The Pathways Programs represent a major component, and a logical next step, of the President's hiring reform initiative. OPM has been working with federal agencies to improve a complex system where applicants had to answer lengthy essay questions and managers could only pick among three candidates.  This week marks the second anniversary of the President's direction to transition to a resume-based system that allows managers to choose from among all of the best qualified candidates. Hiring reform and the President's Veteran Employment Initiative have helped the Nation's returning veterans.  Last year, 28 percent of the people hired into federal jobs were veterans, the highest percentage in over 20 years. federal agencies are also making strides in implementing the President's executive orders on diversity and hiring people with disabilities. Each agency has a diversity strategic plan in place now, and OPM has issued model practices for agencies to use in recruiting people with disabilities.

Today's regulations implement President Obama's December 27, 2010, Executive Order calling for streamlined pathways to federal internships and opportunities for careers in federal service for students and recent graduates.  Each of these programs makes it easier for students and recent graduates to find job opportunities and to get experience working in the federal government.  For the first time, there will be public notification of internship and recent graduate opportunities. Veterans will be able to find the jobs they want to apply for.

"These new pathways will place a ‘welcome sign' on federal service for students and recent graduates," said OPM Director John Berry. "The aim is to enable students and recent graduates to more effectively compete for federal service. Over the summer, we will continue to work with federal agencies to implement these regulations and to identify specific opportunities for students and recent graduates."

Because agencies have 60 days to implement the new regulations, actual Pathways job opportunities will not be available until later this summer and in the Fall. But the final regulations firmly establish the framework agencies need to create their programs.

OPM has worked extensively with the Office of Management and Budget and other federal agencies and key stakeholders to develop these final regulations. For over a year, OPM worked with agencies and unions, schools and students, good government and academic groups, affinity groups and veterans' service organizations. OPM convened inter-agency workgroups, business and academic roundtables, and held a day-long public hearing where the agency took testimony from every stakeholder group with a significant interest in these programs.  When the proposed regulations were published, OPM crafted a user-friendly public comment process that OPM explained by going directly to the people affected by the regulations.  That resulted in 238 public comments addressing thousands of issues.  OPM worked at all levels of the agencies, from the CHCOs down through hiring managers and HR.  The agency even created a Pathways Advisory Council of agency HR professionals, interns, PMFs, and OPM staff. 

OPM studied the need for student pathways intensely and concluded that students and recent graduates do not fare well under the regular hiring process because they lack experience in their chosen field.The Pathways Programs are narrowly tailored to address this problem. They are limited in scope, serving as a supplement to competitive examining rather than a substitute for it; transparent; and fair to veterans.  Participants in these Programs are appointed under the newly created Schedule D of the excepted service. Veterans' preference applies to all Pathways Program job opportunities. 

"These programs reach a broad range of talent - not only the current generation, but anyone who's gone back to school. They might be recent vets using the new GI bill, moms going back to school after raising kids, workers who've gone to night school, or even long-term unemployed folks who sought out a new trade or degree," said Berry.

The following summarizes the three Pathways Programs:

Internship Program.  The Internship Program replaces the existing intern programs - the Student Career Experience Program and the Student Temporary Program.  It is open to students enrolled at least half-time in a variety of qualifying accredited educational programs at the high-school through professional levels. This Program provides students with paid opportunities to work and explore federal careers while still in school.

Recent Graduates Program.  This new program is open to applicants who have completed a qualifying post-high school educational program (e.g., technical or vocational school; two-or-four year college or university; graduate or professional school) within the preceding two years.  Veterans who are precluded by military service from applying during their two-year window will have up to 6 years to apply. Also, individuals who completed a qualifying educational program after December 27, 2010, will have two full years from the effective date of the final regulations. It provides developmental opportunities for recent graduates. 

Presidential Management Fellows (PMF) Program.  For more than 30 years, the PMF Program has been the federal government's premier leadership development program for graduate and professional degree candidates.  The final regulations increase the PMF Program's flexibility by expanding the eligibility window for applicants; allowing individuals to self-nominate, and aligning the application timeframes with academic calendars to make the program more "student friendly".  Like the Recent Graduates Program, applicants have up to two years after they graduate to apply for the program.

The regulations will be effective on July 10, 2012. For more information, visit OPM's website www.opm.gov/HiringReform/Pathways/.

The final regulations may be viewed and downloaded directly from the Federal Register in PDF format at: http://www.ofr.gov/OFRUpload/OFRData/2012-11068_PI.pdf.

To view a video on the Pathways Programs please visit http://www.youtube.com/watch?v=c65zreys-O8.

Director Berry will begin his 2012 commencement addresses at the Andrew Young School of Policy Studies at Georgia State University, which, for the first time this year, was ranked among the top 25 Public Affairs schools in the nation. The following week, he will travel to Illinois to address the graduates at Southern Illinois College. Director Berry was inspired by the resilience of the student body and local community in responding to the spate of recent tornadoes in the area. Next, Director Berry will speak at the California State University at Fullerton. This university is recognized for its diverse and inclusive student body, a fact which Director Berry will highlight and praise. The next day, Director Berry will deliver the commencement address at his undergraduate alma mater, the University of Maryland at College Park. Director Berry always enjoys returning to the University of Maryland and will encourage students to pursue a career in public service.

In June, Director Berry will travel to Ohio to address graduates at the John Glenn School of Public Affairs at Ohio State University, and round off his commencements at his graduate alma mater, the Maxwell School of Citizenship and Public Affairs at Syracuse University. Both schools are among the best Public Affairs schools in the nation. At each, Director Berry will encourage graduates to pursue work in service of the Nation.

DiRECTOR BERRY'S GRADUATION ADDRESS SCHEDULE

MAY 4, 2012 - Director Berry will address graduates of the Andrew Young School of Policy Studies at Georgia State University. To RSVP to this open press event, please contact Jennifer Giarratano, JGiarratano@gsu.edu, (404) 413-0028.

MAY 11, 2012 - Director Berry will deliver the commencement address at Southern Illinois College, in Harrisburg, Illinois. To RSVP to this open press event please contact Angela Wilson, Angela.Wilson@sic.edu, (618) 252-5400 ex. 2130.

MAY 19, 2012 - Director Berry will address more than 25,000 people at the California State University Fullerton. To RSVP to this open press event, please contact Pamela McLaren, PMcLaren@fullerton.edu, (657) 278-4852.

MAY 20, 2012 - Director Berry will address graduates of the University of Maryland at College Park. To RSVP to this open press event, please contact David Ottalini, DOttalin@umd.edu, (301) 405-4076.

JUNE 9, 2012 - Director Berry will deliver the commencement address at the John Glenn School of Public Affairs at Ohio State University. To RSVP to this open press event, please contact Laura Sipe, sipe.9@osu.edu, (614) 247-6369.

What: Flash Mentoring Event: "Developing Your Strategic HR Competencies: Lessons from Top Federal HR Leaders"

Who:   HR University
            CHCO Council
             Federal employees from across the federal government

When:  Monday, March 19, 2012.
             1:00 p.m. - 4:00 p.m.

Where: United States Patent and Trademark Office
             Madison Building (auditorium on the concourse level)
             600 Dulany Street
             Alexandria, VA 22314

Media interested in attending should contact OPM's Office of Communications and Public Liaison at media@opm.gov. Alternatively, you can contact the Office of Communication and Public Liaison at 202-606-2402.

Media should plan to arrive 15 minutes prior to the beginning of the event.

In a Carrier Letter issued on December 19, 2011, the U.S. Office of Personnel Management (OPM) asked all health insurance carriers in the Federal Employees Health Benefit Program (FEHBP) to add Blue Button functions to personal health record systems (PHRs) on their websites.

Blue Button allows patients to see, download and keep their personal health data by clicking the "Blue Button" on a secure Internet site.  Patients can then choose to share their data with their physicians or family members or make it available if emergency treatment is needed.  Blue Button downloads are delivered in text files that can be downloaded, read, stored and printed on any computer without special software.  Patients can also authorize use of a Blue Button transfer of their medical data from a treating physician to another medical provider.  An important innovation that enables patient's easy access to their personal health information, Blue Button has already been adopted by some 500,000 veterans, servicemembers, Center for Medicaid and Medicare Services (CMS) beneficiaries in just 14 months. 

"Blue Button empowers hundreds of thousands of patients with their own data," said Aneesh Chopra, U.S. Chief Technology Officer. "We want federal employees, their families - and the general public - to benefit from easy access to Blue Button downloads as it rapidly scales to become a routine service in the care delivery system."

"All health plans already have claims and personal health information in their databases, and virtually all FEHBP health plans currently offer a personal health record to their members," said OPM Director John Berry. "Adding Blue Button will make these records more readable, more accessible, and more useful to patients and families. This easy access to lab results, medication and problem lists, allergies, appointment data and wellness reminders makes care both easier and better."

In a report issued in September, 2011, OPM found that 97 percent of all FEHBP carriers representing 98 percent of enrollees were offering some form of personal health records to their members. About three quarters of FEHBP carriers, the report found, already include medical claims or health record information in PHR data. FEHBP insurers that don't already offer Blue Button downloads must notify OPM of their plans to add it to their personal health records by March 15, 2012.

"Blue Button is about patient-centered care," said Peter L. Levin, Chief Technology Officer at the U.S. Department of Veterans Affairs (VA). "It is a very simple file that can be securely downloaded to any computer or smartphone without special software."

OPM administers health benefit programs for the civilian sector of the federal government, including all executive agencies, Members of Congress and their staffs, and the federal judiciary. More than 200 separate health insurers in the FEHBP deliver health benefits to more than eight million employees, retirees and family members.

