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.
Find out more about Federal compensation throughout your career and around the world.
Staffing to align with your agency's mission
Review the Federal Employees Group Life Insurance (FEGLI) Handbook
Answering your questions about Healthcare and Insurance
Manage your retirement online.
Human Resources and Security Specialists should use this tool to determine the correct investigation level for any covered position within the U.S. Federal Government.
OPM’s Human Resources Solutions organization can help your agency answer this critically important question.
Developing senior leaders in the U.S. Government through Leadership for a Democratic Society, Custom Programs and Interagency Courses.
Visit this federal site to search for our regulatory notices, proposed and final rules.
See the latest tweets on our Twitter feed, like our Facebook pages, watch our YouTube videos, and page through our Flickr photos.
The content available is no longer being updated and as a result you may encounter hyperlinks which no longer function. You should also bear in mind that this content may contain text and references which are no longer applicable as a result of changes in law, regulation and/or administration.
Washington, D.C. -- The U.S. Office of Personnel Management and the Office of Management and Budget have certified the performance appraisal systems of 28 federal agencies, making many of the government's very best senior executives eligible for higher, performance-based salaries.
Twenty-eight agencies, including 11 cabinet departments, have received provisional, or temporary, certification. The Pension Benefit Guaranty Corporation and the General Services Administration have earned full certification. (The list of the 28 agencies with full or provisional certification as of today is noted at the bottom of this release.)
OPM grants full certification to an agency that has a working appraisal system in place and a track record documenting its ability to make meaningful distinctions in the relative performance of Senior Executives and Senior Professionals against nine criteria, including the alignment of performance to the agency's mission, strategic goals or policy objectives. Full certification is granted for two calendar years, after which appraisal systems are re-evaluated against the criteria by OPM.
Provisional certification is granted by OPM to an agency that has designed, but not yet fully implemented, an appraisal system that can document meaningful distinctions in relative performance.
With certification also comes an increase in the cap on the aggregate annual limit on pay and bonuses that Senior Executive Service (SES) members and senior professionals can earn. Senior professionals represent another category of high-level federal employees.
"This first group of agencies receiving certification worked diligently to align their executives' appraisal systems to performance goals and results," said OPM Director Kay Coles James. "All agencies should be putting in place appraisal systems that provide meaningful evaluations of their senior executives and senior professionals in order to further recognize merit."
Last week, James issued final rules that became effective December 6 on performance-based pay affecting the federal government's more than 6,000 Senior Executive Service (SES) members and senior professionals. For the SES, the rules lift the pay for the highest-performing executives at agencies with certified appraisal systems to the rate for level II of the Executive Schedule, $158,100 in 2004.Without OPM's and OMB's certification of an agency's appraisal system, pay for the SES is capped at the rate for Executive Level III, currently $145,600.
With certification, the new aggregate limit on pay and bonuses for both senior executives and senior professionals becomes capped at the salary earned by the Vice President, $203,000 in 2004.
The new SES pay-for-performance system was proposed by President George W. Bush in the fiscal 2004 budget. It was adopted by Congress in the 2004 National Defense Authorization Act.
In July 2004, OPM issued regulations that established rigorous criteria for senior executive and senior professional performance-appraisal systems as the foundation for a credible and effective pay-for-performance strategy. This component of the SES pay-for-performance model was a prerequisite to the issuance of the SES pay regulations.
Agencies that have received full certification (as of 12-17-04) of their SES performance-appraisal systems:
General Services AdministrationPension Benefit Guaranty Corporation
Agencies that have received provisional certification (as of 12-17-04) of their SES performance-appraisal systems:
Department of AgricultureDepartment of CommerceDepartment of EnergyDepartment of Health and Human ServicesDepartment of Housing and Urban Development (OIG)Department of InteriorDepartment of JusticeDepartment of LaborDepartment of TransportationDepartment of TreasuryDepartment of Veterans AffairsAgency for International DevelopmentEnvironmental Protection AgencyEqual Employment Opportunity CommissionFederal Communications CommissionFederal Energy Regulatory CommissionFederal Trade CommissionMerit Systems Protection BoardNational Aeronautics and Space AdministrationNational Endowment for the ArtsNational Labor Relations BoardOffice of National Drug Control PolicyOffice of Personnel ManagementRailroad Retirement BoardSmall Business AdministrationSocial Security Administration
Our mission is to Recruit, Retain and Honor a World-Class Workforce to Serve the American People. OPM supports U.S. agencies with personnel services and policy leadership including staffing tools, guidance on labor-management relations and programs to improve work force performance.