The Federal Government will Become America's Model Employer for the 21st Century.
Recruit, Retain and Honor a World-Class Workforce to Serve the American People.
Review the Federal Employees Group Life Insurance (FEGLI) Handbook
Answering your questions about Healthcare and Insurance
Human Resources and Security Specialists should use this tool to determine the correct investigation level for any covered position within the U.S. Federal Government.
OPM’s Human Resources Solutions organization can help your agency answer this critically important question.
Developing senior leaders in the U.S. Government through Leadership for a Democratic Society, Custom Programs and Interagency Courses.
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OPM is happy to announce that the all-new FSAFEDS.com is open for business to serve our current FSAFEDS participants. We’re excited about the new tools and flexibilities that will help you to easily manage your Flexible Spending Accounts.
What You Need to Know
The FSAFEDS program had a blackout period for claims and reimbursements as we transitioned to WageWorks, our new contractor. The system was brought online on September 1. The address for the website, www.FSAFEDS.com and the toll-free telephone number 1-877-FSAFEDS (877-372-3337) remain the same.
So what is a Flexible Spending Account (FSA) and how does it save employees money? An FSA with FSAFEDS is a pre-tax benefit account that's used to pay for eligible medical, dental, vision care, or dependent care expenses - such as day care for young children and elder care expenses - that are not covered by insurance. With an FSA, you use pre-tax dollars to pay for qualified out-of-pocket health and dependent care expenses instead of post-tax dollars. This allows the average participant to save 30 percent on eligible expenses, typically including co-pays, some over-the-counter medicines and supplies, payments for caregivers, and more.
In other words, with an FSA, you can both reduce your taxes and get more for your money by saving about 30 percent off what you would normally pay for out-of-pocket health care and dependent care expenses if you used your “take home pay” dollars. Plus, there is no cost to employees to enroll and use this program.
For more information on Flexible Spending Accounts, you can visit the website. There’s even a calculator to help you figure out potential cost savings.
To sign up for an FSA, unless you experience a change in status, you need to enroll or re-enroll during the annual Federal Benefits Open Season from mid-November through mid-December (or during your first 60 days of employment for new employees) but here are links to information that will help you be prepared when the time comes:
How HealthCare (Medical, Dental, Vision) FSAs can help with costs: https://www.FSAFEDS.com/explore/hcfsa
How Dependent Care (Children and Adults) FSAs can help with costs: https://www.FSAFEDS.com/explore/dcfsa
If you choose (or are interested in choosing) a high deductible healthcare plan, the LEX HCFSA might be for you: https://www.FSAFEDS.com/explore/lex-hcfsa
If you have more questions, you can always reach out to the Customer Service center at FSAFEDS via phone, email, fax, or physical mail: https://www.FSAFEDS.com/contact
As we recognize the 20th Anniversary of USAJOBS, it’s a good time to reflect on how far the site, and the Federal hiring process as a whole, has come.
Until 1996 when USAJOBS.gov was launched, someone interested in working for the Federal Government had to go to a Federal building to look at job announcements that were either posted on a bulletin board, or in “reading rooms”.
From the first iteration of USAJOBS.gov through the enhancements of the past year to our new landing page unveiled in the lead up to the site’s 20th anniversary, our team has worked to improve its design, features, and tools and to make the site more user friendly. We are constantly working to improve the user experience and we are committed to continuing to evolve USAJOBS.gov from a job board to a career site.
Over the past year we have worked with stakeholders across government, convened work groups, and received user feedback through interviews and focus groups. We've used this feedback to implement user-friendly updates including a mobile-friendly website, a revised application process, and a new help center.
We have put metrics in place to measure and track whether the updates we’ve made are improving the user experience and meeting the needs and expectations of our users. Our partners at the General Services Administration (GSA) have provided us with a web analytics tool, Digital Analytics Platform (DAP), which will enable us to continually measure our efforts.
Some of the interesting data we have gathered tells us that more than 14,000 Federal job opportunities are available every day, 22 million applications are started each year, and 1 billion searches are conducted on the website each year.
In addition to these efforts, we are developing the Agency Talent Portal that will provide agencies with innovative and strategic recruiting tools. With the continued support of OPM Acting Director Beth Cobert, and working with the Innovation Lab@OPM, USAJOBS is striving to influence the Federal hiring process in a positive way from start to finish.
