I would like to have a written document from you and from John Berry about how you are going to handle this situation.

Some of the complaints that we had is it takes a lot of time to do performance evaluation.

We went from a cap of $40,000 to $60,000 and from $6,000 a year to $10,000 a year.

Because I am getting toward the end of this job that I have, I want to find out whether or not any of those flexibilities that we got them improved employee satisfaction.

It seems to me that what you want to do is to get the people that run the IRS and others to come in and talk about it.

Well, I think that we ought to call it for what it is and maybe it is a better system than the one we got by using USAJOBS.

Doesn't designating an internship program as a diversity tool provide a vehicle for some of that to take place?

That is really interesting.

Why in the devil do you think we wanted to go to the system for in the first place?

One of the things that you need is a set of tools to attract people to come to the Federal Government.

How can OPM work to encourage Federal agencies to make greater use of internship programs as recruitment tools?

In their evaluation, do you look at whether or not they are paying attention to the issue of diversity in terms of their hiring practices?