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The [[underlined] specialized administrative and technical offices'[[/underlined]] resources in FY 1982 totaled $12,122,000 and 359 positions, including both appropriated and nonappropriated funds. An additional $4,159,000 and 17 positions are projected over the planning period which, if realized, would result in total resources of $16,281,000 and 375 positions. While much of the trust growth is associated with inflation in personnel and other costs, some federal growth is forecast. Emphasis is on the following areas.

Efforts will continue to strengthen management systems to aid in the effective and efficient support of the Institution's operations and to assure adequate control and accountability as a public responsibility. A new payroll/personnel information system will become operational on the Smithsonian's computer early in calendar year 1983. Data will be integrated and managed to serve budget, financial, personnel, equal opportunity, and affirmative action requirements. Improved monitoring, reporting and projection of information is expected. Similarly, 1983 will see the implementation of a procurement/accounts payable information network to provide improved and more timely status information, give better service to vendors, and strengthen cash management. Property management and accountability will continue with documentation of equipment and annual inventories.

In the area of automation, substantially greater attention will be given to an institutional approach to the assessment of needs and solution of information management problems in ways that will unify processes in the total organization. An information resource management office has been established to assure that requirements for data and word processing are identified fully and assessed as to need and priority, that solutions to approved projects are integrated, cost effective, and use the most appropriate methodologies and techniques, and that all steps are adequately documented.

Continued attention will be given to management studies of important areas of the Institution's work; the assessment and correction of potentially vulnerable areas of operations; review and judicious use of travel; the preparation of instructional materials governing administrative, business and technical activities; training of personnel in management skills; and internal and external audits of federal and trust operations. The Board of Regents and its Audit and Review, Personnel and Investment Policy Committees will oversee operations.

Major personnel management objectives are guided largely by the requirements of the Civil Service Reform Act of 1978 for civil service employees, by comparable policies and procedures for trust employees, and by equal opportunity and affirmative action programs applicable to all employees and applicants. Performance appraisal, merit pay, and incentive award systems will be monitored and improved as necessary. Policy and procedural materials will be developed for the civil service and trust