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Welcome! We are committed to recruiting and retaining a world-class workforce for the American people.

Take a look at our blogs and share with others. Once you are on a particular blog page, you can give us the thumbs up. Connect with OPM on Twitter: @USOPM and Facebook.com/USOPM. Also, find us on other social media channels.

Kathleen McGettigan speaks at Domestic Violence Awareness Walk 2018

Each October, Americans come together to recognize and show solidarity with survivors and victims of domestic abuse as part of Domestic Violence Awareness Month.

Domestic violence, sexual assault and stalking (DVSAS) are serious problems that affect individuals, families and communities.

According to the National Coalition Against Domestic Violence, an average of 20 people experience intimate partner violence every minute in the United States.  This leads to more than 10 million abuse victims annually. [1]

Furthermore, the Center for Disease Control and Prevention (CDC) data reports that more than one in three women and more than one in four men in the U.S. have experienced rape, physical violence and/or stalking by an intimate partner in their lifetime.

DVSAS is not only a personal issue: it is a workplace issue.  The effects of such violence often do not remain within the confines of a home – they affect all of us who live and work with victims and survivors of domestic violence and their children or other loved ones.

According to CDC data, the effects of DVAS in the workplace cost our nation approximately $8 billion a year in lost productivity and healthcare costs.

Each of us has an obligation to speak up on behalf of those who suffered from physical, sexual, and emotional abuse and to advocate on behalf of those victims and survivors.

As the largest employer in the nation, the Federal Government also has a duty to promote the health and safety of its employees by providing support and assistance to those whose working lives are affected by DVSAS.

This year, I was pleased to join OPM’s Equal Employment Opportunity Office, along with Leanne Brotsky of the DC Coalition Against Domestic Violence, for a 2.3 mile power walk through the Constitution Gardens and around the Lincoln Memorial to raise awareness about domestic violence and remember those survivors and victims who have been affected.

OPM also offers employee assistance programs and reference materials for Federal employees to find help dealing with domestic violence. OPM has issued a guide outlining management tools and personnel flexibilities which can help a victim cope with their situation and get assistance. That guide can be found here.  Furthermore, OPM provides a list of non-U.S. Government resources which can assist those in need of support.

Spreading awareness and education is among the best ways we can prevent domestic violence.  As the President declared in his presidential proclamation,

While our Nation has made strides in preventing domestic violence…much work remains to be done.

To ensure the protection of all Americans, especially women and children, we must strive to end domestic violence – in all its forms – from our society and help victims recover from abuse.

And we must encourage Americans affected by domestic violence to seek help from those they trust and to never lose hope in the possibility of building a better life.

There is still more work to be done to combat and end domestic abuse.

But by raising awareness about DVSAS we can begin to bring about change, support victims and survivors of these crimes, and prevent domestic violence from happening in the future.

During Domestic Violence Awareness Month, here at OPM and across the Federal Government, we will continue working to support all our employees to ensure they are safe and to foster a nurturing workplace that will lead to a more productive, capable, efficient, and effective Federal Workforce.

Watch this video to learn more about the 2018 Domestic Violence Awareness power walk and OPM's efforts to support survivors and victims of domestic abuse.  



[1] [1]  Black, M.C., Basile, K.C., Breiding, M.J., Smith, S.G., Walters, M.L., Merrick, M.T., Chen, J. & Stevens, M. (2011). The national intimate partner and sexual violence survey: 2010 summary report. Retrieved from http://www.cdc.gov/violenceprevention/pdf/nisvs_report2010-a.pdf.  



World Breastfeeding Week, an event organized by the World Alliance for Breastfeeding Action, occurs each August to highlight the importance of supporting nursing mothers going back to work. In the United States, over one-third of all mothers working outside of the home have children under the age of two! Many of these women may want to breastfeed, but they may not be able to, due to work constraints.

Federal agencies are required by law to provide nursing employees with reasonable time and private space to express milk for their infant child for the first year of the child’s life. In addition to the requirements of the law, the best agency programs include pre-natal, return-to-work and related counseling for these nursing mothers. Supportive work-life policies and practices benefit the employer as well as the employee. Worksites that support nursing mothers result in fewer sick days, higher rates of retention, increased job satisfaction and loyalty, and increased productivity.  

Available Federal resources for nursing mothers include:

  • Agency Employee Assistance Programs (EAPs) or Workplace Lactation Coordinators who provide support to nursing mothers. EAPs offer a wealth of information, resources, and counseling.

While many Federal agencies continue to work towards implementing outstanding programs and facilities in their workplaces, several agencies have already succeeded in doing just that. The National Security Agency (NSA), the National Institutes of Health (NIH), and the Department of Energy (DOE) have gone above and beyond to help working moms juggle their duties along with breastfeeding. Their programs include handing out prenatal education kits, hosting a new parent open house, teaching on-site prenatal breastfeeding classes, and providing on-site lactation consultants, just to name a few.

At OPM, we believe it is our job to celebrate the Federal workforce by offering our employees every opportunity to thrive in both their personal and professional lives. By allowing nursing mothers the ability to continue to breastfeed, we are giving them the chance to get back to work sooner, if that is their plan.

If you would like more information on Federal guidelines regarding breastfeeding, check out this Fact Sheet and these FAQs. You can also contact your agency’s work-life office or OPM’s work-life staff at worklife@opm.gov.


