OPM’s program and support offices implement the programs and deliver the services that enable OPM to support the Administration’s priorities and fulfill its statutory mandates.

OPM Budget FY 2026 Enacted Budget & FY 2027 CBJ by Organization – All Resource - Includes OIG

*This table includes organizations financed by OPM’s Revolving Fund, Common Services and Advances and Reimbursements. Therefore, this table varies from tables in the Executive Summary section. All Sources for this table include Salaries & Expenses, Trust Fund Annual, Trust Fund Mandatory Authorities, Revolving Funds, Advances and Reimbursements and Office of the Inspector General Salaries & Expenses and Trust Fund Annual. 

Executive Offices

Office of the Director

The Office of the Director provides strategic guidance, leadership, and direction to advance OPM’s mission to lead and serve the Federal Government by delivering policies and services that foster a merit-based, trusted, and efficient civilian workforce. In addition, the functions of the Office of Legislative Affairs, the Federal Prevailing Rate Advisory Committee (FPRAC), the Enterprise Risk Management Organization and the White House Fellows Program now reside within the Office of the Director.

Budget Change from FY 2026 to FY 2027:

OD's FY 2027 request is $12.4 million, an increase of $1.9 million above FY 2026. This increase includes the absorption of Legislative Affairs, Enterprise Risk Management, White House Fellows and a $2.5 million investment in the America by Design initiative to modernize public service delivery by enhancing the visual design, usability and overall experience of web-based Federal Government services, offset by a reduction of 4.5 FTE.

Office of the General Counsel

The Office of the General Counsel (OGC) provides legal advice, representation, and policy support to the Director and senior leadership of OPM and carries out several statutory and regulatory responsibilities that support OPM’s mission and benefit the Executive Branch.

In FY 2027, OGC will continue to refine staffing and operational enhancements initiated in FY 2025 to address sustained increases in workload driven by expanding personnel litigation, increasing interagency agreements for representation, heightened rulemaking activity, and rising FOIA and ethics demands. While OGC has implemented efficient measures to improve throughput and case management, these actions cannot fully offset workload growth. Continued investment in OGC capacity is necessary to ensure timely legal review, reduce litigation risk, maintain compliance with statutory requirements, and support execution of Administration workforce priorities.

Budget Change from FY 2026 to FY 2027:

OGC’s FY 2027 request is $14.8 million, $109,000 less than FY 2026. OGC added 2.8 FTE, costing $462,000, balanced by a $353,000 cut in contract spending.

Chief Human Capital Officer Council

The Chief Human Capital Officers (CHCO) Council serves as the Federal Government’s principal interagency forum for coordinating and advising on human capital policy and workforce management. The Council supports the 24 Chief Financial Officers (CFO) Act agencies, as well as the Small Agency Human Resources Council and the Intelligence Community Human Resources Council, by promoting consistent implementation of Administration priorities and statutory requirements.

Under the leadership of the OPM Director, who serves as Council Chair, CHCO Council staff execute monthly meetings, manage interagency working groups and communities of practice, and host personnel policy office hours and targeted sessions. The Council fulfills its statutory responsibilities through an annual public meeting and the submission of an annual report to Congress.

These efforts address priority workforce management issues, including the Deferred Resignation Program; workforce restructuring authorities such as voluntary early retirement authorities, voluntary separation incentive programs, reductions in force, reorganization and realignment plans; return-to-office policies; Senior Executive Service designation and performance management; Schedule Policy/Career implementation; hiring freeze; probationary employees; Schedule C appointments; and collective bargaining requirements. The FY 2027 budget request includes funding for four full-time equivalent positions to sustain core functions; support interagency coordination and ensure continued execution of Administration and statutory human capital priorities.

Budget Change from FY 2026 to FY 2027:

CHCO Council’s FY 2027 request is $1 million with 4 FTE remaining flat between FY 2026 and FY 2027.

Program Offices

Healthcare and Insurance

Healthcare and Insurance (HI) administers a broad portfolio of insurance benefits for more than eight million eligible individuals, including Federal and postal employees, annuitants, their families, tribal employees, members of the uniformed services, and other designated groups.

