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Our Director Director's Blog

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

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On Monday, January 18, we will honor Dr. Martin Luther King, Jr. with a National Day of Service. As we reflect on all that Dr. King accomplished in his life, I hope we recognize his dedication to serving others and strive to follow in his footsteps. Let us remember that Dr. King not only fought boldly for equality and opportunity for all, he focused on how he could best serve all Americans.

Every day, the Federal workforce fulfills its mission to serve the American people and gives back to communities throughout the nation. Whether it’s donating hundreds of thousands of pounds of food and household items to food banks all over the country, or donating millions of dollars to charities through the Combined Federal Campaign, Federal employees live up to the challenge Dr. King issued to all of us.

January 13th - Graphic with grey background. An image of Martin Luther King Jr. inside of a bright colorful diamond with bars that reads: Make IT A DAY ON, DAY OF SERVICE, NOT DAY OFF and MLK JR. Headline: Taking place each year on the third Monday in January, the MLK Day of Service is the only Federal holiday observed as a national day of service- a 'day on, not a day off.' Footer: MLKDAY.GOv, #MLKDAY.

MLK Day builds on that spirit of generosity. It is the only Federal holiday observed as a National Day of Service and is a day when we can all pledge to come together as a tribute to Dr. King’s legacy. He encouraged us to think of others by contributing our time and talents to serving others.

In 1957, Dr. King told an audience in Montgomery, Alabama, that, “Life’s most persistent and urgent question is: What are you doing for others?” Each one of us can help answer his question by pledging to serve next week. And by doing so, we will stand with him and honor his dedication to public service. Visit www.nationalservice.gov/mlkday to find out how you can volunteer to make a difference on the MLK Day of Service and throughout the year. Ask a friend, family member, or co-worker to join you on this special day.

In his 2015 MLK Day proclamation, the President said, “As we honor his legacy, Americans across the country will join one another for a day of service, picking up the baton handed to us by past generations and carrying forward their efforts. As one people, we will show when ordinary citizens come together to participate in the democracy we love, justice will not be denied.”

These words echo Dr. King’s philosophy and express the importance and the potential of the National Day of Service. Let us use Dr. King’s example of service to guide us as we continue to serve. By continuing to make service a part of our daily lives, we can help make Dr. King’s dream come alive.


On this final week of the 2015 Combined Federal Campaign, I want to thank Federal employees all across the government for their generous contributions and campaign pledges, and urge those who have not yet contributed to please consider making a donation.

As we entered the final week, pledges for the National Capital Area campaign totaled more than $39 million. That means this region has met 78 percent of its $50 million goal for this year. We have extended the 2015 campaign here to Friday, December 31 and hope we can end on a strong note this last week of 2015.

Each and every contribution is important. Your generosity helps CFC charities help people in need – in our communities, across this great country, and around the world. In the past 50 years, the CFC has raised more than $7 billion.

And remember, with the universal giving feature you can contribute to any CFC-approved charity in the country in addition to the 4,400 local, national, and international charities that are part of the National Capital Area.

So for those of you who are Federal employees and have not made a contribution to this year’s campaign, I hope you will take a few minutes and go to www.opm.gov/cfc. There you will find information about the CFC, about this year’s campaign, and links to the list of participating charities and the campaign in your area. Please consider enrolling in payroll deduction. No contribution is too small.

And if you are not in Federal service, I hope in you will choose your own way to support the causes you believe in.

I with you all a Happy New Year and all the best in 2016!

Graphic with white background. Red star with a blue star within it. Headline: CFC. Subhead: Combined Federal Campaign.


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As we gather with loved ones to celebrate the season, I want to wish our extended Federal family – employees, retirees, their families, and our customers a happy holiday.

Every day, Federal workers across this great country serve the American people in so many ways. They guard our borders, respond to natural disasters, protect our civil rights, and deliver benefits to citizens of all ages- from children to retirees. They help businesses grow and expand into new markets, push the very boundaries of science and space, and protect our natural wonders here on Earth.

Thank you to all the Federal workers for all that you do, and to my OPM colleagues who help agencies recruit, train, retain, and honor the employees who make it possible for the government to deliver on its mission.

While many of us will be fortunate enough to gather with friends and family in the coming weeks, I hope we all take a moment to honor and thank those who will spend this holiday season away from their loved ones. Our military as well as their civilian colleagues from across the federal government will be working to ensure national security around the globe. Civilian employees will be serving this nation in so many ways – from ensuring the safety of our airports and skies to tending to our wounded warriors to patrolling our National Parks.

As 2015 comes to a close, I wish you and yours a wonderful holiday season and a prosperous 2016.

