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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.

Take a look at our blogs and share with others. Once you are on a particular blog page, you can give us the thumbs up. Connect with OPM on Twitter: @USOPM and Also, find us on other social media channels.

Background is three rectangles, two on top and one below. Top left rectangle is magenta and says 2016. Top right rectangle is gray, with the text

As we get ready to release the agency-by-agency Federal Employee Viewpoint Survey results for 2016 on Tuesday, September 20, I’m excited to share a little preview of the data that shows for the second year Federal employees are more satisfied with their jobs and feel more engaged in their workplaces.

In 2016, 65 percent of the Federal employees surveyed said they are engaged in their workplace. That’s an increase government-wide of one percentage point over 2015 and is two percentage points higher than in 2014. Some individual agencies saw even larger increases.

This is a positive trend that we can build on. These results illustrate that employees across Federal agencies are more engaged in their workplaces and more satisfied with their jobs than they were a year ago. The results also show that what Federal employees tell us about their workplaces and their leaders matter. Federal leaders heard you and put in place initiatives designed to improve employee engagement. The 2016 results show those efforts are making a difference.

FEVS is a confidential survey that measures engagement by asking employees a range of questions to better understand, for example, if their managers communicate the goals and priorities of their organization, their supervisors support employee development, and their work gives them a feeling of personal accomplishment.  Such feedback is essential for agencies to find both what engagement efforts are working and pinpoint areas that need improvement.

So, what is Employee Engagement and why is it important?

Essentially, employee engagement captures the employees’ relationship with their work and the workplace.  It is employees’ sense of purpose and is displayed in their dedication, persistence and effort or overall attachment to their organization and its mission. Private sector studies have shown a link between employee engagement and increased productivity and improved customer satisfaction ratings. 

Having an engaged workforce is critical to the Federal Government’s ability to fulfill our mission to serve the American people. Engaged employees more likely to give their best, work more effectively in teams, share their ideas and creativity, and contribute more at work.

Given the challenges facing our nation and the Federal workforce, it is essential that we foster a culture of excellence and support our employees so they can reach their full potential.

Stay tuned. Next week we will share agency-specific data on, the interactive dashboard that allows employees and leaders to track employee engagement agency-wide and within individual offices. Through the Fall we will continue to add more detailed information to the site.

I want to thank everyone who participated in the 2016 FEVS.  I also want to thank the supervisors, managers, and leaders across government who have taken the results of last year’s FEVS to heart and worked to make sure their employees are better engaged, satisfied and happy on the job. And I want to thank all our dedicated Federal employees for the work they do every day to serve this great country. 

Background is a dark blue filter over a picture of a cellphone with a calendar on the screen in someone's hand. Across the picture is a red banner with the words: The All-New is Open for Business in white text. Next to the words on the left is a blue circle with a dark blue sign that says open on it.

OPM is happy to announce that the all-new is open for business to serve our current FSAFEDS participants. We’re excited about the new tools and flexibilities that will help you to easily manage your Flexible Spending Accounts.

What You Need to Know

The FSAFEDS program had a blackout period for claims and reimbursements as we transitioned to WageWorks, our new contractor. The system was brought online on September 1. The address for the website, and the toll-free telephone number 1-877-FSAFEDS (877-372-3337) remain the same.

  • When current enrollees access your account through the new website for the first time, you’ll need to set up a new username and password and confirm your contact information by completing a quick registration process. That can be completed by clicking on "Register" at This process is also outlined in the “Registering for Account Access?” message board post found at:
  • For your convenience, we now have an FSAFEDS Android and Apple app for your phone. With the app, you may view your balance as well as submit eligible receipts.
  • To help you manage your out-of-pocket outlays, FSAFEDS has a new minimum reimbursement amount of just $5. Prior to September 1, that minimum reimbursement amount was $20.
  • If you are enrolled in FSAFEDS paperless reimbursement and incurred claims after the blackout period began on July 29, your carrier started sending those claims to FSAFEDS on September 8.  They will be processed as they are received.

So what is a Flexible Spending Account (FSA) and how does it save employees money? An FSA with FSAFEDS is a pre-tax benefit account that's used to pay for eligible medical, dental, vision care, or dependent care expenses - such as day care for young children and elder care expenses - that are not covered by insurance. With an FSA, you use pre-tax dollars to pay for qualified out-of-pocket health and dependent care expenses instead of post-tax dollars. This allows the average participant to save 30 percent on eligible expenses, typically including co-pays, some over-the-counter medicines and supplies, payments for caregivers, and more.

In other words, with an FSA, you can both reduce your taxes and get more for your money by saving about  30 percent off what you would normally pay for out-of-pocket health care and dependent care expenses  if you used your “take home pay” dollars. Plus, there is no cost to employees to enroll and use this program.

