The U. S. Office of Personnel Management's (OPM) vision is the Federal Government will become America's model employer for the 21st century. Realizing this vision means that the Federal government must recruit and hire the best; expect the best; respect their successes, and honor their service. To achieve this, OPM, in collaboration with other Federal agencies, is improving hiring and recruitment so that it is fair, simple and fast, but still based solely on merit. In addition, we are improving work/life balance and treating our employees with respect - by enhancing their health and environment and helping them manage their family and loved ones' demands as best we can.
Programs Which Improve the Lives of the Federal Workforce:
OPM operates or is responsible for a variety of programs that affect women (directly and indirectly) and girls (indirectly only). The programs are divided into two groups – (1) programs within OPM and (2) programs for which OPM has governmentwide responsibility.
Programs Operated for OPM Employees
OPM posts Information about the following programs on its internal website (THEO) and/or public website (www.opm.gov). These programs are available to all eligible OPM employees.
Child Care Subsidy Program
The Child Care Subsidy Program operated by OPM provides financial assistance to full time OPM employees whose children are between the ages of birth and 13, or children with disabilities under age 18, and are enrolled, or will be enrolled, in family child care homes or center-based child care. The child care must be licensed and/or regulated by State and/ or Local authorities. The amount an employee can receive depends on total family income and the amount paid for child care. This program was launched on June 1, 2000. Currently 30 children benefit from the program. As part of the Work/Life Initiative, employees were recently asked in a survey whether there is a need to raise the income cap for participation. The results of the survey will be considered for possible future changes to the program. This program is overseen by OPM's Work Life Coordinator.
Child Support Collection
OPM annually shares information with its employees on the obligation and responsibility of paying child support. Employees are provided brochures with information as to how to initiate voluntary wage withholding for child support as well as to obtain assistance from OPM and the local Child Support Enforcement (CSE) Office.
Eldercare Support Group
OPM recently started (May 2009) an eldercare support group to assist employees who face the responsibility of caring for an aging family member. This group is open to all employees in OPM's main building. By attending this support group, employees will be able to share advice/ information and obtain support from one another. This group was established in response to overwhelming interest in a “lunch and learn” seminar with a former OPM employee who had written a book about caring for elderly parent. Currently between 10-25 employees attend the monthly meetings. The support group also met with a counselor from OPM's Employee Assistance Program (EAP) who facilitated the initial meeting and explained the Eldercare services offered through the EAP. Many participants report the group has helped them resolve some of their care giving issues. This program is overseen by OPM's Work Life Coordinator.
Employee Assistance Program
OPM has contracted for services for its Employee Assistance Program (EAP) through the Federal Occupational Health. It is a comprehensive program that helps employees resolve personal problems that may adversely impact their work performance, conduct, health and well-being. Information can be found at: www.foh4you.com. This year, 14.5% of OPM employees contacted EAP for initial requests for an assessment or referral. 10.1% of OPM employees have received in person counseling services. 2.9% of OPM employees contacted EAP for legal services and .5% sought financial counseling. OPM also offers various training sessions held by EAP that 149 employees have attended. Efforts are underway to expand exposure to and participation in EAP programs/events by expanding announcements and related information through posters, emails, and use of the agency's information monitors in the lobbies. OPM's governmentwide Work/Life staff also hosts training for EAP Administrators and EAP Roundtables several times each year. The Roundtable events were developed by OPM and hosted at different agencies across the government. The Roundtables provide a way for EAP coordinators to network, share ideas, and listen to speakers. OPM's internal program is overseen by OPM's Work Life Coordinator and a supervisory HR specialist.
Expanded Family-Friendly Leave policy
OPM strongly supports policies to assist Federal workers in balancing the demands of work and family. Supervisors are encouraged to allow employees to take up to 24 hours of leave without pay (LWOP) each year to participate in school activities directly related to the educational advancement of a child and to accompany their children to routine medical and dental appointments, such as annual checkups or vaccinations. Employees may also use this unpaid leave to care for an elderly relative, related by blood or marriage, who may require daily care of assistance. This internal OPM policy has been in effect since August 1997.
