Skip to page navigation
U.S. flag

An official website of the United States government

Official websites use .gov
A .gov website belongs to an official government organization in the United States.

Secure .gov websites use HTTPS
A lock ( ) or https:// means you’ve safely connected to the .gov website. Share sensitive information only on official, secure websites.

Revolving Fund Activities

Pursuant to Title 5, U.S.C. §1304 (e) (1), OPM is authorized to use Revolving Funds without fiscal year limitations to conduct background investigations, training, and other personnel management services that OPM is authorized or required to perform on a reimbursable basis. Under this guidance, OPM operates several programs, which are funded by fees or reimbursement payments collected from other agencies and other payments.

The following programs are authorized to use Revolving Funds:

  • Suitability Executive Agent
  • Human Resources Solutions
  • Enterprise Human Resources Integration
  • Human Resources Line of Business
  • Human Resources Solutions Information Technology Program Management Office; and
  • Credit Monitoring and Identity Protection Services
  • Federal Executive Boards

The following table discusses the business lines followed by a detailed description of the activities supported by OPM’s Revolving Fund, which is aligned with OPM’s statutory authority.

OPM Revolving Fund Budget by Program
OPM Budget Authority FY 2024 CBJ
Suitability Executive Agent $8,536,321
Human Resources Solutions $402,234,942
Enterprise Human Resources Integration $51,568,405
HR Line of Business $3,150,000
Human Resources Solutions Information Technology Program Management Office $107,015,012
Credit Monitoring $91,846,166
Federal Executive Boards $13,500,000
OPM Total $677,850,846

Suitability Executive Agent

Pursuant to Executive Order 13467, as amended, the OPM Director is the Suitability & Credentialing Executive Agent, with specific Government-wide responsibilities. Suitability Executive Agent Programs (SuitEA) was established as a distinct program office within OPM in December 2016 to strengthen the effectiveness of suitability and credentialing vetting across the Government by providing a focal point within OPM for leadership, process improvement, and modernization while continuing to perform adjudicative operations benefitting Federal agencies.

SuitEA carries out its responsibilities through a policy office responsible for business transformation and modernization of the Government-wide suitability and credentialing program, supported by an adjudicative operations staff that takes Government-wide actions to promote the efficiency and protect the integrity of Federal agencies’ operations, and an oversight team that conducts assessments of Federal agencies’ performance and makes recommendations for improvement.

SuitEA is part of the OPM revolving fund, and as such acts as a fee-for-service program with 100 percent of its resourcing coming from its federal customers. Starting in FY 2021, SuitEA began collecting resources through its own inter-agency agreements based on a new customer-vetted cost model. SuitEA prides itself on its customer service and plans to continue to keep costs down while providing the highest level of service possible. Federal customers are given their estimated allocation costs two years in advance in order to match the budget cycles. For this budget submission, the FY 2024 revenue is predicted to equal expenses. While collections may differ from expenses on a yearly basis, over time SuitEA is committed to operating on a break-even basis to the best of its ability, typically over a five-year period. In FY 2024 the program will be in its fourth year of collecting through the OPM revolving fund in this manner and is estimating to have accumulated acceptable retained earnings, which will lower the financial risk for unforeseen circumstances going forward.

Resources collected for this program include those used for SuitEA’s adjudicative operations staff who review investigations submitted by federal agencies. They identify those cases potentially warranting an action by OPM and gather evidence needed to take an action and defend it in the event of an appeal to the Merit Systems Protection Board. When an applicant or appointee seeking employment with a Federal agency has committed falsification or fraud in the hiring process or has committed pre-employment conduct that is incompatible with the integrity or efficiency of the service, SuitEA may take a Government-wide action to debar the individual from holding any covered position throughout Government for up to three years. Covered positions are those in the competitive service, the excepted service that can non-competitively convert to the competitive service, or a career appointment to the Senior Executive Service. This action promotes the efficiency and integrity of the agency with whom the individual sought employment as well as all other agencies employing competitive service employees as it prevents or removes an unsuitable individual from placement in a position. SuitEA conducts supplemental inquiries needed for issue resolution and must gather evidence that meets the requirements established through precedential case law. If the case does not warrant OPM adjudication after issue resolution, SuitEA will send the additional information obtained to the agency for adjudication if appropriate. There is a regulatory time limitation for taking suitability actions which makes it imperative that the cases are identified quickly upon completion.

Similarly, SuitEA reviews background investigations for positions under OPM’s jurisdiction that involve major issues to include material intentional falsification or fraud or deception in examination of appointment. This may include the applicant or appointee who has committed a serious criminal offense or who has altered or submitted altered documents, misrepresented a college degree through the purchase of the degree through a bogus educational institution, and/or lied about a material fact on application paperwork. Upon receipt, SuitEA staff will review the case; conduct issue resolution; issue written notification about the issues of concern to the subject of the investigation; process subject requests for the materials relied upon; take suitability actions which may include canceling eligibilities or reinstatement rights, imposing debarment from Federal employment, and/or directing removal; and support the Office of General Counsel when OPM suitability actions are appealed.

