Federal Managers Association

A full recap of the CEC forum will be featured in the Fall edition of The Federal Manager, FMA’s quarterly magazine. More information on the CEC may be found at: www.effective-change.org.

FMA PARTICIPATES IN MONTHLY LMR COUNCIL MEETING

On July 7, Federal Managers Association (FMA) National President Patricia Niehaus attended the monthly meeting of the National Council on Federal Labor-Management Relations (LMR Council). FMA has a seat on the Council, which was formed via Executive Order to advise the President on matters relating to labor-management relations in the federal government.

At the conclusion of the June Council meeting, three agency level labor-management plans had yet to receive approval by the body. By the start of the July meeting, the Council had endorsed the plans for the Armed Forces Retirement Home and the Federal Election Commission, leaving only the Social Security Administration’s plan in need of formal support. Discussions within the agency continue to take place, though neither agency leaders nor union officials can come to an agreement as to who should have a seat on the agency’s forum. Concerns were also expressed over the “uneven” implementation of plans throughout all the agencies, which co-Chair John Berry, Director of the Office of Personnel Management, agreed to look into.

Council members also took time to address pilot projects which will establish (b)(1) bargaining throughout a handful of agencies. The pilots are to include no fewer than 500 bargaining unit employees and may cover any combination of subjects under current (b)(1) rules. The Federal Labor Relations Authority (FLRA) will provide training to all pilot participants once a project has been established.

The Federal Mediation and Conciliation Service and the FLRA provided the Council with a report on the training taking place across the country in regards to the implementation of the Executive Order at the agency level. Round one of training has been completed and a second round has been scheduled in seven cities over the next three months.

The next meeting of the Council will take place on September 20. For more information on Council activities, please visit: http://www.lmrcouncil.gov/.

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WHAT’S HAPPENING ON CAPITOL HILL?

HOUSE ADVANCES FEDERAL TELEWORK LEGISLATION

Legislation that would vastly expand the application of telework programs across the federal government garnered approval by the House of Representatives on July 14, passing by a vote of 290-131. Members of Congress must now focus on hammering out the differences between the House bill (H.R. 1722) and similar legislation approved by the Senate in May (S. 707).

Introduced by Representative John Sarbanes (D-Md.) with the support of Congressmen Gerry Connolly (D-Va.) and Frank Wolf (R-Va.), the Telework Improvements Act, if signed into law, would enable eligible employees to perform their government duties from locations outside of their central offices. According to Rep. Sarbanes, the legislation reinforces the federal government’s commitment to providing the American public with an efficient and productive civil service, as opposed to a workforce structured around rigid workplace requirements.

“I believe this legislation is necessary so that a formal telework policy can be enacted across the Federal Government and sustained into future Administrations,” said Congressman Sarbanes. “A robust telework program will not only improve government operations during a disaster, it could be used as a tool to reduce traffic congestion in the DC area. Telework has a positive impact on productivity, quality of life and the environment. If fully integrated, it can save taxpayers money by increasing efficiency, reducing federal office space and improving employee retention.”

The legislation coincides with Administration efforts to promote flexible work arrangements that demand participating employees exhibit the productivity and output they otherwise would if working at their central offices without tethering them down to a single location. Flexible work arrangement initiatives such as telework gained steam in Congress following winter snowstorms in the nation’s capital that crippled many federal operations. Employees with the tools and programs in place to telework were able to save American taxpayers over $30 million in maintained productivity per day during the storms as the metropolitan area reeled from the onslaught of snow. The Telework Improvements Act has received bipartisan support, though several Republicans voiced concerns over the perceived cost of implementing the legislation prior to its passage.

"Work is something you do, not someplace you go," said Congressman Wolf.  "There is no magic about strapping ourselves into a car, driving sometimes up to an hour and a half to our workplaces, and sitting in front of our computers all day. Telework is a win-win for employers and employees and the federal government should be the model for telework in the 21st Century workplace."

To view a copy of H.R. 1722, please visit: http://thomas.loc.gov.

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WHAT’S NEW IN THE EXECUTIVE BRANCH?