Expectant Parent's Packages
OPM has prepared a package of helpful information and tools for new and/or expectant parents since approximately 2003. These materials include items such as the book “What to Expect When You're Expecting” (updated version); a book on nursery safety; child proofing your home brochure; information on water safety; growth chart; childcare subsidy information; leave bank/leave transfer information; Family and Medical Leave Act Information; health Insurance/life insurance information; and EAP brochures. Flyers announcing the availability of these packages and where to obtain one are posted throughout the agency. Approximately 5 – 10 packets per year are distributed to requesting employees, without regard to gender, although most of the recipients are women. This program is overseen by OPM's Work Life Coordinator.
Fitness Assistance
OPM provides discounts on gym memberships and fitness equipment for its employees through Globalfit. OPM has participated in this program since 2005. Currently 18 employees participate in the program and OPM has received positive feedback from the participants. OPM is planning to expand advertising efforts for the program to encourage a greater level of participation. This program is overseen by OPM's Work Life Coordinator and a supervisory HR specialist.
Leave Bank/Leave Transfer
OPM provides two leave sharing programs to assist employees who experience a medical emergency and have exhausted their available paid leave. The Voluntary Leave Bank Program, a discretionary program that began in February 1994, enables registered OPM members to receive annual leave from the agency's leave bank if the employee experiences a personal or family medical emergency and has exhausted his or her available paid leave. The Voluntary Leave Transfer Program started as a 5-year governmentwide pilot in April 1988 and became permanent in February 1994. The Voluntary Leave Transfer Program allows OPM employees to transfer unused annual leave to another OPM or Federal employee who has needs leave because of a medical emergency or because of the need to care for a seriously ill child or family member. OPM employees can find FAQs about these programs, relevant forms, and contact information on OPM's internal website. Many employees have benefited from donated leave for medical emergencies. Specifically, OPM currently has 481 leave bank members. Moreover, so far this year, leave has been donated to employees in need through the Leave Bank 49 times. This program is overseen by OPM's Work Life Coordinator and a supervisory HR specialist.
Nursing Mothers Program/Lactation Centers
The Nursing Mothers Program at OPM was established in November 1998 and is designed to help working mothers make the transition back to work while continuing to provide their children with the best nutrition possible. Individuals are able to sign up for private time slots for the lactation room in the OPM Health Unit to use state-of-the art equipment and have access to refrigeration facilities. This allows nursing mothers to express and store milk until the end of the work day. Approximately 3-5 employees currently use the lactation room. OPM has plans underway to modernize the lactation room along with the rest of the Health Unit. OPM has prepared a Memorandum for Nursing Mothers that is posted on its internal website and provided to employees who seek information. The memorandum describes the program, information about approximate costs for equipment and contact information for the program coordinator. While OPM has purchased the equipment for nursing mothers to express milk, each mother is responsible for purchasing her own universal attachment. This program is overseen by OPM's Work Life Coordinator, the head nurse of the Health Unit, and a supervisory HR specialist.
Work Life Balance Information Sessions
OPM periodically hosts sessions throughout each year to promote Work/Life Balance. Some previous sessions include topics such as “Ups and Downs of the Holiday Season;” and an “EAP Referral Session” for Supervisors. In August 2009, a webinar entitled “Raising Peaceful Children” was offered.
Programs for which OPM has Agency and Government-Wide Responsibility
The following are programs that OPM makes available to its own employees but for which it also has governmentwide responsibility either through issuance of regulations or by providing guidance.
Alternative Work Schedules
OPM has authorized flexible and compressed work schedules (jointly referred to as alternative work schedules or AWS) within the agency through the Office of Personnel Management Handbook on Alternative Work Schedules. OPM also has responsibilities for government-wide AWS authorized by the Federal Employees Flexible and Compressed Work Schedules Act of 1985 as codified in 5 U.S.C. 6120-6133 and in regulations issued by OPM and contained in 5 CFR, part 610, subpart D. Although AWS is used by employees across the Government, it is administered separately by each agency and reported to the agency's payroll provider on an individual payroll record basis. In the future, as the new Enterprise Human Resources Integration (EHRI) system is developed and implemented, OPM expects to be able to retrieve and report Governmentwide statistics on AWS.
