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The content available is no longer being updated and as a result you may encounter hyperlinks which no longer function. You should also bear in mind that this content may contain text and references which are no longer applicable as a result of changes in law, regulation and/or administration.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. -- The U.S. Office of Personnel Management has issued a report on compensation and performance in fiscal year 2006 for senior executives, the upper-most cadre of federal professionals.
The report, Senior Executive Pay for Performance for Fiscal Year 2006, reflects results of the Administration's efforts to pay outstanding members of the Senior Executive Service (SES) and give Americans a better return on their tax dollars.
In making agencies accountable for executive compensation and linking pay to performance, President George W. Bush is institutionalizing the way executives are evaluated, paid and rewarded. At the same time, improved compensation systems promote a results-oriented business strategy as called for in the President's Management Agenda.
"Agencies continue to show improvement in using their appraisal systems to make distinctions in performance and to make appropriate pay and awards determinations based on individual and organizational performance," said OPM Director Linda M. Springer. "Agencies also continue to improve their pay-for-performance systems, using their systems to link executive performance with organizational goals and focus on achieving organizational results."
The report reflects information agencies provided on 7,137 career and non-career SES. A review of the data confirms agencies are taking to heart responsibility for making meaningful distinctions in executives' performance. For instance, SES members rated at the highest level in fiscal year 2006 was up two-tenths of 1 percent at 44.7 percent over the previous fiscal year; however, the fy06 figure is still significantly lower than the 61.6 percent of executives who received the top rating in fy04.
Other data in the report shows a less than 1 percent increase in the number of executives receiving a performance award in fy06 over fy05; however, the average award in fy06 dropped by $522.
To read the report, go to www.opm.gov/ses/2006_SES_Annual_Report.pdf.
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.