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 new 2014 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The content available is no longer being updated and as a result you may encounter hyperlinks which no longer function. You should also bear in mind that this content may contain text and references which are no longer applicable as a result of changes in law, regulation and/or administration.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. - The U.S. Office of Personnel Management will continue as a full partner with the Defense Department during the phase-in of a new human resources system that rewards employee performance, treats workers fairly, yet gives agency managers latitude to manage for results.
OPM Deputy Director Dan G. Blair told a conference of DOD HR professionals that the President's chief HR agency is committed to the men and women who work each day to secure America's democracy and remains partnered with DOD during implementation of the National Security Personnel System (NSPS).
"OPM and DOD have been equal partners in developing the NSPS, and we will remain so in any future adjustments to the basic design," Blair told employees gathered at the DOD Worldwide Personnel Conference held in Southbridge, Massachusetts. "We've built in regulatory flexibility so the department can tailor NSPS to specific needs in staffing and appointing authorities, in classification of occupations, and in managing pay and performance systems."
Blair asserted OPM's position, especially when issues or features of NSPS having a "significant impact" on the civil service.
The National Security Personnel System was authorized by Congress and signed into law by President George W. Bush in 2004. It replaces a more than half-century old pay and classification system designed primarily for a clerical work force fighting the Cold War. The NSPS is a contemporary system -- not unlike a new HR system at the Department of Homeland Security -- that links employee pay to performance, adheres to principles of merit in personnel decisions, and gives managers greater flexibility to adjust their operations based on staffing or mission needs.
Blair noted the key to successful implementation of NSPS is DOD's establishment of a communication plan that encourages employee feedback.
"Employees must perceive the NSPS as fair and credible, especially in managing pay and performance," said Blair. "The NSPS must be transparent, with implementation problems identified and resolved through constant feedback" that includes a "robust evaluation program."
The NSPS system was developed over a period of many months, with open and intense negotiations between DOD management, and defense employees and their representatives. OPM, which serves as President Bush's chief advisor on federal HR issues, served as a consultant.
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.