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employee engagement

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.


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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