Telecommuting
The telecommuting program allows OPM employees to work at alternative worksites as part of their regular tour of duty. This may include their homes, satellite telecommuting centers or other approved sites away from the office. Other common names for telecommuting include work-at-home, flexiplace, telework and homework. OPM issues annual reports on the status of telework within the Federal government. The most recent statistics currently available on Federal teleworking are contained in the annual report reflecting 2007 data, which was last issued in December 2008 and can be found at http://www.telework.gov/Reports_and_Studies/Annual_Reports/2008teleworkreport.pdf. The annual report with data for FY 2008 was recently released and will be posted on OPM's website in the near future. In addition, OPM is implementing the New Telework Initiative to move forward the Federal Telework Program. See Future Efforts, below, for details.
Flexible Spending Account Programs
Flexible Spending Accounts Programs (FSAFEDS) is one of three separate benefits programs offered by OPM to its employees and most Federal employees of an Executive branch agency or an agency that has adopted the Federal Flexible Benefits Plan ("FedFlex"). FSAFEDS began in 2003 and offers (1) a health care flexible spending account, (2) a limited expense health care flexible spending account, and (3) a dependent care flexible spending account. Eligible employees can enroll in FSAFEDS each year during the Federal Benefits Open Season or within 60 days of new Federal employment or a recognized life event (marriage, child birth or adoption). Programs details can be found at: www.opm.gov/insure and www.fsafeds.com. FSAFEDS currently has about 289,000 participants representing 279,700 health care accounts and 41,000 dependent care accounts. The difference between participants and total accounts is attributed to some participants having both account types. Current enrollment represents approximately 16% of the eligible Federal population (1.8m employees). The average annual election for health care accounts is $1,900 and $3,700 for dependent care accounts. OPM reviews the program each year and enrollment has increased each year. The FSAFEDS program is overseen by a senior manager who reports to the Assistant Director for Insurance Services Programs, who reports to the Deputy Associate Director for the Center for Retirement and Insurance, who reports to the Associate Director for Human Resources Products & Services Division, who reports to the OPM Director.
Federal Child Care Subsidy Program
The Federal Child Care Subsidy Program (FCCSP) helps lower income Federal employees pay for child care. The program was established in 2001 by Public Law 107-67, Sec. 630, which allows agencies to use appropriated and revolving funds for this purpose. Agencies choose whether or not they wish to participate, based on considerations such as budget, mission priorities, and the demographics and needs of their employee population. Agencies have broad latitude in determining key elements of their program, including income ceiling and total amount disbursed. Each implementing agency administers its own program, often through a contract with a third-party administrator. As of FY 08, twenty agencies offered child care subsidies in whole or in part.
OPM issued regulations for the program in 2003 -- 5 CFR Part 792. OPM also provides guidance and support to Federal agencies. Resources include the Guide for Implementing Child Care Legislation , quarterly meetings with agency subsidy coordinators, and assistance to agencies who are contemplating implementation of a program as well as supporting agencies with existing programs, as needed.
Federal Employees Dental and Vision Insurance Program
The Federal Employees Dental and Vision Insurance Program (FEDVIP) provides comprehensive dental and vision insurance to eligible Federal employees and eligible Federal retirees. There are seven dental plan and three vision plans from which to choose. FEDVIP offers nationwide, international, and regional plans. Enrollees pay the entire premium; there is no government contribution. Currently, there are approximately 815,000 enrollees in the dental program and 570,000 enrollees in the vision program.
Federal Employees Health Benefits Program
The Federal Employee Health Benefits Program (FEHB) is one of three separate benefit programs offered by OPM to its employees and to most Federal employees. Eligible employees can enroll in a health plan through FEHB during open season. The types of programs offered include,
Managed Fee–for–Service Plans – These plans reimburse you or your health care provider for covered services.
Health Maintenance Organization Plans (HMO‘s) – These plans provide a comprehensive array of medical services, emphasizing prevention and early detection of disease, through contracted–physicians, hospitals, and other providers in particular locations.
Plans Offering a Point of Service (POS) Product – Some FEHB plans combine their features. A number of fee–for–service and HMO plans offer two forms of health care delivery, known as ”in network“ and “out of network.”