For more information on Flexible Spending Accounts, you can visit the website. There’s even a calculator to help you figure out potential cost savings.

To sign up for an FSA, unless you experience a change in status, you need to enroll or re-enroll during the annual Federal Benefits Open Season  from mid-November through mid-December (or during your first 60 days of employment for new employees) but here are links to information that will help you be prepared when the time comes:

How HealthCare (Medical, Dental, Vision) FSAs can help with costs:

How Dependent Care (Children and Adults) FSAs can help with costs:

If you choose (or are interested in choosing) a high deductible healthcare plan, the LEX HCFSA might be for you:

If you have more questions, you can always reach out to the Customer Service center at FSAFEDS via phone, email, fax, or physical mail:

Dark navy blue background. A picture of two white spotlights forming one single oval. In the center of the spotlight, there is the text USAJOBS with an American flag icon in the middle of the letter O. Underneath the image is the text: Celebrating 20 Years.

As we recognize the 20th Anniversary of USAJOBS, it’s a good time to reflect on how far the site, and the Federal hiring process as a whole, has come.

Until 1996 when was launched, someone interested in working for the Federal Government had to go to a Federal building to look at job announcements that were either posted on a bulletin board, or in “reading rooms”.

From the first iteration of through the enhancements of the past year to our new landing page unveiled in the lead up to the site’s 20th anniversary, our team has worked to improve its design, features, and tools and to make the site more user friendly. We are constantly working to improve the user experience and we are committed to continuing to evolve from a job board to a career site.

Over the past year we have worked with stakeholders across government, convened work groups, and received user feedback through interviews and focus groups. We've used this feedback to implement user-friendly updates including a mobile-friendly website, a revised application process, and a new help center.

We have put metrics in place to measure and track whether the updates we’ve made are improving the user experience and meeting the needs and expectations of our users. Our partners at the General Services Administration (GSA) have provided us with a web analytics tool, Digital Analytics Platform (DAP), which will enable us to continually measure our efforts.

Some of the interesting data we have gathered tells us that more than 14,000 Federal job opportunities are available every day, 22 million applications are started each year, and 1 billion searches are conducted on the website each year.

In addition to these efforts, we are developing the Agency Talent Portal that will provide agencies with innovative and strategic recruiting tools. With the continued support of OPM Acting Director Beth Cobert, and working with the Innovation Lab@OPM, USAJOBS is striving to influence the Federal hiring process in a positive way from start to finish.

Beyond our redesign efforts, the USAJOBS team is participating in OPM’s Hiring Excellence Campaign, which is designed to connect Federal agencies with a talented and diverse applicant pool and help agencies hire the best qualified candidates.

Our goal moving forward is simple - for USAJOBS to provide easy-to-use tools and resources to support job seekers in their quest for Federal employment. In order to realize this vision, our team will continue to leverage data to its fullest potential to inform how we design so we can help job seekers connect with the positions they want and agencies connect with the talent they need.

To learn more about USAJOBS please visit:

The cybersecurity report issued today by the Republican members of the House Oversight and Government Reform Committee (HOGR) on the cyber intrusions at the U.S. Office of Personnel Management (OPM) does not fully reflect where this agency stands today.

While we disagree with many aspects of the report, we welcome the committee’s recognition of OPM’s swift response to the cybersecurity intrusions and its acknowledgement of our progress in strengthening our cybersecurity policies, and processes. We also appreciate the panel’s willingness to work with us on these important issues and find many of the final recommendations to be useful for OPM and the Federal Government at-large.

It is therefore important to take stock of our progress and outline the course we are charting for the future.

Over the past year OPM has worked diligently with its partners across government and made significant progress to strengthen our cybersecurity posture, and reestablish confidence in this agency’s ability to protect data while delivering on our core missions.

For example:

  • We require those who log into OPM’s systems to use strong multi-factor identification forms. This level of security provides a powerful barrier to our networks from individuals who should not have access.
  • We are in the process of rebuilding and enhancing the web-based application system that individuals use to provide OPM with the information we need to conduct background investigations.
  • We are one of the first agencies in the Federal Government to fully implement the Continuous Diagnostics and Mitigation program developed by the Department of Homeland Security (DHS), as well as DHS’s Einstein 3a. These initiatives allow agencies to detect and prevent cyber attacks before they can reach our systems, and continuously identify cybersecurity threats and vulnerabilities that might arise.
  • We have strengthened our legacy technology systems while developing a new, modern IT infrastructure, which will provide a secure environment for OPM well into the future.
  • We are working with our partners at the Department of Defense who are designing, building, and will operate the IT infrastructure for the new National Background Investigations Bureau, the OPM-based entity that will conduct background investigations for the Federal Government in the future. 