Resources collected through inter-agency agreements allow customer agencies to attend and benefit from the government-wide suitability training programs that SuitEA developed and offers for suitability and fitness adjudicators with no additional attendee fee. These classes are compliant with the National Training Standards for Suitability Adjudicators. In FY 2023, SuitEA issued updates to the National Training Standards for Suitability Adjudicators to align with Trusted Workforce 2.0 policy updates SuitEA continues to co-lead an effort for similar revisions to the National Training Standards for Security Adjudicators and Background Investigations. Delivery of compliant training to federal agencies’ adjudicators promotes uniform decision making across Government, professional development of the suitability and fitness workforce, and reciprocal recognition of favorable determinations. Through FY 2023 into FY 2024, SuitEA will develop gap training for current suitability and fitness adjudicators to address policy changes brought about by Trusted Workforce 2.0 while also updating training content of its’ Government-wide training offerings. Additionally, SuitEA is continuing to take steps towards developing training for credentialing adjudicators. In FY 2021, SuitEA began delivering its training virtually and plans to extend virtual offerings into FY 2024. While in person training is expected to increase, virtual delivery of training has proven to be highly effective and has allowed SuitEA to increase the number of courses offered due to recognized cost savings by eliminating travel for instructors and reducing the need for supplies to produce hard copy versions of training materials. Agencies also have seen a savings by not needing to travel students to the courses. SuitEA also offers virtual refresher training sessions to stakeholders. These periodic sessions offer retraining on key aspects of delegated functions and aim to keep practitioners’ knowledge up to date. Training related costs are built into the SuitEA budget and each year an analysis will be conducted to determine increases or decreases in training demand, and the budget allocations will adjust accordingly.

SuitEA operates a suitability helpline and suitability and credentialing email boxes to provide customer support on technical and interpretative matters related to suitability, fitness, and credentialing. SuitEA also maintains a distribution list of agency contacts for regular two-way communication to support Federal agency suitability, fitness, and credentialing programs. SuitEA provides this network of contacts a quarterly newsletter covering current events and other matters of the interest to the Suitability/Fitness and Credentialing community. SuitEA acts on behalf of agencies by providing requirements for the systems used to support position designation, adjudication, and reciprocity management for federal employees and contractors. SuitEA Oversight inspects Executive Branch suitability and credentialing programs to support personnel suitability, fitness, and credentialing requirements for persons working for and on behalf of the Federal Government, as well as to enable efficient and effective processes in support of reciprocal recognition of security and suitability investigations across government. SuitEA Oversight’s team of 7 Inspectors currently conducts 18 full inspections and approximately 10-15 follow-up inspections each fiscal year. In FY 2021 to FY 2023 Oversight continued to conduct reviews remotely, in light of the COVID-19 pandemic. As public health considerations allow, Oversight will phase in in-person reviews during FY 2023 and FY 2024 to the extent practicable in the hybrid work environment.

In coming fiscal years, Oversight will look to further streamline inspection processes and increase Oversight staff, in order to increase the number of programs inspected each year, further supporting efficient processes across government. Oversight is also looking to add broader-scope trend analysis, focusing on identifying areas of weakness and success across all Executive Branch agencies.

Directly contributing to OPM strategic objective 4.2, SuitEA took steps to continue improving the quality of delegated suitability adjudications government-wide by issuance of guidance that promotes greater consistency in how adjudicators apply suitability criteria when addressing conduct associated with emerging societal trends or conditions. In February 2021, SuitEA issued supplemental guidance for assessing suitability of applicants based upon prior marijuana usage and a reminder on drug free workplace policies. These efforts to align guidance to societal trends and conditions will continue into FY 2024 as SuitEA prepares and issues updated supplemental guidance to its Suitability regulations. SuitEA will also continue to be proactive and agile in issuing government-wide guidance to assist in unprecedented situations. At the onset of the COVID-19 pandemic, SuitEA issued temporary vetting measures to enable agencies to continue to onboard new personnel by delaying fingerprints submissions, in coordination with complementary guidance from the Federal OCIO. SuitEA will continue to monitor the impact of COVID-19 safety measures on personnel vetting requirements and issue guidance to assist agencies, as necessary. In FY 2022, SuitEA explored whether some of the flexibilities offered during COVID-19 maximum telework posture may be permanently implemented to facilitate the onboarding process, particularly when processing workers who live in remote areas where it is not practical for them to travel to the agency for in-person on-boarding and/or identity proofing. Should permanent changes be feasible, SuitEA will seek to implement any needed policy guidance in FY 2024 to assist agencies in future years.

In accordance with the roadmap for a transformed Government-wide approach to suitability, fitness, credentialing, and security vetting developed with the ODNI and the PAC as part of the Trusted Workforce 2.0 initiative, SuitEA has continued to co-lead efforts to develop transformational outcome-based policy. The “Federal Personnel Vetting Core Doctrine,” developed and issued in the Federal Register by SuitEA and ODNI, became effective in February 2021. It lays out the foundational level of policy framework describing the philosophy for a transformational Federal personnel vetting program for the Executive Branch by defining the personnel vetting mission, its guiding principles, key supporting processes, and policy priorities. In FY 2022, SuitEA and ODNI issued Guidelines for Federal Personnel Vetting, Performance Management, and Engagement. These Guidelines describe the vision for modernizing the personnel vetting enterprise by establishing strategic outcomes for transformational changes to personnel vetting policies and processes, performance management, and engagement with individuals undergoing the vetting process. The guidelines are aligned with and supportive of the Federal Government’s broader efforts to recruit and retain a diverse and talented workforce. Additionally, SuitEA and ODNI jointly issued the Federal Personnel Vetting Investigative Standards, marking a key milestone in the transformation of the investigative process. These Standards use a risk management approach to investigations that maximizes uniformity across all Federal personnel vetting domains and focuses on the efficient collection of information needed to make informed trust determinations. Additionally, SuitEA and ODNI jointly issued the Common Principles in Applying Federal Personnel Vetting Adjudicative Standards and the Federal Personnel Vetting Performance Management Standards. The Common Principles in Applying Federal Personnel Vetting Adjudicative Standards provide guidance to further align processing and adjudications for suitability, security, and credentialing, to the maximum extent possible. The Federal Personnel Vetting Performance Management Standards access the success of personnel vetting programs by measuring efficiency, effectiveness, fairness, and risk across the Federal personnel vetting enterprise, enabling departments and agencies to make effective and data-driven decisions. Further policy development and phased implementation of the roadmap will take place in FY 2024 as SuitEA, together with the PAC and ODNI, works with agencies through to transition them to modernized personnel vetting capabilities. In FY 2023 SuitEA proposed amendments to its regulations to bring about greater consistency in determinations of fitness for positions outside of the competitive service. This will further increase agency confidence in making reciprocal determinations and improve mobility for Federal employees or applicants wishing to re-enter service for or on behalf of the Federal Government. Concurrently, through the regulatory process, in FY 2023 SuitEA also proposed regulations for continuous vetting for low-risk and public trust positions to allow movement away from traditional periodic reinvestigations and assist agencies in better mitigating risk. In FY 2023 and FY 2024, SuitEA will work to implement government-wide guidance and training for regulatory changes arising from changes to vetting policy that will occur through rulemaking.