High Deductible Health Plan (HDHP) – A health plan product that, when combined with a Health Savings Account (HSA) or a Health Reimbursement Account (HRA), provides insurance coverage and a tax–advantaged way to help save for future medical expenses.
Vision and Dental Care Insurance
The Federal employees and retirees can choose from approximately 269 health-plan options in the FEHB Program. At least a dozen health plan choices are available to each employee, which allows for a broad choice so that employees can select the plan that best meets their own individual health care needs. While specific benefits vary among FEHB plans, none can impose a waiting period or require a medical exam to enroll in their plan. www.opm.gov/insure/health/index.asp.
As of March 2009, 74% (1,477,584) of Federal employees are enrolled in FEHB. FEHB Program covers approximately 8 million Federal employees, retirees and their dependents. The plans in the FEHB Program have comprehensive coverage that includes benefits for covered maternity, family planning, and infertility services as well as benefits for preventative care services such as mammograms, Pap tests, and bone density tests. OPM requests that plans in the FEHB Program follow the guidelines on preventive care for children recommended by the American Academy of Pediatrics and the guidelines for adults recommended by the United States Preventive Services Task Force. Eligible employees or dependents who lose FEHB coverage may be eligible for a conversion policy (a non-FEHB individual policy) or Temporary Continuation of Coverage (TCC) or Spouse Equity coverage. TCC allows certain people to temporarily continue their FEHB coverage after regular coverage ends. Also, under the Civil Service Retirement Spouse Equity Act of 1984, certain former spouses of Federal employees, former employees, and annuitants may qualify to enroll in a health benefits plan under the FEHB Program. If an enrollee or covered dependent disagrees with the plan's decision on their claim, the FEHB Program provides for an appeal process. Section 8 of all the FEHB plan brochures provides directions for the individual's disputed claims process to OPM.
Federal Retirement and Disability Benefits
OPM is responsible for administering retirement benefits for Federal employees, spouses, and eligible survivors (including children). Most Federal employees are in one of two retirement systems – the Civil Service Retirement System (CSRS) and the Federal Employees Retirement System (FERS). CSRS originally covered employees first employed prior to 1987. FERS is the newest retirement system generally covering employees employed after 1987 and those who voluntarily switched from CSRS. OPM also is responsible for determining and administering certain disability benefits for Federal employees covered under CSRS and FERS. OPM provides assistance and information to employees, future employees, and HR staff about actions to be taken by Federal employees to plan their retirements and actions to be taken in the event of certain change of life events or the death of a Federal employee, including the potential availability of death and survivor benefits for a spouse, former spouse, children and/or other designated beneficiary(ies). For employees eligible for disability retirement, OPM also provides information to enable the employees to make an election for benefits under programs operated by the Department of Labor or through OPM. OPM also provides assistance and information to Federal employees who have ended up in the incorrect retirement system under the Federal Erroneous Retirement Coverage Corrections Act (FERCCA). Information for about the various retirement, disability, and related benefits can be found at http://www.opm.gov/retire/index.aspx. At the beginning of FY 2007, about 2.7 million employees were covered by the Civil Service Retirement and Federal Employees Retirement Systems. During FY 2007, the number of employees covered decreased by 18,000 from the previous year. The change consisted of a 70,000 decrease in the number of CSRS-covered employees offset by an increase of 52,000 in the number of FERS employees. The proportion of covered employees continues to shift toward the FERS system, accounting for about 78 percent of active employees covered under the retirement program at the end of FY 2006. In March 2008, OPM issued a report on Federal retirement statistics and future workforce projections. A copy of the report can be found at http://www.opm.gov/feddata/RetirementPaperFinal_v4.pdf [278 Kb]. The Retirement and Disability programs are overseen by a senior manager who reports to the Assistant Director for Retirement Programs, who reports to the Deputy Associate Director for the Center for Retirement and Insurance, who reports to the Associate Director for Human Resources Products & Services Division, who reports to the OPM Director.
Federal Employees Group Life Insurance
The Federal Employees' Group Life Insurance (FEGLI) Program is a life insurance program for Federal and Postal employees and annuitants. The Office of Personnel Management (OPM) administers the Program and sets the premiums.
