❮ Back
Build the personnel system and support required to sustain the Federal Government as a model employer able to effectively deliver on a broad range of agency missions.
Goal 4.1
Transform the Office of Personnel Management’s organizational capacity and capability to better serve as the leader in Federal human capital management.
This goal reflects efforts underway to build the Office of Personnel Management's (OPM) organizational capacity and capability to better serve as the leader in federal human capital management and help agencies meet their missions. These efforts correlate closely with work underway through OPM’s Strategic Plan. OPM’s transformation is currently focused on developing a “North Star” that will guide its progress and creating a metric or metrics that will allow OPM to monitor progress over time. The transformation will encompass a number of initiatives in support of OPM’s strategic plan, including improving customer service delivery, strengthening its data capabilities, and upskilling employees.
Goal 4.2
Build out tools to support government-wide and agency data-driven workforce decisions related to employee engagement, inclusion, and organizational performance.
This goal aims to improve the ability to make government-wide and agency-based data-driven decisions through enhanced data quality, services and tools. Several workstreams are underway to improve how agencies can access critical workforce data, including the development of dashboards focused on DEIA insights and the development of an HR Quality Services Management Office (HR QSMO), which connects agency customers to a marketplace for qualified human resources services.
Goal 4.3
Build a modernized federal HR workforce able to provide credible, effective support to agencies.
This goal supports the development of the federal HR workforce in order to improve human resources performance and customer service across the government. To support the performance of federal agencies, agency leadership and the HR workforce need technical, consultative, and analytical skills to implement talent management strategies that improve mission outcomes. Building on OPM’s research data on the current state of the federal HR profession, there are opportunities for agencies with their Chief Human Capital Officers (CHCO) and Chief Learning Officers (CLO) to support HR workforce development across all career stages. This work includes efforts to look at the HR workforce from both an agency perspective to identify successful workforce management practices and an enterprise perspective to leverage shared resources and approaches.
Join the action
Attend the Workforce of the Future Webinars
Federal employees: Register HERE to join OPM for a webinar series on the new Workforce of the Future playbook. The Playbook provides concrete actions you can take to build and equip the workforce of the future, like data driven workforce decisions, strategic recruitment; and skills-based hiring and pooled hiring. Upcoming webinars include:
- May 8: Organizational Health and Performance
- May 15: Employee Mental Health & Well-Being
- June 11: Strategic Recruitment
- June 13: DEIA Plays
- June 27: DEIA Plays Office Hours
Looking for an internship?
Explore federal internships and get ready to #GrowWithGov. Your career journey starts HERE.
Members of the workforce: join one of the three cross-agency communities of practices to identify promising practices and potential pilots
Mental Health & Well-Being Community of Practice; the Chief Human Capital Officers (CHCO) Council Recruitment & Outreach Community of Practice; and CHCO Council Employee Engagement Community of Practice; If interested, please reach out to CHCOCouncilCoPs@opm.gov.
Be a part of the Tech and AI Surge!
Interested in bringing your tech and AI savvy to the government? Agencies across government are hiring for a variety of tech talent roles. For example, the Department of Homeland Security just launched a new AI Corps and OPM issued implementation guidance for the new Federal Rotational Cyber Workforce Program, a program that allows for 6-month to 1-year interagency details of cyber employees to cyber rotations where they can improve and develop knowledge and skills to not only support their own professional growth but also bring new skills back to their home agency. Check out ai.gov for the latest opportunities to join us!
Training for Federal Employees on Skills-Based Hiring!
Are you a federal employee and interested in learning how to design assessments for skills-based hiring? Take this two-part self-paced online training course provided by OPM’s Workforce Policy and Innovation Virtual Training Center. Register HERE.
Federal AI Training!
Federal employees:
- Agencies are pulling together AI training for the Federal Workforce. As more training options become available, in the meantime you can access the 2023 training modules hosted by the AI Community of Practice here.
- Find out how a mindfulness lens can help navigate the opportunities and challenges posed by Artificial Intelligence by attending these OPM webinars on June 26: Mindful Approaches to AI “Making the Invisible Visible” with Tristan Harris, Co-Founder, Center for Humane Technology [Registration Link] and August 14: Mindful Approaches to AI: Navigating AI’s Uncertainty & Anxiety with mindfulness expert Sharon Salzberg [Registration Link].
Goals
Goal 4.1
Transform the Office of Personnel Management’s organizational capacity and capability to better serve as the leader in Federal human capital management.
Goal 4.2
Build out tools to support government-wide and agency data-driven workforce decisions related to employee engagement, inclusion, and organizational performance.
Goal 4.3
Build a modernized federal HR workforce able to provide credible, effective support to agencies.
Success Metrics
Goal 4.1: Transform the Office of Personnel Management’s organizational capacity and capability to better serve as the leader in Federal human capital management. Success metrics for Goal 4.1 include:
By fiscal year (FY) 2026, increase OPM’s Leaders Lead FEVS index score by 3 points.
By FY 2026, increase to 50 percent the percentage of CHCO survey respondents who strongly agree that OPM treats them as a strategic partner.
By FY 2026, increase OPM’s customer satisfaction index score for targeted services to 4.3 out of 5.
Goal 4.2: Build out tools to support government-wide and agency data-driven workforce decisions related to employee engagement, inclusion, and organizational performance. Success metrics for Goal 4.2 include:
By FY 2026, increase by 20 points the percentage of CHCO survey respondents who agree that OPM provides agencies with high-quality workforce data and information to be used in decision-making.
Goal 4.3: Build a modernized federal HR workforce able to provide credible, effective support to agencies. Success metrics for Goal 4.3 include:
By FY 2026, increase the Overall Satisfaction Score for Human Capital from 4.75 to 5 on the General Services Administration Mission Support Customer Satisfaction Survey.
Leaders
John Gill
TitleExecutive Director of Human Capital Data Management and Modernization
AgencyOffice of Personnel Management
Veronica Hinton
TitleAssociate Director for Employee Services
AgencyOffice of Personnel Management
Catherine Manfre
TitleChief Transformation Officer
AgencyOffice of Personnel Management