HI oversees contracting, program development, and management functions for six statutorily mandated programs: Federal Employees Health Benefits (FEHB) Program, Postal Service Health Benefits (PSHB) Program, Federal Employees’ Group Life Insurance (FEGLI) Program, Federal Long Term Care Insurance Program (FLTCIP), Federal Employees Dental and Vision Insurance Program (FEDVIP) and Federal Flexible Spending Account Program (FSAFEDS).

HI supports the Administration’s emphasis on cost-effective management and transparency and is prioritizing improving the FEHB and PSHB programs, slowing the growth of program costs (including due to prescription drugs), and increasing program integrity. The FEHB Protection Act of 2025 also directed OPM to conduct an audit of all family members covered under the FEHB and, by definition, the PSHB.

Alignment to Administration Priorities

In addition to the overall commitment to cost-effective management of the Federal benefits programs, HI is working in close alignment on several Administration priorities:

• Supporting OPM’s implementation of EO 14249 (“Protecting America's Bank Account Against Fraud, Waste, and Abuse”) and Office of Management and Budget (OMB) Memorandum M-25-32, leveraging data where possible.
• Ensuring benefits packages in FEHB and PSHB are consistent with EO 14168 (“Defending Women From Gender Ideology Extremism and Restoring Biological Truth to the Federal Government”).
• Pursuing implementation of AI-powered tools that increase efficiency, consistent with EO 14179 (“Removing Barriers to American Leadership in Artificial Intelligence”).
• Partnering across government in support of anti-FWA programs and initiatives, including pursuing data sharing where appropriate, as directed by EO 14243 (“Stopping Waste, Fraud, and Abuse by Eliminating Information Silos”).
• Supporting wellness and improving health outcomes, consistent with the Make America Healthy Again priorities.

In FY 2027, HI will prioritize customer-focused healthcare and insurance benefits for Federal employees and annuitants to improve health outcomes while reducing long-term costs. HI will also strengthen program integrity by leveraging technology and data. Pursuant to the FEHB Protection Act, OPM will conduct a comprehensive audit to verify the eligibility of family members covered under the FEHB and PSHB Programs and will disenroll family members found to be ineligible.

In FY 2027, HI will drive program efficiencies and execute these initiatives with resources comparable to FY 2026. HI will leverage technology to improve customer experience and program management.

HI will invest $1.2 million to enhance and expand Carrier Connect as a comprehensive contract management and reporting solution for FEHB and PSHB. This investment will strengthen program integrity and contract oversight by consolidating contract data in a single system, standardizing data to support integration with advanced analytics capabilities, eliminating paper files and manual processes, enabling complete electronic archiving of contract files, and improving responsiveness to ad hoc data calls.

HI will invest $1.8 million to improve how FEHB and PSHB enrollees assess and select health plans by developing a new FEHB Decision Support Tool (DST) and enhancing the existing PSHB DST. The FEHB DST will use enhanced data from Carrier Connect and advanced analytics capabilities to help enrollees compare plans through customized queries based on enrollee and family needs, including the ability to search for specific providers, prescription drugs, and covered services. HI will enhance the PSHB DST to provide comparable capabilities.

Budget Change from FY 2026 to FY 2027:

HI's FY 2027 request is $59.7 million, an increase of $769,000 from FY 2026. The overall increase results from $283,000 in training and $4.8 million in contract costs, while offset by savings from a $4.1 million reduction in personnel compensation and benefits to cover residual agency restructuring costs implemented in FY 2025 that continued into FY 2026, and a $170,000 decrease in anticipated settlement costs.

Human Resources Solutions

Human Resources Solutions (HRS) operationalizes the Administration’s goals and HR policy across Federal agencies to accelerate human capital results in alignment with merit principles. HRS delivers human capital products, services, and technology that enable Federal agencies to meet their missions. Today, HRS provides human capital solutions and technology in three areas: Human resources systems, services, and human capital standards and data. Authorized under the Revolving Fund, HRS is fully funded by Interagency Agreements with Federal agency partners, and Federal customer requirements drive the annual HRS budget. As a Revolving Fund program, HRS sets rates to recover costs and invest in system and service enhancement. Financial estimates rely on historical delivery, customer commitments, innovation, and forecasts to support efficient and responsible operations. Additionally, HRS has $4.7M in S&E funding provided through congressional appropriations to support EHRI and Federal Workforce Data requirements. This funding is fully applied to a OCIO service‑level agreement, which covers the HR IT activities needed to collect, maintain, and distribute the workforce data referenced above.

