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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 both directly and indirectly support the agency’s mission.

Organization Chart. Full text description in the link below.

Organizational Chart Description

This table includes revolving fund-financed organizations, common services funding, and Advances & Reimbursements. Therefore, this table varies from the tables in the Executive Summary section.

OPM Budget FY 2023 & FY 2024 by Organization — All Resources
Organization FY 2023 Enacted Dollars FY 2023 Enacted FTE FY 2024 CBJ
FY 2024 CBJ FTE Variance Dollars Variance FTE
Centrally Funded Items $3,810,512 1.0 $5,845,451 1.0 $2,034,939 0.0
Chief Human Capital Officer Council $0 0.0 $0 0.0 $0 0.0
Office of the Chief Information Officer $247,015,191 280.9 $238,177,295 305.0 ($8,837,896) 24.1
Congressional, Legislative and Intergovernmental Affairs $3,179,034 17.0 $3,523,563 18.0 $344,529 1.0
Employee Services $41,519,507 182.7 $57,867,963 251.8 $16,348,456 69.1
Equal Employment Opportunity $1,172,975 7.5 $1,229,312 7.5 $56,337 0.0
Facilities, Security & Emergency Management $16,009,147 76.7 $17,324,949 83.3 $1,315,802 6.6
Federal Prevailing Rate Advisory Committee $176,000 0.5 $204,375 0.5 $28,375 0.0
Healthcare & Insurance $44,372,293 163.5 $78,649,912 256.5 $34,277,619 93.0
HR Solutions $385,897,853 569.0 $402,234,942 583.1 $16,337,089 14.0
Merit System Accountability & Compliance $16,956,894 94.0 $19,220,309 107.0 $2,263,415 13.0
Office of Communications $2,783,421 14.5 $3,430,388 17.5 $646,967 3.0
Office of Procurement Operations $7,021,657 30.5 $7,913,981 33.5 $892,324 3.0
Office of Small and Disadvantaged Business Utilization $523,739 2.0 $525,708 2.0 $1,969 0.0
Office of the Chief Financial Officer $131,853,831 113.5 $140,178,106 120.5 $8,324,275 7.0
Office of the Director $8,320,438 37.0 $8,321,745 33.0 $1,307 (4.0)
Rent $24,712,685 0.0 $29,692,374 0.0 $4,979,689 0.0
Retirement Services $135,740,147 999.0 $152,023,990 1,124.1 $16,283,843 125.1
Suitability Executive Agent Programs $8,805,896 53.0 $8,536,321 53.0 ($269,575) 0.0
Security, Suitability and Credentialing Line of Business (SSCLOB) $8,289,498 10.0 $8,304,329 10.0 $14,831 0.0
White House Fellows $1,105,031 4.9 $1,184,565 4.9 $79,534 0.0
OPM Human Resources $12,629,382 56.5 $15,578,313 66.7 $2,948,931 10.3
Office of the General Counsel $8,072,460 38.2 $8,656,606 39.7 $584,146 1.5
Office of the Inspector General $36,395,000 165.2 $45,784,000 211.6 $9,389,000 46.4
Office of Privacy and Information Management $5,748,809 15.8 $0 0.0 ($5,748,809) (15.8)
Human Capital Data Management and Modernization $52,687,990 68.0 $68,426,386 68.0 $15,738,396 0.0
Office of Diversity, Equity, Inclusion and Accessibility $5,279,224 14.0 $6,460,964 18.0 $1,181,740 4.0
Office of the Executive Secretariat and Privacy and Information Management $0 0.0 $7,002,964 22.0 $7,002,964 22.0
OPM Total $1,210,078,614 3,014.7 $1,336,298,811 3,438.0 $126,220,197 423.3

OPM’s total budget is expected to increase from FY 2023 to FY 2024 by $115.1 million. This is primarily attributed to continuation of existing and new initiatives, increased capacity to support agency priorities and the President’s Agenda, and pay raises. The increases in RS and HI are primarily attributed to the continued support of the Postal Services Health Benefits Program (PSHBP) and retirement processing enhancements.  These initiatives account for $35.5 million of the total increase. HI also received an additional $9.5 million to support the Postal Customer Support Center (PCSC). OPM’s revolving fund programs anticipate $52.2 million of new business in FY2024 over FY 2023. The Officer of the Inspector General increased by $9.4 million to meet capacity needs as OPM’s goals and mission expands. OPM HR increased by $1.5 million to support the establishment of a Talent Team which is responsible for strategic recruitment, strategic workforce planning, innovative hiring programs and the management of the agency’s pathways program. The remaining $7 million is attributed to rent increases which also include space accommodations for new FTE’s slated for FY 2024, increased capacity across mission and mission support organizations, and pay raises.

