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Our Director Director's Blog

HR University has a new look. OPM and the Chief Human Capital Officers Council just unveiled a refurbished HRU website that is designed to better serve human resources professionals and the Federal workforce. As a result of the hard work of our great teams here at OPM and on the CHCO Council -- and with the help of feedback we’ve gotten from HRU students -- HRU.gov is now more accessible and easier to navigate. We hope the impressive new features help you with your training needs. On the new HRU.gov you will find:

  • A Career Development menu that offers easy access to popular career development tools, such as HR career paths, HR professional roles, the online Individual Development Plan, and the HR customized self-assessment.
  • Four new studio resource pages that centralize resources for specific HR subject matters in employee services policy, mentoring, recruitment policy, and work-life.
  • Easier access to the Manger’s Corner, which has resources for leaders, managers, and executives.
  • A training opportunities menu that provides clear access to the full list of free, accredited courses.
  • An HRU tour guide that helps users find the tools they need and answer common questions.

  • Improved usability and readability on mobile devices.

The CHCO Council launched HRU in 2011 to address the growing need to train and develop the 21st Century Federal workforce. Since its launch, it has taken off and now offers 130 courses as well as many tools and resources to more than 50,000 registered users across government. Through its innovative method of leveraging existing resources throughout government, HRU has helped train thousands of employees and saved the government more than $100 million.

I invite you to learn more about HRU and what it has to offer during a live Twitter chat on July 22 from 2 to 3 p.m. EDT. CHCO Council Executive Director Justin Johnson will be ready to answer your questions using hashtag #NewHRU. I hope you can join him. But even if you can’t participate in the chat, you might want to check out HRU.gov. Let us know what you think. We hope you find it to be a useful and accessible portal to get the training you need.



OPM has released a new data tool to the agencies called UnlockTalent.gov. I am excited about this powerful new interactive dashboard because I think it will help Federal leaders foster a culture of excellence and high performance at each and every agency.

With UnlockTalent.gov, agency leaders can take advantage of the valuable information from the Federal Employee Viewpoint Survey and other HR resources, including Enterprise Human Resources Integration (EHRI) data. It will help them better understand the data and it will give them the extra support they need to create the most effective engagement programs for their employees.

The dashboard is exciting for another reason. It is one of the many ways we are working to meet the President’s Second Term Management Agenda goal of creating a culture of excellence and engagement, leading to higher performance.

There are some great features available as a part of the dashboard that makes it particularly helpful and unique. It is customized to each individual agency’s data with personalized pages. And when users sign in, they have access to five separate tabs: Agency Overview, HR Core Metrics, Employee Engagement, Global Satisfaction, and Community of Practice. Each tab offers a different type of data analysis or set of resources. The Community of Practice serves as a hub for agencies to explore best practices from the Federal Government and elsewhere. The combination of data and resources is a powerful way for agency leaders to be able to think about their engagement programs and office cultures.

We didn’t create this tool alone. OPM teamed up with 14 Federal agencies and the Office of Management and Budget so that the dashboard would be designed based on real input from potential users. We’ll also continue to improve it by gathering user feedback and applying it to updates that will add information and features in the coming months.

I am very proud of the team here at OPM and our government partners for this great product. It is proof of what innovation and teamwork can create and it’s happening all across government. I look forward to hearing from agency leaders about how UnlockTalent.gov is helping them bolster their efforts to engage our talented Federal workforce.


As the first Latina Director of the U.S. Office of Personnel Management, one of my highest priorities is to recruit a diverse Federal workforce. As part of that effort, last week I attended the League of United Latin American Citizens’ annual conference. LULAC is the oldest and largest Latino civil rights organization in the United States. For 85 years, it has fought for civil rights, education rights, legal rights, housing rights, and employment rights.

Director Archuleta Speaking at LULACLULAC shares OPM’s goal of promoting a diverse and inclusive workplace. We both know how important it is to have a government that looks like and truly represents the people we serve. Americans benefit from the talent, the wisdom, the experience, and the insights of people from every community in our country.

We do a lot of great work with organizations like LULAC. Along with other Federal agencies, OPM is a partner in its Federal Training Institute, which helps to train and mentor the next generation of Latino leaders.

As part of the President’s Management Agenda, OPM is placing a renewed emphasis on leadership pipelines. We want to ensure that all groups, including Latinos, are fully represented in the workplace. We are working on an onboarding program to make sure that new Senior Executive Service members have the support and coaching they need, not only when they first begin their assignment, but throughout their tenure. And we are focusing on mentoring. Connecting with leaders in our own communities can give us the help and direction we need. We all need mentors and should strive to be mentors to others. 

The National Council of La Raza is another leader in the Latino community, and I look forward to speaking at their annual conference in Los Angeles next week. While I’m there, I will also meet with Latino students at several colleges, sharing with them what the Federal government’s employment needs are and asking what would entice them to consider a career in Federal service.

When I visit with these organizations and their members, I get the chance to do something I can’t do anywhere else: Hear firsthand the perspectives I need to make our strategies the best they can possibly be. My commitment to a diverse and inclusive Federal workforce is unshakable. Together, we can make sure Latinos are represented at every level of Federal service, especially at every decision-making table.
 


