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Organizational Framework

OPM’s divisions and offices and their employees implement the programs and deliver the services that enable the agency to meet its strategic goals and fulfill its statutory mandates. The agency’s organizational framework consists of program divisions and offices that directly and indirectly support the agency’s mission.

Organization Chart. Full text description in the link below.

Organizational Chart Description

This section describes each office and the key roles and responsibilities each play in contributing to the achievement of OPM’s mission. OPM organizations are categorized into four different types of offices: Executive, Program, Mission Support, and Other, which are detailed below:

Executive Offices

Office of the Director (OD) provides guidance, leadership, and direction necessary to achieve OPM’s mission to lead and serve the Federal Government by delivering policies and services to achieve a trusted, effective civilian workforce.

Office of the Executive Secretariat, Privacy, and Information Management (OESPIM) was recently established to combine the complementary functions of the Office of Privacy and Information Management (OPIM) and the Executive Secretariat, which had previously been within the Office of the Director. OPIM was originally established to elevate and co-locate certain important and complementary subject matter areas and, in so doing, call attention to their significance in the day-to-day business operations of OPM and facilitate proper resource allocation for the work performed. These functions include Privacy, Freedom of Information Act; Records Management; Forms Management/Paperwork Reduction Act; and Controlled Unclassified Information. The newly established OESPIM, led by a Senior Executive Service (SES) Executive Director, is responsible for the current OPIM functions and the Executive Secretariat functions, which include correspondence management, coordination of OPM’s internal clearance processes (to include policy and program proposals), and regulatory affairs (to include serving as the agency’s liaison with the Office of Management and Budget and the Federal Register).

Office of the General Counsel (OGC) provides legal advice and representation to the Director and OPM managers and leaders. OGC does this by rendering opinions, reviewing proposed policies and other work products, commenting on their legal efficacy, serving as agency representatives in administrative litigation, and supporting the Department of Justice (DOJ) in its representation of the Government on matters concerning the civilian workforce.

OGC also carries out several programmatic, substantive functions that fulfill other statutory or regulatory mandates and, thus, benefit other OPM offices or the Executive Branch as a whole. For example, OGC is responsible for promulgating Hatch Act regulations, administers the internal agency Hatch Act and ethics programs, and serves in a policy and legal role in the Government-wide function of determining which Merit Systems Protection Board and arbitral decisions are erroneous and have a substantial impact on civil service law, and, thus, merit judicial review. Further, consistent with the Government in Ethics Act, OGC, along with DOJ, consults with the United States Office of Government Ethics (OGE) on any regulations related to the Standards of Conduct OGE plans to issue. OPM also administers OPM’s internal program for handling claims lodged under the Federal Tort Claims Act and other statutes and determines when OPM personnel or documents should be made available in discovery to parties in litigation to which OPM is not a party.

Congressional, Legislative and Intergovernmental Affairs (CLIA) is the OPM office that fosters and maintains relationships with Members of Congress and their staff. CLIA accomplishes its mission by keeping informed of issues related to programs and policies administered by OPM. CLIA staff attend meetings, briefings, markups, and hearings to interact, educate, and advise agency leadership and the Congress. CLIA is also responsible for supporting congressional efforts by providing technical assistance and substantive responses to congressional inquiries.

Office of Communications (OC) coordinates a comprehensive effort to inform the public of the Administration’s and OPM’s goals, plans, and activities through various media outlets. The OC provides the American public, Federal agencies, and pertinent stakeholders with accurate information to aid in planning and decision-making. The OC oversees the development of all video products, printed materials, and web content generated by OPM offices. The office develops briefing materials for various activities and events for the Director and other OPM officials. The OC also plans events that amplify the Administration’s and OPM’s agency and Government-wide initiatives.

Security, Suitability, and Credentialing Line of Business (SSCLoB) is an interagency organization that is administratively housed within OPM. The SSCLoB supports the Security, Suitability, and Credentialing Performance Accountability Council, including the Suitability & Credentialing and Security Executive Agents (the Director of OPM and the Director of National Intelligence). OMB’s Deputy Director for Management chairs the Council and is accountable to the President for promoting the alignment of personnel vetting processes and driving enterprise-wide reforms. The SSCLoB assists the Council and the Executive Agents – through the Council’s Program Management Office – in its personnel vetting mission by identifying/implementing investments, simplifying the delivery of services, and establishing shared services, as well as promoting reciprocity, efficiency, and effectiveness across the enterprise.

