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I am excited to announce that OPM is releasing the latest Federal Human Capital Business Reference Model (HCBRM), defining the Federal Government Human Capital Management (HCM) functional framework. This model was developed by engaging Human Resources (HR) policy and industry experts. 

You may be wondering what this means and how it might impact you so some background on the HCBRM may be helpful.   The HCBRM is the first step toward the goal of establishing a common experience for all employees concerning delivery of HR operations and services.  It provides a simplified view of operational functions and policy ownership, and a common structure which intends to align HR operations, finance and acquisition. Ultimately, it seeks to foster uniformity in the HR experience for employees notwithstanding the Federal agency in which they serve. 

The HCBRM is a functional tool impacting all of us and can be leveraged by agency leaders, HR professionals, and our partners inside and outside government by laying out a clear, transparent and common HCM functional structure that:

1. Informs everyone with a simplified view of HR operational functions and policy ownership;

2. Gives HR practitioners a quick reference to understand the functional requirements for their specific area of HR;

3. Provides agency leadership with a model to more effectively plan, deliver, assess, and manage their HR workforce, policy, processes, budget, service, and delivery; and

4. Lays out the Federal HCM blueprint for government-wide HR operations, acquisition, budget formulation, programmatic evaluation, shared services, and data.

The HCBRM delivers value because it will be used to help streamline government-wide HR operations, standardize HR service delivery including information technology, simplify HR acquisitions, and drive transparency in the HR budget.   These are all benefits that can have long-lasting impact across the Executive Branch. 



*UPDATE: Application deadline extended to November 6, 2017 at 12:00 p.m. EST*

I am happy to announce that the Class of 2018 Presidential Management Fellows (PMF) Program is open for applicants today. OPM is honored to have played a role in the success of this Program (and its predecessor, the Presidential Management Interns Program) over the course of the past 40 years, and the impact those who have participated have on public service.

The 40th anniversary of the PMF Program reminds us of the importance of public service and the legacy of those who serve. The PMF Program is the Federal Government’s flagship leadership development program at the entry level for advanced degree candidates. It brings together highly-skilled graduates holding advanced degrees into the Federal Government to prepare them for future public-sector leadership. PMFs are appointed to a temporary, two-year Federal position, where they apply their skills while engaging in a rigorous leadership development program that includes classroom, cohort, and rotational experiences which could lead to a permanent career appointment at a Federal agency.

The PMF Program has created a lasting legacy of leadership and quality service across Government over the last 40 years and I am incredibly confident that it will continue to do so in the future. Just in this past year, we had 417 Finalists for the Class of 2017 who are graduates from over 140 academic institutions across 60 disciplines.

To read more about the PMF Program and how to apply for the Class of 2018, please check out our website at www.pmf.gov.  



It’s that time of year again! Time to “show some love.”

I am happy to announce that online giving through the Combined Federal Campaign (CFC) site is officially open! Employees may now visit https://cfcgiving.opm.gov/welcome - a brand new, centralized giving portal for all potential CFC contributors across the nation - to create their own profile, research charities, and then choose how they would like to support the causes they care about most by donating money or volunteer time. The site will also give Federal employees better access to manage their pledge information, charity payments, and more.

The CFC is one of the largest and most successful workplace fundraising campaigns in the world, and how rewarding is it that we have the opportunity to participate as Federal employees. Over the past 56 years, the CFC has raised $8.2 billion to help those in need around the corner, across the nation, and throughout the world.

However, as times change, the way things are done also change. For all the generosity of the past 55 years, something was missing.  People were still giving millions of dollars a year through the campaign but fewer people were participating.  At OPM, we asked, “What could we do to get back on a better, stronger trajectory that will set the CFC up for its next 55 years of success?”

Thanks to the CFC 50 Commission and the support of CFC Director Keith Willingham, former Commission members, and people like you, we put together a plan to strengthen the integrity, the operation and effectiveness of the CFC.

This new regulatory framework revitalizes the CFC by doing several things: eliminating many of the redundant systems (and costs) from more than 120 different markets by having one online charity application and employee donation system; reducing costs as we phase out the paper systems in the next five years; increasing the accountability and transparency of CFC and all the charities by reflecting costs up front with fees for charities who elect to participate; maintaining the pool of committed donors by staying close to our employees when they retire; and growing that pool by bringing in new donors as we appeal to them to pledge through the CFC AND to volunteer as your ability warrants.

