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Welcome! We are committed to recruiting and retaining a world-class workforce for the American people.

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Image has all four logos for the work-life programs against a white background. In the left top hand corner is the light green telework logo with two upward arrows and the word telework inside the bottom arrow. On the right top hand corner is the red health and wellness logo with the words health and wellness in a white heart. In the left hand bottom corner is the purple family and dependent care logo with three white icons of people joined together as if in a hug and the text family and dependent care across the icons in purple. In the right hand bottom corner is the yellow employee assistance program logo, containing a white hand icon and the text employee assistance program in yellow. A blue line is below all the logos with the words #WorkLife4Feds in white text aligned right. Besides this bar is the blue work-life logo with contains to white chain links and the text work-life beside it to the right. Underneath to the left is the text OPM.gov

In today's world, employees often seek work-life solutions.  I’m happy to report that the Federal Government is a leader in promoting work-life balance for its workforce.  Work-life solutions are powerful management tools which help the Federal Government recruit and engage qualified talent, and give employees the resources to help them pursue healthy, fulfilling lives.  In fact, analysis of the Federal Employee Viewpoint Survey (FEVS) data has identified work-life support as a key driver of engagement in the Federal workforce.

The Federal Government offers a variety of work-life programs and flexibilities to assist agencies in promoting work-life balance for their employees.  To assist agencies, OPM recently produced a series of new work-life brochures on family and dependent care, worksite health and wellness, telework, and employee assistance programs.  These work-life brochures increase awareness of options available in the Federal Government and illustrate their potential value for individuals, families, and organizations.

Managers and employees in our Federal community are invited to take the Introduction to Leave, Work-Life, and Workplace Flexibilities Course, explore OPM's Work-Life website and Telework.gov, and reach out to your local HR office for more information about services potentially available to you.

In the upcoming months, OPM will release the Government-wide results of the first Federal Work-Life Survey, which was administered in early 2017.  This new data will inform our analysis of the work-life needs and priorities of Federal employees.  These survey results will be used to help evaluate the relationship between work-life programs and organizational benefits.  Finally, senior leaders and managers will be able to consider these results as they make decisions regarding these programs. 

OPM will continue working with agency leaders across the government to ensure they have the necessary tools for an engaged, productive workforce.  Ultimately, our goal is to create work environments where each employee contributes to the success of the agency while reaching his or her full potential.  I believe that work-life solutions can be valuable tools in this endeavor.


In the middle of image there is the text OPM Research Summit in white and gray with the logo on top, three overlapping triangles, first a medium light yellow triangle, and a small dark orange triangle, and last a large blue triangle. Underneath is the text #OPMResearchSummit

On June 7, OPM, in conjunction with American University School of Public Affairs, hosted the 2nd Annual OPM Research Summit. The theme of the summit “Transforming Human Capital Management Policy through Research, Innovation, and Analytics” set the tone for an energy-filled, jam-packed day full of innovative ideas, conversations, and collegial debate with one main goal in mind - to identify potential ways to improve Human Capital Management Policy.

The Summit brought together more than 300 Federal practitioners, academic researchers, non-profits, and industry leaders, representing 56 Federal agencies, 13 universities, 49 companies and the general public. The Summit continued to build and strengthen relationships across these sectors.   

This year’s summit featured two keynote speakers, Steve Goodrich and Dr. Anjali Forber-Pratt, individual presentations, panel sessions, roundtable discussions, and a symposium, all in which focused on four specific human capital management policy areas: (1) Analytics and Technology, (2) Diversity and Inclusion, (3) Performance Management, and (4) Workforce Reshaping. 

The Federal Government is challenged to do “more with less” but manage to do it better, and to do it faster, and to be more efficient. One way we can accomplish such an enormous challenge is to bring more ideas, experiences, evidence, data, and research to the table. The Summit attempted to do this by encouraging, fostering, identifying, and gathering insights and perspectives among stakeholders from multiple communities. When we draw on the knowledge of a diverse workforce, we are better able to distinguish the best possible way to serve our customers, the American citizenry. 

