Strengthening and Empowering the Federal Workforce
PRIORITY AREA LEADERS
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.
Priority-level success metrics
Create a more equitable employee engagement experience across the Federal workforce, including across employee groups and organizational units within agencies
- Increase agency 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%.
- Agencies will select an EEI subfactor (Supervisor, Leaders Lead, Intrinsic Work Experience) or a minimum of three 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.
Improve the Federal hiring process to efficiently hire the best talent
- Increase the percentage of hiring manager satisfaction with the hiring process.
- This survey currently is going through improvements to improve data collection and availability. A baseline and target will be assessed later this year once those improvements have time to go into effect.
Attract the right talent for the right roles
- Increase the percentage of agencies meeting projected mission-critical occupation (MCO) hiring and staffing targets.1
- 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.
Promote diversity, equity, inclusion, and accessibility (DEIA) strategies and practices across all human capital activities
- FEVS DEIA Measures.2
- Agencies will use their 2022 FEVS results, in addition to other DEIA agency assessments, to make progress towards the objectives of their agency DEIA strategic plans.
1 A new measure is being developed for Government-wide collection.
2 FEVS DEIA measures are being reviewed and finalized.
Attract and hire the most qualified employees, who reflect the diversity of our country, in the right roles across the Federal Government.
Make every Federal job a good job, where all employees are engaged, supported, heard, and empowered, with opportunities to learn, grow, join a union and have an effective voice in their workplaces through their union, and thrive throughout their careers.
Reimagine and build a roadmap to the future of Federal work informed by lessons from the pandemic and nationwide workforce and workplace trends.
Build the personnel system and support required to sustain the Federal Government as a model employer able to effectively deliver on a broad range of agency missions.