Human Capital Data Management and Modernization (HCDMM) was established to lead the Government-wide use of human capital data as a strategic asset through innovations in human capital service delivery models, interoperable data management, and decision support analytics and tools. HCDMM ensures Federal human capital management data assets are accessible, trustworthy, and meet modern standards for optimal utilization in policy and decision-making for Federal Government agencies. HCDMM coordinates the strategic management of human capital data across the Federal Government by establishing and overseeing human capital data collection and governance and delivering mission-critical analytical tools and services. HCDMM establishes and continuously modernizes the technology and tools that enable access to timely and accurate workforce data and analytics, achieving a broad strategic vision that encompass the entire employee lifecycle and enables insightful decision-making by leaders across the Federal Government.

HCDMM supports this mission through the collection, management, and utilization of interoperable human capital data through the electronic Official Personnel Folder (eOPF) and the Enterprise Human Resources Integration (EHRI) Data Warehouse linked to the Human Resources Line of Business (HRLOB) human capital services models - the Human Capital Business Reference Model (HCBRM), the Human Capital Federal Integrated Framework and the Human Capital Information Model. HCDMM’s work encompasses overseeing human capital data management governance, including the Federal guides for working with and managing human capital data, requirements for data file submissions to OPM, protocols for human capital data releases, product development, statistical analyses, and data science.

Additionally, OPM was pre-designated by OMB as the Human Resource Quality Service Management Office (HR QSMO) and this function has been placed within HCDMM. The HR QSMO will establish a marketplace of services and products that enables agencies to improve the delivery of human capital activities in alignment with, and by operationalizing, the HRLOB-related standards.

Office of Diversity, Equity, Inclusion & Accessibility (ODEIA) serves as a model for the nation. The office is committed to leading and providing Government-wide guidance on DEIA initiatives, including technical assistance to agencies, policy guidance, management of intergovernmental working groups on DEIA and the government-wide DEIA Strategic Plan. ODEIA is the leading DEIA office within the Federal Government, providing Federal agencies with concrete strategies and leading practices to recruit, hire, include, develop, retain, engage, and motivate a diverse, results-oriented, high-performing workforce. ODEIA primarily focuses its actions on externally facing customers and matters but has an advisory function to senior leaders for internal OPM DEIA efforts.

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Program Offices

Employee Services (ES) is OPM’s workforce policy office. ES administers statutory and regulatory provisions related to recruitment, hiring, classification, strategic workforce planning, pay, leave, performance management and recognition, leadership and employee development, reskilling, work/life/wellness programs, labor and employee relations, and the Administrative Law Judges Program, and oversight of Federal Executive Boards. ES does so by equipping Federal agencies with tools, flexibilities, and authorities and forward-leaning strategic workforce planning products to enable agencies to hire, develop, and retain an effective Federal workforce. On October 23, 2023, Employee Services (ES) has rebranded to the Office of Workforce Policy and Innovation (WPI). The rebrand is aimed to elevate OPM’s role delivering strategic and innovative HR policies and support to OPM customers.

Retirement Services (RS) is responsible for the administration of the Federal Retirement Program covering approximately 2.8 million active employees, including the United States Postal Service, and more than 2.7 million annuitants, survivors, and family members. RS administers, develops, and provides Federal employees, annuitants, and their families with benefits programs and services that offer choice, value, and quality to help maintain the Government’s position as a competitive employer. Activities include record maintenance and service credit accounts prior to retirement; initial eligibility determinations at retirement; adjudication of annuity benefits based on age and service, disability, or death based on a myriad of statutes and regulations. Even after a case is adjudicated and added to the annuity roll, OPM continues to serve annuitants by making address or tax status changes to annuitant accounts, sending out tax forms 1099-Rs, surveying certain annuitants to confirm their continued eligibility to receive benefits, and conducting other post-adjudication activities.

