The Office of Personnel Management's (OPM) 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.
This administration has developed an outstanding record in managing the largest workforce in the Nation--a record that includes reinventing Federal human resource management systems, downsizing the Federal workforce by over 350,000 to its lowest point in 30 years, and at the same time, focusing on improving quality, effectiveness, and customer service. Continued progress toward centrally needed reform now depends largely upon the passage of legislation, which currently is in varying stages of discussion, that would provide the tools needed to make more profound improvements in Federal human resource management. Pending passage of legislation, OPM will continue to use its regulatory authority whenever regulations are the appropriate vehicle to achieve our goal of an effective, merit-based civil service system. However, we are also mindful of the dangers of over-regulating. Excessive regulation in the area of Federal human resources management creates obstacles that stand in the way of the innovation and creativity that Federal managers need to lead and motivate the workforce and to operate programs more effectively. We seek an appropriate balance of minimizing regulation to ensure flexibility, innovation, and excellence, while preserving the merit-based civil service system that serves as the cornerstone of our democracy.
Consistent with this approach and with the President's leadership to create a Government that works better and costs less, our regulatory activity will include proposing regulations to give agencies greater flexibility in designing their internal selection systems and to consolidate, streamline, and clarify the excessive number of hiring and examining authorities that currently exist in Government.
To help focus on excellence in employment, we will permit agencies in appropriate circumstances to use an initial probationary period of up to 3 years while establishing 1 year as the minimum period required to assess performance.
This Administration is justifiably proud of its progress in helping move record numbers of Americans from the hopelessness and despair of welfare to the promise of productive employment. More than 6000 people have already found employment in the Federal Government as part of the President's welfare-to-work initiative. Our regulations this year will facilitate agencies' efforts to promote many of these deserving and fully trained workers commensurate with their duties and performance.
Success in Government downsizing, though difficult, has been achieved with fairness and compassion to those affected. We will continue to balance the need for, and the effects of, downsizing with a clear understanding of equity as necessary jobs are filled in the future. In order to assist agencies in providing displaced employees with maximum reemployment opportunities, regulations will be promulgated to afford those separated by downsizing with the first opportunity for reemployment in their former agency. Similar priority will also be given to former employees who were separated or downgraded due to injury or disability but who have now fully recovered.
In our management of the Federal Employees Health Benefits Program, we will continue to look for opportunities to lead the Nation by implementing policies and regulations that ensure fair and effective treatment of those in need of health care.
Overall, the Office of Personnel Management will continue to improve 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 truly serves our citizens.