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Agency Priority Goals

Agency Priority Goals (APGs) reflect the top performance improvement priorities of agency leadership and the Administration. APGs reflect measurable results that leadership wants to accomplish over a two-year period, advancing progress toward longer-term strategic goals and objectives in the agency's strategic plan.

The federal government uses a three-pronged approach to manage APGs: 1) public goal setting, 2) quarterly data-driven performance review meetings with agency leadership, and 3) quarterly public updates on For additional information on APGs, please refer to

For the FY 2022-2023 period, OPM developed six APGs.

  1. Drive a data-driven and leading practices approach to recruitment, assessment, and hiring strategies that strengthens and supports diversity, equity, inclusion, and accessibility across the federal government. By September 30, 2023, increase the percent of hiring managers who report they have reviewed applicant flow data trends for their previous recruitment efforts by 5 points.

    Related Strategic Objective: 1.1

  2. Capitalize on new workplace flexibilities to recruit and retain talent. By September 30, 2023, increase the government-wide number of on-board military spouses by 5 percent, employees with disabilities/targeted disabilities by 5 percent, and early career employees (to include interns, post-secondary, and recent graduates) by 10 percent, as compared to a September 2021 baseline, using existing and new workplace incentives and flexibilities put in place during the COVID-19 pandemic.

    Related Strategic Objectives: 1.2 and 1.3

  3. Improve data collection, use, and sharing to help agencies successfully implement DEIA-focused programs, practices, and policies that support improved equitable services through a more engaged workforce. By September 30, 2023, create easy to use, insight-focused DEIA dashboards used by 75 percent of target agencies, and score an average 4/5 on a customer survey that tests decision-support effectiveness.

    Related Strategic Objectives: 1.1 and 4.3

  4. Support critical and urgent recruitment and hiring throughout the federal government. By September 30, 2023, help Infrastructure Investment and Jobs Act (IIJA) agencies fill 75 percent of surge hiring positions identified in the first quarter of FY 2022.

    Related Strategic Objective: 1.1

  5. Close gender and racial pay gaps in the federal government. By September 30, 2023, issue regulations that will address the use of salary history in the hiring and pay-setting processes for federal employees.

    Related Strategic Objectives: 1.1 and 1.2

  6. Improve customer experience by making it easier for federal employees, annuitants, and other eligible persons to make more informed health insurance plan selection. By September 30, 2023, complete user-centered design and develop a minimum viable product for a new, state-of-the-art FEHBP Decision Support Tool that will give eligible individuals the necessary information to compare plan benefits, provider networks, prescription costs, and other health information important to them and their families.

    Related Strategic Objectives: 1.1 and 3.4

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