HRS advances OPM priorities related to transforming Federal human capital management, including streamlining and improving hiring, implementing more effective assessments, improving workforce performance management and accountability, centralizing and streamlining Federal HR systems, and strengthening leadership training and development programs. HRS also supports agencies in implementing applicable Executive Orders and government-wide workforce guidance related to hiring reform and workforce optimization. HRS will continue to pursue economies of scale while maintaining long-term sustainability and cost-effective service delivery. In FY 2027, HRS will advance modernization initiatives to strengthen service delivery and improve Federal human capital management. These efforts build on prior modernization work and respond to OMB guidance emphasizing expanded capabilities and measurable outcomes. Key initiatives include:

Federal HR 2.0 Modernization:  

HRS will continue to drive OPM’s Federal HR 2.0 modernization and centralization efforts, improving workforce management and enabling more effective oversight through more secure, interoperable, and efficient HR systems. In FY 2027, HRS’ work will focus on upgrading technology infrastructure, deploying advanced IT solutions and data analytics, and continue migration of agencies to the new Core Human Capital Management (Core HCM). These initiatives modernize HR systems, enhance workforce quality, and achieve operational efficiency. Key outcomes include reduced duplication in HR systems, improved government-wide analytics and data-driven oversight, integrated industry innovation to drive efficiency and modernization, enhanced workforce capabilities, sustained accountability, improved service delivery, and cost savings from centralized investments and shared capabilities.

In FY 2027, OPM will advance the Core HCM initiative by delivering a secure and functional minimum viable product; and finalizing wave one implications while transitioning wave two agencies as well. OPM will ensure continuity of critical enterprise HR services, including eOPF and USA Learning, throughout the transition while maintaining service reliability and customer support. These efforts will be executed under strong executive governance to manage risk, ensure transparency, and align resources effectively, positioning Core HCM to improve efficiency, strengthen service delivery, and support a modernized Federal human capital infrastructure.

HR QSMO Expansion: The HR Quality Service Management Office (QSMO) provides government-wide oversight of HR service providers and helps agencies adopt modern HR solutions that meet Federal requirements. QSMO sets standards, monitors provider performance, and supports agencies with acquisition and implementation decisions. In FY 2027, HRS will strengthen QSMO governance by expanding hiring assessment availability and continuing to unify the Core HCM platform across the Federal Government. 

Merit Hiring Plan:

HRS will continue supporting key initiatives within the Merit Hiring Plan, initiated by Executive Order 14170, through the USAJOBS, USA Staffing, and USA Hire platforms and workforce planning, assessment, and staffing services. This includes expanding available skills-based assessments and supporting agencies in maximally adopting technical assessments and phasing out the use of occupational questionnaires; providing certificates of rigorously assessed candidates via cross-gov announcements; increasing functionality and adoption of USAJOBS features for early career recruitment; and maximizing reporting capabilities to highlight areas for process improvements to reduce time-to-hire.  Additionally, HRS will support advancements in Federal performance management through user experience and data analytics enhancements in USA Performance.

HRS will undergo expansion in alignment with modernization initiatives compared to FY 2026 and continued contraction of non-core services This expansion advances the Federal HR 2.0 initiative to modernize Federal HR operations through modern technology and streamlined processes. This includes adopting cloud-based, interoperable platforms that enhance employee and manager self-service while reducing administrative burden. HRS anticipates continuing to draw down its workforce as it gains efficiencies and divests non-core services.

HRS depends on sustaining financial viability, delivering high-quality services, safeguarding sensitive information, and maintaining compliance with Federal standards. Key risks include demand volatility, schedule and cost overruns, workforce capacity constraints, and reporting accuracy. HRS will manage these risks through disciplined cost recovery practices, performance monitoring, and strengthened controls.

Budget Change from FY 2026 to FY 2027:

HRS's FY 2027 request is $519.6 million, up by $217.9 million from FY 2026. This increase reflects expanded reimbursable activities and additional contract spending for Federal HR 2.0's Core HCM component and the consolidation of EHRI and HRLOB within HRS, totaling an estimated $225.7 million in contracts. This is partially offset by an $8.4 million reduction, including $7.1 million in personnel compensation and benefits due to restructuring costs and a $1.3 million decrease in communications, utilities, and rent.

