Position the Federal Government as the employer of choice for military and veteran spouses and early career talent. By September 30, 2025, strengthen agencies’ ability to develop, promote, and retain this skilled and diverse pool of talent, capitalizing on existing and new workplace flexibilities to increase the Employee Engagement Index score for military and veteran spouses by 2 points and for early career employees by 4 points, as compared to an FY 2023 baseline.

Streamline the hiring experience for applicants to Federal jobs, agency hiring managers, and agency HR professionals through the use of pooled/shared hiring actions. By September 30, 2025, lead or facilitate 28 pooled/shared hiring actions for agencies to fill critical vacancies resulting in 700 agency hires.

Enable critical human capital decision-making for Federal agencies and employees by developing an enterprise human capital analytics platform and delivering high-quality workforce planning data analytics products Government-wide. By September 30, 2025, increase the percentage of Chief Human Capital Officers (CHCO) who agree that OPM provides agencies with high-quality workforce data and information for decision-making by 25 percentage points, as compared to an FY 2023 baseline, and improve employee satisfaction in their ability to access their own data on benefits and personnel actions by 25 percentage points, as compared to an FY 2024 baseline.

Strengthen the health insurance enrollment experience by establishing a state-of-the-art Postal Service Health Benefits System for Postal Service employees, annuitants, and their eligible family members. By September 30, 2025, develop a new, centralized enrollment system including a Decision Support Tool and perform an evaluation to assess implementation of the centralized enrollment system and Decision Support Tool.