These are just a few of the initiatives we have underway, but there is more to this story. At OPM we recognize that cybersecurity is not just about technology – it’s about people. In addition to strengthening our technology, we have added seasoned cybersecurity and IT experts to our already talented team.

OPM has brought on a senior cybersecurity advisor who reports to the Director of OPM. We have hired a new Chief Information Officer as well as a number of new senior IT leaders. And we have centralized our cybersecurity resources under a new Chief Information Security Officer, whose sole responsibility is to take the steps necessary to secure and control access to sensitive information. We also have a strong working relationship with our Office of Inspector General.

The cybersecurity incidents at OPM provided a catalyst for accelerated change within our organization. Throughout this agency, management has embraced cybersecurity as a top priority. I am proud of the way the team at OPM rose to the challenge and appreciate the collaborative spirit with which our partners across government worked - and continue to work – side by side with us each and every day.

We hope Congress will also continue to support our efforts and provide us with the resources we need to continue to strengthen our cybersecurity posture now, and into the future.

In an increasingly interconnected world, the threats we face in the realm of cybersecurity are persistent, sophisticated and constantly evolving. To confront these threats we must remain vigilant in our quest to protect systems and information. At OPM we are committed, we are dedicated, and most importantly we are working tirelessly to continuously enhance the security of our data and fulfill our important mission for the American people.


An hourglass with sand running through it. On the side is the FEGLI logo and the words Federal Employees' Group Life Insurance. Open Season: September 1- 30, 2016

Most Federal employees make a decision about life insurance coverage when they join the Federal Government and rarely revisit that decision. But as the circumstances of our lives change, so does our need for protection.

Beginning on September 1 and continuing throughout the month, it will be Open Season for Federal Employees’ Group Life Insurance (FEGLI). This is an opportunity for Federal employees and their families to consider what levels of protection might be appropriate for them and either to enroll in FEGLI for the first time or make changes to their coverage. The availability of life insurance coverage is just one of the comprehensive packages of health and other benefits available to all Federal employees.

Importantly, if you enroll for the first time or change your coverage, there will be no medical exam required and no health questions to answer. Paying for the coverage is simple: premiums are deducted from your paycheck.

Financial issues to take into consideration when making a life insurance coverage decision include preparing for burial expenses, medical costs, and the loss of salary and benefits when a loved one passes away.  Additional child care costs, elder care costs, transportation needs, assistance with maintaining a home, and other lifestyle concerns may also be part of the equation.

As a Federal employee, you were probably automatically enrolled in FEGLI Basic insurance when you first joined the Federal service, unless you waived this coverage. Basic insurance covers your life for whichever is greater: Your annual rate of basic pay, rounded up to the next whole $1,000, plus $2,000; or $10,000. This is called the Basic Insurance Amount (BIA). The Government pays one-third of the premium cost for Basic and you pay two-thirds.

If more life insurance coverage is appropriate for your family, as a Federal employee you can add an additional $10,000 of coverage (Option A) and/or additional coverage in an amount one to five times your annual rate of basic pay (Option B).

Finally, with Option C, you can elect coverage on the lives of your spouse and eligible dependent children under age 22.  You can have one to five multiples of Option C.  Each multiple is worth $5,000 on the life of your spouse and $2,500 on the lives of each eligible child. 

If you and your family are satisfied with your current FEGLI coverage, you don’t need to do anything.  Employees can always elect coverage within 60 days of a FEGLI qualifying life event – such as marriage or the birth of a child - or at any time by passing a physical exam.  If you elect to take a physical exam, you can select any coverage that FEGLI offers, except the Option C family coverage.

Employees and annuitants can cancel coverage, reduce coverage, or change beneficiaries at any time. As a reminder, this Open Season is a great time to update your beneficiaries if they don’t reflect your current wishes.

If you decide to enroll for the first time or change the coverage you have now, you should know that the coverage will take effect a year from now, during the first full pay period in October 2017, as long as you meet pay and duty status requirements, meaning you are actively working.  For most biweekly employees, this means coverage will be effective on October 1, 2017.  For most Postal employees, this means coverage will be effective on October 14, 2017.

Employees who are approaching retirement should note that all regular rules for continuing FEGLI into retirement still apply. This includes the requirement that for any types or multiples of coverage an employee wishes to bring with them into retirement, the employee must have that coverage throughout their last five years of Federal service, or their entire period or periods of service if they retire with less than five years of service.

So because coverage elected during the FEGLI Open Season will be effective no sooner than October 2017, if an employee wants to bring their open season coverage into retirement, they must retire in October 2022 or later, five years after the coverage they selected during Open Season becomes effective.

For more information on FEGLI Open Season and FEGLI in general, including current premium amounts, please visit:

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