More information about the Blue Button function is available at http://www.va.gov/bluebutton. To view the Carrier Letter on Blue Button please see http://www.opm.gov/carrier/carrier_letters/cltrs2011.asp. The OPM report on use of Health Information Technology by FEHBP carriers is available at http://www.opm.gov/insure/health/reference/hitreport2011.pdf.

"President Obama created the Veterans Employment Initiative to help employ our veterans, transitioning service members and military spouses - an integral part of keeping our sacred promise to America's Veterans. It's working," said John Berry, Director of the U.S. Office of Personnel Management (OPM). "The President's Council on Veterans Employment established and pursued aggressive goals, and for our veterans, meeting those goals means jobs that serve the American people and help sustain the growth that supports the propriety and leadership in the world. I'm proud of the Council's success in keeping these highly trained and experienced individuals working for our nation, particularly the over one million who served in Iraq."

Veteran new hires were 28.5 percent of total hires in FY 2011 based on preliminary data. This increase is approximately 4.5 percentage points over the FY 2009 total of 24.0 percent and approximately 2.9 percentage points over the FY 2010 result of 25.6 percent. Other milestone accomplishments that highlight the progress made include:

· In FY 2011, 22 of the 24 agencies included in the President's Veterans Employment Initiative posted percentages above their FY 2009 baselines and/or met their total veteran hires based on preliminary data.

· In FY 2011, 23 of the 24 agencies included in the President's Veterans Employment Initiative posted percentages above their FY 2009 baselines and/or met their goals for total disabled veteran hires based on preliminary data. 

During the Council meeting, the Council approved a pilot program for employing formerly homeless Veterans. The pilot will give these Veterans opportunities to work in a vast array of career fields within the federal government. Positions can be nationwide and the government will perform skills matching to ensure opportunities for long-term career success. Each agency committed to hiring up to two formerly homeless Veterans. The pilot is expected to begin in the spring of 2012.

Also, the Council agreed to let the Military Sexual Trauma group continue their work into identifying barriers to employing Veterans who have experienced sexual trauma in their military careers, particularly homelessness.

The goal of the President's Veterans Employment Initiative is to help federal agencies identify qualified veterans, clarify the hiring process for veterans seeking employment with the federal government, and help them adjust to the civilian work environment once they are hired. The Council is Co-chaired by the Secretary of Veterans Affairs, Eric Shinseki, and the Secretary of the Department of Labor, Hilda Solis. The Vice-Chairman is OPM Director John Berry.

For additional information please visit www.FedsHireVets.gov.

The three new options include:

· Staggered Early Departure/with Final Departure Time - Federal employees should depart XX hours earlier than their normal departure times and may request unscheduled leave to depart prior to their staggered departure times.  All employees must depart NO LATER than XX:XX.

· Shelter-in-Place - Federal offices in the Washington, DC, area are under shelter-in-place procedures.

· Immediate Departure - Federal employees should depart immediately.

"We take seriously both the safety of our employees and the continuity of the government during emergency situations," said OPM Director John Berry. "However, we learned new lessons from the various weather incidents this year. Whatever dismissal or closure decision we make, success depends on our shared responsibility to make the commute as smooth and safe as possible."

During the past year, the Washington, DC, metropolitan area experienced a late-afternoon snowstorm, a tropical storm that caused flooding in localized areas and a highly-unusual and significant earthquake. In addition to OPM's own review of these events, Director Berry asked Chief Human Capital Officers and representatives from national labor organizations, the Metropolitan Washington Council of Governments and FEMA to reflect on lessons learned and to recommend steps to better position the federal government to respond to future events.

Director Berry discussed the resulting recommendations at the briefing, the new operating status definitions and how OPM decides what status to follow during emergency situations, including severe weather.

When emergencies arise, OPM keeps the public updated through TV, radio, print and social media.

To the maximum extent possible, OPM will continue to make dismissal and closure announcements prior to the beginning of the workday. This will not only reduce morning traffic, but also lessen the commuting burden later in the day if weather conditions deteriorate and OPM announces a staggered early departure.

For the 2011-2012 winter season, the National Weather Service projects a similar forecast to 2010-2011. They expect a drier than normal season, but a higher chance of mixed precipitation and icing events.

For more information on our Dismissal and Closure procedures please see: http://www.opm.gov/oca/compmemo/dismissal.pdf.

What: Briefing on federal government dismissal and closure procedures and the winter weather forecast.

Who: OPM Director Berry and the National Weather Service.

When: Thursday, December 1, 10:00 a.m. - 10:45 a.m.
Camera pre-set: 9:15 AM
Gather time: 9:45 AM

Where: OPM
1900 E Street, N.W.
Executive Conference Room
5^th Floor
Washington, DC 20415

Media wishing to attend the event should contact OPM's Office of Communications and Public Liaison at 202-606-2402 or email media@opm.gov.

"OPM is working with the private insurance companies in the FEHBP market to increase their use of HIT because it results in better care as well as cost savings," said OPM Director John Berry.  "The taxpayers save twice: healthier workers are more productive and we'll save insurance costs in the long run.  More and more Americans will benefit from these investments as the Affordable Care Act increases the number of Americans with private health insurance."

HIT tools help consumers organize health information, access information targeted to their health needs and determine the quality and cost of doctors, hospitals and other providers. HIT also allows patients, healthcare providers and health plans to share information securely, driving down costs by avoiding duplicate procedures and manual transactions.

Many FEHBP plans have made significant progress on their HIT, personal health records (PHR), and healthcare cost transparency initiatives since the last report in 2010. This year's findings include:

• 97 percent of plans, representing 98 percent of total FEHBP enrollment, have PHRs available to their members. PHRs allow plan members to access their medical claims history online. For the last two years, only 86 percent of plans reported that they offered PHRs to their members. Before that, in 2008, 75 percent of plans offered PHRs and in 2007 only 51 percent of plans offered PHRs.
• Member use of PHRs varies widely.  Some plans report about 6 percent of members use PHRs while others indicate that all members use them.  Overall, use is gradually increasing.  Earlier reports showed fewer than 5 percent of members use PHRs.
• 59 percent of plans reported they have online physician or hospital cost estimators or comparison tools on their websites.
• 75 percent of plans reported they have online tools that compare physician or hospital quality.
• 75 percent of plans reported their physicians can order prescriptions online.
• 100 percent of FEHBP plans indicated they provide members with access to privacy policies describing their compliance with the Health Insurance Portability and Accountability Act (HIPAA).

This program-wide Report is based on individual reports collected from health plans participating in the FEHBP. This is the fifth year that this Report has been published.

For additional information, please view the names of the FEHBP Health Plan Leaders at http://www.opm.gov/insure/health/reference/hittransparency.asp and a copy of the entire HIT and Transparency report for 2011 at http://www.opm.gov/insure/health/reference/hitreport2011.pdf.

What:

CHCO Council Open Meeting.

Who:

John Berry, Council Chair and Director, OPM

Jeffrey Zients, Council Co-Chair and Deputy Director for Management, OMB

Kathy Dillaman, Senior Policy Advisor to Director Berry

Matthew Perry, Chief Information Officer, OPM

Veronica Villalobos, Director of the Office of Diversity and Inclusion, OPM

Angela Bailey, Associate Director Employee Services and Chief Human Capital Officer, OPM

Joseph Kennedy, Deputy Associate Director Employee Services, OPM

When:

Tuesday, November 8, 2011.
10:00 a.m. - 12:00 p.m.

Where:

The American Institute of Architects

Gallery Room

1735 New York Ave NW

Washington, DC 20006

Media interested in attending should contact OPM's Office of Communications and Public Liaison at media@opm.gov. Alternatively, you can contact the Office of Communication and Public Liaison at 202-606-2402.

Media should plan to arrive 15 minutes prior to the beginning of the event.

Director Berry will deliver his remarks at 8:30 a.m. Additional remarks will be made by DC Guard Land Component Commander, Brigadier General Arthur Hinaman and Director of the DC Office of Employment Services, Ms. Lisa Mallory.

What: Opening remarks by OPM Director John Berry

When: Tuesday, November 8, 2011.
8:30 a.m. - 9:30 p.m.

Where: OPM

Campbell Auditorium

1900 E Street, NW

Washington DC 20415

Media interested in attending should contact OPM's Office of Communications and Public Liaison (CPL) at media@opm.gov. Alternatively, you can contact CPL 202-606-2402.

Media should plan to arrive 15 minutes prior to the beginning of the event.

Each webcast will begin at 1:30 p.m. EST and will require a broadband (high-speed) internet connection. If you are viewing the webcasts from an office, due to bandwidth issues, the webcast should be viewed in one central location. The webcast stream will be available 24 hours before the webcast stream is scheduled to begin. You will need Windows Media Player 9.x or higher to view the webcast.

What: 2011 Open Season Webcasts

When: Introduction to Open Season
Wednesday, November 2
1:30 - 2:30 p.m. EST

The Federal Employees Dental and Vision Insurance Program (FEDVIP)
Tuesday, November 8
1:30 - 2:30 p.m. EST

The Federal Flexible Spending Accounts Program (FSAFEDS)
Thursday, November 10
1:30 - 2:30 p.m. EST

The Federal Employees Health Benefits Program (FEHB): Do I have the Right Health Plan?
Tuesday, November 15
1:30 - 2:30 p.m. EST

Medicare and the Federal Employees Health Benefit Program (FEHB)
Thursday, November 17
1:30 - 2:30 p.m. EST

Where: You can view the webcast at http://pointers.audiovideoweb.com/stcasx/il83winlive3146/play.asx.