The Research Summit is just another exceptional example of what can be accomplished when the Federal Government, academia, and private industries engage one another in order to develop new ideas and implementations through research.

I look forward to next year’s Research Summit and building new partnerships.

Thank you to all who were in attendance, and for a job well done. 


Background of the image is a pride flag on the left side side and the American flag from the right side overlapping.  In white all caps text in the middle say 2017 LGBT PRIDE MONTH.

The month of June is Lesbian, Gay, Bisexual and Transgender Pride Month (LGBT Pride Month).   As noted by the Library of Congress, LGBT Pride Month is celebrated each year in the month of June.  LGBT Pride Month is just one way that we can honor the struggles and achievements of the LGBT community, including the LGBT members of our Federal workforce.  Please join me and the U.S. Office of Personnel Management (OPM) in celebrating LGBT Pride Month. 

I firmly believe that when we draw on the wisdom of a workforce recruited from all segments of society, we are better able to understand and meet the needs of our customers – the American people. 

The Federal Government leads by example by providing equal employment opportunities to all individuals, regardless of sexual orientation or gender identity.  It is important to note that a fundamental value of civil service has been to draw from all segments of society, where selection and career advancement of Federal employees are “determined solely on the basis of relative ability, knowledge and skills.”  This is an ideal time to emphasize that all Federal employees – including LGBT individuals – should be able to perform their jobs free from any unlawful discrimination.  Additional information on this important topic can be found in a helpful resource guide titled “Addressing Sexual Orientation and Gender Identity Discrimination in Federal Civilian Employment:  A Guide to Employment Rights, Protections, and Responsibilities.”  

June 12th is the one year anniversary of the horrific massacre at a nightclub in Orlando.  As a nation, we showed our respect and solidarity to the LGBT community.  On this one year anniversary, I invite you to pause and reflect on this tragedy again.  It is also an opportunity to show the American people that Federal agencies will continue promoting equal opportunity and stand against any unlawful discrimination.

I want to remind you that various resources are available to promote a diverse and inclusive workforce.  I invite you to take advantage and learn more from these helpful resources.   In addition, to learn more about the benefits that are extended to same-sex partners of Federal employees and their children where the law permits, please visit our frequently asked questions for LGBT Federal employees and annuitants.

Enjoy your celebration and Happy Pride Month.

            

On the left side of the image a group of cartoon people from the shoulders up are in a group with three arrows of different sizes circling them. On the right is a blue box with white text that reads Federal Employee Viewpoint Survey: Empowering Employees. Inspiring Change. OPM.gov logo in the right hand corner.

From May 2 until June 22, 2017, just over a million employees across the Federal government will have the chance to participate in the Federal Employee Viewpoint Survey (FEVS).  If you received a survey this year, I invite you to participate.  While you may find it hard to set aside time in your busy day, or even wonder about the value of participating, let me assure you -- your response is valued!  The FEVS is an employee survey, which means it is your survey.  Results from the survey support the work of government by giving you a voice in ongoing Federal workplace improvements. The survey is sent to a sample of employees and your input helps your leadership know more about the employee experience.

All levels of leadership across government are able to use FEVS results to inform decisions for agency development. Results provide a snapshot of employees’ perceptions of whether, and to what extent, conditions characterizing successful organizations are present in their agencies. This is your opportunity to help shape and improve Federal workplaces. OPM shares results from the FEVS through a series of reports and tools to help agency leadership identify challenges and opportunities for Federal workplace development.  You too can see results from the FEVS.  A few weeks after the survey closes, we send a summary of responses to each FEVS item to your agency, and those are required to be posted to your agency intranet within 120 days. You can also find FEVS Government-wide results on our website.  FEVS results are also available with other HR data on our UnlockTalent dashboard; log in to see your agency’s 2016 results.

While your perspective is shared, it is confidential: your identity and any information that would permit personal identification will be withheld when survey results are shared with your employer or in publicly released reports regarding the survey.  . 

The FEVS supports information-sharing between employees and management as they come together to serve the American people.  So remember, if you receive a Federal Employee Viewpoint Survey please take the time to respond.  Your response to the survey is important and counts toward the successful functioning of your agency and the Federal government.  


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