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Contributes toAttract and hire the most qualified employees, who reflect the diversity of our country, in the right roles across the Federal Government.
Designated a Cross-Agency Priority (CAP) Goal
Goal 1.1
Agencies will efficiently and inclusively attract and hire quality candidates and reduce any systemic barriers by improving the hiring process for all applicants, hiring managers, and human resources (HR) specialists.
This goal is focused on improving the Federal hiring process and experience for HR specialists, hiring managers, and applicants. Agencies are exploring the applicant experience, from early career through senior level, including the perspective of applicants with critical skills and from underserved and underrepresented communities. Further, the Office of Personnel Management (OPM) will support agencies in conducting and assessing the quality and depth of any current efforts to understand barriers to equal employment opportunity in the recruitment and hiring process in Federal agencies. Recruitment is another area being explored, particularly opportunities for strategic partnerships with organizations that represent, support, and engage underserved communities. Agencies are also aligning these efforts with ongoing initiatives like implementation of Executive Order 14035 on Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce, the National Security Memorandum on Revitalizing America’s Foreign Policy and National Security Workforce, Institutions, and Partnerships, Executive Order 13932 on Modernizing and Reforming the Assessment and Hiring of Federal Job Candidates, and Trusted Workforce 2.0.
Goal 1.2
Agencies will build equitable pathways into the Federal Government for early career positions, particularly from underrepresented and underserved communities.
This goal is focused on building the early career hires and internships pipeline into the Government. Initiatives include improving the intern experience, expanding the pool of available talent, building tools to increase opportunities for hiring managers to convert eligible interns into career civil servants within Federal service, and expanding Federal public service apprenticeships. Agencies are exchanging experiences and discussing insights into the business case for investing in interns and early career talent, including the value that internships and early career hiring can provide to candidates and agencies. Agencies are working to surface leading practices with paid internships and early career hires, including efforts to include and support underserved and underrepresented communities.
Goals
Goal 1.1
Agencies will efficiently and inclusively attract and hire quality candidates and reduce any systemic barriers by improving the hiring process for all applicants, hiring managers, and human resources (HR) specialists.
Goal 1.2
Agencies will build equitable pathways into the Federal Government for early career positions, particularly from underrepresented and underserved communities.
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
Understand the priority metrics that support the Workforce Priority
Read the PMA Workforce Priority Metrics Memo and review the agency actions
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Understand the vision
Help answer high-impact research questions
Leaders
Colleen Heller-Stein
TitleDirector, Office of Human Resources and Acting Chief Human Capital Officer
AgencyDepartment of the Treasury
Tracey Therit
TitleChief Human Capital Officer
AgencyDepartment of Veterans Affairs
Success Metrics
Goal 1.1: Agencies will efficiently and inclusively attract and hire quality candidates and reduce any systemic barriers by improving the hiring process for all applicants, hiring managers, and human resources (HR) specialists. Success metrics for Goal 1.1 include:
Increase the number of positions that are enrolled in full, continuous vetting to reduce the burden associated with initial employee background investigations.
Increase the percentage of hiring actions using alternative assessments to replace or augment a self-reported occupational questionnaire.
Increase the percentage of job announcements for which applicants receive notification of their status in the hiring process.
Goal 1.2: Agencies will build equitable pathways into the Federal Government for early career positions, particularly from underrepresented and underserved communities. Success metrics for Goal 1.2 include:
Increase the number of positions agencies make available for early career hires.
Increase the number of eligible interns that are converted into full-time employees.
Increase the number of paid internships.