Additionally, in FY 2023, SuitEA identified and proposed changes to information collections to support Trusted Workforce policy and process changes as well as to elicit potential domestic terrorism involvement, consistent with the National Strategy for Countering Domestic Terrorism. SuitEA will seek implementation of such changes in the business systems supporting federal vetting by end of FY 2023.

In FY 2021, SuitEA issued and implemented updated credentialing standards procedures for issuing personal identity verification (PIV) credentials under Homeland Security Presidential Directive-12 and new requirements for suspension or revocation of eligibility for PIV credentials. The procedures in this guidance standardized appeals procedures for PIV denials, clarified the applicability of PIV determinations to short-term population, and introduced the concept of suspension / revocation of PIV eligibility. The existing OPM credentialing guidance documents are being consolidated and will be proposed in regulation through the Notice of Proposed Rule Making to be published in FY 2023 and will be under consideration in FY 2023. Once final, SuitEA will create and coordinate a Credentialing Handbook and Best Practices guide with stakeholders in FY 2023. Content development for the handbook began in FY 2022 and will include information requested by credentialing stakeholders across the Executive branch. SuitEA will also begin work on a virtual credentialing adjudication’s training once the final regulation is issued. Research into the content began in FY 2022 and will continue until its issuance, projected by FY 2024.

Since FY 2021, SuitEA has been collaborating with USAccess, the largest PIV credentialing issuer in the U.S. government to improve Departments and Agencies’ reporting to the personnel vetting central repository system hosted by the Defense Counterintelligence and Security Agency (DCSA). SuitEA continues to liaise between USAccess and DCSA to assist efficient information sharing in support of workforce “transfers of trust,” or reciprocal acceptance of existing credentials. In FY 2022, SuitEA hired a credentialing security specialist to assist with credentialing training development, stakeholder engagement, and Trusted Workforce reform efforts.

SuitEA continues to provide personnel vetting requirements for the new supporting IT Enterprise architecture for federal personnel vetting. In FY 2023, as the Department of Defense’s updated background investigation system is being built, SuitEA will continue to contribute requirements to meet the needs of security, suitability, and credentialing (SSC) programs and promote accessibility to shared service offerings. As OPM transitioned to the FY 2022 – 2026 Strategic Plan, SuitEA continues to work with ES and HRS to identify ways to integrate and improve the flow of HR and vetting related data within the updated systems in a manner that will improve efficiencies for agencies in hiring and personnel vetting, building on the work begun under Goal 1 of the FY 2018 – 2022 Strategic Plan.

Beginning in FY 2023, SuitEA will contribute to Goals 1, 2, and 4 of the FY 2022 – 2026 Strategic Plan, specifically to the following objectives as described:

  • Objective 1.1 -Achieve a Federal workforce that is drawn from the diversity of America by supporting agencies in fostering diverse, equitable, inclusive and accessible workplaces;
    Beginning in FY 2022 and continuing into FY 2023 and FY 2024, SuitEA will contribute to Objective 1.1 through suitability and credentialing program government-wide efforts. In accordance with the requirements of President Biden’s National Security Memorandum – 3 and Executive Order 14035, working with the Performance Accountability Council (PAC) and Office of the Director of National Intelligence (ODNI), SuitEA will take steps to eliminate bias in the vetting process and mitigate barriers in background investigation processes for LGBTQ+ employees and applicants, in particular transgender, gender non-conforming, and non-binary employees and applicants. In FY 2023, OPM proposed modifications to personnel vetting investigative questionnaires to incorporate language that is inclusive for all applicants; these changes, if approved will be implemented in personnel vetting systems by FY 2024. In FY 2022, SuitEA engaged with the PAC to propose a framework for collection of demographic information from individuals undergoing personnel vetting to enable research to identify potential bias or process variances impacting various populations. The survey instrument will be developed in FY 2023 and if approved, will facilitate research to begin by FY 2024.
  • Objective 2.6 –Promote a positive organizational culture where senior leadership lives the OPM values, drives an enterprise mindset and supports employee engagement;
    SuitEA supervisors will work with employees to identify ways to promote a positive organizational culture within SuitEA and across organizational boundaries within OPM, with a specific focus on actions that reflect OPM’s values of Respect, Innovation, Service, and Excellence. This will include an examination of ways to foster DEIA within SuitEA. In addition, SuitEA supervisors will identify means to operate SuitEA with an OPM enterprise mindset, including collaboration and communication among different work units to achieve agency goals. Throughout FY 2022 and continuing into FY 2023, SuitEA will take action to carry out these measures. For example, in FY 2022, SuitEA requested and was selected to participate in HCDMM’s innovation pilot project. In FY 2024 SuitEA will contribute to OPM’s assessment of its state of DEIA through data analysis and plans to act as a pilot program in order to create a model for the rest of OPM.
  • Objective 4.2 - Improve efficiency of Government-wide policy work by shifting to more strategic, risk-based delegations of authorities to agencies, increasing the percentage of low-risk, high-volume transactions delegated to agencies.
    SuitEA, as a deputy objective owner for Strategic Objective 4.2, will work with other OPM program offices to implement recommendations by the National Academy of Public Administration (NAPA) in their report of the study of OPM, its mission, organizational structure, and challenges. Specifically, NAPA recommended that OPM adopt a more decentralized and risk-based approach to executing its transactional approval and oversight responsibilities by delegating, to the maximum extent possible, decision-making authorities to agencies and conducting cyclical reviews to facilitate compliance with relevant laws, regulations, and policy guidance. NAPA also recommended that Congress review and amend statutory mandates requiring OPM to conduct transactional approval and oversight and, to the maximum extent practical, authorize OPM to develop an alternative approach to carrying out its transactional approval and oversight responsibilities. In FY 2022, SuitEA worked with MSAC, ES, CLIA, CHCO, and OGC to complete a review of transactional approval activities, including those identified by NAPA, and delegated authorities the Chief Human Capital Officers have requested. These reviews informed identification and assessment of transactional approval activities that OPM agrees are appropriate for OPM to delegate where it may do so and those that are appropriate for Congress to authorize OPM to delegate. In FY 2022, SuitEA assisted ES, MSAC, CLIA, and OGC in identifying items for legislative proposals for FY 2023 and FY 2024. In FY 2023, SuitEA will continue to work with the co-owners of the objective to identify additional delegations that may be appropriate. Should the assessment reveal any transactional approval authorities under SuitEA’s purview that could be appropriately delegated to agencies without Congressional authorization, SuitEA will execute such delegations in FY 2023. As applicable, in FY 2023 and FY 2024, SuitEA will work with customer agencies to support their needs should they take on additional suitability and/or credentialing functions as delegated by OPM, and SuitEA will continue to perform oversight of delegated functions.

