2003 News Archive
Henry Romero Named As Judge For 2003 President's Quality Awards
FMP's Senior Consultant Henry Romero was named as
one of the judges for the 2003 President’s Quality
Awards Program. Mr. Romero was one of the eight
judges chosen to make final recommendations on the
2003 honorees. Judges are chosen based on their
knowledge and insight into the initiatives in the
President’s Management Agenda, and their
reputation and standing in the Federal management
arena.
The Awards Program recognizes Federal agencies that display
outstanding results in implementing the objectives
of the President’s Management Agenda. The 2003
winners were the Environmental Protection Agency
and the National Science Foundation. They were
presented the Presidential Award for Management
Excellence by White House Chief of Staff Andrew H.
Card, in a December 2003 ceremony.
Mr. Romero, a former Associate Director at the U.S. Office of
Personnel Management and the former Director of
Personnel at the U.S. Department of Justice, has
been associated with FMP since September 2002.
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FMP's Glenn Sutton Describes:
Lessons Learned From Implementing Major HR Reform
November 17, 2003
FMP has worked with a number of alternative personnel systems and
demonstration projects, including the DoD Civilian
Acquisition Personnel Demonstration Project’s
evaluation team. Co-authored by FMP principal
Glenn Sutton, Government Executive’s Federal Focus article illustrates important lessons that could assist agencies in implementing
major HR reform. To read the article titled "Selling The System,"
visit the Government Executive website.
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FMP’s Tim Barnhart Explains:
The Business Case For HR Reform
November, 2003
IPMA-HR News featured an article by FMP President Tim Barnhart,
titled “The Business Case for HR Reform.” Mr.
Barnhart lays out 10 critical business needs that
any proposals for Federal HR reform should meet if
they are to lead to meaningful improvements: 1)
attract and retain a competent workforce, 2)
attract and retain the best of the best, 3)
dramatically increase workforce agility, 4)
eliminate the poor-performance drag, 5)
incentivize high performance, 6) increase the
return on workforce investment, 7) execute the
business strategy, 8) create bottom-line leaders,
9) reduce HR overhead, and 10) integrate and focus
the workforce. To read the article, click here.
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FMP's Fred Mills Describes:
Market-Based Pay Methods
Would Help Government Compete
October 6, 2003
General consensus among
observers of the government's personnel and pay
systems is that new ideas and approaches are
sorely needed. Reform is being considered such as
in the work of the Department of Homeland
Security, the National Security Personnel System,
and incremental changes and fixes to Title 5.
However, none of the proposals have specifically
addressed the critical problem of market
sensitivity. In this article, Federal Times features Mr. Mills' thoughts on what a
market-based federal pay system would look like.
To read the article click here.
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FMP’s Tim Barnhart Explains:
A Single Personnel System Is Not The Answer
May 5, 2003
Government Executive featured FMP President Tim
Barnhart’s comments on the personnel system
proposed by the Department of Defense. The
proposal would replace all of the laboratory
demonstration projects with a single personnel
system. Mr. Barnhart’s article highlights the
value of tailored HR systems that meet the
specific business requirements of individual
agencies, and argues that "One Size Fits None." To
read the article, visit theGovernment Executive website.
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FMP’s Tim Barnhart Describes:
Contribution-Based Pay Philosophy
April 7, 2003
Government Executive recently reported that
proposed changes to the demonstration projects at
the Defense Department laboratories may be the
first step toward the formation of a national
security personnel system. FMP President
Tim Barnhart explained the contribution-based
pay currently used by many of the demonstration
projects, commenting that “contribution-based
models pull employees out of their position boxes
and place them in much larger mission and business
boxes.”
The article also featured the
viewpoint of FMP client Janice Lynch,
demonstration project leader of the Office of
Naval Research. Ms. Lynch indicated that
proposed legislation could lead to drastic changes
for all demonstration projects. To read more
about FMP’s work with the Office of Naval
Research click here.
To read the article titled "Defense Tests New Personnel
System On Laboratories," visit the Government Executive website.
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FMP Work With U.S. Fish &
Wildlife Service Cited In Recent Article
January 27, 2003
Government Computer News reported that Federal agencies, while increasingly
considering outsourcing for some human resources
functions, must tailor their choices to fit their
specific needs. Writer Kevin McCaney explains that
agencies may contract for a single strategic
project, such as workforce planning, or a specific
service, such as application management, or for
end-to-end services, from recruitment to
retirement. FMP’s Workforce Planning analysis for
the U.S. Fish & Wildlife Service was featured in
the article. To read more about FMP's work with the U.S. Fish & Wildlife Service, click here.
To read the article, visit the Government Computer News website.
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