed to the witnesses by Akaka and Ranking Member George Voinovich (R-Ohio) sought to determine the level of preparedness of government agencies to respond to organizational reforms. Witnesses were also asked whether agencies have created specific guides to pass on to new staff members in order to facilitate the transition. Clay Johnson ensured the Subcommittee that the current administration has committed itself to providing support to whichever candidate is elected, and that he envisions this process to “serve as a model” for future transitions of power. Both potential administrations are primed to attack the transition issue, Johnson continued, arguing they both are aware that extending a transition only prolongs any weakness that may be present.

Robert Cusick and others emphasized the need to prioritize challenges, as many people underestimate the implementation challenges of executing management agenda changes, especially in the face of serious budget constraints imposed by Continuing Resolutions. Akaka also noted that the human capital crisis facing the federal government further compounds these challenges.

“Agencies will rely on career individuals to continue the critical needs of agency management,” Akaka stated, “not the least of which is continuing to recruit, train, and retain an outstanding federal workforce.”

For more information on the hearing, please visit: http://hsgac.senate.gov.

DEFENSE APPROPRIATIONS BILL MOVES FORWARD

The Senate Appropriations Defense Subcommittee approved a $487.7 billion spending bill for fiscal year 2009 on September 10, and many in the Senate are optimistic that final authorization of the bill could be completed by the end of the month. Despite a decision by the full House Appropriations Committee to delay its markup of the bill, originally scheduled for September 9, until next week, congruence between the House Appropriations Defense Subcommittee version and the Senate bill indicate a general consensus on the programs and figures necessary for funding through FY09.

Total funding approved by the Senate subcommittee falls $4 billion short of the President’s request, matching the amount allocated in July by the House Defense Appropriations Subcommittee. Several programs labeled high-priority by the Department of Defense, including the Future Combat System and Defense Health programs, will receive full funding if the bill is passed. Cuts to the Missile Defense Agency and tactical vehicle programs make up a significant portion of Bush’s requested funding denied by the House and Senate subcommittees. The Office of the Inspector General will receive an additional $24 million above the President’s request, as the subcommittee determined that the size of the defense budget coupled with the large number of defense contracts necessitates greater oversight.

As Congress prepares to adjourn once more in anticipation of the November elections, the FY09 Defense Appropriations bill may prove to be the 110 th Congress’ last major action. A date has yet to be set, however, for discussion of the bill on the Senate floor.

For more information on the Senate Defense Appropriations Subcommittee bill, please visit: http://appropriations.senate.gov/.

BILL SEEKS TO EXPAND FEDERAL EMPLOYEE POLITICAL PARTICIPATION

The House Oversight and Government Reform Subcommittee on the Federal Workforce, Postal Service, and the District of Columbia, met on September 11 to discuss H.R. 4272, a bill amending the Hatch Act by allowing certain state and local officers and employees to participate as candidates for office in partisan elections. The measure, introduced by Representative Bart Stupak (D-Mich.), while seeking exemption to a single provision in the Hatch Act, addressed the larger debate over the role citizens should play in elections for public office.

The hearing featured three panels, consisting of five total witnesses. Rep. Stupak, Chairman of the Merit Systems Protection Board (MSPB) Neil McPhie, Director of Congressional and Public Affairs for the U.S. Office of Special Counsel (OSC) Anthony Guglielmi, Legislative Attorney for the American Law Division of Congressional Research ServiceJack Maskell, and General Counsel for the OhioCivil Service Employees AssociationSandra Bell provided expert testimony before the Subcommittee.

In his opening statement, Chairman Danny Davis (D-Ill.) told his audience that though H.R. 4272 was very specific in nature, larger issues concerning partisan political participation were at hand. Perceptions concerning the Hatch Act vary, according to Davis, and though its significance may be clear, the rules and regulations contained in the Act can be confusing. The Subcommittee determined that examination of the proposed exemptions provided a great opportunity to discuss the intent of the Act.

“While today’s hearing is narrowly focused on the Hatch Act and its impact on state and local government employees,” Davis told the witnesses, “the larger question at hand is to what extent should citizens be restricted from pursuing elected public office for the purpose of promoting efficient and effective governance.”

“Like the right to vote, the right to be a candidate for an elected office is also fundamental to our unique democratic republic,” he continued.

Specifically, H.R. 4272 allows state and local employees to run as candidates in partisan elections if they are running for local office in counties populated by less than 100,000 people. In communities such as these, Stupak told the Subcommittee, office positions do not pay enough to allow candidates to leave their other posts, severely limiting the amount of people able to run for office.

“Public service is important in every community,” Stupak explained. “The last time the Hatch Act was amended was in 1993 to allow federal employees to take an active role in political campaigns and federal races. Now, it is time for Congress to revise the Hatch Act so that Americans in rural communities can fully participate in their local governments,” he concluded.

For more information on the hearing, please visit: http://oversight.house.gov/.

POLL WORKER GRANTS PROPOSED IN CONGRESS

In June, Representative Zoe Lofgren (D-Cali.) introduced H.R. 6339,a bill granting additional leave for federal employees wishing to serve as poll workers, as well as directing funding through the Election Assistance Program for the creation of grants for poll worker recruitment and training.

Federal employees may receive up to six days of leave from work annually to take part in training and administration of polls. Civil servants will not lose any pay or have to forfeit any entitled leave to take advantage in the program. Lofgren equated time serving as a poll worker with leave already granted by law to federal employees serving on jury duty. She requested that serving as a nonpartisan poll worker fall under the same category of administrative leave.

“Properly trained and engaged poll workers are crucial to the success of any election,” noted Rep. Lofgren. “Since federal employees are among the most dedicated public servants our nation has, this bill gives them the opportunity to serve their communities is a new and fulfilling way.”