You can view the webcast with captioning at: http://textcast.peoplesupport.com/textcast.asp?stream=usopm

You can watch recordings of the webcasts at: www.opm.gov/insure/openseason/videos.asp

What:

Media briefing/conference call regarding USAJOBS 3.0.

Who:

Kathy Dillaman, Senior Policy Advisor to the Director

Matthew Perry, OPM Chief Information Officer

When:

Thursday, November 3, 2011.
11:30 a.m. - 12:00 noon

Where:

U.S. Office of Personnel Management

1900 E Street, NW

Washington, DC 20415

Room 2H31

Conference Call-In

Number:

Toll Free Number: 1-877-820-7831

For the Participant Passcode please contact media@opm.gov

Media wishing to participate in the conference call should email OPM's Office of Communications and Public Liaison at media@opm.gov.  Please include in the email your name, email address, and telephone number.  You will then be sent the call-in telephone number, participant code, and any visuals used during the briefing.

Photo by M.V. Jantzen using a Creative Commons license: Frank Kameny posing with OPM director John Berry. Theodore Roosevelt Building, Office of Personnel Management 1900 E St NW, Washington, DC.

Dr. Frank Kameny was an American hero who transformed our nation's lesbian, gay, bisexual and transgender community (LGBT). His courage, his brilliance, his force of will led to victory in a decades-long fight for equality.  He helped make it possible for countless of patriotic Americans to hold security clearances and high government positions, including me.  And in so doing, he showed everyone what was possible for every employer in our country.

He was known for being feisty and combative, but he was also big-hearted.  He honored me personally by attending my swearing-in, and showed his ability to forgive by accepting my official apology on behalf of the government for the sad and discredited termination of his federal employment by the U.S. Civil Service Commission, the predecessor of the agency I now head.  We presented and he accepted OPM's highest honor, the Theodore Roosevelt Award, given to those who are courageous in defense of our nation's Merit Principles.  

I am grateful for his life, his service to his nation in WWII, and his passion and persistence in helping build a more perfect union.  He was a great man, and I will sorely miss him.

On average, enrollees with self only coverage will pay $2.32 more per bi-weekly pay period; enrollees with family coverage will pay $6.18 more. Premiums for Health Maintenance Organizations will increase an average 6.7 percent, while Fee-for-Service plans will see an average increase of 3.2 percent.

"Our most popular plan is increasing rates by just 1.6 percent, saving money for our employees, and all taxpayers. Other plans also have low rate increases," said OPM Director John Berry. "This reflects hard work from both sides of the private-public partnership that is the Federal Employees Health Benefits Program, a model for the Affordable Insurance Exchanges included in the Affordable Care Act. With an emphasis on preventive medicine and keeping costs low, we've been able to deliver quality care at affordable rates. These benefits help us compete for the top talent we need to tackle our nation's challenges, and they keep our workers healthier and more productive as they serve and protect the American people."

The 2012 Open Season for health, dental, and vision insurance and flexible spending accounts will be held from November 14, 2011 to December 12, 2011. The annual Open Season gives federal employees and retirees the opportunity to review their health plan choices and make changes. It also allows eligible employees to enroll for coverage. FEHBP enrollees are advised to review the benefits and premiums for their health plan choices and decide what coverage will best fit their healthcare needs in the coming year.

"The FEHBP provides a wide choice of affordable health plans, without pre-existing condition limitations or waiting periods," said OPM Director of Healthcare and Insurance John O'Brien. "It promotes vigorous competition among private healthcare insurers within a government framework."

There are no significant benefit changes for 2012. Negotiations were geared to keep premium increases as low as possible without increasing the out-of-pocket cost, such as for deductibles, co-pays, and coinsurance.

In 2012, enrollees will have 206 health plan choices. Approximately 90 percent of all federal employees participate. Established in 1960, the FEHBP is the largest employer-sponsored health benefits program in the United States.

For the more information on the premium rates, please see: http://www.opm.gov/insure/openseason/factsheet.asp.

For additional information, media should contact media@opm.gov.

What:     Media briefing/conference call regarding FEHB premium rates.

Who:      John O'Brien, OPM Director of Healthcare and Insurance.

When:    Tuesday, September 27, 2011.
               10:00 a.m. - 10:30 a.m.

Where:   U.S. Office of Personnel Management

                1900 E Street, NW Washington, DC 20415

                Pendleton Room (5^th Floor)

Conference Call-In

Number:

Toll Free Number: 877-820-7831

Participant Passcode: 2735225          

Media wishing to participate in the conference call should email OPM's Office of Communications and Public Liaison at media@opm.gov. 

"Our team at OPM has worked hard with our IG on this issue over the past few years, as recognized by the IG in his report. Action has been taken on all $600 million in improper payments, including $113 million currently in collection.

"Though we have implemented many positive reforms, I remain deeply committed to keeping this a top priority and to working with our IG to ensure the proper internal controls are in place to protect the taxpayers and our employees and retirees.

"Improper payments in this program are less than two-tenths of one percent. We encourage anyone who is receiving improper payments to contact us immediately. Taking payment for or providing false information regarding a deceased annuitant is a felony, and will be prosecuted where appropriate."

OPM and the CHCO Council announced that federal employees donated 5,793,446 pounds of nonperishable food items for the Feds Feed Families 2011 summer food drive. From left to right are Pat Tamburrino (CHCO, DOD), William "Billy" Milton (CHCO, USDA), Kathryn Medina (Executive Director, CHCO Council), John Berry (Director, OPM), Lynn Brantley (CEO, Capital Area Food Bank), Mike Kane (CHCO, DOE) and Rita Franklin (Deputy CHCO, DOE). USOPM Photo By: Timothy Grant 09/21/2011

Washington, DC - The U.S. Office of Personnel Management (OPM) and the Chief Human Capital Officers (CHCO) Council announced that federal employees donated 5,793,446 pounds of nonperishable food items for the Feds Feed Families (FFF) 2011 summer food drive. That is equivalent to over 64,000 pounds donated per day. Recognizing the continued need to support America's families, this year's collection goal was two million pounds, which was far exceeded. The items were collected nationwide and donated to food banks all over the country.

"Feds Feed Families was a resounding success," said OPM Director John Berry. "This year's goal was 2 million pounds and federal employees opened up their hearts to deliver an astounding record total of food items and other essentials. This is just one more reminder of the generosity of federal employees. Over the last few decades, federal employees have given billions of dollars to charity, and they always deliver when called to action. Thank you to every federal worker who donated."

This governmentwide effort included more than 40 agencies. The two agencies that brought in the most were our co-chairs, the Department of Defense, which donated 2,004,613 pounds, and the U.S. Department of Agriculture, which donated 1,791,393 pounds. All other federal agencies, together, donated 1,997,440 pounds.

Over the past three years, FFF results have increased exponentially. In 2009, the first year of FFF, federal employees donated 1 million pounds of nonperishable food items and in 2010 federal employees donated 1.7 million pounds.

FFF, which ran from June 1, 2011, through August 31, 2011, is a federal food drive organized by the CHCO Council in partnership with OPM. The drive is a voluntary effort for federal employees to give back to the community by helping those in need.

For more information, visit www.fedsfeedfamilies.gov.

"The Federal Long Term Care Insurance Program's Open Season was extremely successful," OPM Director John Berry. "We've seen strong support for the Program in federal agencies, and ultimately in the number of people who applied and were accepted into the Program. OPM is proud of the success of the FLTCIP - one of the most flexible, inclusive, and affordable long term care insurance programs, designed to help employees plan ahead for their needs as they age."

During Open Season, same-sex domestic partners (SSDP) of federal employees were afforded the opportunity to apply with abbreviated underwriting, granting them the same rights as spouses for the purposes of applying for FLTCIP coverage. Over 300 SSDP applications were received during the Open Season.

The just-concluded, highly successful Open Season follows other recent improvements to the Program including:

· OPM and Long Term Care Partners (LTCP), which administers the Program, developed a new, enhanced set of benefits, called FLTCIP 2.0, which provides services, such as greater home health care coverage sought by current members.

· Despite a rate hike in premiums for most members, over 98 percent of those members chose to continue to participate in the Program, demonstrating their commitment to protecting their futures through the financial protection of long term care insurance.

· As documented in a recent Government Accountability Office report, OPM has increased its oversight of program operations, most especially improving the accuracy and clarity of communications to members.

Federal and U.S. Postal Service employees and annuitants, active and retired members of the uniformed services, qualified relatives, and SSDPs can apply for coverage under the FLTCIP at any time. Premiums are based on the applicant's age at the time of enrollment and on the level of benefits chosen. The plan is comprehensive, flexible, and is tailored to the needs of the federal family.

The FLTCIP is sponsored and regulated by OPM, and is administered by LTCP. For more information about LTCP, please visit www.ltcpartners.com.

Ninety six percent of employees responded that they are willing to put in the extra effort to get the job done while 91 percent say they are constantly looking for ways to do their jobs better.

"The Employee Viewpoint Survey is a critical tool for agencies governmentwide to pinpoint problems, such as the lack of employee engagement, and fix them," said OPM Director John Berry. "Employee engagement is key to mission success. That's why leading private companies survey their employees. Engaged employees who feel accountable for delivering results will provide the American people the best service."

Dedicated and engaged federal employees are critical to delivering effective, efficient service to the American people.

"We have doctors fighting diseases, law enforcement officers protecting us from serious threats, agriculture researchers helping farmers grow more food, and nutritionists helping children eat better, just to name a few of the things our public servants do every day," said Director Berry.

EVS has proven to be an invaluable tool that provides agencies and managers across federal organizations with objective, actionable information that enables them to identify best practices to scale and areas needing attention.