Back to Top

Human Resource Solutions

Human Resources Solutions (HRS) provides customized human capital and training products and services to support Federal agencies in meeting their mission objectives. Internal HRS human capital experts, private sector strategic partners, or a combination of both, deliver HRS services to help agencies meet their human capital management requirements. HRS primarily serves cabinet-level, small, and independent agencies across the Federal government. State, local, tribal, and international governments also benefit from HRS offerings.

In alignment with Administration and OPM priorities, HRS is supporting the implementation of the Infrastructure Investment and Jobs Act (IIJA), P.L. 117-58 (Nov. 15, 2021), also referred to as the Bipartisan Infrastructure Law (BIL), a once-in-a-generation investment in our nation’s infrastructure and competitiveness in coordination with multiple OPM divisions in FY 2023. A major factor contributing to successful implementation of the IIJA will be the ability of IIJA agencies to surge their recruitment and hiring activities immediately to fill a variety of essential positions including mission-driven roles.

HRS provides guidance and project management expertise to IIJA agencies (e.g., USDA, Commerce, Energy, EPA, Interior, and DOT) and plays an important role in supporting IIJA agencies’ talent acquisition, and training needs. HRS collaborates with other OPM programs (e.g., ES, MSAC) to support IIJA hiring agencies in areas including recruiting for mission-critical occupations, building high-performing staff capacity through technical training courses and on-the-job activities; hosting webinars on topics within the Talent Surge Executive Playbook to assist with the development of Hiring Surge Plans; developing career summary pages to showcase the mission, people, opportunities, and resources available to recruit new talent into Federal service; piloting and establishing sponsor level partnerships with a variety of national organizations, universities, and federal agencies to promote IIJA occupations and source candidates to build a pipeline for IIJA opportunities; establishing an OPM enterprise analytics platform to enable integration of IIJA data across programs; improving the timeliness and accessibility of key data assets through dashboards/data products to improve agency decision-making; and providing other practical solutions to meet IIJA agency human needs.

Center for Leadership Development (CLD) (Strategic Goals 1.2, 1.3, 3.1, 3.2, 4.1, 4.3, 4.4, 4.6, and 5.1 Additional Mission Activities)

The Center for Leadership Development consists of the Federal Executive Institute (FEI), Eastern and Western Management Development Centers, the Federal Human Resources Institute (FHRI), the Presidential Management Fellows program (PMF), the Lab at OPM (the Lab), the Process and Performance Improvement Program (PPIP), and USALearning® (USAL). The CLD programs and courses are designed to provide leadership or professional development to government employees at various stages of their federal careers and provide agencies flexibility and capacity to offer a complete range of leadership and professional development. CLD partners regularly with other OPM entities and agencies to provide blended services.

CLD’s Federal Executive Institute and Development Centers offer open-enrollment (interagency) and custom (single-agency) learning opportunities delivered in virtual, residential, and blended modalities. Since the onset of the pandemic environment all programs have been offered virtually. Some in-person delivery (both residential and non-residential resumed during the Summer of 2022). CLD expects virtual and hybrid delivery to continue for many offerings based on customer interest as well as health considerations. Residential programs will return as a core to delivery mode for programs based at the FEI while virtual deliveries continue to be offered until in-person modalities can be safely resumed.

The Lab at OPM, which helps agencies transform programs, processes, and people through human-centered design, expects increased demand and delivery on project-based work and custom education programs given the governmentwide focus on customer experience driven by the President’s Management Agenda and Executive Order on Transforming Federal Customer Experience and Service Delivery (EO 14058). The Federal HR Institute, through their comprehensive Staffing, Classification, and Pay Setting curriculum, and the Process & Performance Improvement Program (PPIP), through their training and certification programs, both expect to educate a larger number of Federal employees while expanding the number of agency-specific learning solutions offered.

