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The Office of Personnel Management's (OPM) upcoming 2007: Year of the HealthierFed initiative will encourage Federal agencies to create new and improve existing fitness and wellness programs for employees. As one component, the HealthierFeds website (http://www.healthierfeds.gov) will highlight Federal agency fitness leaders - employees who are setting a positive example or otherwise sharing a vision for improved employee health - in a "Leader Spotlight" section.
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I invite you and your staff to attend an interagency information exchange on human capital planning for pandemic influenza on Thursday, November 2, 2006. The exchange will provide an opportunity for agencies to discuss human capital issues, planning and flexibilities related to pandemic influenza including the agencies' role in disseminating information to its employees. The exchange will be held in the Campbell Auditorium at the Office of Personnel Management (OPM), 1900 E Street, NW, Washington, DC.
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The Office of Personnel Management is pleased to share with you information on the 2006 First Hispanic American Veterans Affairs Summit sponsored by the Community Prosperity Partnership, a joint venture by the Department of Veterans Affairs (DVA), the League of United Latin American Citizens (LULAC) and the American GI Forum. This is a Veteran focused outreach event that includes a recruitment fair to enable agencies to recruit for critical hiring needs. I encourage you to consider this opportunity.
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The Office of Personnel Management (OPM) is again teaming with the President's Council on Physical Fitness and Sports (PCPFS) to host a HealthierFeds Physical Activity Challenge scheduled to take place January 22-March 18, 2007. All Federal employees and their families, as well as Federal retirees and contractors, are encouraged to participate.
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The Presidential Management Fellows (PMF) Program is the premier program for leadership development in the Federal Government. Executive Order 13318, signed by President George W. Bush on November 21, 2003, charges the OPM Director to prescribe rules of the Program. In accordance with section 362.201 of title 5, Code of Federal Regulations, the OPM Director will determine the number of Fellows that may be appointed during that fiscal year, based on input from the Chief Human Capital Officers Council, as well as input from agencies not represented on the Council.
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The Office of Personnel Management (OPM) is pleased to introduce a new initiative designed to help agencies enhance the applicant assessment process and ensure an effective Federal workforce. As a part of this initiative, OPM will be issuing guidance on a number of applicant assessment topics, including a competency assessment handbook, information on realistic job previews, how to conduct structured interviews, and an overview of current assessment practices in the Federal Government.
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The Federal Government must deliver results, and Government leaders must drive those results. The most enduring legacy to the future of this nation is the proper development of its leaders. We must ensure the ability of Federal leaders to achieve results by establishing a strong learning environment that supports both initial and ongoing training and development of both current and future leaders.
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The Office of Personnel Management (OPM) invites you, your Deputy Chief Human Capital Officer and your Human Resources Director to participate in a briefing on the recently-issued draft regulations to implement provisions of the Chief Human Capital Officers (CHCO) Act of 2002. As you are aware, OPM published the draft regulations for public comment in May 2006.
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Federal statute (5 U.S.C. 7201) requires Federal agencies to develop a Federal Equal Opportunity Recruitment Program (FEORP) Plan to recruit, hire, and train a diverse workforce, including minorities and women. Many of you have implemented successful human capital strategies and programs in your agencies that we would like to showcase in our annual report to Congress.
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The Asian American Government Executives Network will hold their Second Annual Leadership Conference on September 13, 2006, in Washington, D.C. The training conference is targeted towards federal employees. The theme for this year is "Realizing your Vision - The Federal Executive and Beyond." This one day conference qualifies as training in compliance with 5 U.S.C. Chapter 41. The training is open to all employees and will provide two tracks of training, covering topics such as career advancement, succeeding in the workplace, and individual career coaching sessions.
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The U. S. Office of Personnel Management (OPM) must submit a Disabled Veterans Affirmative Action Program (DVAAP) report to Congress annually in compliance with 38 U.S.C. 4214. To accomplish this requirement, we are asking agencies to provide OPM with their specific accomplishments in the recruitment, hiring, placement, and advancement of disabled veterans. The guidance for the implementation of this statute can be found in 5 CFR 720.
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This memorandum clarifies guidance issued by the Office of Personnel Management (OPM) in the Director's memorandum of December 21, 2004, "Senior Executive Service (SES) Qualifications Review Board Processing During Agency Head Transitions." In accordance with 5 CFR 317.502(d), OPM suspends the processing of Qualifications Review Board (QRB) cases for agencies whose agency head departs or announces his or her departure. This moratorium remains in effect until the newly approved head assumes the duties of his or her new position.
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The Office of Personnel Management (OPM) is pleased to announce the issuance of the final regulation concerning the excepted service appointments of persons with mental retardation, severe physical disabilities, and psychiatric disabilities. In addition to the regulation, OPM is issuing a "Questions and Answers" fact sheet which provides additional guidance. Copies of both documents are attached.
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This memorandum announces the 2006 annual review of special rates authorized under 5 U.S.C. 5305 and 5 CFR part 530, subpart C. The Office of Personnel Management (OPM) authorizes special rates for specific occupations, grades, and locations to alleviate existing or likely significant recruitment or retention problems. Under 5 CFR 530.307(a), OPM may, at any time, conduct general or targeted reviews of established special rates to determine whether they should be increased, decreased, or discontinued based on staffing considerations.
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The Office of Personnel Management (OPM) is committed to ensuring the quality of the Senior Executive Service (SES) cadre. Senior executives must excel within a results-oriented performance culture, and the Executive Core Qualifications (ECQs) ensure they have the competencies needed to do so. On February 3rd, 2006, we issued the Draft ECQs for your review and comment. We greatly appreciate the time you took to provide valuable feedback, and your suggestions assisted us in updating and enhancing the ECQs.
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This memorandum provides you with a copy of a summary of the findings from an Office of Personnel Management (OPM) survey of the Federal workforce designed to examine attitudes and actions towards planning for retirement. This summary will also be published in a Benefits Administration Letter and on our web site. OPM was required by the Thrift Savings Plan Open Elections Act of 2004, to develop a retirement financial literacy and education strategy for Federal employees.
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Each year more than one million people are diagnosed with skin cancer in the United States and sadly, the incidence is on the increase, primarily in the form of melanoma, the deadliest form of skin cancer. While skin cancer is the most prevalent form of cancer in the United States, it is also the most avoidable. The observance of Melanoma/Skin Cancer Detection and Prevention Month in June comes at a time of year when employees begin spending more time outdoors, thereby increasing the risk factors for developing the disease.
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This memorandum announces the release of the Management Satisfaction Survey based upon criteria developed by the Chief Human Capital Officers (CHCO) Council. This survey is part of the Governmentwide effort to improve the Federal hiring process. The CHCO Council discussed the implementation procedures and data collection and reporting goals of this survey at its March 14, 2006 meeting.
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Recently, the Office of Personnel Management Director, Linda Springer, sent a memorandum to all Federal agency Chief Human Capital Officers (CHCOs) announcing the release of the CHCO Council's Management Satisfaction Survey. This survey is based upon criteria developed by the CHCO Council and is part of our broad effort to improve the Federal hiring process. The data derived from this survey will be used to support key Proud To Be objectives for your agency's strategic human capital management.
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The Society of American Indian Government Employees will hold their Third Annual Conference August 29 through 31 in Anchorage, Alaska. The training conference is targeted to Federal civilian employees who wish to advance their careers in Federal service. The theme for this year is "One People, A Diversity of Culture." The training qualifies as training in compliance with 5 U.S.C. Chapter 41. The training is open to all employees and will cover career advancement topics such as interviewing, managing and leading people, and self-marketing skills.
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