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recruitment

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.

Snippet of data from the REDI Report available at www.opm.gov/REDI


I’m excited to share with you today the details of OPM’s comprehensive strategy to help the Federal government attract, develop, and retain a talented, engaged, and diverse workforce. We call this effort our REDI Roadmap – our roadmap to better Recruitment, Engagement, Diversity, and Inclusion. 

When I started as OPM Director 16 months ago, I knew that to fully understand the needs of our Federal workforce, I needed to get outside of Washington, D.C. So I travelled across the country, visiting with Federal employees, veterans, job applicants, business and community leaders, and students and career counselors. These conversations gave me incredible insights into what our customers want from us and how we can better support our own employees. And those insights helped provide the foundation for the REDI Roadmap.  

REDI is a data-driven, forward-looking human capital management strategy that reflects our work on behalf of the People and Culture pillar of the President’s Management Agenda. The roadmap will help agencies drive other key presidential initiatives in areas such as diversity and inclusion, closing skills gaps, building the Federal leaders of tomorrow, and fulfilling our commitment to our veterans and people with disabilities. Underlying all of REDI’s initiatives to enhance recruitment and engagement is the importance of diversity and inclusion. 

When it comes to recruitment, our roadmap outlines efforts to improve the way the Federal government attracts, recruits, and hires new talent. We also want to help agencies eliminate barriers to recruiting and hiring the diverse talent they need. By making data-driven decisions, we will improve and tackle key areas, including:

  • Untying hiring knots.
  • Revitalizing USAJOBS.gov.
  • Improving the effectiveness of the Pathways Program.
  • Expanding the use of social media tools for strategic recruitment.
  • Enhancing OPM’s role as a premier source for innovative recruitment and hiring tools and services.
  • Expanding partnerships with stakeholders, including colleges and universities.
  • Eliminating barriers to attracting diverse talent to the Senior Executive Service.

Engagement is another key element of REDI. Research in the public and private sectors tells us that the more engaged an employee is, the more productive and effective that worker will be. Research also shows that engagement is tied to service, quality, safety, and retention. The roadmap’s engagement strategy includes:

  • Promoting and expanding the use of the Unlocktalent.gov, an interactive data visualization tool.
  • Using social media tools to honor and recognize the Federal workforce.
  • Working with the Chief Learning Officers Council to build a government-wide mentoring hub.
  • Training employees in the New Inclusion Quotient, which expands understanding of how employee engagement and inclusion drives organizational performance.
  • Collaborating with Federal affinity and employee resource groups.
  • Offering customized training solutions.
  • Launching GovConnect, which allows employees to share knowledge, collaborate, and apply their skills to solve agency problems.

You can find the entire REDI report and more information at www.opm.gov/REDI. To learn more, as well as to get a preview of some enhancements planned for USAJOBS, watch today’s announcement.

 This is the REDI Infographic.  This infographic has four sections.      Section one shows four pin graphics with the letter on each.  The green pin shows the letter R, the orange pin shows the letter E, the purple pin shows the letter E, and the blue pin shows the letter I. This spells the acronym REDI, which stands for Recruitment, Engagement, Diversity, and Inclusion. Beneath the four colorful pins the text reads Roadmap, U.S. Office of Personnel Management.  To the right of section one is text that reads REDI, which stands for recruitment, engagement, diversity, and inclusion. Is a comprehensive forward looking human capital management strategy that reflects OPM's work and commitment to the People and Culture pillar of the President's Management Agenda.   Second two is titled Recruitment.  And reads, Consistent with the President's Management Agenda, OPM is partnering with agencies and key stakeholders to continue to improve the way that the Federal Government attracts, recruits, and hires new talent.   There is an image of a map showing waypoints with the following words inside circles, USAJOBS.gov Next Generation, Untie Hiring Knots, Data-driven Decisions, Social Media Tools, Pathways Program, Strategic Partnerships, and SES Hiring Improvements.     Section three is titled Engagement. And reads, Research in the public and private sectors tells us that the more engaged an employee is the more productive and effective the employee will be. Research also shows that engagement is tied to service, quality, safety, and retention.  There is a graphic of colorful tags. Each tag contains text.  Tag 1 shows, UnlockTalent.gov, tag 2 shows Government-wide Mentoring Hub, tag 3 shows Social Media Tools, tag 4 shows New Inclusion Quotient (New IQ), tag 5 shows Federal Affinity and Employee Resource Groups, tag 6 shows Customized Training Solutions, tag 7 shows GovConnect.  Section four is titled Diversity and Inclusion. And reads, OPM's REDI Roadmap is designed to make sure we are using the latest data-driven expertise, social media tools, and collaborative thinking to continue to build a Federal workforce that is talented, well-training, engaged, and inclusive, and that draws from the rich diversity of the American people.   Image in this section shows human icons of different colors grouped into shapes and represents American people in the United States and its outlying states and territories.   The footer at the bottom of the infographic contains a hashtag and a website link.  #AmericasWorkforce for twitter site https://twitter.com/hashtag/americasworkforce   OPM.gov/REDI for website http://www.opm.gov/redi


UPDATE: Due to Washington, D.C.-area weather-related closures, the REDI Kickoff Event has been postponed until 2 p.m. ET on Monday, March 9. For more information, check out www.opm.gov/REDI

Since becoming the Director of OPM 15 months ago, I have made it a priority to travel the country meeting Federal employees, educators, students, and stakeholders. I set out to learn what the agency could do to better serve its customers – the hard-working executive agencies of the Federal Government and their equally hard-working employees. I have been inspired by the stories, questions, and thoughts of the people I’ve met.