We think the volunteer aspect is very important. Independent Sector tells us that about 63 million Americans gave 8 billion hours of volunteer service. I am sure that Federal employees are a big component of that volunteering workforce.  Finally, I’d like to stress that with this new online system, security was also foremost in our mind.  Not only will we lower campaign costs and get donations to charities more quickly but we will do so through a platform that safeguards donor information.

The CFC exists so you can donate to causes that are near and dear to your heart. We just made it easier to do so. I invite you to explore the CFC new online donation website, and I thank you in advance for showing some love.



The Federal Employee Viewpoint Survey (FEVS) continues to be an invaluable tool for assessing the state of Federal workplaces. The workforce is the backbone of the government and employee opinions shared through the survey provide an essential catalyst to achieving effective government.

This year more than 485,000 employees participated in the FEVS, showing their commitment to improving the Federal government. Employee feedback builds upon and supports agency improvement efforts while providing an important baseline for new initiatives.

I am pleased to report that overall 2017 Government-wide FEVS results show that Federal employees have a positive perspective of their workplaces. Overall Employee Engagement is at 67, the highest level since 2011. The New IQ (the Diversity and Inclusion index) is at 60, the highest level since the index was first reported. Results for general satisfaction increased to 64, which is up 3 percentage points from last year, and is the greatest increase among the FEVS indices.

Across the core FEVS items, nearly 100% remained the same or increased from last year, with the largest increases found in supervisory relationships, management communication among work units, and organizational satisfaction. The highest positively rated items continue to highlight employees’ perceptions from last year, including willingness to exert extra effort to get the job done, looking for ways to do a job better, and a belief that their work is important.

While 2017 FEVS results are very positive, survey responses also show several key aspects of Federal workplaces could be improved. Based on employee perspectives, agencies would be more effective to the extent that leaders are able to address insufficient resources, recruit for the right skills, recognize employee performance, and generate commitment and motivation in the workforce.

The results of the survey tell an important story. While multiple aspects of Federal workplaces support effective government, there are always opportunities for improvement. FEVS results point the way to stronger workplaces. The ongoing actions of Federal leadership and employees are key to ensuring that we build on the positive gains we have made over the last few years, while addressing areas in need of improvement.

In close, I offer my thanks to the men and women of the Federal work force. Your dedication to your mission and commitment to providing high quality services continue to enrich the lives of the American people.



Each year, Americans observe National Hispanic Heritage Month from September 15 to October 15, by celebrating the histories, cultures and contributions of American citizens whose ancestors came from Spain, Mexico, the Caribbean and Central and South America.

The National Council of Hispanic Employment Program Managers announced the 2017 Hispanic Heritage Month theme: “Shaping the Bright Future of America”.  The theme invites us to reflect on Hispanic American’s vitality and meaningful legacy in our Nation’s cultural framework.

This theme embodies the ideal that Hispanics shape the bright future of America through contributions to all aspects of America’s daily life and national endeavors.  Whether it be defending our nation or exploring the universe, conducting scientific research or providing services, in the law or in the arts, in community leadership, finance, sports, or in any other activity, Hispanics enrich the fabric of America to make it brighter, more just, and stronger!

 In support of our Hispanic friends, family, and colleagues, OPM will be celebrating Hispanic Heritage Month as well. As we recognize Hispanic Heritage Month, I want to take this opportunity to reinforce our commitment to help agencies across government inspire all communities, including Hispanics, to pursue a career in Federal service.

As the President said in his celebration proclamation, “This month, we recognize the countless contributions of Hispanic Americans that help make our Nation a thriving and secure land of opportunity.” We want to inspire students still in school and those contemplating careers in the Federal service. To kick-off Hispanic Heritage Month, OPM, with support from Adelante, our Hispanic Employee Resource Group, hosted a student forum this afternoon.

I want to thank our partners and volunteers who helped develop and implement this program for your hard work and commitment to creating a diverse workforce.

It is part of OPM’s overall mission to create and maintain a world-class workforce to serve the American citizenry, and I believe one of the best ways to do so is to draw on the knowledge of a diverse workforce.

Happy Hispanic Heritage Month! Enjoy your celebration.

 

 


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