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.
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The content available is no longer being updated and as a result you may encounter hyperlinks which no longer function. You should also bear in mind that this content may contain text and references which are no longer applicable as a result of changes in law, regulation and/or administration.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 United States Office of Personnel Management (OPM) Deputy Director Dan G. Blair laid out the approach OPM is taking to make agencies more competitive when recruiting talent to the Federal government. Speaking at the opening of the Federal Agency Recruiting Summit sponsored by the Partnership for Public Service, Blair defined the challenge and OPM's response.
"Converging trends--the coming retirement wave, stiff competition where demand is outstripping supply, a traditional government employment model that is not attractive to a new generation of job seekers, and an unwieldy hiring process--make savvy recruitment an imperative," Blair stressed. "OPM is taking aggressive steps in each area."
OPM's innovative and groundbreaking advertising campaign is aimed at people entering the workforce and those who are mid-career. The ads have aired in a dozen media markets since their rollout in May 2006. Federal Career Days is a vehicle used to reach out to a new generation of talent. Four career days will be held this fall at colleges with strong academic programs in mission-critical occupations. Each school has shown a strong commitment to Federal employment as a premier career choice.
The second prong of OPM's response is its Career Patterns initiative that identifies segments of the labor market and the preferred work environment of each segment. Career Patterns information is available on the OPM website at http://www.opm.gov/hcaaf_resource_center/careerPatterns/index.asp.
Improving the hiring process is the third prong of OPM's concerted efforts. OPM initiatives include:
The Hiring Makeover Toolkit, created with the assistance of the Partnership for Public Service, is a flexible web-based resource. It can be used by agencies to overhaul or tweak their hiring 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.