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.
See the latest tweets on our Twitter feed, like our Facebook pages, watch our YouTube videos, and page through our Flickr photos.
The content available is no longer being updated and as a result you may encounter hyperlinks which no longer function. You should also bear in mind that this content may contain text and references which are no longer applicable as a result of changes in law, regulation and/or administration.
Washington, D.C. - The Chief Human Capital Officers' (CHCO) Academy, created by Director Kay Coles James as part of the CHCO council, held its first session. The academy was created as a new outreach vehicle for OPM to educate CHCOs about current human capital management issues and available human resources flexibilities, with an emphasis on how they fit within an overall merit-based Civil Service system.
"Our most difficult and demanding challenge is achieving the delicate but essential balance between our core Merit System principles and agency flexibilities," remarked James. "It is a challenge we must meet if we are to maintain our tradition of excellence in the public service."
The first in a series of monthly meetings, the inaugural session focused on title 5, the Civil Service Code, which outlines human resources flexibilities available to federal human resources managers to attract and retain the best and brightest employees. Direct hire authority, which allows for on-the-spot hiring; streamlined category rating in lieu of using the "Rule of Three"; the Federal Career Intern Program; and the Veterans' Recruitment Authority are some of the existing flexibilities available to human resources managers challenged when recruiting new talent. However, the first meeting also emphasized the Bush Administration's commitment to established title 5 principles such as preserving the Merit System, applying veterans' preference, protecting employees and the public from prohibited personnel practices, and maintaining whistleblower protections when using available human resources flexibilities.
"It is OPM's responsibility to ensure agencies honor title 5 while implementing new hiring, pay, and labor flexibilities," stated James. "Creating and sustaining a top-tier federal work force not only includes the use of new human resources flexibilities, but proven and time-honored Merit System principles as well."
Academy sessions are scheduled to take place throughout 2004 on the third Thursday of each month. The next session will be March 18 and will focus on outsourcing human resources services.
Our mission is to Recruit, Retain and Honor a World-Class Workforce to Serve the American People. OPM supports U.S. agencies with personnel services and policy leadership including staffing tools, guidance on labor-management relations and programs to improve work force performance.