“The health of our democracy is directly related to the quality of our voting systems,” Rep. Lofgren continued. “This legislation is a good step in strengthening those systems.”

For more information on this bill, please visit: http://thomas.loc.gov/.

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WHAT’S NEW IN THE EXECUTIVE BRANCH?

OPM HIRING GUIDE BRIDGES AGENCY/APPLICANT RELATIONSHIP

On September 5, the Office of Personnel Management (OPM) released its latest hiring guide, entitled “End-to-End Hiring Roadmap,” the agency’s most recent attempt to aid in the recruiting and hiring process. Developed by OPM in conjunction with the Chief Human Capital Officers (CHCO) Council Subcommittee for Hiring and Succession Planning, the guide is a tool for applicants and agencies alike, facilitating both the agency’s recruiting efforts and the applicant’s overall experience.

In a memorandum to CHCO Council, OPM Acting Director Michael Hager said the roadmap seeks first and foremost to ensure that applicants understand the hiring process, charging agencies with the responsibility of updating applicants consistently in order to manage their expectations. Upon hiring the individual, Hager noted, it is up to the agency to acculturate the new worker in a timely manner in order to ensure maximum productivity is attained. The goal is to reduce the overall time it takes for an agency to determine a position must be filled to the point where a new employee is able to achieve the desired results.

“The End-to-End Hiring Roadmap is designed to transform competitive hiring for external applicants into a strategic relationship between hiring managers and human capital officials that enables agencies to attract, hire and retain top talent,” Hager stated in the memorandum.

Production of the hiring guide was largely prompted by reports from Human Resources professionals frustrated with delays that often occurred during the hiring process, arguing that many managers responsible for recruiting and hiring fail to engage fully in the process. Managers in turn voiced their opinions that HR policies are ambiguous and in need of reform.

“Past attempts to address hiring processes have taken a component-by-component (or stovepiped) approach. Based on these previous experiences and agencies’ current hiring needs, OPM decided to take a new, comprehensive and integrated approach to Federal hiring,” the guide noted, promising it addresses the concerns noted above.

Whether or not the new hiring roadmap is effective will become evident in the upcoming months, as the federal government feels the effects of the impending retirement wave.

“We recognize that a Government’s most important asset is its people,” according to the guide. “To attract talented people to the service of the Nation, we believe the application process should enable rather than deter job seekers. To that end, we will work to ensure a process that reflects these principles.”

For more information on OPM’s hiring guide, please visit: http://www.opm.gov.

IRS RETURNS MANAGEMENT CONTRACT TO FEDS

According to various media outlets, the Internal Revenue Service (IRS) has decided to cancel a multimillion dollar contract with IAP Worldwide Services, Inc., electing to return the duties of managing taxpayer files at seven regional processing centers to agency employees. The decision on September 12 terminates a contract that began in 2006 between IRS and IAP and was expected to run for five years. The decision has been widely praised by those discouraged by the current administration’s contracting policies.

Agency employees will once again resume the management role beginning on October 1. In a memo, IRS announced plans to hire 700 additional employees to staff the seven processing centers taking over the workload. IRS employees won the initial contract in 2006, but IAP protested the decision and was awarded the management position. Questions soon arose as to IAP’s performance capabilities, leading to the eventual termination of the contract.

For additionally information, please visit: www.nteu.org.

2008 COMBINED FEDERAL CAMPAIGN KICKS OFF

U.S. Office of Personnel Management (OPM) Acting Director Michael Hager officially opened the 2008 Combined Federal Campaign (CFC) on September 10, calling on the federal community to continue its support for the government’s annual charity drive. In a memorandum presented to various agency heads, Hager discussed how the 2008 drive could build upon the success of past campaigns that have raised a total of more than $6 billion dollars since the CFC’s creation in 1961.

The CFC raises money for charity through donations from federal and postal service employees, along with members of the Armed Forces. The 2007 campaign raised over $273 million, a feat Hager described as indicative of the commitment to help others shared by federal employees and military personnel. Despite the CFC’s recent success, Hager warned that many challenges looming on the horizon could threaten the program’s future efficacy. He cautioned that the anticipated retirement tsunami could erode the base supporters of the CFC’s efforts, and that younger workers brought in to replace retirees may not be aware of the CFC’s mission and value.

Hager presented his plans for educating new federal employees on the role played by the CFC while encouraging employees already volunteering as CHC Loaned Executives to continue their service. Hager also noted that the CFC’s cost of operation could be reduced through the use of Employee Express technology, which allows donations to be automatically deducted from one’s paycheck.

The 2008 CFC program runs from September 1 - December 15. If agencies work to excite employees and take a pro-active approach in encouraging donations from employees, Hager anticipated the CFC could eclipse last year’s recording setting amount.

"Even the smallest of donations can go a long way toward improving the lives of others," Hager told agencies in his memorandum. "And I join President Bush in recommending that you allow your employees to serve (as volunteers) during the campaign period."

For more information, please visit: http://www.opm.gov.

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GET INVOLVED AT THESE EVENTS!

CEC TO CELEBRATE 30TH ANNIVERSARY OF CIVIL SERVICE REFORM ACT

On October 14th, the Coalition for Effective Change, of which the Federal Managers Association is a member, will be hosting an event celebrating the 30th Anniversary of the Civil Service Reform Act. Paul Light will kick off the event at the National Academy of Public Administration, which will start at 8am and will feature two panels after Light’s speech. The first panel will take a look back at where we’ve been over the last 30 years. Conversely, the second panel will focus on the future of the civil service.

Additional details, including how to participate, will be available in the coming days. Please continue to check FMA’s Web site, www.fedmanagers.org, for the most up-to-date information.

2008 NATONAL 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.

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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 21st 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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