March 2001

Summary of Performance

Pursuant to the Government Performance and Results Act (GPRA), the Federal Labor Relations Authority (FLRA) developed a multi-year Strategic Plan that identifies goals, objectives and performance indicators for Fiscal Years (FY)1997-2002. The Strategic Plan enables FLRA to carry out responsibilities identified in the FLRA Mission Statement: "to exercise leadership under the Federal Service Labor-Management Relations Statute to promote stable, constructive labor-management relations that contribute to a more effective Government." An overview of the FLRA and its program offices appears as Appendix A.

The FLRA Strategic Plan includes four broad goals. They are: 1) providing high quality services that timely resolve disputes; 2) using alternative methods of dispute resolution and avoidance to reduce the costs of conflict; 3) maintaining internal systems that support programs needs -- notably information technology systems; and 4) developing FLRA staff to ensure an effective organization with the flexibility to meet program needs.

Consistent with the FLRA Strategic Plan, the FLRA developed its FY 2000 Annual Performance Plan which identifies 28 performance goals to implement the four Strategic Plan goals. During FY 2000, FLRA fully met or exceeded 21 of the 28 performance goals. FLRA substantially met the remaining seven goals. Adjustments have been made to achieve these seven performance goals in FY 2001.


Program Accomplishments

Significant accomplishments were made by FLRA in implementing its FY 2000 performance goals. FLRA reduced the number of overage cases, the overall age of the pending inventory and case processing times. For example, the Office of the General Counsel reduced its inventory of representation cases to an all-time low. The Authority reduced the average age of pending Authority cases by more than 50%. Finally, the Federal Service Impasses Panel exceeded its goal to issue decisions and orders by 21 days, thus improving processing times to resolve impasses. At the same time these reductions occurred, FLRA continued to maintain high standards of quality.

FLRA continued its efforts to integrate the use of alternative dispute resolution approaches at all stages of case processing -- notably related to negotiability appeals and unfair labor practice cases. FLRA negotiability regulations, which were revised in FY 1999, include conferences designed to narrow and clarify issues; procedures to resolve all aspects of a dispute, where appropriate; and clarification of the responsibilities of each party. FLRA pre-complaint ULP regulations facilitate dispute resolution and attempt to simplify, clarify and improve processing of ULP charges. In addition, FLRA post-complaint ULP regulations formalize the Settlement Judge Program and provide for a pre-hearing conference program. During FY 2000, FLRA staff provided training, facilitat