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.
Review the Federal Employees Group Life Insurance (FEGLI) Handbook
Answering your questions about Healthcare and Insurance
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The content available is no longer being updated and as a result you may encounter hyperlinks which no longer function. You should also bear in mind that this content may contain text and references which are no longer applicable as a result of changes in law, regulation and/or administration.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. - U.S. Office of Personnel Management (OPM) Acting Director Dan G. Blair today released the results of the 2004 Employee Benefits Survey. The purpose of the survey was to determine employee attitudes about the importance, adequacy, value, and competitiveness of federal benefit programs.
"Our benefits' survey focused on ten benefit programs, ranging from health benefits to retirement annuities, from the Thrift Savings Plan to telework and child care subsidies," stated OPM Acting Director Dan G. Blair. "The survey not only confirmed federal employees highly value their benefits, but it produced some instructive results that tell us today's civil servants appreciate the opportunity to manage their own hard-earned dollars."
Last November, OPM issued the survey to a random sample of over 2,400 employees governmentwide. The target population included equal numbers of current employees with three or more years of federal service, and new hires who had less than three years service. OPM received over 850 responses by the end of the eight-week administration period, in January 2005. Survey participants answered a 60-item questionnaire involving ten benefit programs including Thrift Savings Plan; employee health benefits; retiree health benefits; retirement annuity; life insurance; long term care insurance; flexible spending accounts; health and wellness programs; telework; and child care subsidies.
The Thrift Savings Plan, employee health benefits, retiree health benefits, and retirement annuity consistently rated the highest in importance and value. Life insurance benefits rated the fifth highest. The lowest rated benefits included telework, child care subsidies, and health and wellness programs.
Some benefit programs received lower ratings because not all employees meet eligibility requirements. For instance, not all federal employees are eligible for childcare subsidies and some may be unable to participate in telework.
Lower ratings for some benefit programs may point to educational opportunities. For example, flexible spending accounts received relatively low ratings; therefore, increasing education on this program should raise employee perception of its value and may increase enrollment in the program.
"We want tomorrow's federal workers, whether they are this year's college graduates or experienced senior professionals, to know the benefits of Working for America - in every sense of the word - are the best in the world," added Blair.
To access the survey results, please visit: www.opm.gov/employment_and_benefits/survey/index.asp.
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.