FEGLI is group term life insurance. It consists of Basic insurance and three types of optional insurance. In most cases, new Federal employees are automatically covered by Basic life insurance. Their payroll office deducts premiums from their salary unless the employees waive the coverage. In addition to the Basic insurance, there are three forms of Optional insurance employees can elect: Option-A Standard, which provides $10,000 of insurance, Option B-Additional, which provides for coverage from 1 to 5 times salary, and Option C-Family, which provides for coverage for a spouse and eligible dependent children from 1 to 5 multiples. Each Option C multiple equals $5000 for a spouse and $2500 for each child. The program also offers the opportunity to retain coverage into retirement for enrollees who meet certain criteria. Program details can be found at: http://www.opm.gov/insure/life/. For FY 08 more than 4 million employees and annuitants are covered under FEGLI with a participation rate of 89% (1,668,461) The FEGLI program operates at a high level of efficiency but future planned improvements including reducing further the already low level of improper payments. The FEGLI program is overseen by a senior manager who reports to the Assistant Director for Insurance Services Programs, who reports to the Deputy Associate Director for the Center for Retirement and Insurance, who reports to the Associate Director for Human Resources Products & Services Division, who reports to the OPM Director.
Long Term Care Insurance Program
Newly hired and newly eligible Federal employees and their spouses and newly married spouses of eligible Federal employees can apply for long term care insurance coverage under the Federal Long Term Care Insurance Program (FLTCIP) with abbreviated underwriting (few questions about health). Long term care helps people with daily activities when they are unable to perform them without assistance due to aging or an ongoing illness or disability. Long term care insurance can provide assistance with the expenses associated with a variety of services, including but not limited to: nursing home care, assisted living facility care, adult day care and at-home care. Current employees, annuitants, and their qualified relatives can apply for coverage any time with full underwriting (more questions about health). The FLTCIP is medically underwritten and coverage is not guaranteed. Currently, there are 224,500 enrollees. Program details can be found at: http://www.ltcfeds.com. The FLTCIP program is overseen by a senior manager who reports to the Assistant Director for Insurance Services Programs, who reports to the Deputy Associate Director for the Center for Retirement and Insurance, who reports to the Associate Director for Human Resources Products & Services Division, who reports to the OPM Director.
Federal Equal Opportunity and Recruitment Program
OPM has the responsibility to annually report to Congress on progress under the Federal Equal Opportunity Recruitment Program (FEORP). The report is prepared in compliance with the law (5 U.S.C. 7201 and 5 CFR Part 720, Subpart B) and in collaboration with the Equal Employment Opportunity Commission (EEOC). The FEORP report contains government-wide information on the representation of women and minorities within the Federal Government. It also highlights the practices Federal agencies are using to recruit, develop, and retain an effective civilian workforce. The FEORP report contains statistical information on the Federal workforce, including women. This information is updated annually. The FEORP reports for 2000 through 2008 are posted online athttp://www.opm.gov/About_OPM/Reports/FEORP/index.asp. The FEORP report is issued annually by the OPM Director. The Assistant Director for OPM's Staffing and Human Resources Policy is responsible for overseeing the issuance of the annual call letter and preparing the report for the Director's signature.
OPM Leave Administration
OPM provides Government-wide leadership on Federal leave policies and programs. This is accomplished by developing and maintaining Government-wide regulations and policies on the administration of leave, including the Family and Medical Leave Act, family-friendly leave policies, Federal leave sharing programs, annual leave, sick leave, and time off for special circumstances--e.g., early dismissal or closure for weather emergencies. However, each Federal agency is responsible for administering leave policies and programs for its own employees. An index of OPM's fact sheets for Federal leave programs can be found at http://www.opm.gov/oca/leave/HTML/factindx.asp
Work/Life Group
OPM provides work/life leadership to the Federal government by partnering with Federal agencies to help them develop and manage excellent work/life programs that meet the needs of the Federal workforce; and providing the policies and guidance that form the foundation of these programs. The services provided by OPM's governmentwide Work/Life Group include:
Consultation on developing work/life policies and establishing and marketing work/life programs;
Training for managers and staff on a variety of work/life programs;
Resource development, including networking conferences, as well as materials provided through our website;
Advocacy;
Collaboration;
Policy and guidance development; and
Legislative analysis.