PERFORMANCE MANAGEMENT CONCERNS SURFACE IN OPM SURVEY

Federal employees overwhelmingly believe in the importance of their work and would recommend employment at their organization to others, according to the Office of Personnel Management’s (OPM) latest government-wide civil service survey. But less than half of the over 263,000 federal employees who responded said they believe promotions in the federal government are based on merit, with similar numbers indicating a lack in confidence that federal pay aligns with job performance.

The results of the 2010 Federal Employee Viewpoint Survey, previously titled the Federal Human Capital Survey, provide a glimpse into civil servants’ attitudes toward their agencies’ federal workforce management efforts. Now taking place on an annual basis as opposed to every two years, the survey breaks down data by agency, highlighting specific areas where government leaders must devote greater attention to boost their employees’ satisfaction, commitment and engagement. OPM plans on working hand-in-hand with agencies to utilize the data to drive organizational change, according to Director John Berry.

In addition to expressing a positive opinion of their agencies’ commitment to achieving their missions, the majority of respondents held a favorable view of the work conducted by their immediate supervisors. Approximately two-thirds of those who participated in the survey also said they shared a high level of trust and confidence in their managers. In total, nine of the twelve questions in the Leadership and Knowledge Management Index portion of the study, which measures perceptions of supervision in the federal government, received increased ratings in 2010 over the 2008 survey.

“Employees are more confident in their leaders, and have increased respect for their honesty and integrity,” Berry wrote in an introduction to the study. “They are proud to work for the Government and feel an increased sense of personal accomplishment. The vast majority believe their agency is accomplishing its mission and would recommend it as a good place to work. We hope to build on these results to increase employee engagement in improving agency operations.”

While close to 85 percent of respondents believe their agencies hold them accountable for achieving results, only one-third of employees indicated differences in performance are recognized in meaningful ways and that poor performance is adequately addressed. The survey also shed light on the lack of confidence employees display in the belief creativity and innovation are rewarded, with roughly forty percent of respondents feeling properly recognized for ingenuity in the workplace. On a broader scale, barely a quarter of employees said pay raises were directly linked to their job performance. Overall, the 2010 Performance Culture indices registered little movement over past surveys.

“Identifying and exposing problem areas, while at times uncomfortable, is essential to improving government operations,” continued Berry. “Performance management, including the management of poor performers, and the promotion process are areas of concern… They should be given extra consideration; significant room for improvement is possible.”

OPM will continue to work with agencies on an individual basis to identify areas for improvement and consult on the development of actionable plans to address concerns. Agencies will also be required to submit these improvement plans to OPM and the Office of Management and Budget as part of their 2012 budget submissions.

To view the results of the 2010 Federal Employee Viewpoint Survey, please visit: www.fedview.opm.gov.

RENOVATED TSP WEB SITE HITS THE NET

Federal employees participating in the Thrift Savings Plan (TSP), the federal government’s retirement investment and savings program, will find supervising their accounts much easier thanks to a redesigned TSP Web site unveiled last week. The site’s planned overhaul was first announced by the Federal Retirement Thrift Investment Board, which administers the TSP, during the summer of 2009, but a series of technical issues arose pushing back the formal launch.

The new Web site provides one-click direct access to users’ accounts while providing quick links on the front page to frequently used transactions and commonly requested information. The site also prominently displays a “bulletin board” on its homepage where visitors can find the latest news on changes to the TSP. Each content page on the site is built off the primary homepage, with a uniform menu bar to aid navigation and enable users to jump easily from topic to topic. The primary menu is broken down into six categories: My Account; Plan Participation; Investment Funds; Planning & Tools; Life Events; and, Participant Support.

“Our goal is to provide you with better, faster, and easier access to the information you need to make the best decisions for your TSP account,” said Gregory Long, Executive Director of the Board. “… We will continue to enhance the website so that the time you spend here will be more efficient and more informative. And while our online appearance has changed, our mission remains the same: to manage the TSP solely in your interest.”

