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.
Manage your retirement online.
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The content available is no longer being updated and as a result you may encounter hyperlinks which no longer function. You should also bear in mind that this content may contain text and references which are no longer applicable as a result of changes in law, regulation and/or administration.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 Associate Director for Talent and Capacity Policy Angela Bailey today outlined for Members of Congress actions OPM is taking to ensure the Federal Government has an effective civilian workforce.
Testifying at a hearing coinciding with Public Service Recognition Week, Bailey told the Senate Subcommittee on Oversight of Government Management, the Federal Workforce, and the District of Columbia about initiatives to improve the hiring process, streamline job announcements for entry-level positions, and selection methods for the Senior Executive Service (SES).
"We are well aware the Federal hiring system has evolved over many years into a cumbersome process and hiring takes far too long," said Bailey. "That is why we have expanded our efforts by partnering with several agency Chief Human Capital Officers to launch a new, holistic and systemic view of the hiring process."
This initiative focuses on five interrelated components - workforce planning, recruitment, hiring, suitability and security, and orientation - that work in concert to create an efficient and effective hiring process. By September, OPM will issue a Governmentwide standard for the hiring process, along with a "how to" guide that includes successful practices, templates, and scripts for communicating with applicants.
As a subset of this initiative, OPM is also streamlining job announcements and creating templates agencies may use when advertising for entry-level positions. "We have replaced the legalese and pages of extraneous information that were not necessary to announce a job," said Bailey. "It also advertises upfront two of the most important issues of concern to new professionals - pay and benefits." Pilot projects are also underway to attract seasoned executives in the Senior Executive Service (SES) whose resumes clearly demonstrate the extent of their experience and accomplishments.
To help agencies better address their hiring needs at both ends of the employment spectrum, OPM sent Congress a legislative proposal to allow agencies to rehire annuitants on a part-time and/or time-limited basis, without a salary offset. These experienced workers, with their institutional knowledge can help the next generation of employees integrate into an agency's workforce by serving as mentors and knowledge management facilitators, thus providing a seamless transition from generation to generation.
Bailey concluded, "If anything, OPM believes these efforts will prove it is possible to challenge difficult and esoteric processes, and, more importantly, create solutions that do not compromise our principles."
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.