Merit System Accountability and Compliance

Merit Systems Accountability and Compliance (MSAC) provides oversight to ensure that Federal agency human resources programs are effective, efficient, and fully compliant with merit system principles and applicable civil service regulations. MSAC evaluates agency programs through a combination of OPM-led assessments and participation in agency-led reviews. In addition, MSAC conducts special cross-cutting studies to examine the use of HR authorities and flexibilities across the Federal Government.

MSAC also reviews and issues decisions on agency requests to appoint current or former political appointees to positions in the competitive service, the nonpolitical excepted service, or the Senior Executive Service, verifying that such appointments meet all selection requirements and are free from political influence. Furthermore, MSAC adjudicates classification appeals, job grading appeals, Fair Labor Standards Act claims, compensation and leave claims, and declinations of reasonable offer appeals.

In FY 2027, MSAC will sustain core oversight and adjudication functions and will prepare to implement new adjudicatory responsibilities proposed in pending rulemakings, subject to final authorities and effective dates. MSAC will develop procedures, training, and case intake and tracking processes needed to support timely, consistent adjudication and to reduce backlog risk as volumes increase. MSAC will also continue risk-based reviews of agency human capital programs and delegated authorities, focusing oversight on the highest-risk compliance areas and emerging workforce policy requirements.

Budget Change from FY 2026 to FY 2027:

MSAC FY 2027 request is $12.9 million, an increase of $482,000 over FY 2026. The request includes $534,000 for additional travel and a net increase of $541,000 for personnel costs and benefits, driven by $1.3 million to support RIF and probationary adjudication and the addition of new FTEs, offset by $517,000 from agency restructuring initiatives. Further offsets include $192,000 from reduced or eliminated contracts and $109,000 from reduced training costs. Overall, staffing rises from 53.8 to 59.0 FTEs to meet program requirements.

Retirement Services

Retirement Services (RS) administers the Civil Service Retirement System (CSRS) and Federal Employees Retirement System (FERS), ensuring that Federal retirees and their eligible survivors receive timely and accurate retirement benefits. OPM, through Retirement Services, serves active civilian employees and over 2 million annuitants, survivors, and family members. The Retirement Services operations are mandated by statutory authorities which establish requirements to adjudicate retirement claims, manage disability retirement benefits eligibility, govern annuities under court decrees of divorce, annulment, or separation, provide health benefits for annuitants, implement cost of living adjustment increases and issue tax statements, regularly train and counsel all Federal agencies and appropriately respond to customer inquiries and to produce guidance to implement retirement provisions, processes bankruptcy and estate cases to recover outstanding debts to the Retirement Fund.

In alignment with Executive Orders, Retirement Services developed a Modernization Roadmap that charts a path to digitize the paper-centric retirement application process. This modernization will deliver faster processing times, enhanced self service capabilities, greater transparency, improved customer service, and reduced administrative burden for annuitants and agencies.

In FY 2027 OPM, through Retirement Services will continue to advance its modernization agenda, focusing on deploying digital tools to improve service delivery. The modernization effort centers on four key components: the Online Retirement Application (ORA), Employee Retirement Record (ERR), Digital File System (DFS), and the JANUS retirement calculator. Together these innovations will dramatically streamline operations and improve service delivery. The requested resources will achieve near-term modernization milestones in FY 2027 while laying the groundwork for lasting improvements. By automating and digitizing RS processes to replace paper-based systems with modern digital tools, OPM will reduce operational risk, improve efficiency, and strengthen service delivery.

Budget Change from FY 2026 to FY 2027

RS' FY 2027 request is $147.1 million, an increase of $3.4 million in resources for advancing modernization and strengthening operational capacity in the following areas:

• Enhanced Case Processing: Funding will enable the ORA to ingest and process additional retirement case types, specifically disability and deferred retirements. Expanding ORA’s functionality will broaden the scope of services provided, increase automation, and reduce manual interventions. These improvements will result in more timely and accurate case processing and improve service delivery for annuitants and beneficiaries. Integrating the data into JANUS, the retirement calculator will further enhance precision in benefit determinations and streamline end-to-end retirement processing.                                                                                                                                        This investment will mean more retirement applications enter interim pay faster and more applications move to final approval sooner. This will reduce manual handling, speed intake and adjudication, and improve calculation accuracy through JANUS integration. The result is quicker access to income, fewer delays caused by rework or corrections, and a more reliable retirement process for applicants and survivors.