OPM also provides Work/Life guidance and resources governmentwide by posting materials on a variety of topics on its website. Information currently posted can be found at http://www.opm.gov/Employment_and_Benefits/worklife/index.asp. Much of the guidance is provided from OPM to a large list of agency coordinators. Quarterly meetings for coordinators are well attended and anecdotal information indicates that the guidance and website materials are appreciated and regularly used. The Work/Life Group reports to a senior manager, who reports to the Deputy Associate Director, Center for Employee and Family Support Policy, who reports to the Associate Director for Strategic Human Resources Policy Division, who reports to the Director.
Future Efforts
Fitness Challenge (OPM)
As an extension of the agency's fitness efforts, OPM participated in the National President's Challenge. After the President's initiative ended, OPM has put plans in place to continue the lunchtime walking program (Wednesday Walks) and weekly exercise class (Thursday Pilates) with employee volunteers to encourage employees to continue to stay active and make healthy choices. During the month of September (Yoga Month), OPM also is offering weekly yoga classes to its employees.
Work-Life (OPM)
Director Berry appointed a Work-Life wolf pack (working group) to implement programs and policies that would best assist employees in balancing their work and life while continuing to be healthy, happy, and productive. A short, anonymous survey was commissioned to obtain input from employees to assess their interest in current OPM work/life programs and policies and to determine any changes and additional programs most wanted by employees
Work-Life (Governmentwide)
OPM and the Office of Management and Budget (OMB) are working with Federal agencies to carry out the Administration's Work-Life Initiative to improve employee satisfaction and wellness. The memorandum announcing the initiative was released on June 18, 2009 and can be found at http://www.chcoc.gov/Transmittals/TransmittalDetails.aspx?TransmittalID=2328.
To meet their employee satisfaction requirements, agencies were asked to review their 2008 Federal Human Capital Survey (FHCS) results to identify (1) the ten items on which they scored lowest compared to the rest of the Federal government; (2) any item(s) on which employee satisfaction decreased since the2006 FHCS; and (3) those Human Capital Assessment and Accountability Framework (HCAAF) indices in which the agency scored lower than the rest of government. Agencies also were instructed to conduct follow-up activities, such as focus groups and town hall meetings as appropriate, to understand the reasons for employees' dissatisfaction with these items. Agencies also were advised to engage those labor organizations representing their employees, as appropriate, as part of these follow-up activities to help improve employee satisfaction in a meaningful and sustainable way. Agencies will use these follow-up activities to create an action plan, including improvement targets, to increase employees' satisfaction on these items.
For the wellness initiative, agencies have been asked to submit an inventory of current wellness activities, cafeteria and fitness facilities, and health clinics as well as any plans to enhance these programs. OPM will provide an on-line web tool for agencies to complete their wellness inventories. Guidance was issued on July 14 to provide agencies with additional information as to how to complete this requirement. The details of the memorandum can be found at http://www.chcoc.gov/Documents/Attachments/Document51.pdf. Agencies' action plans for employee satisfaction and agency health and wellness performance improvement targets and action plans will be submitted to OPM, and as part of their FY 2011 budget submission to OMB, due September 14th. Over the next six months (since June 2009), OPM and OMB will be working with agencies to achieve results in these aspects of the President's initial hiring reform efforts.
OPM established web guidance – Federal Worksite Wellness Resources – to provide detailed reporting requirements. In addition, OPM is developing a web-based tool which agencies will use to submit their wellness activities and programs as requested by OMB. The Federal Worksite Wellness Resources guidance can be found at http://www.opm.gov/Employment_and_Benefits/WorkLife/HealthWellness/wellnessresources.
Telework Initiative (Governmentwide)
OPM has been reporting on the progress of telework in the Federal Government since 2001. In May of this year, OPM's Director Berry announced a New Telework Initiative to move forward the Federal Telework Program. This initiative consists of five key elements:
Advisory Group: Agencies already have a long track record of telework program and policy development; we will draw on this knowledge and expertise in formulating standards.
Policy Review: We believe that strong, consistent policies are critical to program success and will work with agencies to promote best practices.
