PMA / Workforce / Strategy 1 / Join the Action

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Help answer high-impact research questions

Review critical Government-wide research questions – answers to these questions will help the Federal Government deliver more effective and equitable results

Attract 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 info icon

Goal 1.1

As of November 2022 – About this update info icon

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 support agencies in conducting and assessing the quality and depth of any current efforts to understand barriers to equal employment opportunity in the recruitment and hiring process in Federal agencies. 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.

Milestone Status Timing Owner
Establish a Chief Human Capital Officers (CHCO) Recruitment working group and community of practice to focus on strategic recruitment actions across common positions, build outreach pipelines to underserved communities, and share tools/practices
PMA / Workforce / Strategy 1 / Milestone

Milestone

Establish a Chief Human Capital Officers (CHCO) Recruitment working group and community of practice to focus on strategic recruitment actions across common positions, build outreach pipelines to underserved communities, and share tools/practices

not completed icon FY23 Q2 OPM & Agencies
Develop a pooled hiring strategy for critical positions across Government
PMA / Workforce / Strategy 1 / Milestone

Milestone

Develop a pooled hiring strategy for critical positions across Government

not completed icon Ongoing OPM & Agencies
Continue to stand up talent teams to expand and enhance recruitment and hiring of top talent Notes
PMA / Workforce / Strategy 1 / Milestone

Milestone

Continue to stand up talent teams to expand and enhance recruitment and hiring of top talent

Notes

  • Changed timing from FY23Q1 to ongoing as it is a multi-quarter effort

not completed icon Ongoing Agencies
Continue implementing Skills-Based Hiring Guidance Notes
PMA / Workforce / Strategy 1 / Milestone

Milestone

Continue implementing Skills-Based Hiring Guidance

Notes

  • Changed timing from FY23 Q1 to ongoing, as it is a multi-quarter effort

not completed icon Ongoing Agencies

Goal 1.2

As of November 2022 – About this update info icon

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.

Milestone Status Timing Owner
Issue guidance on internships and similar programs, including guidance to increase the availability of paid internships, and reduce the practice of hiring interns, fellows, and apprentices who are unpaid in accordance with EO 14035 Notes
PMA / Workforce / Strategy 1 / Milestone

Milestone

Issue guidance on internships and similar programs, including guidance to increase the availability of paid internships, and reduce the practice of hiring interns, fellows, and apprentices who are unpaid in accordance with EO 14035

Notes

  • Changed timing from FY22 Q4 to FY23 Q2

not completed icon FY23 Q2 OPM & OMB
Publish proposed regulations to update Pathways Programs Notes
PMA / Workforce / Strategy 1 / Milestone

Milestone

Publish proposed regulations to update Pathways Programs

Notes

  • Changed timing from FY22 Q4 to FY23 Q2

not completed icon FY23 Q2 OPM
PMA / Workforce / Strategy 1 / Leaders

Leaders

Colleen Heller-Stein

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

AgencyDepartment of the Treasury

Tracey Therit

TitleChief Human Capital Officer

AgencyDepartment of Veterans Affairs

PMA / Workforce / Strategy 1 / Goals

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.

PMA / Workforce / Strategy 1 / Success Metrics

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:

  • All agencies will review applicant flow data – identifying barriers to diversity in the hiring process and exploring possible connections to policies, procedures, and practices – and develop plans to address identified barriers promoting equitable and consistent representation throughout the hiring process, as provided in the Equal Employment Opportunity Commission’s (EEOC) Management Directive 715.

  • 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.