Beyond our redesign efforts, the USAJOBS team is participating in OPM’s Hiring Excellence Campaign, which is designed to connect Federal agencies with a talented and diverse applicant pool and help agencies hire the best qualified candidates.
Our goal moving forward is simple - for USAJOBS to provide easy-to-use tools and resources to support job seekers in their quest for Federal employment. In order to realize this vision, our team will continue to leverage data to its fullest potential to inform how we design USAJOBS.gov so we can help job seekers connect with the positions they want and agencies connect with the talent they need.
The cybersecurity report issued today by the Republican members of the House Oversight and Government Reform Committee (HOGR) on the cyber intrusions at the U.S. Office of Personnel Management (OPM) does not fully reflect where this agency stands today.
While we disagree with many aspects of the report, we welcome the committee’s recognition of OPM’s swift response to the cybersecurity intrusions and its acknowledgement of our progress in strengthening our cybersecurity policies, and processes. We also appreciate the panel’s willingness to work with us on these important issues and find many of the final recommendations to be useful for OPM and the Federal Government at-large.
It is therefore important to take stock of our progress and outline the course we are charting for the future.
Over the past year OPM has worked diligently with its partners across government and made significant progress to strengthen our cybersecurity posture, and reestablish confidence in this agency’s ability to protect data while delivering on our core missions.
These are just a few of the initiatives we have underway, but there is more to this story. At OPM we recognize that cybersecurity is not just about technology – it’s about people. In addition to strengthening our technology, we have added seasoned cybersecurity and IT experts to our already talented team.
OPM has brought on a senior cybersecurity advisor who reports to the Director of OPM. We have hired a new Chief Information Officer as well as a number of new senior IT leaders. And we have centralized our cybersecurity resources under a new Chief Information Security Officer, whose sole responsibility is to take the steps necessary to secure and control access to sensitive information. We also have a strong working relationship with our Office of Inspector General.
The cybersecurity incidents at OPM provided a catalyst for accelerated change within our organization. Throughout this agency, management has embraced cybersecurity as a top priority. I am proud of the way the team at OPM rose to the challenge and appreciate the collaborative spirit with which our partners across government worked - and continue to work – side by side with us each and every day.
We hope Congress will also continue to support our efforts and provide us with the resources we need to continue to strengthen our cybersecurity posture now, and into the future.
In an increasingly interconnected world, the threats we face in the realm of cybersecurity are persistent, sophisticated and constantly evolving. To confront these threats we must remain vigilant in our quest to protect systems and information. At OPM we are committed, we are dedicated, and most importantly we are working tirelessly to continuously enhance the security of our data and fulfill our important mission for the American people.
Most Federal employees make a decision about life insurance coverage when they join the Federal Government and rarely revisit that decision. But as the circumstances of our lives change, so does our need for protection.
Beginning on September 1 and continuing throughout the month, it will be Open Season for Federal Employees’ Group Life Insurance (FEGLI). This is an opportunity for Federal employees and their families to consider what levels of protection might be appropriate for them and either to enroll in FEGLI for the first time or make changes to their coverage. The availability of life insurance coverage is just one of the comprehensive packages of health and other benefits available to all Federal employees.
Importantly, if you enroll for the first time or change your coverage, there will be no medical exam required and no health questions to answer. Paying for the coverage is simple: premiums are deducted from your paycheck.
Financial issues to take into consideration when making a life insurance coverage decision include preparing for burial expenses, medical costs, and the loss of salary and benefits when a loved one passes away. Additional child care costs, elder care costs, transportation needs, assistance with maintaining a home, and other lifestyle concerns may also be part of the equation.
As a Federal employee, you were probably automatically enrolled in FEGLI Basic insurance when you first joined the Federal service, unless you waived this coverage. Basic insurance covers your life for whichever is greater: Your annual rate of basic pay, rounded up to the next whole $1,000, plus $2,000; or $10,000. This is called the Basic Insurance Amount (BIA). The Government pays one-third of the premium cost for Basic and you pay two-thirds.
If more life insurance coverage is appropriate for your family, as a Federal employee you can add an additional $10,000 of coverage (Option A) and/or additional coverage in an amount one to five times your annual rate of basic pay (Option B).
