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.
Find out more about Federal compensation throughout your career and around the world.
Staffing to align with your agency's mission
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.
Through Competency Modeling and Gap Analysis, we will help the agency identify core and technical competency models necessary for mission achievement. Assessing the current Mission Critical Occupations (MCO) against the necessary competency proficiency levels will help identify gaps where the agency needs to develop workforce planning initiatives.
We will conduct competency modeling or assess existing competency models using focus groups and survey methodology. Our consultants will review current job related materials and job analysis information to develop draft lists of tasks and competencies required for each Mission Critical Occupation (MCO). The content and wording of the draft lists will then be reviewed by subject matter experts (SMEs) in two focus groups: one for job incumbents and one for supervisors. The revised task and competency lists are then presented to all MCO job incumbents and supervisors for ratings in an online job analysis survey. Competency ratings include scales such as: importance, requirement for entry, need for training, etc. Task ratings include importance and frequency. Once this data is analyzed, we will provide finalized competency model and job analysis documentation.
An analysis for workforce competency gaps involves two primary components: (1) the selection of competencies to assess, and (2) the identification of current proficiency gaps in incumbents’ ability to apply these competencies during job performance. We will conduct competency gap analyses for each of the MCOs identified by the agency. The selection of critical competencies for the gap analysis occurs through a focus group with SMEs. The selected competencies are presented in a survey to job incumbents and supervisors for ratings of current and required proficiency levels. The results of this analysis will provide information about the competency gaps that exist in the workforce, informing recruitment, development, or other HR initiatives.
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.