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Contributes toBuild 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
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
Learn about the priority metrics that support the Workforce Priority
Read the PMA Workforce Priority Metrics Memo and review the agency actions
Share
To deliver results for all of the American people, we need everyone’s help. Spread the word.
Help answer high-impact research questions
Review critical Government-wide research questions in the PMA Learning Agenda – answers to these questions will help the Federal Government deliver more effective and equitable results
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
TitleAssistant Director of Center for Leadership Development
AgencyOffice of Personnel Management
Veronica Hinton
TitleAssociate Director for Employee Services
AgencyOffice of Personnel Management