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The content available is no longer being updated and as a result you may encounter hyperlinks which no longer function. You should also bear in mind that this content may contain text and references which are no longer applicable as a result of changes in law, regulation and/or administration.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. -U.S. Office of Personnel Management (OPM) Director Kay Coles James, in a recently issued memo (attached), has called for all Federal agencies to submit their 2005 Disabled Veterans Affirmative Action Program (DVAAP) plans. Federal agencies must submit their DVAAP Plan Certifications for fiscal year (FY) 2005 and Accomplishment Reports for FY 2004 to the Office of Personnel Management by November 1, 2004. Agencies are required to develop annual DVAAP plans and reports regarding their efforts to recruit, hire and train disabled veterans.
"President Bush has placed an emphasis on honoring the service of those who have worn the uniform of the United States armed services," remarked James in the memo. "OPM is particularly interested in the service of all preference eligibles, especially those who have a service-connected disability."
OPM is required to issue to Congress an annual report on the Federal government's accomplishments under DVAAP. Over the past three years the report has shown a steady increase in the percentages of disabled veterans and overall veteran hires governmentwide. Veterans currently represent 33 percent of all full-time permanent new hires.
"We are headed in the right direction, but all Federal agencies must do more to ensure veterans' preference is strictly adhered to," stated James. "It has been my mission over the past three years to ensure that everyone knows we mean business when it comes to America's veterans. Title 5 and veterans' preference is the law, but the reality of what we as a nation owe them is so much greater than that. It is their dedicated service that has paid the price for our continued freedom."
To further drive results in veterans' hiring, OPM created the Veteran Invitational Program (VIP), an initiative which provides men and women in transition from military service to civilian life with timely, accurate and useful information regarding civilian employment opportunities with the Federal government. The VIP provides recruitment materials designed to inform veterans of the government's obligation to grant them preference in Federal employment opportunities. The materials, which include posters, tri-fold brochures, wallet-sized cards, and a 40-minute comprehensive DVD "What Veterans Need to Know About Veterans' Preference," are designed to raise awareness and to educate veterans about their rights and continuing employment opportunities with the Federal government.
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.