Introduction
The recently released OPM FY 2022-2026 Strategic Plan establishes four strategic goals on OPM’s journey to help the federal government become a model employer, while setting an example for private and public sector employers in America and around the world. Under each strategic goal are OPM’s objectives and initiatives describing how OPM plans to rebuild, empower, and support the federal workforce.
OCIO has a major role in a key component of Goal 2 under Objective 2.5, which states:
Modernize OPM IT by establishing an enterprise-wide approach, eliminating fragmentation, and aligning IT investments with core mission requirements.
By specifically highlighting Objective 2.5, OPM’s leadership acknowledges that the OPM legacy technology debt it has been carrying for years is a significant inhibitor to the agency’s ability to accomplish its four strategic goals. This OPM IT Strategic Plan was developed in alignment with and supports the agency’s strategic goals. To best support those goals, this plan also aligns to the President’s Management Agenda (PMA) and the Executive Order 14058 Transforming Federal Customer Experience and Service Delivery To Rebuild Trust in Government. As OPM advances the priorities set out in the PMA and its own Strategic Plan, the agency will focus on improving the experience of the life “journey map” of a federal employee, as shown on page 8.
This map follows the path that a federal employee would take from applying for a federal job, to being hired, to transferring to a different agency or a different role, to potentially leaving federal service and returning to an agency, and finally to retirement.
Instead of approaching each of these events as isolated silos, OCIO is collaborating across the OPM program offices to develop an enterprise, modernized, integrated, customer-focused approach to the supporting systems and their operations.
The remainder of this document is organized as follows. First, it describes the methodology used to develop this plan, showcasing the foundational use of OCIO’s vision, mission, and guiding principles. This is followed by a description of the OCIO’s overall enterprise management approach, outlining OCIO’s management priorities, and how OCIO has an integral role in achieving OPM’s cross-agency priority goals. To implement its management approach, the document describes OCIO’s approach in developing its leadership and workforce, and implementing a comprehensive governance process that strategically meets the needs of OPM.
The next section of the document describes OCIO’s enterprise IT initiatives. While some initiatives are focused on specific customers, including the modernization of Retirement Services and OPM.gov, others support all customers, such as Cloud First, and business intelligence and data visualization.
The heart of the document is the introduction and description of OCIO’s six strategic goals. These six strategic goals align with and support OPM’s goals and encompass OCIO’s enterprise management approach and enterprise IT initiatives. Strategic objectives are presented for each strategic goal, with the rationale on how they support the strategic goals as well as OCIO’s customers. Each strategic objective includes the initiatives required to meet these objectives.
There are three appendices at the end of the document. Appendix A is a one-page “placemat” that shows OCIO’s six strategic goals and related strategic objectives. Appendix B depicts how the OCIO’s strategic goals map to OPM’s goals. Appendix C provides an OPM IT Strategic Roadmap, which includes more detail on the initiatives OCIO will undertake during the four-year IT Strategic Plan timeframe.
OPM FY 2022-2026 Strategic Plan Goals
Goal 1: Position the federal government as a model employer, improving the governmentwide satisfaction index score by 4 points
Goal 2: Transform OPM’s organizational capacity and capability to better serve as the leader in federal human capital management
Goal 3: Create a human-centered customer experience by putting the needs of OPM’s customers at the center of OPM’s workforce services, policy, and oversight, increasing OPM’s customer satisfaction index score for targeted services to 4.3 out of 5
Goal 4: Provide innovative and data-driven solutions to enable agencies to meet their missions, increasing the percentage of users throughout government who agree that OPM offered innovative solutions while providing services or guidance by 4 points
Federal Employee Career Journey
- Full size image of the Federal Employee Career Journey Infographic
- Text description of the Federal Employee Career Journey Infographic
Federal Employee Career Journey
The Infographic of the Federal Employee Career Journey has five major parts, Joining Federal Service, Starting Up, Managing the Day-to-Day, Performing, Adapting & Growing, and Moving On.
Joining Federal Service: Onboarding into Federal service includes new employee orientation, badging and clearing, and benefits education and enrollment. The linear steps are: Job Seach, Application, Application Assessment, Interviewing, Job Offer, Accept the Offer, Start First Day of Work, Attend Orientation, Enroll in Benefits, and Await Badge & Clearance.
Starting Up: Once onboarding is complete, employees settle into their daily duties. The linear steps are: Understand My Job and Decipher the Intricacies of Federal Employment.
Managing the Day-to-Day: Through ongoing efforts to manage daily work and life events, and navigate their career, employees experience many changes throughout their time in Federal service. This is a circular set of steps that go together with Performing, Adappting & Growing. The Managing the Day-to-Day steps are: Develop Individual Development Plan (IDP), Attend Trainingor Conferences, Manage Thrift Savings Plan (TSP), Change Benefits During Open Season, Experience at Qualifying Life Event (QLE), Pay Creditable Service Deposits, and Apply for TSP Loan.
Performing, Adapting & Growing: This is a circular set of steps that go together with Managing the Day-to-Day. The Performing, Adappting & Growing steps are: Participate in Annual Performance Review, Take a New Opportunity, Relocate & Receive Cost of Living Adjustment (COLA), Navigate Change or Conflict, Leave & Return to Federal Service, Enroll in Leadership Training, Apply for Senior Executive Service (SES), and Request College Tuition Reimbursement.
Moving On: Employees end their Federal careers either by retiring or leaving the Federal Government. The linear steps are: Exit Federal Service, Consider Retirement, Retire from Federal Service.