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.
The content available is no longer being updated and as a result you may encounter hyperlinks which no longer function. You should also bear in mind that this content may contain text and references which are no longer applicable as a result of changes in law, regulation and/or administration.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 - The U.S. Office of Personnel Management (OPM) formally launched its Career Patterns initiative during a briefing with federal agency representatives and members of the media. The new Program's main purpose is to help federal agencies transform the hiring process into one that recognizes the needs of the future workforce.
"OPM's Career Patterns initiative is an entirely new approach to hiring and supporting a 21st century workforce," said OPM Director Linda M. Springer. "This transition in our thinking and marketing to the talent pool is particularly critical as we meet the challenge of the pending retirement wave."
Because a large percentage of current employees are becoming eligible to retire, OPM believes it is increasingly important the federal government is positioned to compete for highly qualified job candidates who seek non-traditional career patterns.
The Career Patterns initiative recognizes that employer-employee relationships will increasingly vary across many dimensions, including:
· Time in career (early, middle, late, returning annuitants)· Mobility (among agencies, between public and private sectors)· Permanence (seasonal/intermittent, long-term, revolving, temporary, students)· Mission-focus (program-based, project managers)· Flexible arrangements (detached from office, job sharers, non-traditional time of day, part time, irregular schedule)
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.