Photo of Acting Director Cobert in front of a Christmas tree, candle and poinsettias.


This is the time of year when winter weather can make for a difficult commute, so Federal employees and the public in the Washington, D.C. area look to OPM’s website, mobile app , and social media platforms to check whether we’ve made a change in the operating status.

What you see is the final decision – whether to close, delay arrival, or offer Federal employees unscheduled leave and telework. But what you don’t see is what happens behind the scenes in the hours before a status decision is made. That’s what I want to tell you about.

A hardworking team of people from OPM, across the Federal government, and our local partners work extremely long hours to look out for our safety. As events unfold, this team comes together to evaluate whether we need to consider an operating status change.

Heading OPM’s operating status team is OPM’s Director of Facilities, Security and Emergency Management.  He and his team monitor the weather, traffic conditions, and any alerts 24-hours a day. Whenever they believe we might need to make an operating status decision, they consult with our partners at the National Weather Service; local departments of transportation in D.C., Maryland and Virginia; public transit, including WMATA and Amtrak, law enforcement; school districts, and local governments to make sure we have all of the information we need to make a well-informed decision.

As a potential storm gets close, we hold a conference call to discuss impacts to the region and potential options. The team comes to our decision call with fresh information from the Council of Governments, a group of more than 200 people who meet and share the most up-to-date information on the forecast, road conditions, public transportation, schools, and more.

OPM’s emergency management director takes that information, looks at how we have handled similar situations in the past, and makes a recommendation to the team and to me. Often, the decision is not clear-cut, given the uncertainty of all the factors we have to consider. We work from information we know could change, but we are committed to making a call no later than 4 a.m., in time for commuters to plan their day.   If we are confident in a forecast, we will make the decision sooner – if possible, the night before.

As we weigh our options, we look at what flexibilities are needed and how employee safety and the continuity of government operations will be impacted by what we decide. We also consider the large and growing numbers of D.C. employees who can or do telework and the time of day the storm will hit. We look at the expected rate of snowfall and accumulation throughout the Beltway, and how long the storm is expected to last. We factor in WMATA’s status and its needs for staffing as well as what local transportation departments are telling us about how confident they are that they can get the roads ready. It’s a complex process and every event is different.

After taking all the information and input into consideration, it falls to the OPM Director to make the decision on whether to change the status and what to change it to.

Once the decision is made, we immediately get the word out to you on the OPM website, social media, email, and of course through our OPM Alert app.

While we know that the weather doesn’t always pan out as forecast, at OPM we try to make the best decision both to ensure your safety and that the work of the Federal government continues. We take this very seriously and I know this is one of my biggest responsibilities.  I promise you that I will always make the decision I think is best to balance our highest priorities.

Now let’s hope for a calm winter season.


In his December 2014 address to Federal Senior Executives, President Obama said, “We need the best and brightest of the coming generations to serve. Those of us who believe government can and must be a force for good…we’ve got to work hard to make sure that government works.”  Today, the President took executive action to attract, develop and retain the best talent needed to continue moving the Government forward in the 21st Century.

A high-performing, efficient and effective government relies on the skills and talent of a high-performing, well-prepared and well-trained workforce.  Federal employees defend our country overseas, deliver benefits to our troops when they come home, guard our borders, protect our civil rights, push the boundaries of science and space, help businesses grow and gain footholds in overseas markets, and help protect the air we breathe and the water our children drink.

A cornerstone of the President’s Management Agenda is a commitment to unlocking the potential of the Federal workforce and building the workforce we need for tomorrow to drive greater effectiveness and efficiency within government and better harness taxpayer resources to spur economic growth.  That is why in December 2014, the President announced a series of initiatives to strengthen our Federal workforce and recognize outstanding customer service: the White House Advisory Group to Strengthen the Senior Executive Service (SES), the White House Leadership Development Program (WHLDP), and the Customer Service Awards Program.

Today, we honored the public service of our Federal workforce and highlighted progress around the President’s initiatives at the Unlocking the Full Potential of America’s Federal Workforce event. White House Chief of Staff Denis McDonough announced the President’s executive order on Strengthening the Senior Executive Service.  In 2016, more than 60 percent of the Federal Government’s SES leaders will be eligible to retire.  The impending SES “retirement wave” provides a unique opportunity to recruit and develop the next generation of leaders. Based on recommendations from the White House Advisory Group to Strengthen the SES, today’s EO, and related administrative actions, focuses on 1) Hiring the Best Talent, 2) Strengthening SES Development, and 3) Improving SES Accountability, Recognition, and Rewards, among other actions so the Federal Government remains competitive in attracting and retaining world-class talent to serve the American people.