As a member of the Employee Thrift Advisory Council, a collection of fifteen federal employee and military groups that consults with the Board on proposed changes to the TSP, the Federal Managers Association (FMA) encouraged Long and the TSP Board members to pursue a radical redesign of the TSP site to improve the delivery of services to participants. FMA National President Patricia Niehaus praised the Board for maintaining its commitment to restructuring the site despite encountering several obstacles over the past year.

“The new layout of the TSP Web site will unquestionably help users maintain stronger control of their accounts and will provide participants with the information they need to make informed decisions,” said Niehaus. “Federal employees and military service members enrolled in the TSP should be encouraged to know that their concerns were taken into account during the redesign effort and are reflected in the streamlined delivery of newly available tools. FMA encourages the Board to continue to monitor and improve the site to further enhance user experience.”

To view the redesigned TSP Wes site, please visit: www.tsp.gov.

WHITE HOUSE PRESENTS OMB DIRECTOR NOMINEE

President Obama has announced Jacob J. Lew as the White House’s nominee to be the new Director of the Office of Management and Budget (OMB). The President’s July 13 press release comes three weeks after current OMB Director Peter Orszag announced his plans to vacate his position as the head of the Administration’s budget team in July.

Lew previously served as OMB Director under President Clinton, where he led efforts to operate the U.S. budget at a surplus for three consecutive years. Lew also played a critical role in the design of AmeriCorps during his time as Special Assistant to the President from 1993-1994 before joining OMB as Deputy Director and then Director. Lew left the Bush administration a $237 billion surplus when he departed OMB in 2001, according to the White House.

From 2001 to 2006, Lew served as the Executive Vice President and Chief Operating Officer of New York University where he was responsible for budget, finance, and operations issues. On January 29, 2009, after a year working for Citi Alternative Investments as the company’s managing Director and Chief Operating Officer, Lew was sworn in as Deputy Secretary of State for Management and Resources. He currently holds the position, where he serves as Chief Operating Officer for the Department.

“The experience and good judgment Jack has acquired throughout his impressive career in the public and private sector will be an extraordinary asset to this administration’s efforts to cut down the deficit and put our nation back on a fiscally responsible path,” Obama stated. “I am grateful he has agreed to serve in this critical role, and I look forward to working with him in the weeks and months ahead.”

Lew’s nomination comes amidst bold proposals by the President and OMB to address the nation’s many short and long-term fiscal challenges, as well as attempts by Congress to greater regulate government spending and reduce the national debt.

For more information on Lew’s intended nomination, please visit: http://www.whitehouse.gov/briefing-room/statements-and-releases.

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GET INVOLVED AT THESE EVENTS!

LABOR-MANAGEMENT FORUM TRAINING EXPANDED

The Federal Labor Relations Authority (FLRA) Office of General Counsel has announced the creation of additional opportunities for management and union representatives to participate in training focused on creating labor-management relations forums. The two-day training programs, held in various locations throughout the country, provide instruction on implementing Executive Order 13522, which called for establishment of the agency-level forums.

Free of charge, the training sessions will cover a variety of subjects including bargaining rights, responsibilities under the Federal Service Labor-Management Relations Statute and Pre-Decisional Involvement, which entails the development of strategies to incorporate employees and their union representatives into the decision making process on agency initiatives. Participants will also receive instruction on the core principles of creating and maintaining effective forums that adhere to the Executive Order’s requirements.

Cities hosting the training include: Atlanta; Boston; Chicago; Dallas; Denver; San Francisco; and, Washington, D.C. Space is limited to eighteen two-person teams consisting of labor and management. The FLRA announcement adds an additional training program to each of these cities, beginning with Washington, D.C. on July 20. Pre-registration is required, and early registration is recommended.

To view a complete list of Labor-Management Forum training programs offered or to register, please visit: http://www.flra.gov/OGC_Training.

2010 FEDERAL DISPUTE RESOLUTION CONFERENCE SET FOR ATLANTA

Now in its 25th year, the Federal Dispute Resolution (FDR) Conference has remained the must-attend training conference for hundreds of federal civil service law professionals each year. This year, Federal Managers Association’s (FMA) own Director of Government Affairs Jessica Klement will once again serve as a panelist. The FDR Conference takes place August 9-12, 2010, at the Atlanta Marriot Marquis in Atlanta, Georgia. FMA is a sponsor of the meeting’s management track.