After last year's survey, OPM and the Office of Management and Budget asked agencies to develop action plans for priority areas needing attention and as a blueprint for change. They will also look for ways to make the 2012 survey an even better resource for managers as the Administration continues to drive efficiency and do more with less across the Federal government.

This year's survey gives the agencies feedback to know whether the strategies they adopted seem to be making a difference and to figure out where to focus next year.

Overall, several results illustrated federal employees' satisfaction with their work:

- 69 percent of employees recommend their organization as a good place to work,

- 92 percent feel their work is important,

- 84 percent feel accountable for achieving results, and

- 85 percent know how their work relates to their agency's goals and priorities.

"In the last century, America's civil servants—both civilian and military—split the atom, touched the surface of the Moon, decoded the human genome, and invented the Internet. We beat the Great Depression, segregation, fascism, communism and more," said Director Berry. "Today, we work to assure America adapts and endures in an age when communication is instant and connections are global. We do it by having the right people, and the right know-how, and the can-do attitude that permeates American history."

EVS is the largest of its kind. This year the survey was sent to 540,727 employees across the government.

Survey results can be viewed at www.fedview.opm.gov.

Washington, DC - The federal government's flagship leadership development program, at the entry level for advanced degree candidates, is accepting applications from September 15-25. The Presidential Management Fellows Program (PMF), run by the U.S. Office of Personnel Management (OPM), attracts and selects the best candidates to develop a cadre of new government leaders, and can lead to a career in government. Applicants for the PMF Class of 2012 may learn more about the program and access the application at www.pmf.gov or www.USAJOBS.gov.

"The Presidential Management Fellowship is the premier pathway for graduate students to enter Federal service," said OPM Director John Berry. "We need every type of professional - accountants, cybersecurity experts, engineers, and many more - in addition to our great public affairs and public administration students. PMFs can make a big impact quickly. Join us and find out for yourself."

Since 1977, the PMF Program has helped federal agencies meet their workforce and succession planning needs by attracting outstanding masters, law, and doctoral-level students to federal service. More than 80 agencies currently partner with the PMF Program Office each year to hire Fellows. Challenging work assignments addressing domestic and international issues are available in

· Public Administration

· Engineering

· Foreign Policy

· Technology/Cybersecurity

· Science

· Criminal Justice

· Health

· Financial Management

· Acquisition Management

In keeping with President Obama's Executive Order on Diversity and Inclusion in the Federal Workforce, OPM encourages individuals from all backgrounds to apply to the program. It is the federal government's cornerstone program to help agencies meet their critical need for leadership continuity.

This rigorous two-year program provides a variety of benefits including: competitive pay and benefits; training and development; and paid sick and annual leave. There are opportunities for placement across the United States, not just in the Washington, D.C., metropolitan area.

Who is Eligible?

Students who will complete a graduate degree (master's, law or doctoral-level) during the 2011-2012 academic year (September 1, 2011 - August 31, 2012) from a qualifying college or university are eligible to apply for the program. For more details, see the PMF website concerning the PMF application and eligibility or contact the PMF Program Office at pmf@opm.gov.

CFC - 50 Commission holds its inaugural meeting on September 13, 2011. From left to right are Beverly Byron, Keith Willingham, Thomas Davis, Patrick Maguire. USOPM Photo By: Timothy Grant 09/13/2011

Washington, DC - The CFC-50 Commission held its inaugural meeting on Tuesday, September 13, 2011. The Commission will advise U.S. Office of Personnel Management (OPM) Director John Berry on strengthening the integrity, operation and effectiveness of the Combined Federal Campaign (CFC) to ensure its continued growth and success. The Director named two former members of Congress, the Honorable Tom Davis (R-VA) and the Honorable Beverly Byron (D-MD), as the bipartisan co-chairs of the Commission.

"Beverly Bryon and Tom Davis led distinguished careers in Congress, and they are people of the utmost integrity and foresight.  I've had the privilege of knowing them both for many years, and I have every confidence that under their leadership, the CFC-50 Commission will light the way for the next half-century," said Director Berry. "Tom and Beverly know the needs of our communities, and the hearts of our federal workers, military servicemembers and postal workers.  Their service on this Commission will help us strengthen the integrity and impact of the Combined Federal Campaign, and I am deeply grateful to both of them for stepping forward to co-chair this Commission."

Director Berry announced the genesis of a Commission during the CFC annual meeting held in New Orleans last February. "The CFC has been a source of food, of warmth, of light, of medicine, of schoolbooks - a source of life. For countless Americans and people in need around the world, it has been like bedrock - supporting them, even if they don't know it's there."

Director Berry talked about the need for a Commission "to help answer the big questions, to make CFC more agile, more adaptable, and more relevant to more federal workers and more charities." He also said he looked forward to a Commission "to help chart our course for the next 50 years, to make the best even better." The CFC will celebrate its 50^th anniversary later this year.

The Commission will be responsible for:
- reviewing the present structure of the CFC and recommend changes;

- reviewing current processes and recommending changes;

- developing recommendations for innovative ways to improve the CFC; and

- developing recommendations for changes to the regulations and/or legislation to improve the CFC.

The Commission is made up of a broad and diverse group of 28 key stakeholders, including members of the U.S. House of Representatives, CFC donors, campaign volunteers, non-government administrators of the campaign, participating charities and accountability/watchdog groups.

The members of the Commission include:

Co-Chairs
The Honorable Tom Davis

The Honorable Beverly Byron

Facilitator
Keith Willingham, Director, Combined Federal Campaign

Local Federal Coordinating Committees (LFCC)
Jean Brown
Executive Director, Chicago FEB

Major Ricky J. Anderson
Great Falls Area CFC

Lou Torchia
CFC-Overseas

Darlene Williams
Greater North Carolina Area CFC

Principal Combined Fund Organizations (PCFO)
Marcus Glasgow
Ohio River Valley CFC

Xavier "Lew" Lewis
Heart of Alabama CFC

Lilly Lopez-Killelea
Rio Grande Valley CFC

Donna Violante
Nutmeg CFC

Federal Employees
Doug Carmon, Special Advisor to the Secretary
Department of Veterans Affairs

Karissa DeCarlo
Timpanogos Cave National Monument

Shannon Hamm, Associate Deputy Administrator
Policy and Program Development
APHIS/USDA

Felita Jackson, CFC of Greater Arkansas
Social Security Administration

Charitable Organizations
Diana Aviv, Executive Director
INDEPENDENT SECTOR

Barbara Daggett, Senior Director, Ethics, Compliance & Risk Management
Catholic Charities USA

Dianne Peters
C.H.A.M.P. Assistance Dogs

Milissa Coder, Workplace Giving Coordinator
NRA Foundation

Patrick Maguire, Executive Director
Maguire/Maguire, Inc.

Kal Stein, Executive Director
EarthShare

Marshall Strauss, President
Human & Civil Rights Organizations of America

Federal Associations
Joseph Beaudoin, National President
National Active and Retired Federal Employees Association

Jan Armstrong, Denver Chapter
Young Government Leaders
Supplemental Nutrition Assistance Program (SNAP)

Accountability Organizations
Ken Berger, President & CEO
Charity Navigator

Michael Esser, Assistant Inspector General for Audits
OPM Office of Inspector General

Robert N. Goldenkoff, Director, Strategic Issues
Government Accountability Office

H. Art Taylor, Executive Director
BBB Wise Giving Alliance

The meetings are open to the public and documents pertaining to the Commission will be posted on the Federal Advisory Committee Act (FACA) website at www.facadatabase.gov.

"Military spouses make countless sacrifices for our nation through their dedication and support on the home front while their loved ones are serving," said OPM Director John Berry. "In recognition of their sacrifice, this rule will help military spouses find employment in the government."

President Obama, Vice President Biden, First Lady Michelle Obama and Dr. Jill Biden are dedicated to strengthening military families and honoring those who served. Previously, certain military spouses and widows/widowers could be non-competitively appointed to a federal job within a limited two-year time frame after their spouse died or became totally disabled. However, many spouses were not prepared to enter the workforce within this two-year time period because they were still grieving, enrolled in educational and/or training programs, or were caring for children or their disabled spouse. The final regulations recognize that two years may not be enough time for these spouses to seek and obtain a federal job.

OPM continues to track the number of military spouses and widows/widowers hired by the federal government.  The military spouses' noncompetitive hiring authority, which first became effective on September 11, 2009, allows certain spouses who are not already federal employees to apply directly to agency job opportunity announcements, without having to compete with other applicants.  Between October 2009 and October 2010, 887 military spouses were hired. This is a significant increase over the 58 military spouses who were hired in the first quarter after this hiring authority was launched.

To view the Federal Register notice, please visit http://www.gpo.gov/fdsys/pkg/FR-2011-08-31/pdf/2011-22268.pdf.

"Shared registers are an innovative tool to help federal agencies address some critical staffing challenges," said OPM Director John Berry. "OPM is evolving this tool to help agencies and the high quality applicants they need to connect quickly and efficiently."

In 2009, OPM established shared registers for 12 commonly filled occupations and sought feedback from our customer agencies. Based on that feedback, these registers were closed for retooling in 2010. After closing and evaluating them, OPM discussed lessons learned with the Chief Human Capital Officers (CHCO) Council. OPM and the CHCO Council concluded that registers are of the greatest value for entry-level positions, particularly when targeted to specific occupations and locations. In March 2011, at the request of the Council, OPM worked to establish shared registers for entry-level Budget Analysts and IT Specialists.