Healthcare and Insurance (HI) consolidates OPM’s healthcare and insurance benefits responsibilities into a single organization. This includes contracting, contracting oversight, program development, and management functions for the Federal Employees Health Benefits (FEHB) Program, the Federal Employees’ Group Life Insurance (FEGLI) Program, the Federal Long-Term Care Insurance Program (FLTCIP), the Federal Employees Dental and Vision Insurance Program (FEDVIP), and the Federal Flexible Spending Account Program (FSAFEDS). HI is comprised of Program Development and Support (PDS), Federal Employees Insurance Operations (FEIO), Postal Service Insurance Operations (PSIO), Office of the Actuaries and Operations, Resource Management divisions, and front office staff, including the Chief Pharmacy Officer and the Chief Medical Officer.

PDS is responsible for extensive operational, analytical, and systems development and support; policy and program development and implementation; data collection and analysis; and stakeholder outreach and education for programs administered by HI. PDS also manages the annual Federal Benefits Open Season.

FEIO is responsible for the contracting operations for all insurance programs, the Plan Performance Assessment function connecting health plan quality to carrier profit, the Audit Resolution & Compliance function facilitating and tracking audit responses and resolution, and the Contract Administration and Program Support responsible for leading projects important to insurance operations, including carrier brochure changes and contract amendments.

PSIO will perform similar functions for the new Postal Service Health Benefits Program. The Office of the Actuaries reviews premium proposals from FEHB and FEDVIP carriers, determines the actuarial liabilities, contributions and funding payments for the Retirement, Health and Life Insurance programs, and provides actuarial support for employee benefit programs including FEHB, FEGLI, FLTCIP, FEDVIP, Civil Service Retirement System (CSRS), Federal Employees Retirement System (FERS), and FSAFEDS.

Merit System Accountability & Compliance (MSAC) provides rigorous oversight to determine if Federal agency human resources programs are effective and efficient and comply with merit system principles and related civil service regulations. MSAC evaluates agencies’ programs through a combination of OPM-led evaluations and as participants in agency-led reviews. The evaluations may focus on all or some of the four systems of OPM’s Human Capital Framework: (1) strategic planning and alignment of human resources to mission, (2) performance culture, (3) talent management, and (4) evaluation systems. MSAC reports may identify required corrective actions, which agencies must show evidence of implementing, as well as recommendations for agencies to improve their systems and procedures. MSAC also conducts special cross-cutting studies to assess the use of HR authorities and flexibilities across the Government. Moreover, MSAC reviews and renders decisions on agencies’ requests to appoint current or former political appointees to positions in the competitive service, the non-political excepted service, or the senior executive service to verify that such appointments conform to applicable selection requirements and are free of political influence. MSAC is required to report to Congress on its review and determinations concerning these appointments. MSAC also adjudicates classification appeals, job grading appeals, Fair Labor Standards Act claims, compensation and leave claims, and declination of reasonable offer appeals (where the grade or pay is equal to or greater than the retained grade (5 CFR 536.402), all of which provides Federal employees with administrative procedural rights to challenge compensation and related agency decisions without having to resort to seeking redress in Federal courts. MSAC has Government-wide oversight of the Combined Federal Campaign (CFC) and the Voting Rights programs. The mission of the CFC is to promote and support philanthropy through a program that is employee focused, cost-efficient, and effective in providing all Federal employees and annuitants the opportunity to improve the quality of life for all. The Voting Rights Program deploys Federal observers to monitor polling sites (as determined by the Attorney General) and provides written reports to the Department of Justice. Internal Oversight and Compliance serves as the liaison between OPM program offices and oversight groups such as the OIG and GAO and helps to coordinate audit activities to resolve recommendations.

Human Resource Solutions (HRS) provides human capital products and services that support Federal agencies in meeting their mission. Through both internal human capital experts and/or private sector partners, HRS helps agencies recruit and hire top talent, develop, and cultivate leaders, build Federal human resources capacity, optimize the performance management process, and sustain effective results-oriented organizations. HRS operates under the provisions of the Revolving Fund, 5 U.S.C. §1304 (e)(1), that authorizes OPM to perform personnel management services for Federal agencies on a cost reimbursable basis. HRS consists of four practice areas that work directly with customer agency partners via Interagency Agreement to deliver a complete range of human resources products and services, including government-to-government and private sector solutions. Some of this work is directed by statute, and other aspects are performed at the option of an agency that engages HRS in this work. This includes recruiting and examining candidates for positions for employment by Federal agencies nationwide; delivering leadership and development courses and programs, including the Leadership for a Democratic Society program; providing custom-designed technology systems (e.g., USAJOBS®, USA Staffing®, USA HireSM, USA Performance®, and USALearning®) to support Federal agency recruitment, talent acquisition, performance management, and training priorities; developing organization and performance management strategies; and providing human capital management, organizational performance improvement, and training and development expertise delivered through best-in-class contracts.