• System Integration: Resources will support the integration of the DFS case management system into a unified platform, consolidating multiple legacy systems into a single adjudicator-facing view. This will reduce fragmentation, improve data integrity, and eliminate duplicative processes. By enabling adjudicators to access case information more efficiently, the modernization effort will accelerate adjudication timelines, reduce processing errors, and enhance overall accountability in retirement services.
• Call Center Modernization and Self-Service Expansion: Funding will modernize retirement call center operations, including the deployment of automation and digital tools to reduce call volume. By expanding self-service options for annuitants and integrating these tools with Service Online, annuitants will be able to access real-time information, track case status, and resolve common issues without direct intervention from call center staff. These investments will enhance customer satisfaction, decrease waiting times, and allow call center representatives to focus on complex annuitant needs requiring personalized support.

Suitability Executive Agent

Suitability Executive Agent Programs (SuitEA) supports the OPM Director’s responsibilities as the Suitability and Credentialing Executive Agent under Executive Order 13467 and leads government-wide improvements in personnel vetting processes. SuitEA provides policy, guidance, training, and oversight to ensure suitability, fitness, and credentialing determinations are consistent, timely, reciprocal, and secure across agencies. It is also responsible for conducting suitability investigations and taking suitability actions to protect the integrity and efficiency of the Federal workforce, and may include debarring individuals from Federal service, removing them from positions, or preventing onboarding.

SuitEA leads OPM’s execution, administration, and enforcement of suitability standards and investigations. SuitEA fulfills its mission by issuing government-wide regulations, guidance, and instructions, delivering training and technical assistance to adjudicators, prescribing standards and procedures, and overseeing delegated functions. In FY 2027, SuitEA will continue to advance government-wide policy, oversight, and training to strengthen consistency, reciprocity, timeliness, and security in suitability, fitness, and credentialing processes.

SuitEA advances several Administration priorities focused on strengthening the suitability of the Federal workforce, improving hiring efficiency to attract and retain top talent and reforming the personnel vetting processes. To meet increased demand for suitability actions, SuitEA will refine internal workflows, prioritize high-risk caseloads, and optimize existing staff resources while maintaining robust support for agencies implementing government-wide requirements.

In FY 2027 SuitEA will also support the adoption of continuous vetting requirements, leveraging performance data to drive process improvements, reduce backlog risk, and improve adjudication timeliness. Modernization efforts will continue, focusing on reducing manual workload and improving data quality through shared e-filing and enhanced case management capabilities.

Budget Change from FY 2026 to FY 2027:

SuitEA’s FY 2027 request is $10.2 million, a decrease of $95,000 from FY 2026. The reduction reflects a decrease of 1.8 FTE from restructuring efforts.

Workforce Policy and Innovation

The Workforce Policy and Innovation (WPI) Office provides government-wide human capital guidance, oversight, and implementation strategies, supporting agencies in the effective administration of recruitment, hiring, classification, pay, leave, workforce flexibilities, performance management, employee accountability, labor relations, strategic workforce planning, training, and executive services. WPI’s experts align Federal workforce policy with operational outcomes, equipping agencies with tools, flexibilities, and authorities to manage their workforce efficiently. The office also leads the development of legislative and regulatory proposals to modernize and transform Federal personnel systems and processes, supporting the President’s civil service agenda.

WPI positioned its human capital expertise to enable the President’s agenda to reduce, consolidate, modernize, shape, and ultimately transform the Federal workforce. WPI is supporting issuances of guidance memoranda and frequently asked questions, as well as providing practical tools and HR expertise, to execute historic workforce reductions (voluntary and involuntary separations and retirements) aimed at returning agencies to core missions, with streamlined delivery of service to the American people and tax dollar stewardship at the forefront. Additionally, WPI is enabling broad workforce initiatives aimed at reforming the Federal hiring process, supporting a skills-based workforce, restoring merit to Government service, and improving employee accountability and performance management.

