Strengthening and Empowering the Federal Workforce

Overview

Priority Area Leaders

Kiran Ahuja

TitleDirector

AgencyOffice of Personnel Management

Dr. Kathleen Hicks

TitleDeputy Secretary

AgencyU.S. Department of Defense

Julie Su

TitleDeputy Secretary

AgencyU.S. Department of Labor

Summary of Progress

  • November 2022

    In order to meet the opportunities outlined above, cross-agency teams representing almost 20 CFO Act agencies have identified a suite of activities to address some of the biggest opportunities and challenges facing the Government workforce. Across each of the strategies described below, these teams continue to keep diversity, equity, inclusion, and accessibility (DEIA) goals front and center as they consider and test solutions. Teams are now working to identify potential pilots for testing and evaluation, and to implement near-term actions. These actions could include, for example, new guidance for agencies or the development of shared tools or data. Below is a sampling of initial milestones that are guiding cross-agency groups as implementation gets underway. The PMA team has continued to engage stakeholders. Priority Area Leaders have developed guidance for agencies to support the adoption of Priority-level metrics.

  • July 2022

    Cross-agency teams are advancing the PMA Workforce Priority across the identified Strategies and Goals, with cross-functional representatives from many agencies participating. These teams have been scoping the activities to support their goal statements, working to understand challenges, and exploring a broad range of solutions. Milestones included in this update represent initial foundational work to implement this Workforce Priority.

Challenge

More than 4 million Americans—including more than 2.1 million Federal civilian employees—work for our Federal Government, both at home and overseas. To be a Government for all of the American people, we need to focus on those who keep our Government running and deliver services each day. Given the changing nature of work, new technology, and the evolving skills needed to meet the challenges of today and tomorrow, we must invest in our public servants who are the backbone of our Government.

Opportunity

Federal agencies must attract, hire, develop, and empower talented individuals who are well suited and well prepared to face the challenges the Government faces, both in the near and long term. Agencies must also use what they have learned about the resilience and adaptability of the Federal workforce to make the Federal Government an ideal, modern, and forward-thinking employer. As Federal agencies continue to chart a path forward together on the future of Federal work, they will engage with public servants as well as stakeholders within and outside of Government to make every Federal job a good job and give our workforce what they need to succeed.

Strategies

Highlights

A curated view of progress happening across this priority area
PMA / Workforce / Success Metrics

Success Metrics

Create a more equitable employee engagement experience across the Federal workforce, including across employee groups and organizational units within agencies

  • Increase agency OPM Federal Employee Viewpoint Survey (FEVS) Employee Engagement Index (EEI) scores by narrowing agency-identified gaps in EEI by employee group or organizational unit by 20 percent.
  • Agencies will select an EEI subfactor (Supervisor, Leaders Lead, Intrinsic Work Experience) or a minimum of three OPM FEVS questions as topics to target for action and quantifiably improve results on these factors/questions. Subfactor/questions should be chosen due to overall low score, gaps across employee groups and organizational unit, or some other mission- or performance-driven factor.
  • Guidance to agencies on implementing PMA Workforce Priority metrics

Improve the Federal hiring process to efficiently hire the best talent

  • Increase the percentage of hiring manager satisfaction with the hiring process.
  • Note: This survey currently is going through improvements to automate its dissemination and to improve data collection and availability. Improvements will be integrated by fiscal year (FY) 23 Q3. A baseline will be established using the current data from the last 3 years, and targets will be determined following the implementation of survey improvements.
  • Guidance to agencies on implementing PMA Workforce Priority metrics

Attract the right talent for the right roles

  • Increase the percentage of agencies meeting projected mission-critical occupation (MCO) hiring and staffing targets.
  • Agencies will be asked to create robust projections for selected MCOs and report progress towards filling those goals in order to highlight areas of needed support to compete for talent.
  • Guidance to agencies on implementing PMA Workforce Priority metrics

Promote diversity, equity, inclusion, and accessibility (DEIA) strategies and practices across all human capital activities

PMA / Workforce / Leaders

Leaders

Nina Albert

TitleCommissioner

AgencyPublic Buildings Service

StrategyReimagine and build a roadmap to the future...

Jason Barke

TitleDeputy Associate Director, Strategic Workforce Planning

AgencyOffice of Personnel Management

StrategyReimagine and build a roadmap to the future...

Dustin Brown

TitleDeputy Assistant Director for Management

AgencyOffice of Management and Budget

StrategyReimagine and build a roadmap to the future...

Roland Edwards

TitleChief Human Capital Officer

AgencyDepartment of Homeland Security

StrategyMake every Federal job a good job, where...

Wonzie Gardner

TitleOffice Head and Chief Human Capital Officer, Office of Information and Resource Management

AgencyNational Science Foundation

StrategyReimagine and build a roadmap to the future...

John Gill

TitleAssistant Director of Center for Leadership Development

AgencyOffice of Personnel Management

StrategyBuild the personnel system and support required to...

Colleen Heller-Stein

TitleDirector, Office of Human Resources and Acting Chief Human Capital Officer

AgencyDepartment of the Treasury

StrategyAttract and hire the most qualified employees, who...

Veronica Hinton

TitlePrincipal Deputy Associate Director for Employee Services

AgencyOffice of Personnel Management

StrategyBuild the personnel system and support required to...

Kristin McNally

TitleBranch Chief of Employee Engagement, Division of Worklife and Engagement in the Office of the Assistant Secretary for Administration and Management

AgencyDepartment of Labor

StrategyMake every Federal job a good job, where...

John O'Duinn

TitleSenior Advisor

AgencyGeneral Services Administration

StrategyReimagine and build a roadmap to the future...

David Padrino

TitleExecutive Director, Office of Human Capital Data Management and Modernization

AgencyOffice of Personnel Management

StrategyBuild the personnel system and support required to...

Nancy A. Speight

TitleDeputy Assistant Secretary of Defense for Civilian Personnel Policy

AgencyDepartment of Defense

StrategyMake every Federal job a good job, where...

Tracey Therit

TitleChief Human Capital Officer

AgencyDepartment of Veterans Affairs

StrategyAttract and hire the most qualified employees, who...