Convinced that accountability to the American people begins with understanding the magnitude of the problem, the Director also asked each agency and department to report to the OPM before the end of each fiscal year on the number of hours of official time used by staff to conduct advocacy activities. The first such report was to be submitted by 31 October 2002 and covered the financial year 2002. OPM has created guidelines to help organizations create and report on official time. Facilitates the resolution of labour disputes. Official time allows union officials to be available during the workday to intervene in any labour dispute or issue that may arise, creating a more positive work environment and minimizing disruption to the agency`s operations. Rapid conflict resolution in the workplace contributes to the effective and efficient implementation of state-owned enterprises. Several other organizations reported significant differences in their official hours of work compared to FY2003, and many also cited transition issues as a factor that could contribute to the increases or decreases they reported. Like the Ministry of Defense, some of these agencies have suggested that ongoing revisions to their tracking systems affect the reliability of the data to some extent. Many members of this group expect an increase in the hours reported for FY2005 as further adjustments to the system are made. On the other hand, some of the organizations that reported significant fluctuations in their reported hours expressed confidence in reporting systems based on the newly established time and attendance records. While several organizations have expressed concerns about the reliability of their data due to transition issues, their impact on government-wide statistics, unlike the DoD, is marginal because they represent the smallest bargaining units and report official hours of work. The OPM published the call and guidance for the communication of official dates for fiscal year 2005 in a memorandum dated February 8, 2006 to federal departments and authorities. In addition to asking organizations to report the official hours used by employee representatives in their organization, they were also asked to report how these hours were used in the four predefined categories.
This report contains the results of our fourth annual survey of federal departments and authorities. Dramatic improvements can occur throughout an organization`s industrial relations program when formal time is used for collaboration and partnership between work and management. Improving the industrial relations climate can have a significant impact on reducing the use of agency resources to solve problems. For example, employees of the Department of the Army filed 2653 complaints in fiscal year 1992. In 1997, formal time spent on constructive labour relations contributed to a 60% decrease in complaints, for a total of 1071 complaints. While maintaining such a relationship required additional formal time, the parties significantly reduced the use of other resources that would have been used to manage these less constructive grievance activities. The Social Security Administration (SSA) did not communicate the official time exactly how it was requested. Opmological interpretation was necessary to combine the categories. This was due to differences in a long-established system used by SSA that could not be easily translated into the categories used by OPM. Although the official time per category may not be accurate due to OPM extrapolation, the total number of hours of official time used is exactly as shown. SSA categories include negotiations, FLRA/MSPB procedures, EEOC procedures, complaints filed by management, travel time, union-initiated complaints, and other ongoing labour relations. OPM combined negotiations and flra/MSPB in negotiations, EEOC procedures and complaints filed by management in dispute resolution and travel time, union-initiated complaints and other ongoing labour relations, and official time used for partnership activities in the third category, the general work-employer relationship.
Among the main organizations that experienced a significant decline in official hours were agriculture (164,482 to 127,188); housing and urban development (37,340 to 20,062); and Interior (49,188 to 33,669). The Equal Employment Opportunity Commission (EEOC) recorded the largest decline in the use of official time per bargaining unit employee (10.87 to 5.9). The EEOC attributes this decline to improved labour-management relations, more open communication and an increase in the expertise of workers` representatives. The Federal Labour-Management Relations Act (5 U.S.C. Chapter 71) begins with results and a letter of intent stating that Congress believes that a statutory labor relations program is in the public interest, contributes to the effective conduct of public affairs, and facilitates and promotes the amicable resolution of disputes between employees and their employers. To support this conclusion, the law requires that workers/union representatives be given official time. The use of official time by a federal employee acting as a representative of a union representing federal employees in a recognized bargaining entity is provided for in Section 5 U.S.C. ` 7131.
It reads: The United States The Office of Personnel Management (OPM) introduced an annual reporting requirement in fiscal year 2002 to strengthen accountability and focus on the use, authorization and tracking of official time. In fiscal year 2004, we refined and expanded reporting requirements by requiring organizations to report official hours of work in four categories of use: temporary negotiations, interim negotiations, dispute resolution, and general labour relations. A description of each category is provided in Appendix A.  Official hours of work for fiscal year 2002 have been revised upwards from the 2002 initial report by an amendment to the Agency. This increased the rate of official time spent per bargaining unit employee. The official time rate, also known as hours per employee (HPE), which indicates the average number of official hours spent per bargaining unit employee, allows for meaningful comparisons of official time usage between agencies. The national average hpe rate in FY2008 was 2.60%, a decrease of 3.3%. Ironically, the HPE rate is returning to that of FY2006, continuing the downward trend in the HPE rate observed since FY2002, after being interrupted by the increase in that rate in FY2007.
The Carl T. Partnership Council Hayden Medical Center in Phoenix, Arizona, has been successful in addressing issues related to compensation, staff turnover, position management, and human resources, as well as promoting greater use of alternative dispute resolution techniques. With a turnover rate of 28.8% among Licensed Practical Nurses (LPNs), the medical center had suffered severe LPN losses in its intensive care units and nursing homes. With the active participation of the Partnership Council, the Centre reduced the revenue ratio to 13.4%. .