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.
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Staffing to align with your agency's mission
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Each day, 1.8 million hard-working
Federal employees across the world dedicate themselves to serving the
American people with passion, creativity, and innovation.
To make sure that we can continue this
quality of service for years to come, the Office of Personnel
Management and the White House’s Office of Management and Budget, and the
Presidential Personnel Office launched the Hiring Excellence Campaign, an
effort to improve the way we recruit new talent to Federal service. As the
President’s Management Agenda highlights, to remain competitive in today’s
labor market, we must modernize and transform the way we recruit and hire
So, now I want to take
a moment to talk to you – the hiring managers and the human resources teams. The
Hiring Excellence Campaign was designed specifically for you based on extensive
feedback we’ve received from agency leaders, HR staff, and hiring managers. We
want to give you all of the information, tools, and support you need to attract
and hire a world-class workforce.
To get this information
to you we are holding free, one-day Hiring Excellence training sessions across
the country focused on the theme, “Connecting with Top Talent.” We have
held 21 training sessions so far and will hold an additional 16 sessions throughout FY 2016.
In the session, OPM’s
team will share best practices, mythbusters, and hiring tools – some of which
you may not realize you already have at your fingertips. For example, there is
a wide range of strategic recruitment
strategies and hiring authorities, from disability
hiring to excepted service to direct hire authorities, available to you to
identify and hire top talent. There are also multiple ways for you to assess applicants to make
sure they are the top qualified candidates for your position. We’ll also dive
into effective techniques for collaborating between HR staff and hiring
managers to help you improve hiring outcomes in your agency.
We also want to make
sure you are familiar with the updates to USAJOBS that benefit both you and
On the hiring manager
and HR staff end, USAJOBS now has an Agency Talent Portal that provides tools
to help agencies find and recruit talent. Additionally, you can take advantage
of a new job opportunity announcement analytics dashboard to measure how
effective recruitment and hiring was for a position. We also have a resume
mining pilot that can help you use USAJOBS to find qualified candidates already
registered with the website to apply for a position.
On the applicant side,
USAJOBS offers a map search feature to help job seekers see jobs across the
world that they may be interested in. We also updated the application process
to help applicants work through a simple, five-step tracker to create an
application package. It allows applicants to easily edit their documents within
the application and not have to go back to their profiles each time. And,
USAJOBS is now designed to be accessible on any mobile device.
These and many more
tools will be covered in our Hiring Excellence sessions, and we hope you can
join us for one of them. Register now for
upcoming dates in cities across the Nation; please register for the session
that best meets your needs. Our next sessions are in Detroit on July 12th and
Nashville on July 14th.
is one of a manager’s most important responsibilities and the human resources
team is a crucial partner. Together you are the key to building hiring
excellence across government.
Be sure to check out
the training registration links, resources and additional information on our
new Hiring Excellence hub that we’ll be regularly updating – www.opm.gov/hiringexcellence.
thousands of Americans came together in Washington, D.C. for the first ever
United State of Women conference, a day-long celebration of what women have
achieved and a conversation about the important work we still need to do to reach
I’m happy to
say that like many agencies throughout the Federal Government, as an active member
of the White House Council on Women and Girls, OPM participated in the lead-up
to this historic event. We provided information about the status of women in
the Federal service – from narrowing the gender pay gap to flexibilities and
work-life programs that make it easier for women – and men – to succeed in the
workplace, to the Federal Government’s record of hiring women, especially in
some mission critical positions.
As you’ll see
in the Women in the
Federal Workforce infographics, today the 897,892 women who work
for the Federal Government make up 44 percent of the entire Federal workforce.
Women are succeeding across government – from entry-level positions to various
leadership roles. Here are just a couple of examples:
number of Federal women working in Science, Technology, Engineering and
Mathematics – or STEM – fields is on the rise. In 2008, 64,574 were working in
Federal STEM jobs. That number rose to 70,047 in 2015. Women have been hired at
an increasing rate into the Pathways Programs, including the Presidential
Management Fellows (PMF) programs. The PMF is the Federal Government’s flagship
leadership development program, which has a special STEM track.
