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Hiring Excellence Campaign

The background is a close up of two windows of OPM's headquarters in Washington D.C. reflected in the window is American and OPM flags waving in the wind. Beside the building is blue sky and in black text:

Every day, the 2.1 million women and men of the Federal Workforce tackle some of our country’s most pressing issues. Whether caring for our veterans, supporting our troops, fighting forest fires, or planning a mission to Mars, Federal employees are focused on making life better for the American people.

In a 2014 address, President Obama said: “To rise to meet the challenges of the 21st century, we need a Federal Workforce with the necessary skills, experience, and tools to meet its diverse mission now and in the future.”  At the Office of Personnel Management (OPM), we work to fulfill this vision. Our mission is to help agencies recruit, retain, and honor a world-class Federal workforce to serve the American people.

Today, OPM has joined our sister agencies in sketching out for the American people a summary of the efforts we have made during this administration to fulfill the President’s vision.

Over the past eight years, our overarching focus has been to modernize the way OPM supports agencies, current and former Federal employees, and their families. By embracing new ways to use data to make decisions, investing in new tools and technologies, and streamlining our processes, we have helped foster a workforce capable of tackling 21st century challenges. In particular, we have focused on:

  • Making the Federal Government a model employer by adopting workplace policies that reflect the modern American economy;

     

  • Strengthening the personnel system to improve Federal agencies’ capacity to recruit, hire, develop, engage, and retain workforces ready to meet 21st century challenges;

     

  • Building a roadmap to better protecting the integrity of the Federal workforce by modernizing the way the government performs background investigations;

     

  • Improving our operations by embracing new tools and technology and enhancing our focus on customer service and cyber security.

The memorandum goes into detail about our agency-wide efforts. I want to highlight just some of the work we’ve done. You can see a fuller description of these efforts and what we see as the best way to continue this journey in OPM’s full memorandum.

In striving to make the Federal government a model employer, OPM has expanded opportunities for people from all elements of society. We’ve made progress in closing the gender pay gap, increased workplace flexibilities to help employees balance their work life and home life. We’ve also promoted diversity and inclusion in the Federal workforce.

Strengthening the personnel system needs to reinforce and build on the merit system principles that represent the bedrock values that have long stood as the foundation of this nation’s civil service system.

Through our Pathways programs we’ve created clearer paths to Federal careers for students and recent graduates and enabled the government to compete more effectively with the private sector for this talent. We’ve brought experts from the private sector into government through innovative fellowship programs. And we established a hiring excellence campaign to help human resources specialists and managers hire the critical talent they need.

The events of recent years have underscored the need to guard against threats to the Federal Government’s personnel, property, and information systems. OPM plays a central role in protecting against threats as we conduct 95 percent of the Federal Government’s background investigations that help agencies make employment, security clearance, and credentialing decisions. By establishing the National Background Investigations Bureau (NBIB) and continuing to modernize the background investigations process, OPM has come a long way in helping the Federal Government build and maintain a trusted workforce.

At OPM customer service is at the heart of everything we do. OPM has embraced new tools and technologies to help deliver better customer service and better secure the information we house. We’ve made significant progress in modernizing and securing information technology systems. We continue to provide high quality health benefits for the 9.2 million Federal employees, retirees and their families who are enrolled in the Federal Employment health Benefit program.

These are some of the highlights of the work OPM has done during this administration to fulfill our mission to recruit, hire, develop, retain and honor the men and women who work every day to deliver excellent service to the American people.

There is much more work to be done. I am confident that the dedicated men and women of OPM will continue in their efforts to build an even greater workforce now, and in the future.

 


Dark navy blue background. A picture of two white spotlights forming one single oval. In the center of the spotlight, there is the text USAJOBS with an American flag icon in the middle of the letter O. Underneath the image is the text: Celebrating 20 Years.

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.

To learn more about USAJOBS please visit: https://www.usajobs.gov/Help/About/

Green background with a picture of people walking up a staircase made of books.  And the title 'The Pathways Program: Four Years Later. A New Report,' in white and black.

As 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.

The Federal 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.

Recently, OPM 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.


Each day, 1.8 million hard-working Federal employees across the world dedicate themselves to serving the American people with passion, creativity, and innovation.

To make sure that we can continue this quality of service for years to come, the Office of Personnel Management and the White House’s Office of Management and Budget, and the Presidential Personnel Office launched the Hiring Excellence Campaign, an effort to improve the way we recruit new talent to Federal service. As the President’s Management Agenda highlights, to remain competitive in today’s labor market, we must modernize and transform the way we recruit and hire Federal employees.

So, now I want to take a moment to talk to you – the hiring managers and the human resources teams. The Hiring Excellence Campaign was designed specifically for you based on extensive feedback we’ve received from agency leaders, HR staff, and hiring managers. We want to give you all of the information, tools, and support you need to attract and hire a world-class workforce.

To get this information to you we are holding free, one-day Hiring Excellence training sessions across the country focused on the theme, “Connecting with Top Talent.” We have held 21 training sessions so far and will hold an additional 16 sessions throughout FY 2016. 

In the session, OPM’s team will share best practices, mythbusters, and hiring tools – some of which you may not realize you already have at your fingertips. For example, there is a wide range of strategic recruitment strategies and hiring authorities, from disability hiring to excepted service to direct hire authorities, available to you to identify and hire top talent. There are also multiple ways for you to assess applicants to make sure they are the top qualified candidates for your position. We’ll also dive into effective techniques for collaborating between HR staff and hiring managers to help you improve hiring outcomes in your agency.

We also want to make sure you are familiar with the updates to USAJOBS that benefit both you and applicants.

On the hiring manager and HR staff end, USAJOBS now has an Agency Talent Portal that provides tools to help agencies find and recruit talent. Additionally, you can take advantage of a new job opportunity announcement analytics dashboard to measure how effective recruitment and hiring was for a position. We also have a resume mining pilot that can help you use USAJOBS to find qualified candidates already registered with the website to apply for a position.

On the applicant side, USAJOBS offers a map search feature to help job seekers see jobs across the world that they may be interested in. We also updated the application process to help applicants work through a simple, five-step tracker to create an application package. It allows applicants to easily edit their documents within the application and not have to go back to their profiles each time. And, USAJOBS is now designed to be accessible on any mobile device.

These and many more tools will be covered in our Hiring Excellence sessions, and we hope you can join us for one of them. Register now for upcoming dates in cities across the Nation; please register for the session that best meets your needs. Our next sessions are in Detroit on July 12th and Nashville on July 14th.

Hiring is one of a manager’s most important responsibilities and the human resources team is a crucial partner. Together you are the key to building hiring excellence across government.

Be sure to check out the training registration links, resources and additional information on our new Hiring Excellence hub that we’ll be regularly updating – www.opm.gov/hiringexcellence.


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