To keep these shared registers from becoming stale, OPM is asking agencies to submit a request for a certificate for either a Budget Analyst or IT Specialist by September 30, 2011. Any agency can request a certificate to use these shared registers. After requesting the certificate, OPM will send a certificate of eligibles to that agency. This certificate of eligibles will list, by name, the "best qualified" candidates for that vacancy. That agency then has 30 days to review the list and return the certificates to OPM. This will keep the process timely on behalf of the applicants.

A shared register provides a pool of qualified applicants for current job opportunities at multiple agencies in multiple locations. This gives applicants an opportunity to be considered for these positions through a single application process. Upon request, agencies will receive a certificate of qualified candidates to help meet their critical hiring needs.

To view the memorandum please visit: http://chcoc.gov/transmittals/TransmittalDetails.aspx?TransmittalID=4237.

"As the Nation's largest employer, the federal government has a special opportunity to lead by example," said OPM Director John Berry. "We must recruit, hire, develop and retain a competitive, diverse workforce, because we'll deliver the best results to the American people when we fully use the talents of all parts of our society."

The EO requires the Director of the U.S. Office of Personnel Management (OPM) John Berry and Deputy Director for Management of the Office of Management and Budget (OMB) Jeff Zients, in coordination with the President's Management Council (PMC) and the Chair of the Equal Employment Opportunity Commission (EEOC) Jacqueline Berrien, to establish a government-wide initiative to promote diversity and inclusion in the federal workforce; develop a government-wide strategic plan and guidance for agency specific plans in this area to be issued within 90 days; identify appropriate practices to improve the effectiveness of agency efforts; and establish a system for reporting regularly on agency progress implementing their plans. The plans shall identify strategies to remove barriers to equal opportunity in the federal government's recruitment, hiring, promotion, retention, professional development, and training.

Within 120 days after the government-wide plan is released, each agency is required to issue its own agency-specific Diversity and Inclusion Strategic Plan. OPM's Office of Diversity and Inclusion (ODI) will help departments and agencies develop a strategic focus on diversity and inclusion as well as provide support for these agency-wide efforts.

For more information, please see the following link: http://www.opm.gov/diversityandinclusion/index.aspx

In 2010 President Obama established the National Equal Pay Task Force, bringing together OPM, EEOC, the Department of Labor and the Department of Justice. This Task Force recommended that OPM and the EEOC work together to "implement a strategy to improve the federal government's role as a model employer." On July 20, 2010, Vice President Biden released the Recommendations of the National Equal Pay Task Force, providing a road map for federal agencies working to increase compliance with federal compensation discrimination laws. The full text of the Equal Pay Task Force Recommendations may be found at http://www.whitehouse.gov/issues/women.

"We cannot achieve our national commitment to equal employment opportunity until women are included as equal partners in every workplace, including the federal government," said EEOC Chair Jacqueline A. Berrien. "The federal government should be a model employer in every regard—including equal pay."

The Equal Pay Act requires the federal government pay men and woman equal pay for equal work. The jobs do not need to be identical, but they must be substantially equal. All forms of pay are covered by this law, including salary, overtime pay, bonuses and all benefits.

To view the Equal Pay in the Federal Government joint memorandum, please visit: http://www.chcoc.gov/transmittals/TransmittalDetails.aspx?TransmittalID=4218.

"These regulations commit the federal government to two key goals," said OPM Director John Berry. "First, they require pathways to federal service to be clear and accessible for students and recent graduates. Second, they press us to create a federal culture where agency leadership is actively engaged in recruiting, training, and managing top talent."

In December, President Obama issued an Executive Order calling for these streamlined pathways into federal service for students and recent graduates. Since that time, OPM has worked to develop these proposed regulations, and to begin to build a government-wide culture which encourages agency leaders to engage these populations. The following summarizes the three Pathways Programs:

Internship Program. The Internship Program would replace the existing intern programs. It would be targeted towards students enrolled in a wide variety of educational institutions from high school to graduate level. It would provide students with opportunities to explore Federal careers while being paid for the work performed.

Recent Graduates Program. This brand new program would target recent graduates of trade and vocational schools, community colleges, universities, and other qualifying educational institutions or programs. To be eligible, applicants would have to apply within two years of degree completion (except for veterans precluded from doing so due to their military service obligation, who would have six years after degree completion). Successful applicants would be placed in a two-year career development program.

Presidential Management Fellows Program. For more than three decades, the PMF Program has been the Federal government's premier leadership development program for advance degree candidates. The Program focuses on developing a cadre of potential government leaders. Under the regulations proposed by OPM, the eligibility window for applicants would be expanded, making the program more "student friendly" by aligning it with academic calendars.

For more information, including a link to provide comments electronically, visit OPM’s website, www.opm.gov/HiringReform/Pathways/ OPM will respond to all comments when it drafts the final rule, which OPM anticipates being finalized in early 2012.

The proposed regulations may also be downloaded directly from the Federal Register in PDF format at: http://www.ofr.gov/OFRUpload/OFRData/2011-19623_PI.pdf

Washington, DC - The U.S. Office of Personnel Management (OPM) and the Departments of Defense, Labor, Veterans Affairs and Homeland Security (DoD, DoL, VA, DHS) co-sponsored the 2011 Veterans Employment Symposium on July 27 and July 28 in Washington, DC. In support of President Obama's Veterans Employment Initiative, the Symposium provided a learning forum for federal hiring managers, veteran employment program managers and HR personnel to discuss strategies and issues affecting the federal employment of veterans.

"America's veterans are valued, experienced and trained - exactly the kind of people we want to continue recruiting into the civil service. The 2011 Veterans Employment Symposium showcased practical ways to bring them and their unique talents into our federal agencies," said OPM Director John Berry. "President Obama's Veterans Employment Initiative, run by OPM and our agency partners, is helping tens of thousands of veterans and their families continue their legacy of service."

300 people attended the Veterans Employment Symposium. Advertised as "Educate and Motivate," the event consisted of training and presentations, workshops and panel discussions on a wide variety of issues affecting the current state of veterans' employment in the federal government. Guest speakers included Seth Harris, the Deputy Secretary of the U.S. Department of Labor, Charles Bolden, the Administrator of NASA, Major General Jon J. Miller, Deputy Commanding General of the U.S. Army Reserve Command, Vice Admiral Kevin M. McCoy, Commander of the Naval Sea Systems Command, and Sheila Casey, wife of General George Casey, former Chief of Staff of the U.S. Army. These speakers offered top level points on the Veterans Employment Initiative and spoke about the success stories of their agencies in working toward this initiative's goals.

"Veterans are peak performers in today's federal workforce," said Secretary of Labor Hilda L. Solis. "Veterans are a proven source of talent. They can provide an immediate bottom-line benefit because their skills have been shaped and tested under the most challenging circumstances."

There were 16 exhibitors from the public and private sectors as well as academia that educated and informed the attendees on the Veterans Employment Initiative. A portion of the event focused on the private sector approach to employment of veterans and best practices regarding veteran related issues. Information was shared by Steve Robinson, Vice President for Veterans Affairs at Prudential, and individuals from J.P. Morgan Chase, Summit GSG, Futures Inc., CACI and the Partnership for Public Service.

"VA is pleased to partner with OPM to host this Symposium. The goal of these efforts -- to increase the number of veterans employed by the federal government -- is not merely the obligation of a grateful Nation; it is good government and good business," said Assistant Secretary of VA, John Sepulveda. "At VA we are placing a renewed emphasis on the recruitment and retention of veterans by establishing a Veteran Employment Service Office, dedicated solely to this purpose.  This office will also help our veterans transition from their service and reintegrate them back into VA after deployment."

"Our Nation's Armed Forces are the best in the world, and the dedication and professionalism of the men and women who serve or have served our country so honorably are unparalleled.  I cannot think of a better source of talent for the federal government civil service to tap into than those who have completed their military service and those who stand by them...the spouses and family caregivers," said Pat Tamburrino, Deputy Assistant Secretary of Defense for Civilian Personnel Policy. "DoD supports OPM's Veterans Employment Symposium as a valuable tool for HR professionals, agency senior leaders and hiring managers to collaborate and share best practices. We look forward to the shared dialogue as we work together to implement innovative strategies and programs which demonstrate our commitment to the employment of veterans. By maximizing our efforts through aggressive marketing and recruitment campaigns which result in building careers and access to critical employment information, we can ease the transition from military to civilian life."

The federal government hired 34,788 total veterans in the first half of fiscal year (FY) 2011 (between October and March) compared to 32,825 in the first half of FY 2010; approximately 2,000 more veterans.  Additionally, veterans were 33.3 percent of total new hires across the federal government in the first half of FY 2011.  This is an increase of three percentage points from the same period in FY 2010.

For additional information please visit www.FedsHireVets.gov.

OPM, NASA and Brevard Workforce host a job fair for former and current Kennedy Space Center aerospace workers at the Radisson Resort at the Port in Cape Canaveral, Fla. Private industry employers and federal agencies are recruiting for local and worldwide positions. Photo credit: CAPE CANAVERAL, Fla. -- NASA or National Aeronautics and Space Administration/Kim Shiflett.

Washington, DC - As part of the U.S. Office of Personnel Management's (OPM) continuing effort to promote federal hiring in areas adversely affected by current economic conditions, OPM supported the National Aeronautics and Space Administration (NASA) in its effort to assist aerospace workers impacted by the end of the Space Shuttle Program at the Space Coast Job Fair and Hands-on Training in Cape Canaveral, Florida.

"We need the best and brightest in government to continue to meet the unique challenges we face," said OPM Director John Berry. "This event combined the collected efforts of federal agencies, local government and private sector companies to connect employers with some of the dedicated, loyal and hardworking job seekers impacted by the ending of the Space Shuttle Program."