The Presidential Management Fellows (PMF) program, established by Executive Order in 1977 to attract outstanding men and women from a variety of academic disciplines and career paths to Federal service, has set forth new processes in recruitment, assessment, and development to build and grow a diverse and qualified workforce through an open and fair process consistent with merit system principles and enable the program to provide opportunities for fellows to learn, develop, and grow.

The USA Learning® program provides agencies with customized Learning Management Systems, access to online course libraries, custom course development, hosting and helpdesk support, technical support services, online assessments, virtual conferencing, and other technical support tools. USALearning® platforms create an infrastructure that supports agency-wide Diversity Training, Ethics, professional development, assessments, cybersecurity courses, and other mission critical specialized training.

CLD Pricing / Fee Structures

CLD’s pricing is a full cost recovery model. Prior to each fiscal year, CLD analyzes the planned delivery schedule of the year, and operational expense projections to set prices. Prices for customers are communicated as hourly rates, and/or fixed fees, depending on the service.

Pricing for CLD products and services are based on one of three models:

  • Fixed price for interagency catalog courses and PMF fees based on individual program expenses (PMF fee held constant at FY 2022 price of $8,000 per PMF hire).
  • Customized / single agency solutions and project-based interventions priced based on customer specifications.
  • Direct vendor costs for services requested plus a fixed fee (USAL).

Federal Staffing Center (OPM Strategic Plan Objective 1.3, 3.2, and 5.1 Additional Mission Activities)

The Federal Staffing Center (FSC) partners with agencies to hire high-quality and diverse talent to meet their missions by providing the full range of talent acquisition products and services in alignment with the Acquire stage of the Human Resource (HR) lifecycle. FSC comprises a nationwide network of HR professionals, business analysts, project managers, IT professionals, and data analysts who deliver talent acquisition solutions across five main programs: USAJOBS®, USA Staffing®, USA Hire℠, the Staff Acquisition Group, and the Talent Acquisition Analytics Group.

In FY 2024, FSC will continue to focus on activities to advance the President’s Management Agenda and OPM strategic priorities. This includes serving as a goal owner for OPM Strategic Objective 3.2; supporting agency talent surge requirements for the Infrastructure, Investment and Jobs Act; deploying key USA Staffing features and enhancements (e.g., Streamlined Application Experience, Hurdled Assessment Questionnaires, content management tool); continuing to conduct USAJOBS applicant experience research and making refinements to improve satisfaction; and continuing to support agencies in scaling USA Hire online assessments to improve the quality of hires across government in alignment with EO 13932.

USAJOBS, the Federal Government’s official employment site, will focus on implementing activities supporting OPM Strategic Objective 3.2, to create a personalized USAJOBS experience to help applicants find relevant opportunities, including upgrading the resume builder features; conducting pilots and fully implementing career exploration features that leverage data insights; and expanding the USAJOBS video series. USA Staffing, the Federal Government’s Talent Acquisition System, will focus on several enhancements including maturing the classification capability, streamlining the applicant experience, and completing a Structured Resume Review capability. USA Hire, USA Staffing’s online assessment platform, expects continued growth in FY 2024 as agencies leverage capabilities in the new USA Hire platform. USA Staffing and the Talent Acquisition Analytics Group will continue providing Applicant Flow Data and supporting agencies in their use of the data as part of their recruitment and hiring processes. USA Staffing will partner with the Equal Employment Opportunity Commission to expand Applicant Flow Data resources and training to assist agencies in collecting, analyzing, and using Applicant Flow Data to identify barriers in the hiring process. Staff Acquisition will continue providing surge staffing, recruitment and branding, and technical training support for agencies. Additionally, Staff Acquisition will expand its student program offerings, including the Scholarship for Service Program. The Talent Acquisition Analysis Group will focus on launching Power BI reporting capabilities in USA Staffing, USAJOBS, and USA Performance, including developing and delivering training and other resources to enable users to have the knowledge skills required to effectively use our data and tools.

FSC Pricing / Fee Structures

FSC uses two main fee structures: user fees (systems) and fixed rate (talent acquisition services). User fees are annual subscriptions based on the number of customer licensed HR users or the number of FTEs in the organizations.

  • USAJOBS charges an annual fee based on the agency’s FTE count, with a minimum fee of $5,000.
  • USA Staffing charges a per-HR-user fee for all-inclusive access to the system. The USA Staffing license fee for FY 2023 is $8,954. A growing customer base enables FSC to achieve greater economies of scale through shared service delivery.
  • USA Hire uses a mix of fees structures based on assessment type: 1) fee based on a percentage of the USA Staffing user fee; 2) fixed rates; 3) per applicant testing fees.
  • Staff Acquisition’s pricing structure is based on the time and resources associated with delivering staffing services through completing tasks within a hiring action, factored as a consultant rate. The consultant rate incorporates the average value of resources (salaries, benefits, recurring costs, and infrastructure support) required to deliver work.

HR Strategy and Evaluation Solutions (HRSES) (Strategic Goal 1.1, 1.2, 1.3, 4.3, 4.6, and 5.1 Additional Mission Activities)

HR Strategy and Evaluation Solutions (HRSES) provides organizationally- and individually- focused strategies to help agencies plan and position for maximum performance. HRSES includes the Assessment and Evaluation Branch (AEB) and HR Strategy (HRSTRAT). HRSES consulting and assessment services are mature and are expected to fully cover all associated costs. The USA Performance (USAP) software-as-a-service offering is still building a customer base. HRSES expects expenses for USAP to continue to exceed revenue, as the program continues to invest in the development, enhancement, maintenance, and operations of the system. HRSES expects to continually expand the USA Performance user base to meet break-even user license revenue levels and mature its business model.

HRSES Pricing / Fee Structures

HRSES pricing is typically scalable, based on quantities of specific products or services (ex. number of participants being assessed) and the selection of optional services. Pricing for products and services are driven by labor costs to deliver each product or service plus an overhead expense allocation for full cost recovery.

