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This year marks the 40th anniversary of the Civil Service Reform Act, which was signed by President Jimmy Carter on October 13, 1978 to bring more efficiency and accountability to the Federal Government.

The Civil Service Reform Act of 1978 reorganized the Civil Service Commission, establishing the U.S. Office of Personnel Management, the Merit Systems Protection Board and the Federal Labor Relations Authority in its place. 

The law also modernized the existing Federal personnel system by putting the merit system principles into law, laying out prohibited personnel practices, and establishing the Senior Executive Service.

Upon signing the Civil Service Reform Act of 1978, President Carter stated,

Now this bill is law, but this is just the start of a continuing effort to improve the Federal Government’s services to the people.

By itself, the law will not ensure improvement in the system. It provides the tools; the will and determination must come from those who manage the Government.

Following the law’s enactment in 1978, the U.S. Office of Personnel Management assumed the role of chief human resources agency and personnel policy manager for the Federal Workforce.

OPM works with the President, Congress, key stakeholders, and agencies across the Federal Government to implement human capital policies that help Federal agencies meet their strategic goals and achieve agency results.

Today, OPM continues to advance its mission by modernizing and improving our Federal Workforce through the President’s Management Agenda.

The President’s Management Agenda was created to address 21st Century challenges throughout the Federal workforce and drive improved results across all Federal agencies by focusing on achieving mission-driven results, providing excellent service to the public and exercising effective stewardship of taxpayer funds.  

By embracing the reforms outlined by the PMA, OPM will continue to build upon the mission outlined by the Civil Service Reform Act, making our government more efficient, effective and accountable to the American people. 

To learn more, check out this video recapping OPM's Civil Service Reform Act 40th Anniversary event. 

Kathleen McGettigan speaks at Domestic Violence Awareness Walk 2018

Each October, Americans come together to recognize and show solidarity with survivors and victims of domestic abuse as part of Domestic Violence Awareness Month.

Domestic violence, sexual assault and stalking (DVSAS) are serious problems that affect individuals, families and communities.

According to the National Coalition Against Domestic Violence, an average of 20 people experience intimate partner violence every minute in the United States.  This leads to more than 10 million abuse victims annually. [1]

Furthermore, the Center for Disease Control and Prevention (CDC) data reports that more than one in three women and more than one in four men in the U.S. have experienced rape, physical violence and/or stalking by an intimate partner in their lifetime.

DVSAS is not only a personal issue: it is a workplace issue.  The effects of such violence often do not remain within the confines of a home – they affect all of us who live and work with victims and survivors of domestic violence and their children or other loved ones.

According to CDC data, the effects of DVAS in the workplace cost our nation approximately $8 billion a year in lost productivity and healthcare costs.

Each of us has an obligation to speak up on behalf of those who suffered from physical, sexual, and emotional abuse and to advocate on behalf of those victims and survivors.

As the largest employer in the nation, the Federal Government also has a duty to promote the health and safety of its employees by providing support and assistance to those whose working lives are affected by DVSAS.

This year, I was pleased to join OPM’s Equal Employment Opportunity Office, along with Leanne Brotsky of the DC Coalition Against Domestic Violence, for a 2.3 mile power walk through the Constitution Gardens and around the Lincoln Memorial to raise awareness about domestic violence and remember those survivors and victims who have been affected.

OPM also offers employee assistance programs and reference materials for Federal employees to find help dealing with domestic violence. OPM has issued a guide outlining management tools and personnel flexibilities which can help a victim cope with their situation and get assistance. That guide can be found here.  Furthermore, OPM provides a list of non-U.S. Government resources which can assist those in need of support.

Spreading awareness and education is among the best ways we can prevent domestic violence.  As the President declared in his presidential proclamation,

While our Nation has made strides in preventing domestic violence…much work remains to be done.

To ensure the protection of all Americans, especially women and children, we must strive to end domestic violence – in all its forms – from our society and help victims recover from abuse.

And we must encourage Americans affected by domestic violence to seek help from those they trust and to never lose hope in the possibility of building a better life.

There is still more work to be done to combat and end domestic abuse.

But by raising awareness about DVSAS we can begin to bring about change, support victims and survivors of these crimes, and prevent domestic violence from happening in the future.

During Domestic Violence Awareness Month, here at OPM and across the Federal Government, we will continue working to support all our employees to ensure they are safe and to foster a nurturing workplace that will lead to a more productive, capable, efficient, and effective Federal Workforce.

Watch this video to learn more about the 2018 Domestic Violence Awareness power walk and OPM's efforts to support survivors and victims of domestic abuse.  

[1] [1]  Black, M.C., Basile, K.C., Breiding, M.J., Smith, S.G., Walters, M.L., Merrick, M.T., Chen, J. & Stevens, M. (2011). The national intimate partner and sexual violence survey: 2010 summary report. Retrieved from  

World Breastfeeding Week, an event organized by the World Alliance for Breastfeeding Action, occurs each August to highlight the importance of supporting nursing mothers going back to work. In the United States, over one-third of all mothers working outside of the home have children under the age of two! Many of these women may want to breastfeed, but they may not be able to, due to work constraints.