Finally, with Option C, you can elect coverage on the lives of your spouse and eligible dependent children under age 22. You can have one to five multiples of Option C. Each multiple is worth $5,000 on the life of your spouse and $2,500 on the lives of each eligible child.
If you and your family are satisfied with your current FEGLI coverage, you don’t need to do anything. Employees can always elect coverage within 60 days of a FEGLI qualifying life event – such as marriage or the birth of a child - or at any time by passing a physical exam. If you elect to take a physical exam, you can select any coverage that FEGLI offers, except the Option C family coverage.
Employees and annuitants can cancel coverage, reduce coverage, or change beneficiaries at any time. As a reminder, this Open Season is a great time to update your beneficiaries if they don’t reflect your current wishes.
If you decide to enroll for the first time or change the coverage you have now, you should know that the coverage will take effect a year from now, during the first full pay period in October 2017, as long as you meet pay and duty status requirements, meaning you are actively working. For most biweekly employees, this means coverage will be effective on October 1, 2017. For most Postal employees, this means coverage will be effective on October 14, 2017.
Employees who are approaching retirement should note that all regular rules for continuing FEGLI into retirement still apply. This includes the requirement that for any types or multiples of coverage an employee wishes to bring with them into retirement, the employee must have that coverage throughout their last five years of Federal service, or their entire period or periods of service if they retire with less than five years of service.
So because coverage elected during the FEGLI Open Season will be effective no sooner than October 2017, if an employee wants to bring their open season coverage into retirement, they must retire in October 2022 or later, five years after the coverage they selected during Open Season becomes effective.
For more information on FEGLI Open Season and FEGLI in general, including current premium amounts, please visit: www.opm.gov/FEGLIopenseason
we celebrate the fourth anniversary of the Pathways Programs, I’m excited to
share a study that highlights the
way this program has significantly contributed to the Federal Government’s
ability to recruit, develop, and retain a world-class workforce.
Government is only as successful as the people who carry its mission forward. And,
with more Federal employees becoming eligible for retirement each day, students,
college graduates, and advanced degree holders are a great source of talent. Pathways
includes internships, positions for recent graduates, and our Presidential
Management Fellows program. If you are a student or recent graduate interested
in the many opportunities in the Federal Workforce, please visit: https://www.usajobs.gov/studentsandgrads
In his 2010 Executive Order that helped establish what has
become today’s Pathways Programs, the President said that “the Federal
Government benefits from a diverse workforce that includes students and recent
graduates who infuse the workplace with their enthusiasm, talents, and unique
perspectives.” I couldn’t agree more.
Research tells us
that students and recent graduates about to enter the workforce believe in
public service and want to make a difference. The Federal Government needs to
tap into that innovative spirit and commitment to service. And that is exactly
what our Pathways programs continue to do.
conducted a Pathways Programs study to analyze agencies’ use of Pathways,
highlight best practices, and develop recommendations for how to improve the
effectiveness and efficiency of the program.
One exciting finding
was that 93 percent of Pathways Programs participants surveyed said they plan
to remain at their current agency or continue to work in the Federal Government
in the immediate future. This is good news for our nation.
To help build on our
success, and working with our partners at the White House Office of Management
and Budget and Presidential Personnel office, OPM this year began a Hiring
Excellence Campaign (HEC) designed to improve, modernize, and transform the way
we recruit and hire new talent into the Federal service. Improving the use of
Pathways is one part of that effort. To find out more about HEC, or to register
for an upcoming session, please visit www.OPM.gov/HiringExcellence.
At OPM we want to help
agencies across government make the most of the Pathways program and do all
they can to encourage students, recent graduates, and advanced degree holders
to use Pathways to try out a Federal career.
OPM has developed a
Pathways toolkit to help hiring managers and HR professionals make the most out
of these exciting programs. The toolkit includes a handbook for HR specialists,
a toolkit for hiring managers, Pathways flexibilities charts, and a webinars to
help supervisors and HR staff better use Pathways. You can get more information
on these sessions at HRU.gov.
Each day OPM and our
partners across government are working to improve the way we attract, develop,
and retain the critical talent we need to fulfill our missions and service the
American people. Tools and initiatives such as the Hiring Excellence Campaign,
training opportunities on HRU.gov, and the Pathways toolkit are invaluable resources
that can help us meet this important challenge.
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