The event, sponsored by OPM, NASA's Kennedy Space Center and Brevard Workforce, assisted slightly over 1,000 attendees in identifying job opportunities as well as teaching them how to apply for the federal jobs. Thirty federal entities with job openings and 32 private sector employers were in attendance.

"This event is another testament to the collaborative partnerships dedicated to helping this world renowned talent transition into post-Shuttle employment," said Judy Blanchard, Director of Industry Relations for Brevard Workforce. "It is also an affirmation of the unique skill sets they bring to federal and private employers."

The Space Coast Job Fair and Hands on Training showcased these engineers and technicians, many who stayed for the Space Shuttle's final mission, and some of the most highly-skilled workers in the country with expertise in civil, military and commercial space activities.

President Barack Obama drops by an Interagency Council on Veterans Employment meeting in the Roosevelt Room of the White House, June 30, 2011.  (Official White House Photo by Pete Souza)  This official White House photograph is being made available only for publication by news organizations and/or for personal use printing by the subject(s) of the photograph. The photograph may not be manipulated in any way and may not be used in commercial or political materials, advertisements, emails, products, promotions that in any way suggests approval or endorsement of the President, the First Family, or the White House.

Washington, DC – Today, at the White House, the President’s Council on Veterans Employment, which is made up of 24 Cabinet-level and other independent agencies, outlined the progress made in implementing Executive Order 13518, Employment of Veterans in the Federal Government.  Council Co-chair and Secretary of Veterans Affairs Eric Shinseki, Acting Co-Chairman and Deputy Secretary of the Department of Labor Seth Harris, Vice Chairman and U.S. Office of Personnel Management (OPM) Director John Berry, and other agency heads noted that thousands more Veterans have been recently hired by federal agencies.  Also in attendance were other senior administration officials.

“President Obama has charged us with honoring the nation’s sacred trust with our Veterans by doing all we can to help them find work when they come home.  They fought to protect the American Dream, and they should never feel that it is out of their reach.  That’s why we have focused so intently on hiring Veterans in the public service – men and women who understand the sense of duty and country that should define our federal workforce,” Veterans said Director Berry.  “We have successfully increased the percentage of Veterans hired in the federal government.  Due to general employment patterns, the first quarter numbers tend to spike, but we are still encouraged by the fact that in the first half of this fiscal year, our percentage of Veterans hired is better than during the same segment of time in any of the last six years.  This is a testament to the hard work and diligence of our partners on the Veterans Employment Council, and our dedicated employees here at OPM.”

The federal government hired 34,788 total Veterans in the first half of Fiscal Year (FY) 2011 (between October and March) compared to 32,825 in the first half of FY 2010; approximately 2,000 more Veterans.  Additionally, Veterans were 33.3 percent of total new hires across the federal government in the first half of FY 2011.  This is an increase of three percentage points from the same period in FY 2010.

The goal of the President’s Veteran Employment Initiative is to help federal agencies identify qualified Veterans, clarify the hiring process for Veterans seeking employment with the federal government, and help them to adjust to the civilian work environment once they are hired.  Much has been accomplished since the signing of the Executive Order in November 2009.

The following additional milestone accomplishments also highlight the progress made in support of the initiative:

• The launch of “Mil2Feds” in May 2011, the first ever military occupation to federal occupation translator.
• The adoption of a Hiring Percentage Model by members of the President’s Interagency Council on Veterans Employment in September 2010, which guides an agency’s goal setting based on the current percentage of Veterans hired, to include disabled Veterans.
• The establishment of Veterans Employment Program Offices in 24 federal agencies in March 2010.
• The development of a governmentwide Strategic Plan on Veteran recruitment and employment which was released in January 2010.
• The creation of a governmentwide marketing campaign on the value of Veterans, which launched in November 2009, and launching the www.FedsHireVets.gov website in January 2010, which established an information gateway on federal employment for Veterans.

For additional information please visit www.FedsHireVets.gov.

"Federal employees show their generosity every year in the hundreds of millions of dollars they give to our nation's charities, helping those who need it most," said OPM Director John Berry. "These campaigns and individuals went above and beyond, making CFC such an enormous success. All federal workers can be proud of their accomplishments and dedication."

At the event, Chris Lu, White House Cabinet Secretary, gave opening remarks, welcoming everyone to the White House. Director Berry recognized the nine campaigns with the highest increase in pledges from 2009, five innovative campaigns, and 11 individual heroes, praising their leadership, commitment to volunteerism, and dedication to the principles and values of the CFC. This year's top leadership plaque honored Linda Siegle, Chair of the Chesapeake Bay Area CFC, for her extraordinary and longstanding support of the local and national campaigns in a wide array of roles.

CFC is the largest and most successful workplace charity campaign, raising millions of dollars each year for those in need. The 199 CFC campaigns across the globe are composed of federal civilian, postal and military personnel. Since the campaign was founded in 1961 federal employees have raised nearly $7 billion for thousands of non-profit organizations.

Campaigns recognized for innovation include:

• Central California CFC,
• CFC of the National Capital Area,
• Northern California CFC,
• North Coast CFC, and
• CFC Overseas.

Campaigns recognized for increase in pledges include:

• CFC of South Puget Sound,
• North Central Kentucky - Southern Indiana - Fort Knox CFC,
• Greater Chattanooga Area CFC,
• Lowcountry CFC,
• Rio Grande Valley CFC,
• Greater Southwest Texas CFC,
• Rowan/Iredell CFC,
• CFC of North Shenandoah Valley, and
• Eastern Panhandle CFC.

Individuals recognized at the ceremony include:

• Chet Boutelle (North Coast CFC),
• Joyce Bryant (Central Ohio and West Virginia CFC),
• Kyle Clements (Intermountain CFC),
• Yolanda Dangerfield (Metropolitan Atlanta CFC),
• Dorassa Fields (South Hampton Roads CFC),
• Landa Harris (Texas Gulf Coast CFC),
• Christine Nunez (CFC Overseas),
• Keith Roers (Southern California CFC),
• Elizabeth Staggs (Miami Valley CFC),
• Marquis Travis (CFC Overseas),
• Lisa Tucker (CFC Overseas), and
• Linda Siegle (Chesapeake Bay Area CFC).

For more information, visit: www.opm.gov/cfc.

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There is currently a surplus in the portion of the Fund covering Postal Service employees. The Postal Service's position is that, in light of this surplus, it should be permitted to suspend making Federal Employees' Retirement System (FERS) annuity contributions.  We understand that, based on this position, the Postal Service intends to cease making further FERS annuity contributions effective June 24, 2011. 

Both the Postal Service and OPM have agreed to seek a resolution of the important legal issues surrounding the Postal Services' decisions by submitting a request for a legal opinion to the Office of Legal Counsel (OLC) at the Department of Justice.

Our aim is to protect the Postal Service employees to the greatest extent possible under the law. We have thus determined that while these issues are pending with OLC, we will be able to continue to give employees who retire credit for service rendered after the Postal Service ceases making FERS annuity contributions on June 24. 

This determination is supported by the Postal Service's assurance it will make the FERS annuity contributions it is now ceasing if OLC disagrees with its position.  This means that there will be no negative impact on future postal employees' retirement. Current postal retirees will not be impacted at all. It is our most fervent hope that the issue is resolved as quickly as the law allows.

"Through the President's Veterans Employment Initiative, OPM and our agency partners are helping tens of thousands of veterans and their families continue their legacy of service," said OPM Director John Berry. "These are some of the best, brightest and hardest-working Americans in the federal government. While we've accomplished a lot in the first year, too many veterans are still unemployed and we're going to keep pushing to do even better going forward."

The document also highlights two other important accomplishments. First, 25.6 percent of total new hires across the federal government in FY 2010 were veterans. This is a 1.6 percentage point increase from FY 2009. Second, of the veterans hired in FY 2010, 23,140 are disabled veterans compared to 20,448 in FY 2009. This is a 1.2 percentage point increase.

To view Employment of Veterans in the Federal Executive Branch for FY 2010, please visit www.FedsHireVets.gov.

"The Federal Training and Development Wiki is another example of how OPM employees are innovating every day," said OPM Director John Berry. "The Wiki improves efficiency and best practices for agencies by providing a forum to share ideas and training tools. This will help agencies address their learning and development needs to best support the mission and career success of federal employees. I am proud of our program experts for developing this award-winning tool."

Additionally, this accessible and convenient space allows users to quickly scan for what they want, link to sources or data and contribute where they feel they can add value. The end product is transparent and allows instant sharing of knowledge with all employees.

The wiki currently contains the following pages:

• Mentoring and Coaching
• Low Cost Training Options
• Executive Development
• Leveraging New Technologies
• Individual Development Plans
• Senior Executive Service Candidate Development Programs
• Training Evaluation
• Sharing Resources and Collaborating Across Agencies (a page where agencies can share online courses as well as source code for online courses)

OPM plans to add pages on supervisory training, pre-supervisory development, and succession planning to further assist agency compliance with revised training regulations. OPM encourages users to comment, edit and add pages.

OPM's wiki is available at: http://www.opm.gov/wiki/training/.

Among the many improvements, the Act establishes Telework Managing Officers (TMOs) to help transform telework from a human resources level benefit to a high priority strategic management tool. The Act requires the TMOs to be senior officials with the authority to push the strategic use of telework governmentwide thereby optimizing performance and meeting critical goals.

"Together with federal agencies, we have made great progress on telework implementation in the past six months. Agencies should be commended for their hard work, which will lead to better service to the taxpayers at lower cost," said OPM Director John Berry. "We are learning how to best use telework for our many different types of missions and work environments and spreading those lessons from agency to agency."

