Summary of Actions by Implementation Category

 Summary of Actions by Implementation Category

 (1) Agency heads can do themselves

 HRM01.5     Abolish the time-in-grade requirement. Create a general
 qualifications framework that permits agencies to augment or modify
 qualification standards for both internal and external placement
 actions.

 HRM01.7     Create a governmentwide employment information system to
 inform the public of job opportunities. Coordinate the development
 and operation of common automated systems to facilitate agency
 staffing policies and operations.

 HRM04.2     Encourage agencies to establish productivity gainsharing
 programs called Federal Performance Sharing to support the
 reinvention and change effort.

 HRM05.2     Develop a culture of performance that supports
 supervisors' efforts to deal with poor performers.

 HRM05.3     Improve supervisors' knowledge and skills in dealing with
 poor performers.

 HRM06.2     Give agencies the flexibility to use savings realized
 from reinvention to increase their investment in employee training
 and development.

 HRM07.4     Allow employees to use sick leave to care for dependents.

 HRM07.5     Give returning employees credit for previously accrued
 unused federal sick leave.

 HRM08.2     All agencies should establish alternative dispute
 resolution (ADR) methods and options for the informal disposition of
 employment disputes.

 HRM10.2     Require appropriate cross-training for human resource
 management professionals.

 HRM11.1     Create and reinforce a corporate perspective within the
 Senior Executive Service that supports governmentwide culture change.

 HRM11.2     Promote an agency corporate executive level succession
 planning model.

 HRM11.3     Enhance voluntary mobility within and between agencies
 for top senior executive positions in government.

 HRM12.2     Replace the Federal Personnel Manual and agency
 directives with automated personnel processes, electronic decision
 support systems, and manuals tailored to user needs.

 HRM12.3     Identify and develop useful accountability measures that
 can be automated.

 HRM14.4     Expand outplacement services.

 (2) President, Executive Office of the President, or Office of
 Management and Budget can do

 HRM07.1     Implement family-friendly workplace practices while
 continuing to ensure accountability for quality customer service.

 HRM08.1     Eliminate jurisdictional overlaps.

 HRM09.1     Charge all federal agency heads with the responsibility
 for ensuring equal opportunity and increasing integration of
 qualified women, minorities, and persons with disabilities into all
 levels and job categories, including middle and senior management
 positions.

 HRM10.1     Establish an Interagency Equal Employment Opportunity and
 Affirmative Employment Steering Group under the joint chair of EEOC
 and OPM.

 HRM10.3     Combine all equal opportunity and affirmative employment
 reports into one comprehensive assessment of the total workforce
 EEO/AE data.

 HRM10.4     Modify the Central Personnel Data File to enable total
 automation of the EEO/AE data reporting requirements.

 HRM12.1     Phase out the entire Federal Personnel Manual and all
 agency implementing directives.

 HRM13.1     The President should issue an Executive Order that
 identifies labor-management partnership as a goal of the executive
 branch and establishes the National Partnership Council.

 (3) Requires legislative action

 HRM01.1     Authorize agencies to establish their own recruitment and
 examining programs. Abolish central registers and standard
 application forms.

 HRM01.2     Allow federal departments and agencies to determine that
 recruitment shortages exist and directly hire candidates without
 ranking.

 HRM01.3     Reduce the number of competitive service appointment
 types to three.

 HRM01.4     Permit nonpermanent employees to compete for permanent
 positions under agency procedures for internal placement.

 HRM01.6     Eliminate all statutory rules on detailing employees to
 temporary assignments.

 HRM02.1     Remove all grade-level classification criteria from the
 law while retaining the 15-grade structure.

 HRM02.2     Provide agencies with flexibility to establish
 broadbanding systems built upon the General Schedule framework.

 HRM02.3     Modify the standard 15-grade classification system that
 applies to those employees not covered by a broadbanding system.

 HRM02.4     Provide agencies under the standard 15-grade system with
 additional flexibilities in setting base pay rates.

 HRM02.5     Establish reporting requirements that apply to both the
 modified standard system and any broadbanding system.

 HRM03.1     Authorize agencies to design their own performance
 management programs.

 HRM04.1     Authorize agencies to develop their own incentive
 programs.

 HRM05.1     Reduce by half the time required to terminate federal
 managers and employees for cause. Make other improvements in the
 systems for dealing with poor performers.

 HRM06.1     Deregulate training and make it more responsive to market
 sources.

 HRM07.2     Provide telecommunications and administrative support
 necessary for employees participating in flexiplace and telecommuting
 work arrangements.

 HRM07.3     Expand the authority to establish and fund dependent care
 programs.

 HRM07.6     Expand the demonstration project authority to allow
 projects on employee benefits and leave.

 HRM07.7     Reauthorize voluntary leave transfer/bank programs.

 HRM14.1     Provide departments and agencies with the authority to
 offer separation pay.

 HRM14.2     Decentralize the authority to approve early retirement.

 HRM14.3      Authorize departments and agencies to fund job search
 activities and retraining of employees scheduled to be displaced.

 HRM14.5     Limit annual leave accumulation by senior executives to
 240 hours.