We all love to celebrate the Fourth of July. It is, after all, the birthday of our country. We grill, watch fireworks, and spend quality time with family and friends – what isn’t there to love?

But as we celebrate the holiday and the gift of independence that our Founding Fathers gave us, I want to reflect for a moment on the gifts Americans have given us throughout history and continue to gift us every day.

Every generation, individuals have risen to the challenge to make real and meaningful contributions to society, from our revolutionary ancestors to modern space pioneers. They were at the forefront of the sciences, arts, and literature. They challenged the status quo. They fought for a more equitable world. 

At 25, Booker T. Washington became the first leader of the Tuskegee Institute.

At 32, Dolores Huerta co-founded the National Farm Workers association, predecessor to the United Farm Workers.

At 25, Sally Ride became the first American woman in space. 

Image with 6 famous Americans with red overlay and white text that says  What will you give America?

Our history is filled with Americans rising to meet our nation’s challenges. And as Director of the Office of Personnel Management, I’m fortunate enough to see such incredible contributions being made throughout our Federal workforce.

These contributions are not limited to revolutionary eras or times of great hardship. They are not limited to age or ethnicity or gender or orientation. They are what we’ve come to expect throughout history. And they are what we get from our Federal employees as they work hard every day to serve the American people. Our Federal family continues to strive to fulfill our Founding Father’s vision and to set the bar for the next generation. They do it with the giving spirit that will motivate generations to come.

I know I will personally take time this weekend to honor the gifts of not only the great Americans who founded this nation, but also of those who continue to make our nation better today. I hope you will do the same.

Happy Independence Day.



From Katherine Archuleta, Director of the U.S. Office of Personnel Management and Jonathan McBride, Director of the Presidential Personnel Office

Through his Management Agenda, President Obama is committed to delivering a smarter, more innovative and more accountable government for the American people.

We have had the honor to take a leading role with the “People and Culture” portion of the agenda - a portion we believe is the cornerstone of the agenda. Why? Because an engaged, innovative, and productive Federal workforce is the key to everything we do in service to America. And last week, we released our detailed Agency Priority Goal action plan on how we plan to improve the Federal workforce both for today and for tomorrow.

Within this action plan, we are taking a three-pronged approach to make sure the Federal government successfully unlocks the talent of the workforce we have today and builds the workforce we need for the future. Through these efforts, we believe we will be able to create a culture of excellence and engagement that will foster higher performance; an exemplary Federal management team, starting with the Senior Executive Service; and innovative recruiting tools that allow agencies to attract the best talent from every segment of society.

We’d like to describe for you these important elements of the People and Culture pillar.

Driving Employee Engagement: We need to draw on the varied talent, expertise and experience of our great workforce, and to do that, we need to give our employees some new tools:

  • We will use the valuable responses to our Federal Employee Viewpoint Survey (FEVS) to provide agencies with more than 13,000 individual unit-level reports. FEVS data will start to be available in August, a month earlier than usual. Along with the reports, agencies will have a new interactive dashboard allowing them to mine the data for insights into better engagement strategies and learn best practices for driving specific outcomes from best-in-class managers.
  • With the launch of GovConnect, we are encouraging agencies to let employees step out of their usual roles and responsibilities to collaborate on innovative solutions to longstanding problems.

Building a World-Class Management Team: Starting with the Senior Executive Service, we will position our management team to provide the highest level of leadership within and across Departments and Agencies.

  • We will work with Department and Agencies to implement an improved cross-Government SES onboarding model, developed by the President’s Leadership Workshop and a number of career SES, to help Senior Executives “hit the ground running,” and will commit to and prioritize continual SES development to give them the leadership tools they need throughout their service.
  • OPM will work with Agencies to improve and streamline their processes for recruiting and hiring SES to increase our ability to attract and hire world-class talent from all segments of society.         

Finding the Best Talent: Working with stakeholders, OPM is meeting with agency and department heads and untying the “knots” getting in their way of recruiting the talent they need.

  • We are focusing on improving the quality and diversity of our hires and increasing the involvement of hiring managers to complement the previous emphasis to reduce the time to hire. 
  • We are working with our partners in the Chief Human Capital Officers (CHCO) Council and with Diversity and Inclusion Directors to find the best recruitment and outreach strategies and to fully utilize existing hiring flexibilities and approaches. And we’ll become a full player in today’s digital employment marketplace by expanding our use of social media.
  • OPM is identifying ways to better use data that tracks hiring needs and applicant flow to drive recruitment strategies and measure success.         

These initiatives of the People and Culture pillar were developed over the past year by some of the most senior officials in government through the President’s Management Council along with staff from all agencies. 

We want to thank our teams at OPM and the Presidential Personnel Office as well as our agency partners, the CHCO council, the President’s Leadership Workshop, and the Office of Management and Budget for what we know will be their tireless efforts to implement this ambitious action plan.  Furthermore, we invite your feedback as we move forward given this will be a living agenda. I know that together, we will make sure that the Federal government is a model for the 21st Century.


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