Pricing for HRSES products and services are based on one of three models:

  • Fixed price for off the shelf products and services, to include user licenses for software-as-a-service based on user base size and aggregated program costs
  • Customized solutions built upon existing products and services priced by customer specifications
  • Services and consultation available on retainer

Human Capital Industry Solutions (HCIS) (Strategic Goals 1.3, and 5.1 Additional Mission Activities)

The HCIS program employs public/private partnerships to deliver private sector human capital and training services and assisted acquisition program management services, to Federal agencies through three Multiple Award, Indefinite Delivery/Indefinite Quantity (MA/IDIQ) contract vehicles (HCaTS Unrestricted, HCaTS Small Business, and HCaTS 8(a)) in the areas of Training and Development, Human Capital Strategy and Organizational Performance Improvement. HCIS supports the continual improvement of human capital and training investments and plays a vital role in fulfilling OPM’s mandate to provide these services to agencies under 5 U.S.C. §§ 1104, 1304, and 4116, as well as Executive Order 11348.

HCIS has observed other Federal agencies move to provide assisted acquisition services as well as a trend towards increased reliance on internal contracting. Unfortunately, agencies that use internal contracting offices or receive non-OPM support do not benefit from the human capital knowledge of OPM. The HCIS costs associated with delivering assisted acquisition services to federal agencies for acquiring human capital and training services from strategic partners is recovered through an established assisted acquisition services fee schedule. To date, costs have not been recovered completely. This fact, and the need to maintain cost competitiveness, has resulted in the ongoing review of the program to achieve cost recovery.

HCIS Fee Structures and Pricing

HCIS uses a tiered pricing structure for assisted services. In addition, a Contract Access Fee (CAF) of 0.75% is assessed by GSA on every project whether through HCaTS Assisted or Direct. The tiers, based on the value indicated on a signed 7600B consist of the following:

  • $20M+: 3%
  • $10M to $19.999M: 5%
  • $2.5M to $9.999M: 7%
  • $500K to $2.499M: 10%

Center for Management Services (HRS Support Programs) (Strategic Goals 3.3, 4.1, and 5.2 Additional Mission Support Activities)

The Center for Management Services (CMS) supports HRS service delivery across the enterprise providing corporate-level resource management, business development, and enterprise business services. The net effect of CMS services is an HRS enterprise-wide approach to the management of its people, finances, outreach, and effective management of cross-practice area initiatives.


Value of Anticipated Agreements

  • FY 2024 = $402.5M
  • FY 2025 = $407.2M
  • FY 2026 = $417.3M

New Business Justification


FHRI will expand to four HR curriculum levels and actively market to become the preferred HR skills training provider to government HR professionals.

The Innovation Lab will deliver on increased demand in relation to administration priorities to enhance the Federal customer experience.

USA Learning expects continued steady growth of its customer base.

CLD will offer additional leadership development courses to deliver on pent up residential training demand in the post-COVID environment.


FSC will continue focusing on improving the USAJOBS applicant experience. As a designated High Impact Service Provider (HISP), USAJOBS will leverage user research, iterative prototyping, and testing to deliver value added features. USAJOBS will expand recruitment tools and streamline processes so agencies can use USAJOBS to attract high-quality and diverse talent.

USA Staffing will support multiple agency transitions to the system, growing its user base as agencies opt to use USA Staffing to meet their talent acquisition requirements.

USA Hire will continue supporting agencies in optimizing the new online testing platform capabilities and expand agencies’ use of modern, competency-based assessments.

Staff Acquisition will continue providing surge staffing, technical training, and recruitment and branding support for agencies. Additionally, Staff Acquisition will expand its student program offerings, including the Scholarship for Service Program.


In partnership with HR Solutions’ FSC and CLD, HRSES will expand its IT systems capabilities – namely USA Performance. Specific investments in system enhancements to improve the end user experience with performance plans and to expand reporting capabilities will meet current and future agencies’ performance management needs. It expects aggressive growth in user sales in FY 2023 through FY 2025.

HRSES will continue to meet agencies’ current and increasing assessment needs through its content management for the USA Hire online assessment platform and assisting with developing and implementing assessments providing agencies with needed assessment options.

HRSES will increase its partnership with FSC to integrate the classification component of USA Staffing with customer agency classification functions to fully implement while updating their position description libraries.

HRSES will capitalize on its capability in change management and telework management to embrace the future of federal work and increase the effectiveness of federal government hybrid operating environments.

HRSES will clarify and expand its employee experience offerings to include capabilities from across HR Solutions to increase the federal government’s ability to create and improve structures, processes, and cultures best suited to engaging employees and increasing individual and organizational performance.


HCIS plans to deliver on existing contacts and is actively engaging agencies in various forums to attract new business. HCIS will support administration priorities, specifically streamlining agency access to industry experts toward the increased use and implementation of hiring assessments.

Back to Top

Enterprise Human Resources Integration (EHRI)

Enterprise Human Resources Integration (EHRI) comprises two programs, the electronic Official Personnel Folder (eOPF) and Enterprise Human Resources Integration Data Warehouse (EHRIDW), supporting the e-Government initiative designed to leverage the benefits of information technology, as required by the E-Government Act of 2002. The goal of these two programs is to streamline and automate the collection, aggregation, and sharing of Federal workforce and employee HR, payroll, and training information Government-wide. The investment broadly supports the OPM mission by enabling the agency to provide the Federal HR community with access to employee data to improve workforce planning for hiring, skills development, retention strategies and Government-wide policy.