We also announced the inaugural winners of the President’s Customer Service Awards. These talented public servants led efforts to improve services for the public and positively impacted American lives.  This summer, Federal agencies nominated programs and employees that excelled in their fields to improve services  the public and exemplify how our government can deliver excellent service to our customers.  This year’s inaugural President’s Customer Service Award recipients are:

Individual Awards:

  • Ms. Shawn Lynch, Social Security Administration - AL Field Office:  Shawn Lynch has led efforts to drastically reduce appointment wait times, increase registrations, and clear the backlog of applications at the Dothan, Alabama Social Security field office.  Through her outreach to the community from March to July 2015, Ms. Lynch helped increase the number of registrations at the Dothan office by 488 percent and reduce the backlog of Supplemental Security Income overpayment files by around 70 percent.
     
  • Dr. Justin Springer, Veterans Affairs, DeBakey VA Medical Center:  The Mental Health Inpatient Unit at the Michael E. DeBakey VA Medical Center provides services to veterans when they are in the midst of a mental health crisis.  Recognizing the importance of providing high-quality service during this critical time, Dr. Justin Springer systematically identified and implemented 19 different initiatives to improve customer satisfaction.  His efforts have led to an almost 10 point increase in overall inpatient satisfaction since FY 2012.

Initiative Awards:

  • Global Entry Program: The Global Entry Program has facilitated over 17.2 million crossings and saved over 287,000 working hours of Customs and Borders Officers by expediting clearance of pre-approved, low-risk travelers into the United States.  The average wait time for members is 84 percent less than it is for travelers not enrolled in the program.
     
  • Consulate of Dhahran, Saudi Arabia Team, U.S. Department of State: Faced with increasing safety concerns for its customers, the staff at the Consulate at Dhahran, Saudi Arabia, devised innovate strategies to deliver direct, off-site services to hundreds of Americans for the first time.  Through their efforts, the team eliminated the need for Americans to travel on dangerous roads to reach the Consulate and saved hundreds of travel hours for its customers.
     
  • BusinessUSA Veteran Entrepreneur Initiative: The BusinessUSA Veteran Entrepreneur Initiative has streamlined a complicated process to provide veterans with easy access to resources on how to start or grow a new business.  Previously, Veterans seeking this information had to navigate through multiple government websites that often used different terminology and provided inconsistent advice. Since its launch on July 1, 2014, over 250,000 veterans have been served.

We also had the opportunity to hear about the work of our inaugural class of White House Leadership Development Fellows.  These emerging leaders rotate to different agencies on complex, high-priority assignments to build and strengthen enterprise leadership skills and address cross-agency challenges.  The application season for the next round of fellows will open in early 2016.  

Finally, we also recognized the service of the 2015 Presidential Rank Award Winners. These career civil servants are recognized for their distinguished contributions to public service.

Along with honoring the work of our Nation’s public servants, we must also continue to hold the Federal workforce to the highest level of accountability for our citizens.  This is why OPM released a final rule in September 2015 to help standardize a framework for performance management of all SES members and hold leaders accountable for individual and agency performance.  Fewer than three months since implementation of the rule, the new requirements are already being met by more than 90 percent of the agencies that voluntarily adopted the basic SES performance appraisal system.  Agencies are also using executive reviews to gauge performance by collecting customer and employee perspectives, determining how well senior executives promote diversity, and analyzing their employees’ productivity and effectiveness.

As we round out 2015, we hope you’ll take a moment to reflect upon how America’s public servants work to make your life better each and every day.  And we hope you’ll join the President in honoring the work our Federal employees do day in and day out on behalf of our Nation

Shaun Donovan is the Director of the White House Office of Management and Budget.
Beth Cobert is the Acting Director of the U.S. Office of Personnel Management.

Photo of Acting Director Cobert, and Director of the White House Office of Management and Budget Shaun Donovan, along with fellow colleagues.

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FACT SHEET: Executive Order on Strengthening the Senior Executive Service (SES)

One of the key pillars of the President’s Management Agenda is building a world-class Federal workforce, starting with strengthening the Senior Executive Service.  The Federal government’s executive corps is comprised of thousands of hard working and dedicated leaders. The Administration is committed to investing in and supporting these leaders and ensuring agencies are developing talent pipelines for the future. 

To this end, the President announced the creation of the White House Advisory Group (WHAG) to Strengthen the Senior Executive Service in December 2014. Comprised of 24 leaders from across the Federal government, the WHAG was charged with making recommendations to the Administration to improve the way the Federal government recruits, hires, develops, manages, retains, and ensures accountability for its senior career leaders.

