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My passion for building a Federal workforce that looks like the America we serve is not just about numbers. It is about the American people benefiting from the talent, the wisdom, the experience, and the insights of people from every community in this great country. We need that diversity at every level and at every decision table.
In August 2011, the President issued an executive order that called for a government-wide coordinated effort to promote diversity and inclusion within the Federal workforce. The President’s Management Agenda builds on that commitment.
At the Office of Personnel Management, we work every day to help agencies build a workforce that reflects the bright mosaic of the American people. We know we must work equally hard to be sure that once hired, employees feel included and engaged at all levels of government. Although we know there’s still much work to do, the data shows us that we are making progress on the President’s vision.
For example, four years ago, the President set a goal of hiring 100,000 people with disabilities. I am proud to say that we are more than half way toward reaching that milestone. In fact, OPM’s latest report on the employment of people with disabilities shows that the Federal Government has hired people with disabilities at a higher rate than at any time in the past 33 years.
Our data also shows a steady increase in making our Senior Executive Service more diverse. For example, in 2009, women represented just 31 percent of the SES. Today, they make up 34 percent of these senior leadership positions. We’re also making progress in improving representation along all racial and ethnic lines.
OPM is expanding the data we collect through the annual Federal Employee Viewpoint Survey to capture information from employees who identify as lesbian, gay, bisexual, and transgender. As more LGBT employees self-identify through this powerful tool, agencies will be better equipped to support this important part of our Federal family.
OPM is providing agencies with the tools, strategies, and guidance to help them continue this progress. This week, OPM unveiled the REDI Roadmap, which stands for Recruitment, Engagement, Diversity, and Inclusion, and is designed to make sure that across government, we are using the latest data-driven expertise, digital tools, and collaborative thinking to continue to build, develop, and engage a talented and diverse workforce, now and for years to come.
REDI reflects OPM’s commitment to the President’s vision of ensuring that all segments of society are represented and feel included at every level of America's workforce. You can learn more about the new REDI Roadmap at www.opm.gov/REDI.
This post was originally featured on the White House Blog.
As we take a deep dive into the 2014 Federal Employee Viewpoint Survey results, I am proud to see the data proves that our talented workforce is always striving to get better. When some of our innovative analysts in the Office of Planning and Policy Analysis examined education attainment patterns evident in the results, they found that a large proportion of our employees take advantage of additional training and education opportunities in a quest to better serve the American people.
Their findings are summarized in a report, Making the Grade: The Story of an Increasingly Well-Educated Federal Workforce, which is now available on opm.gov.
When looking at the educational progress that Federal employees have made in the past decade, we see that 39 percent have increased their education levels. When looking solely at those who entered Federal service with only a high school degree, we find that a remarkably large share --86 percent--increased their education by earning anything from a certificate in a skill area to a college degree.
The Federal government can help employees advance their education in a number of ways -- from tuition discounts, like the one OPM initiated with the University of Maryland University College this year, to granting CHCOs the authority to help employees pay some of their educational costs. It’s a win-win investment: Employees develop critical skills that the government needs. And, as employees expand their roles and responsibilities, they are more likely to feel vested in their organizations and motivated to continue their service to the American people.
OPM’s analysts found that as employees further their education, their odds of moving into the managerial ranks and increasing their salaries also increase significantly.
Supervisors and employees often work together to make new educational opportunities possible. That’s a special dynamic in our workforce: Employees feel supported to develop their skills and managers know that their agencies will have committed and more highly skilled workers.
We want agencies to have the best tools available to make these collaborations possible. Through HR University, Federal HR professionals and managers have one-stop shopping for tools and resources available government-wide. We are planning to expand upon this successful model of employee training to other government professions with GovU.
So take a few moments to read OPM’s new report on education in the Federal workforce. You never know where your next spark of inspiration will come from!
As I’ve begun to look at the results of the 2014 Federal Employee Viewpoint Survey, I’m happy to report that there are more than 336,000 people under the age of 33 in our workforce and most of them say they are satisfied with their jobs. They also strongly believe that the work they do is important and that they have real opportunities to improve their skills.
I am not surprised. I have traveled around the country meeting with young Federal workers, veterans and college students. They all have something in common: They are looking for work that is purpose-driven and where they feel they can make a difference. And the new FEVS survey results show many millennials are finding just that in Federal service.
The results have encouraged me to make sure that we at OPM redouble our efforts to attract, develop and retain these talented young people. We are doing that in several ways: OPM is working hard on a new initiative called REDI to Connect. REDI stands for recruitment, engagement, diversity and inclusion.
A key feature of this initiative includes OPM’s work to enhance our Pathways programs, which provide internships to students in school and to recent college graduates. Both the Pathways program and our Presidential Management Fellows program are great ways for millennials to try out Federal service to see if it’s a good fit for them.
As part of REDI, OPM is also expanding the use of social media so that we can reach millennials via the platforms that they use in their job searches. And we’re reaching out to the young users of our main job portal – USAJOBS – to see how we can make is more user-friendly.
I am so gratified to see that our Federal millennials have opportunity with us in government. And I am taking seriously the areas where the data shows we can do better.
Thank you to all in our Federal family who responded to this important survey. Stay tuned for more results in the coming weeks.
Calling all Federal employees: Have you taken the Federal Employee Viewpoint Survey?
The FEVS, which OPM administers, is a powerful management tool that helps your senior leaders and managers drive change at your agency. The data we get from your responses tells us what is working and what we can do better. While taking this survey is voluntary, your responses are crucial to helping us make your workplace the best it can be.
There are a few myths associated with the FEVS. The video above addresses the most common of them. Most importantly, I want to assure you that your responses are kept entirely confidential. Your supervisor will never know how you answered.
Most employees will receive a link inviting them to participate in the survey. But especially in larger agencies, not everyone will. The FEVS is administered to full-time and part-time permanent, non-seasonal employees of departments and large agencies, as well as the small/independent agencies that choose to participate. This year, more than 800,000 employees have been asked to fill out the surveys. So check your inbox. See if there is a link waiting for you.
If you’re not sure if you received an invitation, look for an email from opm.gov. Be sure to only click on your own link, not one forwarded to you by a colleague. They are personalized specifically to you.
I know how hard you work. Despite the challenges we face, we have persevered and continue to get the job done for the American people. That’s why your input is so important. This survey gives you the opportunity to share your opinions, your concerns, and your praise. Tell us what’s working and what’s not. Help your leadership help you. When it comes to understanding what it’s like to work in your agency, you are the expert.
The survey closes this Friday, June 13. Don’t wait. Your response will make the difference.
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