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 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The content available is no longer being updated and as a result you may encounter hyperlinks which no longer function. You should also bear in mind that this content may contain text and references which are no longer applicable as a result of changes in law, regulation and/or administration.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, DC - U.S. Office of Personnel Management (OPM) Deputy Director Dan G. Blair today said federal employee pay increases should be contingent on performance. Blair testified before the Senate Subcommittee on Oversight of Government Management, the Federal Workforce and the District of Columbia on the Federal Workforce Performance Appraisal and Management Improvement Act.
The proposed legislation is intended to strengthen performance management in the federal government, and to make the annual federal employee pay increase contingent on performance.
Opening his remarks, Blair stated, "We see this legislation as a significant step with respect to Governmentwide human capital reforms - one that will help to ensure that we are able to have a 21st century compensation system for federal employees. However, we need commitment to sound infrastructure and careful implementation that gives appropriate emphasis to improving performance management systems, holding managers accountable for effective performance appraisal, and training them appropriately."
OPM believes the proposed legislation would improve the performance appraisal process by ensuring employee expectations are defined and communicated to individuals.
"If supervisors are going to be held accountable for communicating clear expectations, providing ongoing feedback and coaching employees, and making fair and credible performance assessments, we must provide them appropriate training and development experiences," said Blair. "OPM is fully committed to ensuring effective training is available. We are prepared to set standards for effective training and to offer such training as part of our comprehensive leadership development programs."
Over the past few years, many agencies have begun redesigning and strengthening their performance management systems to ensure employee performance plans align with organizational goals and focus employees on achieving results. To further this effort, OPM has provided extensive guidance and expects agencies to make distinctions and provide consequences based on performance when evaluating employees, as well as hold managers accountable for appropriately managing the performance appraisal process.
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.