Spanning over two and a half days, the FDR Conference offers more than 35 unique topic-oriented workshops and sessions designed specifically to enhance the skills required of today's federal employment law professional. What's more, most of the sessions are offered twice — so that there is ample opportunity to attend those sessions of most interest to you. Federal employment law expert and conference chair William Bransford, Esq., and a well-respected advisory board composed of seasoned federal civil service law practitioners from numerous agencies, ensure that the training is focused on timely and relevant issues. Sessions target various levels of experience and audiences — from supervisors to upper-level executives — who are involved with human resources, labor and employee relations, diversity and employment law.

Visit www.fedconferences.com/fdr for more information and to register.

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Long Term Care Partners, LLC, FMA Corporate Partner. Long Term Care Partners has administered the Federal Long Term Care Insurance Program (FLTCIP) since its inception in 2002. FLTCIP offers enrollees valuable protection from the potentially high costs of long term care. Enrollees can feel secure about the FLTCIP’s comprehensive coverage because the program is sponsored by the U.S. Office of Personnel Management (OPM) and insured by one of the nation’s leading insurers, John Hancock Life & Health Insurance Company. Individuals eligible to apply for coverage include Federal and U.S. Postal Service employees and retirees and active and retired members of the uniformed services, and their qualified relatives. For more information about eligibility, visit www.LTCFEDS.com/eligibility. For plan details and rates, visit www.LTCFEDS.com. Or, call 1-800-LTC-FEDS (TTY 1-800-843-3557) to speak with a Certified Long Term Care Insurance Consultant. The FLTCIP is medically underwritten, which means that you will have to answer questions about your health on your application. Certain medical conditions, or combinations of conditions, will prevent some people from being approved for coverage. You need to apply to find out if you qualify for coverage under this program.

FSAFEDS, the Federal Flexible Spending Account Program, FMA Corporate Partner. FSAFEDS provides consumers and corporations a single source of health management decision guidance through its integrated suite of consumer-driven healthcare solutions. Its innovative consumer experience offers comprehensive care, planning, spending, productivity and strategic management services that help guide participants to be healthier and more productive. Visit www.fsafeds.com for more information.

Blue Cross and 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. GEICO’s Federal program supports the GEICO Public Service Awards, which have honored federal workers (active and retired) who have contributed to the public good since 1980. Find out how much you could save with GEICO auto insurance as an FMA member by getting a quick, line-by-line rate quote at http://www.geico.com/landingpage/go51.htm?logo=00781. When you request a quote, GEICO will make a contribution to support the work of FMA.

Shaw, Bransford and Roth, P.C. SBR concentrates its law practice on the representation of Federal employees, with a special emphasis on the representation of executives and managers. SBR 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.

FEDS (Federal Employee Defense Services) provides premier professional liability insurance benefits to the federal employee community. The FEDS liability insurance policy costs only $270 a year, and if you are a manager, supervisor, or law enforcement officer, your agency will reimburse you up to ½ of the cost. Your net cost would be $135 per year. FEDS provides federal employees with the protection they need to do their jobs. You simply can’t afford not to have it! SPECIAL OFFER: Three months free when you make the switch from another federal employee professional liability program. To learn more, visit: http://www.fedsprotection.com. Be sure to note your FMA membership when you join FEDS.

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. Also, FMA members receive 20% off any book purchase and each book is guaranteed to win you a promotion! For more Practicum information, click here. For a catalog of discounted publications, go to Management Concepts. To order, call Vanessa Gillette at 703-270-4107.

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The Washington Report is published biweekly by the Federal Managers Association.
Jessica Klement, Editor; Karl Gruss, Staff Writer

The Federal Managers Association, established in 1913, is the oldest, largest, most influential association representing the interests of the 200,000 managers, supervisors and executives serving in today’s Federal government.

1641 Prince Street ~ Alexandria VA 22314-2818 ~ (703) 683-8700 ~ FAX (703) 683-8707 ~ E-Mail Info@fedmanagers.org

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