OPM is providing comprehensive support to agencies and TMOs:

· Held a Telework Management Forum, marking the first meeting of the new governmentwide TMOs. The Forum was an opportunity for the telework community to interact with a panel of experienced leaders from agencies with successful telework programs.

· Experts in OPM's Office of Work/Life/Wellness are holding regular informal evaluations with individual agencies to answer questions and provide support, as well as issuing monthly guidance and updates governmentwide.

· Completely revamped the Guide to Telework in the Federal Government to help agencies comply with the Act. This helps fulfill OPM's implementation responsibility required by the Actto provide policy support to Federal agencies on telework.

· Issued the annual Status of Telework report to Congress, which analyzed multiple data streams to provide important baseline information about telework in the federal government. It showed that both employee interest in telework and the use of telework are increasing.

"Like other agencies, all of us at OPM are focused on successful outcomes," says Justin Johnson, OPM Deputy Chief of Staff, "and this law requires agencies to revamp their policies and notify all employees of their telework eligibility, so that we can increase continuity, productivity and employee satisfaction."

In December 2010, OPM encouraged agencies to allow employees to use unscheduled telework when unscheduled leave had previously been offered during poor weather events or other unforeseen circumstances such as the recent power outage. Now that agencies have revised their telework policies, unscheduled telework should become more widespread and continuity of operations further enhanced.

By the close of business today all federal employees should be notified of whether they qualify for telework. Over the coming weeks, telework-eligible employees and their supervisors will then determine what kind of telework is best for their mission, varying from occasional to entirely mobile. To prepare for these discussions, agencies were directed by the Act to ensure their telework policies were updated and accurate so that the status of all employees could be easily determined.

"America's civilian public servants are proud to support our men and women in uniform. Two-thirds of all Federal civilians work in national security, law enforcement, or veterans support. Tens of thousands have served on the ground in Iraq, Afghanistan and other war zones alongside our military in the last decade. And one out of every four Federal civilian employees is a veteran.

"The entire Federal family appreciates the sacrifices that our soldiers, sailors, airmen, Marines, Coast Guardsmen and their families make for all Americans every day."

Washington, DC - U.S. Office of Personnel Management (OPM) Director John Berry, Congresswoman Eleanor Holmes Norton (D-DC) and agency officials launched the third annual Feds Feed Families (FFF) food drive at the Capital Area Food Bank (CAFB). In conjunction with members of the Chief Human Capital Officers (CHCO) Council and in partnership with the Department of Agriculture (USDA) and the Department of Defense (DOD), Berry announced this year's goal of collecting 2 million pounds of food and other non-perishable goods.

"American families should never have to go hungry," said Berry. "Federal workers are big hearted people who are eager to help those in their communities who need it most. Together, we hope to collect 2 million pounds of food nationwide this summer."

At the CAFB, Berry was joined by Congresswoman Eleanor Holmes Norton (D-DC) as well as Kathleen Merrigan, Deputy Secretary of Agriculture and Pat Tamburrino, Deputy Assistant Secretary of Defense for Civilian Personnel Policy and CHCO.

After remarks to an audience of Chief Human Capital Officers (CHCOs), Deputy CHCOs, agency coordinators, and AmeriCorps volunteers, attendees participated in a cooking demonstration lead by Mitch Greene, Chef in Residence at the Capital Area Food Bank. Greene showed how families can cook meals that are healthy, low cost and fun.

Food banks are most in need of donations during the summer months, when other donations are traditionally lower. Last year, Feds Feed Families raised 1.7 million pounds of food during the summer, shattering the 1.2 million pound goal.

The event will announce this year's partnerships and the new nationwide goal. Last year the food drive raised 1.7 million pounds of non-perishable goods for food banks across the country, exceeding the goal by 500,000 pounds.

What:      2011 Feds Feed Families Food Drive Kick Off

Who:      John Berry, Director, U.S. Office of Personnel Management
                Congresswoman Eleanor Holmes Norton (D-DC)
                Kathleen Merrigan, Deputy Secretary of Agriculture
                Pat Tamburrino, Deputy Assistant Secretary of Defense for Civilian Personnel Policy and CHCO
                Members of the CHCO Council

When:    Thursday, May 26, 2011, 11:00 a.m.

Where:   Capital Area Food Bank
                645 Taylor Street, NE 
                Washington, DC 20017

Media wishing to attend the event should contact OPM's Office of Communications and Public Liaison at 202-606-2402.

"This progress reflects an aggressive, innovative approach to implementation," said Director Berry. "Our governmentwide efforts will ensure that we build and maintain the modern hiring system we need to attract the next wave of the best and brightest Americans to federal employment."

Since the launch of the Hiring Reform initiative in May 2010, OPM has supported federal agencies with 351 training sessions in 66 cities for 17,300 people involved in the hiring process. Successful outcomes from this effort have included:

• Hiring based on resumes and cover letters 91 percent of the time;
• Ninety-six percent of job opportunity announcements no longer requiring KSA essays;
• Hiring managers now have more choices - they get to see more resumes, because 89 percent of announcements have category rating;
• Applicants are now seeing shorter, easy-to-read job announcements, with 86 percent in plain language, and 66 percent are five pages or fewer.

Most significantly is the shortened hiring time, down about 15 percent to a governmentwide average of 105 days.

In closing, Director Berry said: "These are major accomplishments, but we're not done yet. OPM will continue to be the champion of the frustrated applicant and federal manager."

"USAJOBSRecruit will spur collaboration and innovation, developing and elevating the best strategies for recruiting the best and brightest Americans into government service," said OPM Director John Berry.  "This new web-based tool is a cost-effective, sustainable way for agencies to continually improve their recruiting for years to come."

The forums and blogs will serve as an online community where Federal employees with recruiting responsibilities can discuss recruiting challenges and solutions.

USAJOBSRecruit also features:

• Information, resources and multi-media learning tools to ensure guidance is readily available to HR professionals, recruiters and hiring officials;
• A ‘School Sorter' search tool for recruiters to find the right talents and skills;
• The Federal Service Ambassadors Program for Federal employees interested in promoting the exciting careers available in the Federal Government; and
• Knowledge sharing in the areas of workforce planning, recruiting strategies, marketing, and effectiveness.

To decide what to put on USAJOBSRecruit, OPM held focus groups of hiring managers and HR practitioners across the nation. The number one need expressed in the focus groups was for an online environment to discuss and share recruitment practices.

The campaigns with the largest increase in pledges will be recognized by OPM in a ceremony at the Eisenhower Executive Office Building this summer. The campaigns include the CFC of the South Puget Sound, CFC of North Central Kentucky - Southern Indiana - Fort Knox, Greater Chattanooga Area CFC, Lowcountry CFC, Rio Grande Valley CFC, Greater Southwest Texas CFC, Rowan/Iredell CFC, CFC of the Northern Shenandoah Valley, and the Eastern Panhandle CFC.

The 2010 CFC was comprised of 209 campaign regions in the U.S. and overseas and approximately 25,000 charities. Pledges made by Federal donors during the CFC season (September 1 - December 14) support non-profit organizations that have met the CFC's public accountability standards and eligibility criteria.  Since its inception in 1961, Federal employees have contributed almost $7 billion to charities through the CFC.

2011 marks the 50^th anniversary of the CFC. This landmark presents a wonderful opportunity to celebrate and thank volunteers and donors for helping charities do good for so many people across the world. But equally as important, it provides a unique opportunity to develop a strategy for strengthening and ensuring the continued success of the CFC for the next 50 years.  OPM Director John Berry has announced the formation of the CFC 50 Commission to study ways to improve the program. The goal of the Commission will be to provide Director Berry recommendations for increasing the CFC's accessibility, accountability, transparency and affordability. Members will include Federal employees, charitable organizations, watchdog organizations, and the media.

“The Federal Long Term Care Insurance Program gives enrollees security and peace of mind as they plan for the cost of long term care,” said OPM Director John Berry.  “I encourage current Federal and postal service employees, uniformed personnel, and their qualified relatives to learn about this important benefit.”

During the FLTCIP Open Season, all current Federal and U.S. Postal Service (USPS) employees and active members of the uniformed services and their spouses will have the opportunity to apply for coverage with abbreviated underwriting, which means that a minimal number of health questions will be asked during the application process.  This is an option not offered during year-round enrollment.  In keeping with President Obama's June 17, 2009 memorandum Federal Benefits and Non-Discrimination, same-sex domestic partners of Federal and USPS employees can also apply with abbreviated underwriting. 

The FLTCIP is the largest employer-sponsored long term care program in the country, with over 225,000 current enrollees.  Please note, certain medical conditions, or combinations of conditions, will prevent some people from being approved for coverage.  If accepted into the program, employees pay 100 percent of the cost.

For additional information on the FLTCIP Open Season or to apply, please visit http://www.opm.gov/insure/ltc/index.asp, or www.ltcfeds.com, or call Long Term Care Partners at 1-800-LTCFEDS (1-800-582-3337). 

· Indicates how well the Federal Government is managing its people.

· Serves as a tool for OPM to assess individual agencies and their progress on strategic human capital management.

· Gives senior managers critical information to answer the question: "What can I do to make my agency work better?"

The EVS is administered by email to full-time, permanent employees of 43 departments and large agencies, and 41 small, independent agencies. The survey will run from April to May, 2011 and the results will be available late this summer. Approximately 550,000 employees will be invited to participate in this survey. The survey was first administered in 2002, 2004, 2006, and 2008 as the Federal Human Capital Survey (FHCS). It was renamed the Federal Employee Viewpoint Survey in 2010. Beginning in 2011 the EVS will be administered every year.