Suitability Executive Agent Program (SuitEA) was established as a distinct program office within OPM in December 2016 to strengthen the effectiveness of vetting for and determinations of suitability or fitness for Federal employment or to perform work under a government contract and eligibility for personal identity verification credentials (that is, permitting logical and physical access to agency systems and facilities) across the Government. SuitEA prescribes suitability, fitness, and credentialing standards and procedures and oversees functions delegated to the heads of agencies while retaining jurisdiction for certain suitability determinations and taking Government-wide suitability actions when appropriate. SuitEA also issues guidelines and instructions to the heads of agencies to promote appropriate uniformity, centralization, efficiency, effectiveness, reciprocity, timeliness, and security in suitability/fitness/credentialing processes, and delivers training to suitability and fitness adjudicators across Government.

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Mission Support Offices

OPM Human Resources (HR) is responsible for OPM’s internal human resources management programs. OPM HR supports the human capital needs of program offices throughout the employment lifecycle, from recruiting and hiring candidates for employment opportunities at OPM, to coordinating career development opportunities to processing retirement applications. The OPM Chief Human Capital Officer (CHCO) leads HR, and is responsible for shaping corporate human resources strategy, policy, and solutions to workforce management challenges within the agency.

Office of the Chief Financial Officer (OCFO) leads and performs OPM’s financial management services, accounting, financial systems, budget, strategic planning, organizational performance management, research and evaluation, enterprise risk management, and internal controls programs which enable the agency to achieve strategic objectives and mission. Additionally, the OCFO facilitates the completion of timely and accurate financial reports that support decision-making, comply with Federal requirements, and demonstrate effective management of taxpayer dollars.

Office of the Chief Information Officer (OCIO) defines the enterprise information technology vision, strategy, information technology (IT) policies, and cybersecurity for OPM. The OCIO determines the most effective use of technology in support of the agency’s strategic plan, including the long-term enterprise strategic architectures, platforms, and applications. The OCIO is responsible for modernizing the agency’s IT. The OCIO promulgates the agency’s IT security policies and determines and operates the agency’s cybersecurity program and protections in a manner consistent with Federal law and mandates. The OCIO leads the IT governance processes and IT investment management to concur on IT strategies and budgets across the agency. The OCIO provides technical strategies and guidance, cloud technology and services, application and system development and maintenance, IT project management, agile frameworks, collaboration and communication tools, hardware, software, infrastructure including the network, and helpdesk services to support OPM’s business operations. The OCIO supports and manages pre- and post-implementation reviews of IT programs and tracks IT projects at critical review points. The OCIO reviews and oversees IT acquisitions, services, and spending for consistency with the agency’s architecture, strategy, and IT budget. The OCIO also partners with other agencies on Government-wide projects such as IT Modernization; to optimize enterprise services through the OMB Cloud Smart Directive, and to develop long-term plans for human resource IT strategies.

Office of Procurement Operations (OPO) awards and administers contracts and interagency agreements. OPO provides acquisition services to OPM’s programs and provides assisted acquisition services in support of other Federal agencies that require support under OPM contracts. OPO is responsible for the agency suspension and debarment program, as well as supports the small business utilization efforts for OPM in accordance with law and OPM contracting policies. The Acquisition Policy and Innovation function within OPO provides acquisition policy development and guidance agency-wide, as well as provides compliance and oversight over OPM’s procurement program. OPO provides acquisition support and oversight for all Contracting Officers and Contracting Officer’s Representatives and manages and provides oversight of the agency purchase card program. OPO serves as OPM’s liaison to the Office of Federal Procurement Policy, Chief Acquisition Officers Council, and other key external agency partnerships.

