The Office of Personnel Management's (OPM's) regulatory priorities for the coming year will continue to focus on human resource management reforms that will enable the Federal Government to meet the challenges of downsizing, increased use of technology, delayering, decentralization, improved labor-management relationships, and other changes that are reinventing the Federal workforce.
The progress made by this Administration to date to reinvent Federal human resource management systems has been both important and far-reaching as we strive to build a powerful bridge to the 21st century. It is now critical to continued progress toward centrally needed reform that there be passage of the Federal Human Resource Management Reinvention Act. Many of its provisions will increase the opportunities for Federal agencies to use broadbanding, more demonstration projects, and performance-based pay plans, such as team incentives and goal sharing. All of these tools are needed to lead Federal human resource management into the 21st century.
Pending passage of this legislation, OPM is using its regulatory authority, whenever possible, to achieve these goals. We will be continuing our implementation of the Hatch Act Reform Amendments of 1993 to address issues relevant to the localities whose federally employed residents have been granted a partial exemption from the Reform Amendments' prohibitions on candidacy for partisan political office and on soliciting, accepting, or receiving political contributions.
OPM also expects to produce final regulations implementing provisions of the Family and Medical Leave Act of 1993. These regulations, reflecting the Administration's goal of a family-friendly workplace, will ensure that all employees are fairly treated when they need time off for medical or family needs.
OPM will continue to improve its existing human resource management systems in order to attract and keep the best possible talent, to promote fairness and diversity, and to create a Government that works better and costs less.