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management

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.



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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