This section describes each organization and the key roles and responsibilities it plays in contributing to the achievement of OPM’s mission. OPM’s organizations are categorized into four different types of offices: Executive, Program, Mission Support, and Others, 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 and Privacy and Information Management (OESPIM) was recently established to bring together the complementary functions of the Office of Privacy and Information Management (OPIM) and the Executive Secretariat, which had been in 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 (FOIA); 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 so they can work to provide the Federal Government an effective and trusted civilian workforce. OGC does this by rendering opinions, reviewing proposed policies and other work products, and 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 the 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 through 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 their planning and decision-making processes. The OC oversees the development of all video products, printed materials, and web content generated by OPM offices. The office develops briefing materials for the Director and other OPM officials for various activities and events. 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). The Council is chaired by OMB’s Deputy Director for Management 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 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 governance related to human capital data management, 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 Services Management Office (HR QSMO) and this function has been placed within HCDMM. The HR QSMO is establishing 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 and 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 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 will have an advisory function to senior leaders for internal OPM DEIA efforts.

Program Offices

Employee Services (ES) is OPM’s workforce policy shop. 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, the Administrative Law Judges Program, and oversight of Federal Executive Boards. ES does so by equipping Federal agencies with tools, flexibilities, and authorities, as well as forward-leaning strategic workforce planning products to enable agencies to hire, develop, and retain an effective Federal workforce.

Retirement Services (RS) is responsible for the administration of the Federal Retirement Program covering nearly 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 prior to retirement; eligibility determinations at retirement; adjudication of annuity benefits based on age and service, disability, or death, all 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 changes to annuitant accounts, sending annual cost of living and tax information, 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, program development, and management functions for the Federal Employees Health Benefits (FEHB) Program, 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 the Program Development and Support (PDS), Federal Employees Insurance Operations (FEIO), Postal Service Insurance Operations (PSIO), Office of the Actuaries and Operations and Resource Management divisions. 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 for the Retirement, Health and Life Insurance programs and provides supporting documentation as required by the annual audit of OPM's Consolidated Financial Statements.

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 Resources Solutions (HRS) provides customized human capital and training products and services to Federal agencies to maximize their organizational and individual performance and to drive their mission results. Utilizing internal human capital experts and/or private sector partners, HRS helps agencies design effective organizations, recruit and hire top talent, develop and cultivate leaders, build Federal human resource professional capability, manage the performance management process, and achieve long-lasting human capital results. 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 is a fee-based organization comprised of four practice areas offering a complete range of tailored and standardized human resources products and services, designed to meet the unique and dynamic needs of the Federal Government. These services operationalize Government-wide HR policies and other key human capital initiatives to support agencies’ mission critical human capital needs. Much of this work is directed by statute, and other aspects are performed at the option of an agency that engages HRS in this work. HRS provides customer agencies with innovative, high-quality government-to-government and private-sector solutions to help them develop leaders and attract and build a high-quality public sector workforce and achieve long-lasting mission success. This includes recruiting and examining candidates for positions for employment by Federal agencies nationwide; managing the Leadership for a Democratic Society program and other leadership, management, and professional development programs; automating the full range of Federal rules and procedures for staffing, learning, and performance management; operating the USAJOBS® online recruitment employment site; developing specialized assessments and performance management strategies; providing comprehensive HR strategy; providing learning record systems and learning ecosystems and offering Federal customers human capital management, organizational performance improvement, and training and development expertise delivered through best-in-class contracts.

Suitability Executive Agent (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 conducts oversight of 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.

Mission Support Services

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, 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, and policies for OPM. The OCIO determines the most effective use of technology in support of the agency’s strategic plan, including the enterprise architecture, platform, systems, and applications. The OCIO is responsible for complying with Executive Orders, OMB Directives, and Federal laws and mandates related to information technology. The OCIO leverages cloud technology and agile methodologies to deliver modern capabilities and solutions to programs and customers. The OCIO is responsible for modernizing information technology to improve operational efficiencies and to improve the customer experience. The OCIO develops and maintains the agency’s information technology security policies and operates and enhances the agency’s cybersecurity program. The OCIO delivers robust productivity tools for the agency’s workforce in the hybrid work environment. This includes enterprise collaboration, video conferencing, and business intelligence tools for OPM employees. The OCIO manages and maintains the enterprise network and cloud services that support OPM’s business operations. The OCIO also collaborates with OPM’s program offices to provide modern capabilities and solutions that support business needs. The OCIO conducts pre- and post-implementation reviews of information technology programs and projects. Additionally, the OCIO partners with other agencies on Government-wide initiatives to optimize enterprise services and to develop long-term plans for human resource information technology 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 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) 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 office’s responsibilities, programs, and activities are managed 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). EEO also designs and implements all required internal OPM diversity and inclusion efforts, including staff training, to promote diversity management.

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.

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.

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.

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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 Council
  • Congressional, Legislative, and Intergovernmental Affairs
  • Office of Communciations
  • Secuirty, Suitability, and Credentialing Line of Busniess
  • 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, Secuirty, 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
  • 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