❮ Back
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, OPM will help accelerate agencies’ ability to conduct barrier analysis using Applicant Flow Data (AFD), which will help inform fair and inclusive hiring processes and reduce any systemic barriers by offering a toolkit to agencies to address common pain points. 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.
Completed this quarter
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.
Completed this quarter
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
Read the Hiring Experience Memo:
In August, OPM and the Office of Management and Budget (OMB) issued a joint memorandum to provide guidance to federal agencies on how to improve the Federal Government’s ability to recruit, hire, and retain a diverse and skilled workforce to strengthen the way agencies deliver on their missions for the American people. OPM and OMB have focused on supporting agencies in fully implementing and adopting the guidance through webinars, workshops, and round table discussions for hiring managers and human resources professionals.
Exploring a career in government?
- Explore federal internships and get ready to #GrowWithGov. Your career journey starts HERE🌱.
- Not sure what to look for? Use the USAJOBS Career Explorer to explore occupations that align with your career interests!
Members of the workforce: Join a cross-agency communities of practices or learning opportunity to identify promising practices and potential pilots:
- Mental Well-Being Community of Practice: Email CHCOCouncilCoPs@opm.gov
- The Chief Human Capital Officers (CHCO) Council Recruitment & Outreach Community of Practice: Email CHCOCouncilCoPs@opm.gov
- CHCO Council Employee Engagement Community of Practice: Email CHCOCouncilCoPs@opm.gov
- The Federal Hiring Experience Learning Series: Register on Eventbrite for The Federal Hiring Experience Learning Series
- Hiring Assessment Policy Forum: Email Assessment_Information@opm.gov
- Recruitment & Outreach Community of Practice: Email Recruitment@opm.gov
- Talent Team Community of Practice: Email HX@opm.gov
- Tech to Gov and AI Working Group: Email TechToGov@opm.gov
Be a part of the Tech and AI Surge!
Interested in bringing your tech and AI savvy to the government? Check out ai.gov for the latest opportunities.
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:
- Sign up for an upcoming AI training for the Federal Workforce. There are three tracks: leadership and policy, technical, and acquisition.
- Agencies are developing AI training programs for the federal workforce. In the meantime, you can access the 2023 training modules hosted by the AI Community of Practice here.
Leaders
Latonia Page
TitleDeputy Associate Director, Talent Acquisition, Classification, and Veterans Programs
AgencyOffice of Personnel Management
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.
