The Federal Government will Become America's Model Employer for the 21st Century.
Recruit, Retain and Honor a World-Class Workforce to Serve the American People.
Find out more about Federal compensation throughout your career and around the world.
Staffing to align with your agency's mission
Review the new 2014 Federal Employees' Group Life Insurance (FEGLI) Handbook
Answering your questions about Healthcare and Insurance
Congress approved a cost of living increase for Federal retirees.
Manage your retirement online.
Human Resources and Security Specialists should use this tool to determine the correct investigation level for any covered position within the U.S. Federal Government.
OPM’s Human Resources Solutions organization can help your agency answer this critically important question.
Developing senior leaders in the U.S. Government through Leadership for a Democratic Society, Custom Programs and Interagency Courses.
Visit this federal site to search for our regulatory notices, proposed and final rules.
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Welcome! We are committed to recruiting and retaining a world-class workforce for the American people.
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It’s inspiring to see that after serving their country nobly in the armed forces, so many women and men veterans choose to continue working for the American people through Federal civil service.
The President has made increasing the hiring of veterans, and particularly women veterans, a top priority. As a result, in fiscal year 2014, one in three new Federal hires was a veteran. The actual rate was 33.2 percent, up from 31 percent in fiscal year 2013.
As leaders of the President’s Council on Veterans Employment, we share the President’s commitment to making sure that women leaving the military can easily transition to the Federal civil service. That’s why we created a women veterans initiative led by the Department of Homeland Security. Through that initiative, the Council today released a report that shows that nearly 24 percent of veterans hired in the civilian workforce in fiscal year 2013 were women vets, although women represent just 9 percent of all veterans.
We can build on that. We know that women in general are underrepresented in the Federal workforce, especially in the skilled trades and law enforcement – two areas where many women veterans have significant expertise. We also know that women are statistically less likely to report their service when applying for new positions. We want to encourage them to make their military service known. We also want to help them find new opportunities to continue to serve their country through civilian public service, using the skills they honed while serving their country in the military.
To enhance efforts to hire more women veterans in the Federal Government, the Council’s report recommends adding a section on women veterans to the Veterans Recruitment and Employment Strategic Plan. Going forward, we will design strategies to recruit women veterans for positions across the government and improve outreach to women veterans by building on relationships with veterans service organizations, colleges, universities, trade schools, and affinity groups. In addition, the report recommends that we gather data from Federal agencies to continue to improve our recruitment strategies for women veterans now, and in the years to come.
Veterans are just one of the many communities that will benefit from the work OPM is doing under its Recruitment, Engagement, Diversity, and Inclusion – or REDI – Roadmap. By improving hiring tools like USAJOBS.gov, OPM will make the process of finding a job in the Federal Government much easier for everyone, including veterans.
We may never be able to fully repay our nation’s veterans for the sacrifices they have made, but we can ensure that we do all that we can to make their transition to Federal civilian service as seamless and fulfilling as possible.
Thomas Perez is the Secretary of Labor and Co-Chair of the President’s Council on Veterans Employment.
Robert McDonald is the Secretary of Veterans Affairs and Co-Chair of the President’s Council on Veterans Employment.
Katherine Archuleta is Director of the Office of Personnel Management and Vice-Chair of the President’s Council on Veterans Employment.
Some of the world’s most spectacular natural wonders can be found in our great nation. From the majestic Niagara Falls in New York to the Florida Everglades to the stunning glaciers of Alaska, our country is full of natural treasures.
As a Colorado native, one of my favorite outdoor escapes—that can only be described as a work of art—is Rocky Mountain National Park. With its vast hiking trails, a wide array of wildlife, fields of flowers, and crystal blue skies, it is the perfect place to bask in Mother Nature. Standing along the edge of Trail Ridge Road makes you feel like you're on top of the world! Even as I reminisce about its spectacular views, I feel a sense of serenity.
I don’t want Rocky Mountain National Park to be a memory. I want future generations to enjoy and explore its beauty, as I have.
This planet is our home—where we live, work, and play. And its health affects our families, our communities, our economies, our security, and our future.
That’s why the President is taking action to tackle climate change. And it’s why he’s asking all of us to take part. So go to Whitehouse.gov and post something about your favorite natural treasure.
It’s our time to lead. Happy Earth Day 2015!
We know from OPM’s research that Federal employees are well educated and many hold multiple college and university degrees. They love to learn and often don’t consider their educations complete just because they work for the Federal Government. That is why I am excited to announce a new educational partnership for our workforce.
Beginning this summer, an OPM partnership with Champlain College will help Federal employees, their spouses, and legal adult family members pursue online post-secondary education in such high demand fields as business, health care, and technology.
We know programs like this one work. One year ago, we initiated a partnership with University of Maryland University College. UMUC’s results are encouraging. More than 1,200 Federal employees enrolled in UMUC programs, including nearly 100 spouses and dependents. Together, they have saved nearly $765,000 in tuition. And we know that Federal employees across the country are taking interest. UMUC enrolled students from 42 states and the District of Columbia and from more than 100 Federal agencies.