Federal agencies are required by law to provide nursing employees with reasonable time and private space to express milk for their infant child for the first year of the child’s life. In addition to the requirements of the law, the best agency programs include pre-natal, return-to-work and related counseling for these nursing mothers. Supportive work-life policies and practices benefit the employer as well as the employee. Worksites that support nursing mothers result in fewer sick days, higher rates of retention, increased job satisfaction and loyalty, and increased productivity.  

Available Federal resources for nursing mothers include:

  • Agency Employee Assistance Programs (EAPs) or Workplace Lactation Coordinators who provide support to nursing mothers. EAPs offer a wealth of information, resources, and counseling.

While many Federal agencies continue to work towards implementing outstanding programs and facilities in their workplaces, several agencies have already succeeded in doing just that. The National Security Agency (NSA), the National Institutes of Health (NIH), and the Department of Energy (DOE) have gone above and beyond to help working moms juggle their duties along with breastfeeding. Their programs include handing out prenatal education kits, hosting a new parent open house, teaching on-site prenatal breastfeeding classes, and providing on-site lactation consultants, just to name a few.

At OPM, we believe it is our job to celebrate the Federal workforce by offering our employees every opportunity to thrive in both their personal and professional lives. By allowing nursing mothers the ability to continue to breastfeed, we are giving them the chance to get back to work sooner, if that is their plan.

If you would like more information on Federal guidelines regarding breastfeeding, check out this Fact Sheet and these FAQs. You can also contact your agency’s work-life office or OPM’s work-life staff at

The picture says Unlock Talent Connect with a picture of a lock and the words and

The UnlockTalent team at OPM is pleased to announce new updates to We have revamped the Community of Practice page and have renamed it to UnlockTalent Connect. We designed UnlockTalent Connect to help facilitate collaboration and information sharing across Federal agencies.

Unlock Talent Connect highlights a perfect example of how OPM is developing a 21st century modernized workforce. By sharing governmentwide data, we hope that UnlockTalent Connect will serve as a useful platform allowing employees to form connections that help to address critical challenges in the Federal Government.

The UnlockTalent Connect page functions as a shared hub of communal resources and contains case studies, videos, training, research, and best practices. All registered users of UnlockTalent can view this page after logging into the site.

Updates to the page include:

  • Revamped Design
    • Organized into five sections consistent with the new Human Capital Framework (HCF): workforce demographics, talent management, performance management, strategic planning and alignment, and evaluation, it has been redesigned to allow for better navigation between topic areas.
  • Updated What’s New Section
    • Includes links to upcoming trainings, conferences, announcements and other opportunities. This section will be updated on an ongoing basis.
  • Content from both government agencies and private sector sources
    • Contributors are encouraged to submit best practices, research and other resources that would be of benefit to the Federal workforce.

We believe that people are the Federal Government’s most important resource, and we encourage Federal employees like you to become a part of the UnlockTalent community. You can do that by logging into right now to check out the new page and updates! Here are just a few things you can do on the new UnlockTalent Connect Page:

  • Submit your upcoming conference, webinar or training to the “what’s new” section
  • Check out some of the latest trends in addressing employee engagement in the Federal Government
  • Read research from both Federal and private sector sources

If you do not have an account, you can self-register using your valid government email address.

UnlockTalent Connect is actively seeking content. To submit research, trainings, and/or announcement for inclusion on UnlockTalent Connect, or if you have any questions, please email


The U.S. Office of Personnel Management (OPM) celebrates the dignity and equal rights of all LGBT Americans and commemorates the events that occurred at the Stonewall Inn in New York City in June of 1969, which led to an impressively powerful movement to outlaw discrimination against lesbian, gay, bisexual, and transgender Americans.

This year’s theme is “Remember the Past, Create the Future,” which invites us to reflect on the history of the LGBT community, along with its struggles and triumphs, and to strive to create a brighter future.  Throughout the month, Federal departments and agencies in partnership with employee resource groups and special emphasis programs are creating the opportunity to celebrate the contributions of all sexual orientations and gender identities in the workforce, to our nation, and around the world. 

OPM is committed to human capital management strategies that attract, develop and retain a high performing, engaged and diverse Federal workforce where each employee feels valued and respected as a member of the Federal family.

In honor of LGBT Pride month, OPM is offering LGBT Training to OPM employees. The training provides information to help encourage a welcoming workplace culture for everyone, and helps OPM take full advantage of the skills and talents of all employees. OPM champions diversity in all its forms; not only because we believe in equal opportunity for everyone, but because we know that having diverse backgrounds, opinions and viewpoints enriches OPM’s performance.

As we, at OPM, continue to attract and maintain a diverse workforce that reflects all segments of our society, we encourage all Federal employees to further commit themselves to the progress we’ve made in creating a culture that is aware, accepting, inclusive, and respectful of our diversity.

Happy Pride Month!


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