As acting Office of Personnel Management Director Beth Cobert looks back on her tenure at the agency, she’s confident that federal employees should feel more comfortable in OPM’s ability to protect their data.
The Office of Personnel Management has been busy in recent weeks, releasing a series of new memos as reminders to any political appointees and senior officials who plan to leave or join government during the presidential transition.
The U.S. Secret Service might be taking the lead on Inauguration Day, but the FBI Washington Field Office is prepared to offer whatever support is needed to the agents who will be working to prevent and protect against domestic threats.
With the forecast calling for snow Thursday evening into Friday morning’s commute, federal employees should revisit their agency’s telework policies and contingency plans to prepare for the first weather event of the year. OPM will update its website and social media channels with any changes to the government operating status.
The Office of Personnel Management published updated instructions for agencies to assign revised standard codes to their cybersecurity positions. It’s one of several recent steps the administration has taken to implement the Federal Cybersecurity Workforce Assessment Act, which Congress passed at the end of 2015.
The Office of Personnel Management says it’s spent the past eight years working within the confines of current laws and regulations to modernize the federal personnel system and help agencies better recruit, hire and retain talented employees. But as the Obama administration winds down, OPM suggested that future administrations should more seriously discuss reform to those civil service regulations.
With the the chairman of the Merit Systems Protection Board resigning in less than a week, employees appealing their disciplinary actions will have to be patient as they wait for President-elect Donald Trump to appoint at least one member for a quorum.
A final rule from the Equal Employment Opportunity Commission requires federal agencies to increase their workforce to include more people with disabilities, and provide them personal assistance if needed.
Telework can be a helpful tool for work-life balance, but that doesn’t mean working from home is an excuse to give the babysitter the day off.
The Office of Personnel Management is expanding its definition of “diversity.” It wants agencies to not only think about and study race, national origin and gender but also differences in age, experience and perspective. The goal is to get top agency leaders to think about diversity and inclusion as an enterprise-wide challenge, not just a human capital issue.
Cybsersecurity, customer service, even deep space exploration are on the list of federal agencies’ Performance.gov goals in fiscal 2016-17.
President Barack Obama signed an executive order authorizing a 2.1 percent pay parity for civilian employees in 2017. This order supersedes the one he signed back in November, which authorized a smaller raise for federal employees.
With the final release of the long-awaited federal HR policy rewrite, agencies will see shorter future Federal Employee Viewpoint Surveys and fewer human capital management reporting requirements.
Federal employees and contractors waited hundreds of days in some cases for a security clearance in 2016, but the Office of Personnel Management spent much of the year putting the policy pieces in place for improvement. Key stakeholders in the Performance Accountability Council developed an IT plan for the new background investigation system and issued business rules for adjudicating some cases.
The President’s Pay Agent approved a recommendation to add Burlington, Vermont, and Virginia Beach, Virginia, to the list of separate locality pay areas for 2018. The pay agent signed off on one recommendation from the Federal Salary Council but little else.