WPI will continue to deliver high-impact support for the President’s civil service agenda and vision transforming the Federal workforce and workforce management processes, ensuring agencies are equipped to fulfill their core missions and deliver streamlined services to the American people. These initiatives include supporting workforce reshaping and optimization, implementing the President’s hiring controls, and advancing reforms to restore accountability for career senior executives and employees. In addition to more stringent performance management and accountability processes, the Senior Executive Service will be modernized and elevated with retooled assessment and selection processes redesigned to support faster and high-quality hiring and improved development programs for aspiring executives, reducing administrative burdens on agencies and employees, and strengthening the SES applicant pool.

For FY 2027, WPI’s priorities will be implementation of the President’s civil service agenda while accelerating progress to transform the Federal workforce through skills-based classification and hiring reforms and improvements to executive and employee performance and accountability. This work supports Executive Order 13932, the Merit Hiring Plan, and the Chance to Compete Act by replacing outdated degree-based hiring models with equitable, skills-first approaches, achieved by foundational changes to classification and qualifications policy enabling skills-based hiring. With an investment in the Skills-Based Hiring Initiative and leveraging artificial intelligence and machine learning technologies, WPI will modernize classification and qualification policies, accelerate updates, identify emerging skills, and reduce sustainment costs. OPM will update standards across all twenty-two occupational families and improve integration with assessments.

Additionally, WPI will strengthen Federal human capital management by streamlining policy and providing guidance that enhances the skills and capacity of Human Resources practitioners to implement value-added human capital strategies. The HR 2.0 Training Initiative establishes a centralized HR training program to standardize technical and leadership development across the HR workforce, modeled on proven workforce development models used for the acquisition workforce. The program includes developing early-career HR talent pipelines, strengthening the capabilities of the existing HR workforce through standardized training and development, and establishing certification and credentialing requirements for HR professionals.

Budget Change from FY 2026 to FY 2027:

WPI’s FY 2027 request is $38.9 million, an increase of $7.7 million above FY 2026. Personnel compensation and benefits decrease by $3.9 million reflecting the culmination of workforce restructuring efforts initiated in 2025. Contract obligations will increase to support two new initiatives: HR 2.0 Training ($10.0 million) to establish a centralized, standardized HR training and certification program that strengthens workforce capability and addresses GAO high-risk concerns; and Skills-Based Hiring ($2.5 million) to implement artificial intelligence and machine learning technologies that modernize classification and qualification standards across all occupational families and advance a merit-based, competency-focused Federal hiring process.

Management Offices

Facilities, Security, & Emergency Management

Facilities Security and Emergency Management’s (FSEM) mission is mandated by statutory authorities related to ensuring the health, life, safety, security, and acquisition compliance of the OPM workforce. Across FSEM’s current six divisions (Facilities, Security Services, Personnel Security, Emergency Management, Procurement Services, and Administrative Operations) critical protections are enforced, risks are mitigated, and Federal requirements that directly impact OPM’s ability to operate safely and effectively are upheld.

FSEM is responsible for managing operational aspects of OPM by ensuring the continuity of essential services regardless of workforce reductions and workplace impacts.

As a necessary mission-critical, capacity-enabling support organization, FSEM provides the infrastructure, security, procurement, and mission resilience necessary for OPM to function efficiently. This includes maintaining building operations, ensuring workplace health and safety, managing procurement and contracting services, overseeing security compliance, and sustaining emergency preparedness.

OPM is currently leveraging GSA’s procurement services to award and administer approximately 80% of its contracting portfolio. In accordance with OMB Memorandum M-25-31, OPM is assessing its needs for support to purchase common goods and services as well as OPM’s needs for contracts which are less suitable for centralization.

Budget Change from FY 2026 to FY 2027:

FSEM's FY 2027 request is $19.1 million, up $1.7 million from FY 2026. This increase mainly covers higher contract spending for OPM’s guard services and inflationary rises in other operational contracts.

Office of the Chief Human Capital Officer

The Office of the Chief Human Capital Officer (OCHCO) provides comprehensive human capital support to OPM leadership and employees, workforce planning, data and accountability, employee and labor relations, benefits administration, and executive resources. In FY 2027, OCHCO will continue to strengthen OPM’s workforce planning and skills gap analyses to align staffing and competencies with mission requirements, address critical skill needs, and promote efficient and effective use of human capital resources.