Our work with UMUC and our new partnership with Champlain College are win-wins. The additional knowledge and skills that Federal workers get through these courses will help them advance their careers while also making them more engaged on the job and more skillful in fulfilling their agencies’ missions.
Champlain College will give up to a 70 percent discount on the courses. The amount of the discount will vary depending on the exact nature of, and the number of, courses they choose to take. In addition to the discount, Federal employees will be able to apply for financial aid and perhaps accrue little or no debt.
Our collaboration with Champlain College will increase all Federal employees’ access to high-quality and affordable educational resources. Champlain’s online courses will allow Federal employees to enroll no matter where they live, and to complete certificate, bachelor’s and master’s degree programs in such fields as cyber security, digital forensics, health care administration, and human resources management.
Employees can immediately begin submitting their applications for the summer term.
Lifelong learning is a staple of today’s Federal workforce, and our alliance with Champlain College pushes us further along that path. I am incredibly proud of the work Federal employees do each and every day, and the time and energy they invest in their jobs. Through our partnership with Champlain, we will help solidify the foundation of that investment. And stay tuned; there are even more opportunities like this to come.
In his memorandum for modernizing Federal leave, the President wrote, “Men and women both need time to care for their families and should have access to workplace flexibilities that help them succeed at work and at home. Offering family leave and other workplace flexibilities to parents can help achieve the goals of recruiting and retaining talent, lowering costly worker turnover, increasing employee engagement, boosting employee morale, and ensuring a diverse and inclusive workforce.”
This week, as President Obama continues his conversations with working families across the country, OPM is proud to release a new online handbook that gives Federal employees the information they need to take advantage of the government’s many leave policies related to having a baby, adopting, or becoming foster parents.
Our Handbook on Leave and Workplace Flexibilities for Childbirth, Adoption and Foster Care provides scenarios and tips to give employees realistic and specific examples about how these policies can and should be applied. It was developed with the help of representatives from more than 40 Federal agencies, and it is an important milestone in achieving the President’s vision for Federal working families.
Federal employees will be familiar with many of our leave policies. New mothers and fathers may take at least six to eight weeks of sick leave, followed by additional time to bond with their child through annual leave or the Family Medical Leave Act. The FMLA guarantees that Federal employees may take up to 12 weeks of unpaid leave within a year of the birth or adoption of a child so that new parents can have extra time with their families. I’m also proud that our government recognizes the same needs for adoptive parents, foster families, and same-sex couples.
Our handbook also provides information about less well-known options. For example, employees can use FMLA intermittently – say, one day a week for 12 months – rather than using 12 weeks all at once. Some offices are able to offer adjusted work schedules, with flexible start and end times. For families who need some extra time at home, the perfect solution may be to switch to a part-time schedule.
The handbook shares explanations of all of these types of workplace flexibilities, and more. It has definitions and details about each type of leave, and it also has specific examples of how a Federal worker might combine different types of leave in a way that makes the most sense for his or her family. Our goal is to make our policies and regulations are as clear -- and flexible -- as possible for every employee and his or her supervisor.
To attract and retain a talented, engaged, and productive workforce, the Federal Government must ensure that employees are provided every opportunity to use workplace flexibilities that will enable them to thrive both at work and at home. We hope that this handbook will help move us toward our goal of fully supporting and empowering working parents in their roles both as Federal employees and parents.
Rarely do we stay in the same job for our entire careers. A cornerstone of career development is finding new challenges that will give us new skills, new experiences. So it’s inevitable that, at some point, you will have to tell your boss that it’s time for you to move on.
As you prepare to have that conversation, I have one key piece of advice I hope you’ll take to heart – leave your job the way you came in.
Before you leave a job, be sure that it’s what you truly want. Consider whether your reason for moving on is the right one. Whether you are looking for a new professional experience, a move to a new city, or more work-life balance, it’s important that your reason to leave is one you have thought about carefully.
Leaving a job can be a difficult decision and it’s not one that you should make in isolation. It’s a perfect discussion to have with a mentor. She or he can act as a sounding board to discuss the reasons you want to move on and help you make sure you are on the right path.
Once you have carefully considered the reason you want to move on and have consulted with a trusted friend or mentor, it’s time to speak with your employer. Be sure that you are honest and transparent with your manager and that you are prepared to clearly articulate your reasons for leaving. Be as calm and professional in that setting as you were during your first days on the job. Your last impression is just as crucial as your first. Who knows, you could work with that person again someday.
This advice is especially important in the Federal Government because we have the unique opportunity to leave a job without leaving Federal service. Whether you want to move to a new city, focus on a new issue area, use your skills differently, or simply are looking for a promotion in your field, you can pursue that change while remaining a Federal employee and continuing to serve the American people.
No matter the reason, if in the end you move on because you want to grow professionally, you won’t go wrong. Remember, we will all likely change jobs several times in our lifetimes. Take advantage of the opportunities you have. Just remember to give the job you are leaving just as much respect as the job you are entering.
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