The Office of Personnel Management (OPM)Â has set seven priority areas as part of its strategic goals and objectives:
HONORING THE WORKFORCE: OPM will be the champion of the Federal workforce. Through such programs as the OPM Innovation lab and the Learning Center, we will provide career training and skill development for Federal employees
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BUILD A MORE DIVERSE AND ENGAGED WORKFORCE: OPM, which by Executive Order is the lead agency on increasing diversity and inclusion in the Federal workforce, will recruit qualified individuals to serve and expand access to the job pipeline from entry and mid-level positions to leadership posts. OPM will provide leadership in helping agencies create work environments where a diverse Federal workforce is fully engaged and energized.
WORLD CLASS CUSTOMER SERVICE: OPM will respond to the interest of its many and diverse customers throughout the lifecycle of an employee. Whether it’s a recent graduate seeking to start a Federal career, a current employee looking for a training opportunity or a retiree, OPM will provide timely, accurate and responsive service.
IT IMPROVEMENT:Â Under the leadership of a new Chief Information Officer and Chief Technology Officer, OPM will implement its IT Strategic Plan to streamline and update IT systems to better serve Federal employees from resume through retirement.
BACKGROUND INVESTIGATIONS:Â In partnership with the Office of the Director of National Intelligence, OPM will implement the revised Federal Investigative Standards and will lead efforts to strengthen the background investigations program across government as we maintain the highest standards of quality and timeliness.
FEDERAL EMPLOYEE RETIREMENT: OPM is closing in on our goal to process 90 percent of cases within 60 days. The agency will continue to update our systems as we continue to transition to a paperless process.
HEALTH CARE: OPM will fully implement the Multi-State Plan provision of the Affordable Care Act, to provide coverage to Tribal employees and continue providing high quality health insurance benefits to the Federal workforce.
Those are not even lofty priority areas, but great, well thought-out, doable priority areas. OPM has done its part. They have devised a very comprehensive, inclusive list of ‘to-do items’ part of the laundry list for keeping the Federal workforce running like a well-oiled machine. There is only one thing missing, the charge to Federal employees and other stakeholders to hold OPM’s feet to fire and make sure the goals are being met or that an expected degree of progress is being made.
One of the first questions every concerned Federal employee should ask Director Archuleta is— I read the list of seven priority areas and I think you’ve done a comprehensive job in capturing what should be prioritized, but where is the timeline? As Federal employees who have a stake in the game, you need something to measure the very doable goals against. Federal employees have an obligation to not only perform well in their respective positions, but an obligation to be a part of making sure their government is living up to its goals.
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