The electronic Official Personnel Folder (eOPF) is a sub-program to the EHR major investment supporting the e-Government initiative to leverage the benefits of information technology, as required by the E-Government Act of 2002. The goal of eOPF is to streamline and automate the collection, aggregation, and maintenance of official career lifecycle documents created during Federal employment. The investment broadly supports the OPM mission by enabling the agency to provide the Federal HR community and employees with access to employee and workforce data to improve workforce planning for hiring, skills development, retention strategies, and Government-wide policy.

The eOPF system is a web-based application that stores, processes, and displays career lifecycle documents of current Federal Employees who have an eOPF. The system has replaced many manual HR processes by automating numerous agency HR processes and creating a streamlined Federal HR document system for Federal employees. The eOPF covers Title 5 Executive Branch departments and agencies, with some exceptions, as well as some components of the Legislative, Judiciary, and other independent agencies and organizations, with a total user population of 2.4 million. The eOPF application is provided through a fee-for-service arrangement with participating agencies. For FY 2024, we anticipate revolving fund agreements in the amount of $26,666,589 and expenses (including new investments) totaling $51,568,405 for eOPF support and scanning services. The agency pricing structure for eOPF maintenance is a fixed price per license based on the number of active users at the customer agency. The eOPF license maintenance, paid annually by the customer, covers the following:

  • Program Management Office support
  • Contract administration
  • IT security
  • OPM Common Services
  • Credit monitoring
  • Software license renewals and maintenance
  • Record storage and transfer services provided by the National Personnel Records Center
  • IT infrastructure hosting and maintenance services
  • Product development
  • Document scanning
  • Helpdesk services

In FY 2024, EHRI/eOPF will continue to develop and implement a roadmap to modernize the program and provide agencies with a cost-efficient system of records to maintain official employee documentation electronically. This will include a redesign of eOPF and EHRIDW into a single application providing access to a broader scope of data for employees and agencies, with a more comprehensive view across the Human Capital lifecycle. Additionally, other Federal employees and HR records management requests continue to come from Agencies including, but not limited to, the employee Emergency Medical Folder (EMF). EMF management, as an example, is an OPM responsibility that has historically been borne by agencies. Recently, agencies have requested that OPM create a system similar to or within eOPF system to manage EMF’s. There is thus a need to plan, develop and stand up a system/program to accept and manage these agencies’ records in FY 2023 or FY 2024.

The success of the eOPF fee-for-service component depends on the continuation of incoming funds through existing and new partner agencies subscribing to eOPF services. These services include program management; providing eOPF training and resources to the human resources community; on-boarding new customers; performing scanning for agencies who request these services; supporting agencies’ eOPF folders; maintaining and supporting infrastructure, applications, and software; providing required system security; and operating a user helpdesk.

Finally, the EHRI program will continue to develop additional opportunities to share data and data products across platforms, when appropriate, and continue to explore and implement creative user focused solutions and data products that improve the value of data and records for employees and agency HR specialists. These products will include robust data visualization and analytics products that offer agencies role based access to granular to improve consistent and efficient access to data, analysis, and insights across agencies.

In FY 2023, EHRI/eOPF will strive to onboard new customers, accelerate its document scanning services for new and existing customers, develop customer value focused tools utilizing OPM’s data assets and reduce dependence on end-of-life technology. It is expected that FY 2023 will set the foundation for the implementation of the next generation of human capital services in the Federal government.

Back to Top

Human Resources Line of Business (HRLOB) and HR Quality Services Management Office (HR-QSMO)

In 2004, the U.S. Office of Management and Budget (OMB) and Office of Personnel Management (OPM) launched the Human Resources Line of Business (HRLOB) Initiative, for which OPM is the managing partner. The HRLOB leads the transformation and evolution of Federal Human Capital (HC) and its Strategic Framework is aimed at developing a single, integrated Federal Human Resources Information Technology (HRIT) to support the 21st century Federal workforce. The Framework builds on HRLOB’s previous success, and when fully implemented, will result in the modernization of HRIT service delivery, improvement of HR data management and standardization, and the effective use of strategic sourcing.

In August 2020, the Human Capital Data Management and Modernization (HCDMM) directorate was created and brought the HRLOB into its structure. Within HCDMM, HRLOB consists of primarily Human Capital Policy Performance and Operations (HCPPO).

In May 2022, OPM was pre-designated by OMB as the HR QSMO and this function has been placed alongside HRLOB 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. The HR QSMO also provides consultative support to agencies and shared service providers (SSPs) who are planning or implementing HR IT modernization efforts. As part of this, the HR QSMO is working to build and maintain an HR IT Inventory and Modernization Roadmap Assessment that provides agencies with market intelligence and identifies opportunities for agencies to plan collaboratively. The HR QSMO also supports OPM’s Data Strategy through the operation of the Federal-wide Human Capital Data Analytics Community of Practice (CoP), which has been established under the auspices of the CHCO Council. This CoP promotes the adoption of OPM’s government-wide data standards, enables agencies to share data analytics and visualization solutions, and aids in a community-wide upskilling effort aimed at improving agencies’ ability to use human capital data as a strategic asset.

Human Resources Solutions Information Technology Program Management Office

The HRS Information Technology Program Management Office (HRS IT PMO or PMO) provides technology support in the form of IT systems development and hosting, supplying both internal and external customers with a wide variety of information technology services in the human resources arena. The PMO expects $93,500,000 in total agreements in FY 2024 and expects program income of $90,000,000 with revenue exceeding expenses by $1,500,000. Earned Revenue over cost is used to reinvest in products and services for the PMO and/or to hold the revolving fund harmless in the event of liquidation.

Planned FY 2024 Activities

The PMO delivers leading-edge, innovative, high quality human resource information technology products and services that contribute to organizational effectiveness. The PMO is comprised of three lines of business (LOBs): OPM's Human Resources Solutions, Other OPM Services, and External Services which include two employee self-service systems (Employee Express and myPay). All of its lines of business contain IT systems that span the HR life cycle and allow the program to sustain itself financially.