Budget Change from FY 2026 to FY 2027:

OCHCO’s FY 2027 request is $15.1 million, an increase of $1.1 million from FY 2026. This increase reflects increased awards spending on non-performance ratings-based awards for OPM employees.

Office of the Chief Financial Officer

The Office of the Chief Financial Officer (OCFO) is responsible for strategic financial management, fiscal responsibility, transparency, and accountability and advises on all financial matters to enable effective resource allocation and support mission success. Core services include budget operations, accounting, reporting, and financial systems oversight. OCFO manages OPM-wide budgeting and modeling for Earned Benefit programs, ensures compliance with fiscal laws, and oversees financial statements, reporting and investments for over $1.2 trillion in assets. OCFO also leads financial systems operations, modernization projects, and agency-wide financial services such as payroll and travel.

OCFO will continue to administer OPM’s Common Services cost-sharing model, including rate development, billing, and reconciliation across funding sources. In FY 2027, OCFO will advance governance and transparency by publishing clearer rate methodology documentation, strengthening approval and oversight points, and expanding reporting products, including standardized quarterly summaries and an internal dashboard, to improve enterprise visibility into cost allocation and service value. OCFO will also continue to evaluate longer-term financing

options, including the feasibility of a Working Capital Fund approach, to improve funding stability, carryover flexibility, and service-level clarity, consistent with leadership review.

OCFO will continue to rely on shared service providers for streamlined accounting and trust fund management while exploring opportunities to leverage emerging technologies, including artificial intelligence, to enhance financial and performance reporting, improve internal customer service, and expand data-driven decision-making across OPM.

Budget Change from FY 2026 to FY 2027:

OCFO’s FY 2027 request ls $35.2 million, a decrease of $5.3 million below FY 2026. The budget reflects targeted efficiencies while maintaining staffing levels. These reductions primarily reflect descoped requirements for external vendor support contracts and selected shared service provider agreements, including reduced user software licenses and related support services.

Office of the Chief Information Officer 

The Office of the Chief Information Officer (OCIO) defines the enterprise information technology (IT) vision, strategy, policies, and cybersecurity for OPM. OCIO determines the most effective use of technology to support OPM’s strategic plan, including enterprise architecture, platforms, systems, and applications. OCIO is responsible for modernizing IT, developing and maintaining IT security policies, and operating and enhancing the cybersecurity program.

OCIO leads IT governance processes and IT investment management to develop IT strategies and budgets across the OPM. OCIO provides technical guidance, cloud technology and services, application and system development and maintenance, IT project management, agile frameworks, collaboration and communication tools, hardware, software, and infrastructure, including OPM Help Desk services, to support OPM’s business operations. OCIO manages pre- and post-implementation reviews of IT programs and projects and oversees IT acquisitions, services, and spending. OCIO also partners with other agencies on government-wide initiatives such as IT modernization, optimization of enterprise services, and development of long-term human resource IT systems and strategies.

OCIO priorities focus on digitizing retirement processing, modernizing Federal benefits to expand self-service, deploying a Core Human Capital Management (Core HCM) system to replace fragmented HR systems, expanding AI and automation consistent with the OMB guidance, strengthening enterprise data governance and analytics, and improving cybersecurity and resilience through zero trust and automated security.

The projected increase in FTE and contractors reflects added requirements tied to retirement systems modernization, Core HCM deployment and mainframe modernization beginning in FY 2026 and extending into FY 2027, including moving mainframe data to a cloud solution. OCIO also anticipates growth in AI-based applications, mainframe data ingestion, Core HCM, and continued modernization support for HR Solutions’ USA Talent Suite.

The FY 2027 request supports seven Federal FTE for Core HCM and FEHB Protection Act work to build real-time eligibility verification and secure data pipelines, develop a verification application, automate deployments, and maintain cybersecurity compliance.

Priorities include modernizing retirement applications and integrations and building secure eligibility verification capabilities. OCIO will also improve USA Talent Suite performance and resilience, scale cloud-based data and AI platforms for real-time insights and decision support, and advance cybersecurity toward continuous automated authorization through compliance-as-code, continuous monitoring, and AI-enabled risk management.

