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 new 2014 Federal Employees' Group Life Insurance (FEGLI) Handbook
Answering your questions about Healthcare and Insurance
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.
In today's dynamic business environment, the public sector manager must continually assess their organization's ability to fulfill the commitments, goals and objectives that constitute its mission and purpose. A comprehensive evaluation of available resources and capabilities are essential in identifying the organizational changes needed to support strategic business goals. At OPM, we have organizational design and position classification professionals that can assist you in reviewing existing resources and processes and creating a foundation for organizational change.
We will partner with you to assess the current management of your organization’s positions and to develop a framework for an effective position management program. In a position management analysis, we review the types, grades, and numbers of positions in comparison with functions and workload; review position descriptions for accuracy and clarity; compute supervisory ratios; and assess career paths, career ladders, and the balance between support positions and those assigned to perform the mission-oriented functions of the organization. We will deliver to you a written analysis of our findings along with recommendations for achieving greater efficiency and cost-effectiveness.
As part of the classification process, we can provide you an independent, third party analysis of your encumbered positions. We develop interview questions, in both survey and interview format, to capture in-depth information about the characteristics of the position that impact the classification; conduct interviews with the incumbent, supervisor, and other subject matter experts with knowledge pertinent to the proper classification of the position, and examine work samples and documents that illustrate the kind and level of work performed. We compare desk audit information and relevant information from the organizational assessment with criteria found in the appropriate Office of Personnel Management Position Classification Standards, appeals findings, and any Agency specific classification criteria. Based on results from this comparative analysis, we determine the proper title, series, and grade for the position and recommend a classification decision. We provide you a detailed evaluation statement that documents the basis for the recommendation.
OPM’s organization design and position classification experts have an organization-wide perspective that will assist you in meeting your current challenges regardless of how large or small your organizational transformation needs may be. We always tailor our services and deliverables to meet our customer’s requirements and will be happy to provide you additional information regarding any of services upon request.
For additional information on this topic, or to learn more about implementing the best strategies today for the best workforce tomorrow, contact us via email at HRStrategy@opm.gov.
Use the Organizational Chart to find additional contacts within each organization and program office.