Telework Managing Officer: We recommend that all agencies establish a Telework Managing Officer position, and we will work intensively with these Telework Managing Officers to provide the support and assistance they need and to cultivate a community of practice.
Appeals Process: We strongly encourage all agencies to ensure they have an effective, transparent appeals process for employees whose requests for telework or other flexible work arrangements are denied
Training: We commit to working with Congress to assure the provision of high-quality, broadly-accessible telework training that will provide the baseline everybody needs to achieve success.
OPM has convened an Advisory Group which is made up of agency telework coordinators from large cabinet level to smaller agencies. Using factors developed by the Advisory Group, OPM will then review agency telework policies and will provide feedback and consultation to the agencies on developing better policies. Agencies were asked to submit their telework policies to OPM by the end of May 2009.
Programs Which Improves the Lives of America's Women and Girls:
The Student Educational Employment Program
The Student Educational Employment Program has two components; student temporary employment and student career experience. It is available to all levels of students: high school, vocational and technical, associate degree, baccalaureate degree, graduate degree, and professional degree students.
Student Temporary Employment Component (STEP)
Job opportunities under this component offer students temporary employment. Employment can range from summer jobs to positions that can last for as long as the candidate is a student. These employment opportunities need not necessarily be related to the student's academic field of study. As of March 2009, there are 20,851 student participants, of whom 56% (11.578) are female.
Student Career Experience Component (SCEP)
This component offers you valuable work experience directly related to your academic field of study. It provides formal periods of work and study while you are attending school. It requires a commitment by you, your school, and the employing Federal agency. You may be eligible for permanent employment under this component after successfully completing your education and meeting work requirements. As of March 2009, there are 10,485 student participants, of whom 41% (4,270) are female.
The purpose of the Presidential Management Fellows Program is to attract to the Federal service outstanding men and women from a variety of academic disciplines and career paths who have a clear interest in, and commitment to, excellence in the leadership and management of public policies and programs. Fellows finalists are identified through OPM's assessment process. These finalists are then eligible to be appointed for employment by Federal agencies. As of March 2009, there are 874 PMFs, of whom 60% (523) are females. Program details can be found at https://www.pmf.opm.gov.
Overarching Recommendations:
One of the best ways for the Federal government to be a model employer is to recognize that the strongest civilian workforce will include a wide range of individuals with diverse backgrounds, family and community responsibilities and personal achievements and challenges.
To succeed as a “model employer,” the President recognizes that we must attract the best from all segments of society to work for the Federal government. He also recognizes that once these individuals are on board; there must be a renewed focus to improve the overall efficiency and effectiveness of the workforce. To achieve these ambitious goals, the President has asked OPM Director John Berry to ensure recruitment, hiring and work-life balance are a top priority—a challenge Director Berry fully supports.
Women represent half of the American population and half of all federal employees. They also maintain unique roles in both their public and personal spheres. As a model employer, the Federal government aims to ensure that workers receive the support they need to be equally dedicated to their professional mission and their roles as citizens and family members. All of these elements are beneficial and ensure that our government is more productive.
Focusing in on work-life, OPM recognizes that it is a key element of a strong recruitment, hiring and employee engagement strategy. Employees must be respected and valued. They need to know that management is listening and willing to support them, and that their contributions both on the job and off, make a difference. As a first step and in an effort to “walk the talk,” all of OPM's Work-Life initiatives are employee-driven. While managers have developed cost estimates for expanding services and improving facilities, the schedule and priority of those changes and improvements are developed in direct response to employee surveys, monthly Town Hall meetings and employee focus groups.
To compliment OPM's efforts, the White House Council on Women and Girls, has also announced their support of OPM's comprehensive suite of flexible programs for employees that recognize the diversity of responsibilities of those that play multiple roles in the workplace and at home. Ultimately, many of the changes that are in most demand by employees, such as telework and alternative work schedules, are not costly. Instead, they require a change in the culture and standard operating procedures of government. The White House Council on Women and Girls can assist OPM by driving forward a consistent message: Employees who have the tools necessary to maintain a healthy balance of work and family obligations are more successful and productive.
This page can be found on the web at the following url: http://www.opm.gov/Employment_and_Benefits/worklife/news/announcements/WHCWG.asp
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