These conversations inspired me and my team to create OPM’s new Recruitment, Engagement, Diversity, and Inclusion Roadmap.

The REDI Roadmap is designed to make sure that we are using the latest data-driven expertise, social media tools, and collaborative thinking to build a Federal workforce that is talented, well-trained, engaged in the workplace, led by executives who inspire and motivate, and draws from the rich diversity of the people it serves. The goals of REDI reflect OPM’s commitment to the People and Culture pillar of the President’s Management Agenda.

I will unveil our REDI strategy during a virtual event to be held at 1:30 p.m. EST on Thursday, March 5.

One of the key components of our roadmap is the work we’re doing to improve USAJOBS.gov. During Wednesday’s event, the OPM team will preview some of the changes that will make the website a better experience for job seekers and help our agency partners attract top talent. The planned site enhancements grew from feedback we got from users across the country, and they demonstrate our commitment to customer service. Tune in to get a first look at a few of the updates we will implement in the coming months.

To learn more about the REDI Roadmap, I encourage you to watch and share the preview video below. This event is about sharing what we are doing for you – agency leaders, Federal employees, job seekers, educators, students, and stakeholders. I think you will like what’s in store. 

REDI to join us? Watch the REDI Kickoff Event LIVE at www.opm.gov/REDI.


As I celebrate my one-year anniversary as the Director of the Office of Personnel Management, I have reflected on OPM’s accomplishments over the past few months. I think about how honored I am to be a part of a team that has done so much for the American people. And today I hosted a digital town hall to talk about how OPM will continue to move America’s Workforce forward in the coming years.

As Director, I have met so many Federal employees from across the country. Their wisdom and their suggestions have enlightened me and guided me. Their feedback and input inspired us to create a new initiative that focuses on how we can recruit, develop, and engage a diverse workforce for today and for the future. I’m calling this initiative REDI, which stands for Recruitment, Engagement, Diversity, and Inclusion.

When it comes to recruitment, REDI will help us hire more people like the guests I highlighted at today’s town hall. Gioia Massa, whom I met at NASA’s Kennedy Space Center, is living her childhood dream of growing plants in space. Miriam Martin, whom I visited with at Fort Sam Houston in San Antonio, is a woman veteran who wants to use her military logistics skills in Federal service. And Matthew Gonzales, a young man I met in Los Angeles who works on satellite communications for the Air Force. There are many Gioias, Miriams, and Matthews, driven by innovation and imagination, who want to be a part of the Federal family. REDI will help hiring managers bring such talented people into their agencies.

With the REDI initiative, we are also rethinking how we better recruit and communicate with job-seekers. And as our workforce ages, we need to focus on recruiting more young people. The millennial generation wants to work at places where they can innovate and make their marks. We are increasingly using social media to reach them, and that outreach will continue to grow in the coming months. We also must create the right pipelines for people to come into government. That’s why we are enhancing Pathways, OPM’s programs for student interns, recent graduates, and Presidential Management Fellows. Pathways participants get a taste of government service through fulfilling experiences that include training and real-work exposure. And then maybe, they will join the next wave of Federal employees.

I will be talking more about our efforts in the coming weeks and months and I look forward to sharing them in more detail with you. This past year has taught me that Federal employees are constantly looking for better ways to do their jobs better and to serve the American people. I know that REDI will help them do that.

So thank you to my Federal family for an incredibly rewarding first year. Thank you for all you do each and every day to serve America. Going forward together, we will continue to show every American that they are served by a mission-driven, talented, and model Federal workforce.


As I work with the President to build a world-class Federal management team, I have launched an important series of meetings that we are calling Thought Leader Talks.

The three-part series is bringing together inspired and innovative leaders from a wide array of sectors -- government, business, good government groups, academia, and global organizations -- to discuss the future of executive leadership. These discussions will give us an opportunity to leverage our combined expertise to advance senior leadership for the Federal government. We will work together to not only address the challenges we are currently facing, but also to share best practices from our individual worlds.

During our inaugural session on September 12, we discussed the future of leadership. Specifically, we explored the qualities successful leaders need and ways to succeed in tight fiscal times. We also discussed the difficulties of engaging multiple generations of employees.

The meeting quickly zeroed in on millennials. They are the future of the Federal workforce and of the leadership of that workforce. We addressed our responsibility to recruit them to public service and to prepare them to take over for the current generation. We know from studies that these young people are driven by a desire to make a difference in the world. They want to help people and bring change in the policy areas they care about. In short, they are perfect for public service. Now we need to tackle the challenges of bringing them on board.

At our meetings in October and November, we will address two additional topics: ways to develop leaders using simulations of actual workplace situations and the future of assessment and performance. Both discussions are vital to understanding how we develop the strongest leadership teams possible, which is a key priority for the President and for me.

I am thrilled that these meetings are bringing together a diverse and talented group of leaders to tackle such an important topic. Regardless of our missions, we all face many of the same complex challenges. We all have a need for excellence in leadership. Together, we will continue to combine our unique expertise, experiences, and perspectives to move us toward a future that raises the bar for leaders, for the Federal workforce, and for executive performance across the nation.


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