Facilities, Security & Emergency Management (FSEM) manages the agency’s personal and real property, building operations, space design and layout, mail management, physical security and safety, and occupational health programs. FSEM provides personnel security, suitability, and national security adjudicative determinations for OPM personnel. FSEM oversees OPM’s Personal Identification Verification program and provides shared services in support of other Government agencies’ adjudicative programs. FSEM directs the operations and oversees OPM’s classified information, industrial security, insider threat, and preparedness and emergency response programs. In addition, it oversees publishing and printing management for internal and external design and reproduction, as well as the agency’s mail center operations.

Office of Small and Disadvantaged Business Utilization (OSDBU) is authorized by the Small Business Act (Act) to oversee OPM’s compliance with the achievement of annual small business goals. OSDBU manages the development and implementation of appropriate outreach programs aimed at heightening the awareness of the small business community to the contracting opportunities available within OPM. The Act also directs OSDBU to manage its in-reach and outreach activities under three lines of business: advocacy, outreach, and unification of the business process.

Equal Employment Opportunity (EEO) provides a fair, legally correct, and expeditious EEO complaints process (for example, EEO counseling, Alternative Dispute Resolution, and EEO Complaints Intake, Investigation, Adjudication, and Record-Keeping).

Other Offices

Federal Prevailing Rate Advisory Committee (FPRAC) studies the prevailing rate system and other matters pertinent to the establishment of prevailing rates under Subchapter IV of Chapter 53 of Title V, United States Code, and advises the Director of OPM on the Government-wide administration of the pay system for blue-collar Federal employees.

President’s Commission on White House Fellows was founded in 1964 and is one of America’s most prestigious programs for leadership and public service. White House Fellowships offer exceptional young professionals first-hand experience working at the highest levels of the Federal Government. Selected individuals typically spend one year working as a full-time, paid Fellow to senior White House staff, Cabinet Secretaries, and other top-ranking Government officials. Fellows also participate in an education program consisting of roundtable discussions with renowned leaders from the private and public sectors. Fellowships are awarded on a strictly non-partisan basis.

Office of the Inspector General (OIG) is the independent office that conducts comprehensive audits, investigations, and evaluations relating to OPM programs and operations. It is responsible for administrative actions against health care providers that commit sanctionable offenses with respect to the FEHB Program or other OPM programs. The OIG keeps the Director and Congress fully informed about problems and deficiencies in the administration of agency programs and operations, and the need for and progress of corrective action.

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Organizational Chart Description

Office of the Director is at the top of the chart.

Branching off to the sides of the Office of the Director are the following executive offices, mission support services, and other offices:

  • Office of the Executive Secretariat, Privacy, and Information Management
  • Office of the General Counsel
  • Congressional, Legislative, and Intergovernmental Affairs
  • Office of Communications
  • Security, Suitability, and Credentialing Line of Business
  • Human Capital Data Management and Modernization
  • Office of Diversity, Equity, Inclusion, and Accessibility
  • Human Resources
  • Office of the Chief Financial Officer
  • Office of the Chief Information Officer
  • Office of Procurement Operations
  • Facilities, Security, and Emergency Management
  • Office of Small and Disadvantaged Business Utilization
  • Equal Employment Opportunity
  • Federal Prevailing Rate Advisory Committee
  • President's Commission on White House Fellows

Branching off separately from the Office of the Director, is the Office of the Inspector General.

Branching off below the Office of the Director are the following program offices:

  • Suitability Executive Agent Programs
    • Policy/Strategy
    • Oversight
    • Operations
  • Employee Services
    • Pay & Leave
    • Senior Executive Service and Performance Management
    • Accountability and Workforce Relations
    • Talent Acquisition and Workforce
    • Strategic Workforce Planning
    • Federal Executive Boards
  • Retirement Services
    • Retirement Operations DC
    • Retirement Operations Boyers
  • Healthcare & Insurance
    • Program Development and Support
    • Federal Employee Insurance Operations
    • Office of the Actuaries
    • Operations and Resource Management
    • Postal Service Insurance Operations
  • Merit System Accountability & Compliance
    • Agency Compliance and Evaluation
    • Combined Federal Campaign
    • Internal Oversight & Compliance
    • Voting Rights and Resource Management
  • Human Resources Solutions
    • Center for Leadership Development
    • Federal Staffing Center
    • HR Strategy and Evaluation Solutions
    • Human Capital Industry Solutions
    • Center for Management Services
Control Panel