Over the past year, OMB and OPM, working collaboratively with the WHAG, sought the viewpoints of many agencies and stakeholder groups and incorporated feedback and input on proposals that have led to the recommendations issued in an Executive Order on December 15 and additional actions the Administration will take to strengthen the SES. The actions focus on three key areas: 1) Hiring the Best Talent, 2) Strengthening SES Development, and 3) Improving SES Accountability, Recognition, and Rewards.

Implementation:

All agencies are required to implement four key recommendations – 1) streamline the hiring process, 2) develop a plan to increase rotations, 3) increase aggregate spending on performance awards, and 4) increase the initial basic rate of pay to ensure SES/SL/ST earn more than General Schedule employees where they work. A phased approach will be used to implement four other recommendations in the Executive Order – establish talent management and succession planning processes, require executive ownership of recruiting and hiring, increase professional development requirements, and create an onboarding program – among the 24 Chief Financial Officers Act agencies, with seven agencies implementing in FY2016, seven in FY2017 and the rest in FY2018.

The Executive Order also creates a Subcommittee of the President’s Management Council (PMC) to advise OPM, members of the PMC, and the President on implementation of the order and additional ways to strengthen and improve the SES workforce. The Deputy Director for Management at OMB, the Director of OPM, and three other members of the PMC will serve on the Subcommittee.  The Subcommittee will select at least two career members of the SES to advise them and will collaborate with the Chief Human Capital Officers Council.

1. HIRE THE BEST TALENT

  • Require Executive Ownership of Strategic Recruitment and Hiring - Agency Deputy Secretaries (or their direct designees) will track and monitor SES vacancies and recruiting efforts on a regular basis, dramatically increasing senior leadership attention for recruitment and hiring.
  • Streamline the Career SES Hiring Process - OPM will evaluate the final materials agencies are required to submit to OPM in order to make an SES selection determination and propose alternative materials acceptable for consideration. Based on guidance from OPM, agencies will make changes to streamline their hiring process to make it more efficient, effective and less burdensome for applicants and agency human resource officials.
  • Establish Talent and Succession Management Processes - Building on successful models currently employed at the Department of Defense and in the Intelligence Community, agencies will establish a talent and succession management process for SES employees (and Senior Level (SL) and Senior Scientific of Professional (ST) employees as appropriate) to annually inform decisions about hiring, career development, and executive rotations.

2. STRENGTHEN SES DEVELOPMENT

  • Increase SES Rotations - Agencies will develop plans to facilitate the rotation of their SES based on the needs of the agency and the developmental needs and growth opportunities of the executive. Rotations will provide more executives, especially those in generalist positions, varied work experiences, developmental opportunities and an enterprise-wide perspective. While agency-specific targets will not be required, the order establishes a government-wide goal of 15% of SES members rotating for a minimum of 120 days (including to different departments, agencies, subcomponents, functional areas, sectors, and non-Federal partners) during FY2017
  • Increase SES Development Requirements - Executives will complete a minimum of one professional development activity per year and receive a leadership assessment, such as a “360-degree” multi-rater evaluation, at least every three years to inform their individual developmental needs. Non-career SES and equivalent appointees will also participate in regular leadership assessments.
  • Create SES Onboarding Program - Agencies will establish formal onboarding programs for new executives informed by a framework created by OPM and PPO and successfully piloted in six agencies in 2015. Onboarding will be provided for career and non-career SES, SL and ST employees, and SES-equivalent positions.

3. IMPROVE SES ACCOUNTABILITY, RECOGNITION AND REWARDS

  • Retain and Reward More Top Performers by Increasing the Limit on Aggregate Spending on Performance Awards - The order increases the limit on aggregate spending on agency performance awards for SES and SL/ST employees from the current 4.8% cap to 7.5% (the average agency percentage spent in 2010 before OMB/OPM guidance restricted it). OPM will provide guidance, as appropriate, to agencies regarding the distribution of these awards and how they should allocate awards in a manner that provides meaningfully greater rewards to top performers. 
  • Increase the Initial Rate of Basic Pay for SES Employees so they Earn More than General Schedule Employees - The heads of agencies with SES positions that supervise General Schedule (GS) employees will implement policies for initial pay setting and pay adjustments, as appropriate, for career SES so their compensation will exceed that of their subordinate GS employees. Similar policies will be implemented by heads of agencies for SL and ST employees that supervise GS employees.
  • In addition to the reforms outlined in the Executive Order, OMB and OPM will undertake a number of administrative actions. For example, OPM will launch an education campaign on SES performance and accountability and will establish an expert team to consult two or three agencies to address SES conduct and performance challenges.  

 


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