The representation of
women in the Senior Executive Service (SES), the Federal Government’s highest career
level, increased by five percent between
2008 and 2015. And OPM is working with agencies across
government to increase awareness of leadership development programs like
Executive Women in Motion and other mentoring and training opportunities.
opportunity at every level of the workforce, we are working to attract, empower,
and retain a talented and productive workforce.
Our commitment to workplace flexibilities and employee wellness makes the
Federal service an ideal place for employees to build their careers and
cultivate fulfilling lives outside the workplace.
directives from the President, OPM developed two comprehensive handbooks and an
online training course to help Federal employees better understand their leave
and workplace flexibility options, including providing support for elder care,
childbirth, adoption, and foster care.
The government continues
to be a model employer for men and women in helping them maintain a healthy
work-life balance and feel fulfilled in their jobs. Data from the Federal
Employee Viewpoint Survey (FEVS) shows that satisfaction with Federal work-life
programs is very high among women – and men - who participate in programs such
as flexible work schedules, telework, health and wellness programs, the
Employee Assistance Program (EAP), child care programs, and elder care
The data also
shows that the gender pay gap in the Federal government continues to narrow. In
2014, nationally, women were paid 79 cents for every dollar a man was paid. In
2015, across the Federal Government, women in white-collar jobs were paid
89 cents on the dollar. With more women than ever contributing to the
government’s mission critical occupations, the gender pay gap continues to narrow
even more for women working in STEM, IT/cyber security, economist, auditor,
contract specialist, and human resources positions jobs. In the Senior
Executive Service, as of 2015, women were paid equally with their male
In April of 2014,
in response to a memorandum from the President, OPM issued a Governmentwide Strategy on
Advancing Pay Equality in the Federal Government. Since that strategy was issued,
OPM has taken a number of actions to narrow the gender pay gap in the Federal
workforce. For example, on July 30, 2015, we issued a memorandum cautioning agencies not to solely use
a job candidate’s existing salary to set pay, as that can potentially adversely
affect candidates who may have taken time off from their careers or whose
existing salary doesn’t reflect an applicant’s current qualifications.
shone a spotlight on the accomplishments women have made in the workplace and
on the work still to be done. At OPM and across the Federal Government, we
continue to work to make sure all employees are aware of the workplace
flexibilities they may be eligible for, and to encourage women – and men – to
work in the many mission critical occupations and to apply for leadership
June is Pride Month and each year we set aside this month to reaffirm our commitment to equal opportunity for the lesbian, gay, bisexual and transgender community. As the nation’s largest employer, the Federal Government sets an example and tone for all other employers, an example that reinforces the fact that employment discrimination based on one’s sexual orientation or gender identity is simply unacceptable.
This June, across the Federal family and throughout the nation, Americans are grieving and angry at the horrific massacre at a nightclub in Orlando. As the President said in the aftermath of the shootings: “As Americans, we are united in grief, in outrage, and in resolve to defend our people.”
All of our people.
As Federal employees and as Americans, we will stand together and refuse to allow the brutal murders in Orlando to deter us. This is a time for the Federal community to come together, to support each other, and to not let this tragedy lessen our resolve to continue the important work of promoting equal opportunity and preventing discrimination.
At OPM we have been at the forefront of implementing Administration policy and court decisions that expand rights for the LGBT community. When the Supreme Court ruled in United States v. Windsor that the Federal Government must recognize same-sex marriages in states where they were allowed, OPM was the first agency to roll out benefits. Even before the Windsor decision, OPM spearheaded and effort to expand agencies’ ability to extend benefits to same-sex partners of Federal employees and their children where the law would permit.
The President also issued an Executive Order making it clear that Federal employees and employees of Federal contractors are protected from discrimination in the workplace based on sexual orientation and gender identity.
President Obama spoke of this commitment in his Pride Month proclamation: “There remains much work to do to extend the promise of our country to every American, but because of the acts of courage of the millions who came out and spoke out to demand justice and of those who quietly toiled and pushed for progress, our Nation has made great strides in recognizing what these brave individuals long knew to be true in their hearts -- that love is love and that no person should be judged by anything but the content of their character.”
We still have work to do and it would be a disservice to the LGBT community – as well as all minority communities – to suggest that discrimination is a thing of the past. But here at OPM we are committed to doing everything possible to prevent any discrimination in our Federal workplaces. We have worked to make sure LGBT employees have the same rights and benefits as all Federal employees. From health insurance to leave to care for a same-sex partner when they are sick, our hope is to make sure that no Federal employee ever receives unequal treatment.