The picture says Unlock Talent Connect with a picture of a lock and the words OPM.gov and UnlockTalent.gov


The UnlockTalent team at OPM is pleased to announce new updates to UnlockTalent.gov. We have revamped the Community of Practice page and have renamed it to UnlockTalent Connect. We designed UnlockTalent Connect to help facilitate collaboration and information sharing across Federal agencies.

Unlock Talent Connect highlights a perfect example of how OPM is developing a 21st century modernized workforce. By sharing governmentwide data, we hope that UnlockTalent Connect will serve as a useful platform allowing employees to form connections that help to address critical challenges in the Federal Government.

The UnlockTalent Connect page functions as a shared hub of communal resources and contains case studies, videos, training, research, and best practices. All registered users of UnlockTalent can view this page after logging into the site.

Updates to the page include:

  • Revamped Design
    • Organized into five sections consistent with the new Human Capital Framework (HCF): workforce demographics, talent management, performance management, strategic planning and alignment, and evaluation, it has been redesigned to allow for better navigation between topic areas.
  • Updated What’s New Section
    • Includes links to upcoming trainings, conferences, announcements and other opportunities. This section will be updated on an ongoing basis.
  • Content from both government agencies and private sector sources
    • Contributors are encouraged to submit best practices, research and other resources that would be of benefit to the Federal workforce.

We believe that people are the Federal Government’s most important resource, and we encourage Federal employees like you to become a part of the UnlockTalent community. You can do that by logging into UnlockTalent.gov right now to check out the new page and updates! Here are just a few things you can do on the new UnlockTalent Connect Page:

  • Submit your upcoming conference, webinar or training to the “what’s new” section
  • Check out some of the latest trends in addressing employee engagement in the Federal Government
  • Read research from both Federal and private sector sources

If you do not have an UnlockTalent.gov account, you can self-register using your valid government email address.

UnlockTalent Connect is actively seeking content. To submit research, trainings, and/or announcement for inclusion on UnlockTalent Connect, or if you have any questions, please email UnlockTalent@opm.gov.

 



The U.S. Office of Personnel Management (OPM) celebrates the dignity and equal rights of all LGBT Americans and commemorates the events that occurred at the Stonewall Inn in New York City in June of 1969, which led to an impressively powerful movement to outlaw discrimination against lesbian, gay, bisexual, and transgender Americans.

This year’s theme is “Remember the Past, Create the Future,” which invites us to reflect on the history of the LGBT community, along with its struggles and triumphs, and to strive to create a brighter future.  Throughout the month, Federal departments and agencies in partnership with employee resource groups and special emphasis programs are creating the opportunity to celebrate the contributions of all sexual orientations and gender identities in the workforce, to our nation, and around the world. 

OPM is committed to human capital management strategies that attract, develop and retain a high performing, engaged and diverse Federal workforce where each employee feels valued and respected as a member of the Federal family.

In honor of LGBT Pride month, OPM is offering LGBT Training to OPM employees. The training provides information to help encourage a welcoming workplace culture for everyone, and helps OPM take full advantage of the skills and talents of all employees. OPM champions diversity in all its forms; not only because we believe in equal opportunity for everyone, but because we know that having diverse backgrounds, opinions and viewpoints enriches OPM’s performance.

As we, at OPM, continue to attract and maintain a diverse workforce that reflects all segments of our society, we encourage all Federal employees to further commit themselves to the progress we’ve made in creating a culture that is aware, accepting, inclusive, and respectful of our diversity.

Happy Pride Month!



With an estimated 75 percent of federal agencies using decades-old paper processes to complete performance appraisals—managers and staff often have to spend considerable time focusing on the process rather than the meaningful conversations necessary to improve performance.

Not surprisingly, when surveyed, few federal staff or managers say they like doing performance appraisals.  This is a pain point for everyone involved. Not only is the process antiquated, it is inconsistent.

Even agencies attempting to automate performance management struggle to customize and “federalize” private-sector software, resulting in an array of systems that do not talk to each other, do not comply with the unique requirements of the federal service, and require each agency to reinvent this wheel separately by paying for customization. Too many federal HR departments get locked into a cycle of spending to modernize their performance management environment, while only getting piecemeal improvements. 

USA Performance solves these problems by taking the process online, integrating federal best practices, and building a system designed to handle every type of federal performance plan or program.

USA Performance is the Office of Personnel Management’s software-as-a-service solution that is transforming the way federal agencies manage and improve individual employee performance. USA Performance listens to the needs of HR managers and employees alike– it’s even on LinkedIn—and the team of HR experts behind the program is agile in adapting the needs of federal agencies quickly into new system enhancements.

It saves federal agencies valuable time and money. For instance, in a small agency of 3,000 employees, USA Performance saves over 6,000 labor hours and $50,000 in printing and scanning costs every year.

Since USA Performance resides in OPM, the federal spend on this function is completely transparent, supporting the President’s Management Agenda CAP Goal 10.  As USA Performance is adopted government-wide, we can achieve enterprise-level transparency and financial accountability while driving consistent excellence in this area.

USA Performance will also enable the government to more actively and assertively manage employee performance, driving increased accountability, helping defend and execute performance-based actions to remove non-performers, and serving as a key driver for other transformative initiatives such as pay-for-performance.


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