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The content available is no longer being updated and as a result you may encounter hyperlinks which no longer function. You should also bear in mind that this content may contain text and references which are no longer applicable as a result of changes in law, regulation and/or administration.
Imagine a time when Federal employees accomplish each agency's mission by making full and appropriate use of every information technology tool."
The report, Access America, clearly gave agencies the authority and the responsibility to use information technology wisely and progressively. This article discusses how the Department of the Navy and the Department of Energy are creatively using the Internet to improve customer service, conduct the agencies' missions, and communicate with employees.
In May 1997, the Human Resources Center (HRC), Naval Sea Systems Command, posted the Internet version of its Awards Toolkit on the HRC home page, with general information and details on monetary and honorary awards. HRC wanted to make information on awards more accessible to everyone, and identifying types of awards and their criteria easier for managers and employees. Basically, HRC wanted to put awards information at the employees' fingertips.
HRC achieved their stated objectives and more. On the Internet, the Toolkit improves services to employees and enhances communication between the human resources office and employees. The Toolkit lists all the awards employees are eligible for, a description of each award, criteria, and restrictions. Co-workers, customers, and supervisors can print online certificates to recognize employees on the spot. The Awards Toolkit specifies:
The Richland Operations Office in the state of Washington wanted to provide better customer service and easier access to human resources information to employees. Therefore, in the late 1990's the Human Resources Office (HRO) put its performance appraisal and awards programs on the Internet.
The Performance Management page addresses many issues that otherwise would have been handled through telephone contact or personal visits to the HRO. The HRO uses the Internet page to disseminate timely information to Richland employees. Richland uses a 360-degree (multi-rater) assessment process for developmental and evaluation purposes. The web page—
The online Recognition and Awards Program includes all the information in a typical paper awards handbook. The "Description of Programs" section includes a list of awards Energy employees are eligible for, criteria, approval and nomination procedures, award forms, and examples of contributions worthy of recognition. Those interested can download the forms necessary to nominate deserving employees. Richland also included its awards catalog, with a list of all award items and a picture of each.
Agencies use the power of the Internet because it makes sense and it's good business practice. Using the Internet to communicate performance management programs is efficient and enhances intra-agency communication.
Back to Top