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.
Find out more about Federal compensation throughout your career and around the world.
Staffing to align with your agency's mission
Review the new 2014 Federal Employees' Group Life Insurance (FEGLI) Handbook
Answering your questions about Healthcare and Insurance
Congress approved a cost of living increase for Federal retirees.
Manage your retirement online.
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.
Visit this federal site to search for our regulatory notices, proposed and final rules.
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It's not the ideal situation, but we do realize that is the reality at times (e.g., when a position is new and has therefore never been filled, or a job is being modified and only a few people are aware of the expected changes).
While the number of SMEs needed to represent a job will depend on the nature of the work and characteristics of the workforce, it's always advisable to gather as many SMEs as possible. Anyone (first-level supervisor, superior incumbents, former supervisors or incumbents with recent experience, etc.) with bona fide expert knowledge about a particular job can serve as an SME. If – and when – possible, reach out to as many resources as you can to increase the number of SMEs. A larger number of SMEs not only ensures you are capturing all of the key requirements of the job, but it also provides multiple points of view regarding the criticality of the tasks and competencies.
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