We also want to make sure that members of the LGBT community and all Federal employees who experience any type of discrimination in the Federal workplace know their options for recourse. That is why on June 15 from 1:30 p.m. to 3 p.m. OPM will be hosting an event at its headquarters entitled “Addressing LGBT Discrimination in Federal Employment.” The program will also be webcast. We hope you will join us as representatives from the Equal Opportunity Employment Council, Office of Special Counsel, and OPM discuss what protections exist and how to handle any discrimination that you may experience in the workplace.
Not only is discrimination based on one’s sexual orientation or gender identity illegal, it also diminishes the Federal Government’s ability to hire, retain, and promote a talented workforce. I urge everyone to take time this month – and every month throughout the year- to support the members of the LGBT community all across this country who work to eliminate and prevent discrimination everywhere.
Stephen Shih is Deputy Associate Director, Employee Services, Executive Resources and Employee Development at OPM.
The Federal Employee Viewpoint Survey (FEVS) is one of the most important tools we have in government. It provides us with a tremendous amount of data on the experiences and views of Federal employees. In 2015, more than 421,700 Federal employees from 78 different agencies completed the FEVS, voicing their perceptions of leadership practices, training and development, work-life, and opportunities for career advancement.
OPM has been working in partnership with agency leaders across government to help them make data-driven changes that will improve employee engagement, which in turn will lead to organizational success. We're committed to fostering conversations about the drivers of engagement identified by the FEVS, sharing effective tools and strategies developed by agencies to improve employees' experiences, and creating government-wide resources to provide all employees with access to critical data and information. For example, OPM recently released more no cost, online courses for Federal employees -- Maximizing Employee Engagement and Introduction to Leave, Work-Life and Workplace Flexibilities as well as a portal focused on employee engagement--UnlockTalent.gov.
OPM is not the only agency taking action. Senior leaders and managers across the Federal Government gained insights from your feedback and are implementing innovative solutions to create a culture of engagement. Here are just a few examples:
Agencies across the Federal Government are making strides like this to build the workforce we need to serve the American people in the future.
But we know cultivating a culture of engagement is an ongoing process of listening to employees, identifying challenges, and working together to develop and implement solutions. That's why it's critical that you participate in this year's FEVS. We need you to tell us what's working and what still needs to be improved.
Leaders at every level from agency heads to front-line supervisors are listening. Take the survey today. Let your voice be heard.
Each year, OPM’s Federal Employee Viewpoint Survey (FEVS) gives Federal employees across government the opportunity to confidentially tell their supervisors and managers what works well and what needs improvement when it comes to their agency, their specific job and their work environment. Many of you have received an email at your agency email address inviting you to participate in this voluntary, confidential survey. Now is the time for you to express your opinions.
It’s up to each agency to use this feedback, but rest assured, your managers and supervisors take these results very seriously. One of the most important pillars of the President’s Management Agenda calls on agencies to improve employee engagement. This survey is a key tool to help them do that. We’ve seen great change across government as a result of past surveys.
For example, at OPM as a result of the feedback we received from the 2015 survey, we:
I encourage all those who have been invited to participate in this year’s FEVS to complete the survey. We want your opinions regarding your job, your agency, and your workplace as a whole. Each employee’s voice can inspire change. Everyone’s responses help agencies identify areas that need attention. The more responses we receive, the better we understand your opinions and needs.
We make confidentiality of the results a priority. Every piece of feedback you give in the survey is confidential. Any information that would allow personal identification is always withheld when survey results are shared with your manager, others in the agency, or in publicly released reports regarding the survey. So please be as honest as possible. If your agency’s leadership knows exactly how you feel, that’s when meaningful change can happen.
The deadline for completing the FEVS is fast approaching. Different agencies have different closing dates, but the deadline for the first wave of surveys is the week of June 6; the second and final wave closes the week of June 14. If you have questions about your FEVS survey, send an email to the address included in the email message you received inviting you to participate.
The FEVS takes about 25 minutes to complete and can generally be filled out during work hours. Of course, participation in the survey is voluntary. But please consider lending your voice - this is your chance to give your opinions and let your leadership know the issues are most critical to you.
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