Budget Change from FY 2026 to FY 2027:

OCIO's FY 2027 request is $185.1 million, an increase of $3.6 million from FY 2026. This reflects a $5.3 million decrease in personnel spending and a reduction of 15 FTEs due to restructuring costs from FY 2025 and FY 2026, along with a $2.4 million cut in equipment costs. These reductions are balanced by a $11.4 million increase in license and contract spending.

Auxiliary Organizations

Equal Employment Opportunity

The Equal Employment Opportunity Office ensures adherence to Federal EEO laws and regulations, investigates complaints of discrimination and harassment, monitors workplace policies and practices for compliance, accepts, processes, and investigates internal EEO complaints (formal and informal), facilitates alternative dispute resolution (ADR) such as mediation, provides findings and recommendations after investigations, and maintains records and submits reports to the EEOC. OPM’s EEO office primarily provides all EEO services internally, saving costs by leveraging in-house expertise and limiting the use of vendors.

The EEO office ensures compliance with Federal anti-discrimination laws, supporting the Administration’s focus on ending illegal preferences and discrimination. Despite reduced staffing, the office remains committed to resolving cases within statutory deadlines.

In FY 2027, efforts will center on ensuring timely and thorough complaint processing, upholding compliance with Federal EEO requirements, expanding the incorporation of technology, including AI, into relevant complaint processes, and supporting a workplace environment grounded in equal dignity and respect. The office will continue to adapt its operations to align with Federal priorities and statutory obligations.

Budget Change from FY 2026 to FY 2027:

EEO’s FY 2027 request is $1 million, a decrease of $425,000 from FY 2026. This reduction reflects a decrease in personnel compensation costs for 1 FTE and residual costs from the restructuring initiatives implemented in FY 2025 that continued into FY 2026.

Office of the Inspector General

The Office of the Inspector General (OIG), created by the Inspector General Act of 1978, provides comprehensive oversight of OPM programs through audits, evaluations, and investigations to protect taxpayer dollars and ensure efficient service delivery. As a Federal law enforcement organization, OIG brings to justice abusive medical providers and those committing financial crimes. Key initiatives include using advanced data analytics to recover improper payments in FEHBP and retirement annuities and ensuring cybersecurity controls. In FY 2025 alone the OPM OIG identified over $430 million in improper and fraudulent payments.

In FY 2027, OIG intends to leverage generative AI technology and prioritize replacing a small portion of its lost law enforcement staff to further improve the efficiency of its oversight mission.

Budget Change from FY 2026 to FY 2027:

OIG’s FY 2027 request is $32.4 million, a decrease of $3.6 million from FY 2026. This reduction reflects a decrease of $1.5 million in personnel compensation costs and 13 FTE from the agency restructuring initiatives, a $900,000 reduction in communication, utilities, and rent costs, a $1.1

million reduction of contract costs in other services, and a $96 thousand reduction in supplies and equipment costs.

Security, Suitability, Credentialing Line of Business

The Security, Suitability, and Credentialing Line of Business (SSCLoB) provides dedicated programmatic and operational support to the OMB, chaired Performance Accountability Council (PAC), consistent with Section 1086 of the FY 2016 National Defense Authorization Act. The PAC is accountable to the President for ensuring that Executive Branch agencies effectively vet their personnel for trustworthiness in accordance with Executive Order 13467,  as amended. Through this government-wide role, SSCLoB supports improvements to security, suitability, and credentialing processes that enable agencies to onboard trusted persons more efficiently while maintaining rigorous standards for national security and public trust.

SSCLoB, through its Program Management Office, supports the PAC by providing solutions engineering, business case development, and governance support to advance reform initiatives and strengthen interagency coordination. These efforts promote consistent implementation of personnel vetting policies across the Executive Branch, reduce duplication, and improve operational performance. While SSCLoB operationally reports to the OMB PAC Chair, the program is administratively supported by OPM, leveraging OPM’s infrastructure and human capital expertise to support effective government-wide execution.

Budget Change from FY 2026 to FY 2027:

SSCLoB’s FY 2027 request is $7.5 million, an increase of $100,000 from FY 2026. This reflects a reduction in personnel compensation and benefits due to residual costs from the agency restructuring initiatives that continued into FY 2026.