Washington, DC – The Chief Human Capital Officers (CHCO) Council, in partnership with the U.S. Office of Personnel Management (OPM), held an event to showcase the Human Resources University (HRU) and launch phase two of this one-stop training resource center for Federal HR professionals.  Phase two focuses on building relationships with interested vendors to develop and offer approved Human Resource-related courses through this training resource. The event gave interested HR professionals and vendors the opportunity to see and hear about the HRU, its launch, new and existing features, and future plans.

“The HRU is an emerging resource and we are proud to launch phase two today,” said OPM Director John Berry.  “It serves as an integral part of revitalizing the HR profession by creating a single source for consistent high-quality human resources training.  The HRU leads to improved human resources, which ultimately leads to better service to the American people.”

Launched on February 8, 2011, this training resource is working toward saving taxpayer money and improving the quality of HR services.  Phase two is part of a multi-phase project with the goal of pooling resources between agencies and reducing duplicative courses across the government.  It will ultimately identify the best HR trainings across the government and spread these resources to HR professionals at every Federal agency.

To view the HRU please visit www.hru.gov.

For more information on the HRU please visit http://www.opm.gov/news/chco-council-and-opm-launch-phase-one-of-human-resources-university,1639.aspx.

This week, OPM is providing guidance on the classification of positions responsible for administering FOIA. Agencies can use new OPM job titles to identify and designate FOIA-specific personnel.

OPM has also initiated exploring new federal job classification series to provide agencies with greater flexibility for designating personnel to work on FOIA requests and FOIA-related matters (such as privacy and information management). This new job classification series should promote increased professionalization of FOIA personnel and allow agencies to prioritize FOIA responses more easily, a potential long-term investment that will improve the human capital dedicated to FOIA processing across the Federal government. OPM has therefore issued a request to agencies to provide information to help OPM explore a new occupational series for FOIA positions.

"Transparency is one of the cornerstones of this administration," said OPM Director John Berry. "These actions advance the promise of open-government by professionalizing the FOIA workforce, and these steps will help attract and retain FOIA workers with the necessary skills for the fast and complete handling of requests."

To view the memos, please visit http://www.chcoc.gov/transmittals/TransmittalDetails.aspx?TransmittalID=3690 and http://www.chcoc.gov/transmittals/TransmittalDetails.aspx?TransmittalID=3687.

OPM continues to track the number of military spouses and widows/widowers hired by the Federal government.  The military spouses' noncompetitive hiring authority, which first became effective on September 11, 2009, allows certain spouses who are not already Federal employees to apply directly to agency job opportunity announcements, without having to compete with other applicants.  As of the end of fiscal year 2010, 884 military spouses were hired.  This is a significant increase over the 58 military spouses who were hired in the first quarter after this hiring authority was launched.

"All of these families have made sacrifices for our nation. Some have made the ultimate sacrifice. President Obama, Vice President Biden, First Lady Michelle Obama and Dr. Jill Biden are dedicated to strengthening military families and honoring those who served," said OPM Director John Berry.  "Through programs like the President's Veterans Employment Initiative and the military spouse hiring authority, we are helping thousands of military families and veterans not only survive, but thrive in tough times. And in return, we're getting some of the best, brightest, hardest-working Americans into the Federal workforce to protect and serve their fellow citizens as civilians."

To view the Federal Register notice, please visit http://www.archives.gov/federal-register/public-inspection/.

Washington, DC - Today, the U.S. Office of Personnel Management (OPM), Office of the Inspector General (OPM OIG), issued a study analyzing certain proposals issued by the United States Postal Service (USPS), Office of Inspector General (USPS OIG), regarding changes in the manner by which the USPS funds both its retiree annuity and health benefit obligations. The OPM OIG paper, A Study of the Risks and Consequences of the USPS OIG's Proposals to Change USPS's Funding of Retiree Benefits: Shifting Costs from USPS Ratepayers to Taxpayers, reviews the impact that the proposals would have upon the trust funds and the Federal benefit programs administered by OPM.

In a series of reports containing these proposals, the USPS OIG has estimated that the USPS has "overpaid" these trust funds by as much as $142 billion. The proposals generally envision changing the law governing the manner in which the USPS's retiree benefit liabilities are determined and funded.

"We felt that the issues surrounding the USPS OIG's proposals had not been fully explored," said Inspector General Patrick E. McFarland. "It was important for us to examine not only the effects that the proposals would have upon the USPS, but also their impact upon the Federal retirement system as a whole. We were also concerned that there was a public perception that OPM may have inappropriately calculated the USPS's liabilities. In fact, our analysis revealed that OPM has fully complied with the law."

The OPM OIG study also concludes that generally the proposals would have a lasting negative effect upon the retirement programs and trust funds and have little, if any, positive impact upon the USPS's ultimate long-term profitability. In addition, the result of these proposals would be to shift costs from USPS ratepayers to the American taxpayers.

While the USPS's financial situation must be addressed, the OPM OIG study cautions against using the Federal retirement program as a vehicle through which to implement policy objectives unrelated to the Federal retiree benefit programs. "The resolution of the USPS's financial situation should be fully transparent rather than providing an indirect subsidy from the Federal benefits system," said Inspector General McFarland.

"While our findings do not support the USPS OIG's proposals," stated Inspector General McFarland, "we think that our work, combined with theirs, will help the Congress, the Administration, and the USPS to develop the most efficient and effective resolution of the USPS's current problems."

You may download the study by selecting this link:  www.opm.gov/oig/OPM_OIG_Study_of_USPS_OIG_Proposals%20Feb%2028%202011.pdf.

"Improving the use of telework is a high priority for President Obama, Congress, and OPM," said OPM Director John Berry. "The new telework law and this report reinforce that increasing the strategic use of telework will help the Federal government improve resiliency and achieve continuity of operations in emergencies, reduce management costs and help our employees to manage their own work and life obligations."

Today, OPM also hosted a meeting of all agencies responsible for implementation of the Telework Enhancement Act, including the Office of Management and Budget (OMB), the General Services Administration (GSA), the Federal Emergency Management Agency (FEMA) and the National Archives Records Administration (NARA).

Over the next several months, Telework will be highlighted in several ways, including:

· Each agency will designate a Telework Managing Officer to drive the strategic use of telework as required by the Telework Enhancement Act;

· This week, the non-governmental group Telework Exchange, is promoting a telework week;

· By the end of March, OPM will send guidance to agencies on telework policy implementation;

· On April 6, 2011, OPM will convene a meeting of all Telework Management Officers; and,

· By June 9, 2011, each Federal employee will be notified of their telework status, as required by the Telework Enhancement Act.

The Telework report shows an increase of 11,046 in the number of agency-reported teleworkers from 2008 to 2009. This brings the agency-reported Federal government total to 10.4 percent of eligible employees teleworking, or 5.72 percent of all Federal employees. The Employee Viewpoint Survey reported that 22 percent of Federal employees telework to some extent, many via unwritten, ad hoc arrangements between employees and their supervisors. The EVS also revealed important information about telework and the workforce, including statistically significant differences between teleworkers and non-teleworkers, such as:

· More teleworkers as compared with employees not able to telework because of a barrier are clear about work expectations (83% vs. 79%) and feel they have more control over work processes (53% vs. 44%).

· Employees that telework report higher job satisfaction than those who are prevented from teleworking (76% vs. 68%).

· Employees that telework are more likely to recommend their organization as a good place to work (75% vs. 66%) and are less likely to express intention to leave their current organizations (74% vs. 68%).

In the fall of 2011, OPM will issue a data call to collect information on the 2010 telework statistics. The first issuance of the Telework report was in 2002.

-end-

"Cybersecurity is essential to protecting the American people," said OPM Director John Berry. "The Federal government must create a comprehensive model to recruit and retain the corps of highly skilled cybersecurity experts necessary to support our national security."

The OPM survey is a part of the National Initiative for Cybersecurity Education (NICE), a government led initiative supporting the President's cybersecurity, education, and innovation goals. NICE is an integrated awareness, education, and training initiative to create a cyber-savvy citizenry and workforce for the 21st century. OPM is leading the Federal workforce track of the initiative, and the survey is one of several deliverables that will come of the department's efforts.

In 2009, OPM, the Chief Information Officers Council, and the Chief Human Capital Officers Council of Workforce Development Subcommittee identified cybersecurity as a high priority for governmentwide competency models. Cybersecurity positions include network operations and defense, information assurance, security of Federal IT systems, networks and information, law enforcement, digital forensics, cyber crime investigations and counterintelligence activities.

The results of the cybersecurity survey identified critical competencies for Information Technology Management, Electronics Engineering, Computer Engineering and Telecommunications occupations. These extensive competencies vary by occupation and grade level. Important competencies across occupations include integrity, computer skills, technical competence, teamwork and attention to detail. The identified competencies may be used in workforce planning, training and development, performance management, recruitment and selection.

· provide advice on ways to improve and increase outreach to Hispanic communities;

· recommend further actions to address the underrepresentation of Hispanics in the Federal workforce where it occurs;

· recommend ways to promote successful retention and advancement efforts;

· help the Federal government be innovative in its communication regarding Federal employment to Hispanic communities.

The Council is being co-chaired by OPM Chief of Staff Elizabeth Montoya and U.S. Department of Veterans Affairs, Assistant Secretary of Administration and Human Resources John U. Sepúlveda. OPM's Office of Diversity and Inclusion will be staffing and supporting the Council.

The Council was created in accordance with the Federal Advisory Committee Act (FACA).