FY 2024 activities prioritize the maintenance and sustainment of various existing systems, the largest of which are OPM's Talent Acquisition System – USA Staffing; OPM's Federal Government job board - USAJOBS; Enterprise Human Resources Integration – Data Warehouse hosting; and a wide variety of other web-based applications used by dozens of Federal agencies. Several new developments and/or system upgrades are planned. Of note, the PMO will be migrating to cloud for many of our systems.

Human Resources Solutions Line of Business

The OPM Human Resources Solutions (HRS) LOB accounts for 47 percent of annual revenue. The PMO provides OPM's HRS organization with technical support, web-based applications, hosting, and programming support. The primary systems the PMO supports are: (1) USA Staffing, OPM's Talent Acquisition System, which enables Federal agencies to effectively recruit, assess, certify, and onboard qualified candidates for Federal positions; and (2) USAJOBS, OPM’s job opportunities website that connects job seekers with federal employment opportunities around the world. The PMO supports system compliance with Federal hiring regulations, flexibilities, authorities, and NIST IT Security Guidelines. In addition, the HRS IT PMO provides smaller-scale information technology services for other organizations within HRS.

Other OPM Services Line of Business

This LOB accounts for 45% of overall revenue. It is comprised of products and services provided to other non-HRS organizations within OPM. Among the OPM offices our PMO supports are the Retirement Services program, Healthcare and Insurance program, and Human Capital Data Management and Modernization (HCDMM). HRS IT PMO is responsible for the design, development, and hosting of systems within those offices. The PMO also provides hosting and web services for for organizations throughout the Federal government.

External Services Line of Business

Two primary products offered within this LOB serve more than six million people worldwide. The first, Employee Express, provides automated information that empowers Federal employees to initiate the processing of their discretionary personnel-payroll transactions electronically. The second, myPay, provides the same service to the Department of Defense Federal employees, military members, and military retirees. This line of business rounds out the remaining income for the HRS IT PMO, accounting for 8 percent of annual revenue.

The HRS IT PMO will continue to deliver products and services to our customers as outlined above, allowing agencies that the PMO services to become high-performing organizations and supporting their HR life cycle needs through affordable information technology solutions. HRS IT PMO will recover costs of operations by managing dozens of individual reimbursable agreements with its customers. Costs and associated pricing models are determined through a rigorous assessment of direct costs of service delivery, indirect costs of program administration, and the OPM common services assessment. For years, the PMO has had a strong base of repeat customers who choose our products and services for quality, innovation, value, and proven performance. This will continue in FY 2024.

Back to Top

Credit Monitoring and Identity Protection Services

OPM continues to maintain the Credit Monitoring and Identity Protection Services Program, which was implemented following the cybersecurity incidents OPM announced in 2015. Pursuant to the Consolidated Appropriations Act, 2017 (P.L. 115-31), Section 633 of Division E, OPM is required to provide Credit Monitoring & Identity Protection Services (CM&IPS) through FY 2026 which includes not less than $5 million in identity theft insurance. Prior to FY 2020, this program was managed through the background investigations program performed by the former National Background Investigations Bureau of OPM.

Accordingly, OPM began offering these services to impacted individuals as of July 1, 2015. Currently, CM&IPS are provided by Identity Theft Guard Solutions, Inc., doing business as IDX, awarded under the General Service Administration’s Identity Protection Services (IPS) Multiple-Award Blanket Purchase Agreement (BPA). This award will have a possible full period of performance of five years, which will continue to provide coverage to all impacted individuals through June 2024.

CM&IPS costs consist of the contract described above as well as operational, management, and administrative costs. There are two funding sources for the program. OPM collects annually from the largest Federal agencies via an Inter-agency Agreement (IAA) based on a proportional allocation of the total program cost. The basis for distribution is the number of background investigations historically ordered by each agency. Additionally, fees are collected by the Enterprise Human Resource Integration (EHRI) program as part of the eOPF rates charged to agencies to fund the CM&IPS program.

The CM&IPS program provides a comprehensive suite of credit and identity monitoring, identity theft insurance, and identity restoration services. The FY 2024 and FY 2025 costs are projected to be $90,055,101.75 and $96,188,699.52, respectively, for the following:

Credit Monitoring & Identity Protection Services – The BPA Call awarded to IDX included a one-year base period and four one-year option periods.

Verification Center Operations – The Verification Center is provided through an assisted acquisition, funded by OPM, through an interagency agreement with DOD’s Defense Manpower Data Center (DMDC).

Verification Letters – The determinations of impact status that are generated by the Verification Center are communicated to requestors by letter sent via the US Postal Service. Currently, DOD’s Defense Logistics Agency (DLA) prints and sends these notification letters. These letters include the 25-digit PIN which is necessary to enroll in in the services provided.

CM&IPS Program Office – In managing the CM&IPS Program there are additional administrative costs incurred related to salaries and benefits, training, and site visits. The CM&IPS program office consists of four FTEs, including labor by other offices throughout the agency which is charged to the CM&IPS program.

These activities are Congressionally mandated as they support the provision of comprehensive, complimentary identity protection coverage pursuant to P.L. 115-31.

Federal Executive Boards (FEB)

As described in the President’s FY 2023 Budget, agencies have been directed to contribute funds to OPM to support administration of the Federal Executive Board (FEB) program. The reinvigorated vision for FEBs and the new interagency funding model standardizes and enhances FEB programming across the Nation to assist agencies in strategic and collaborative efforts outside the Washington, DC area. The revitalized FEB program will utilize a shared funding model that uses annual proportional contributions from CFO Act Agencies based on the number of employees outside Washington D.C.

Back to Top

Control Panel