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Contributes toMake 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.
Designated a Cross-Agency Priority (CAP) Goal 
Goal 2.1
Agencies will engage and empower all employees to create a more inclusive and equitable work environment.
The goal is focused on supporting agencies in identifying Federal employee groups who are under-engaged based on the most recent OPM FEVS results and developing targeted engagement strategies. Agencies are also aligning these efforts with implementation of Executive Orders 14003 on Protecting the Federal Workforce and 14025 on Worker Organizing and Empowerment.
| Milestone | Status | Timing | Owner |
|---|---|---|---|
| Launched a Chief Diversity Officer Executive Council
PMA / Workforce / Strategy 2 / Milestone
MilestoneLaunched a Chief Diversity Officer Executive Council ChangelogNovember 2022
|
 |
FY22 Q4 | OPM |
| Invited unions to conduct at least one new employee orientation session in the majority of their bargaining units, where benefits of union membership are discussed
Notes
PMA / Workforce / Strategy 2 / Milestone
MilestoneInvited unions to conduct at least one new employee orientation session in the majority of their bargaining units, where benefits of union membership are discussed NotesNovember 2022
ChangelogNovember 2022
|
|
FY22 Q4 | Agencies with unions |
| Establish a CHCO Employee Engagement working group and community of practice to provide an innovative approach to identifying and implementing strategies
PMA / Workforce / Strategy 2 / Milestone
MilestoneEstablish a CHCO Employee Engagement working group and community of practice to provide an innovative approach to identifying and implementing strategies ChangelogNovember 2022
|
|
FY23 Q1 | OPM & Agencies |
Goal 2.2
Agencies will develop equitable, transparent, and transferrable career development pathways that promote career growth and agency mission delivery.
Agencies are exploring opportunities to address challenges with career development and cultivate a senior leadership corps, including the Senior Executive Service (SES), that has the skills necessary for current and future needs and reflects the diversity of our country. OPM, with agency support and engagement, will pilot tools to make talent development options within the Federal Government more transparent and accessible and to support existing Federal employees in identifying the skills necessary to grow in their careers. This aims to support attracting, retaining, and growing the skills needed to support agency mission delivery. Lessons learned from implementation of Executive Order 13714 on Strengthening the Senior Executive Service are informing this effort.
| Milestone | Status | Timing | Owner |
|---|---|---|---|
| Review Executive Core Qualifications (ECQs) and identify potential areas for improvement to meet future SES needs
PMA / Workforce / Strategy 2 / Milestone
MilestoneReview Executive Core Qualifications (ECQs) and identify potential areas for improvement to meet future SES needs |
 |
FY23 Q2 | OPM |
| Analyze outcomes of Candidate Development Programs (CDPs) to identify promising practices across Government
PMA / Workforce / Strategy 2 / Milestone
MilestoneAnalyze outcomes of Candidate Development Programs (CDPs) to identify promising practices across Government |
|
FY23 Q3 | OPM |
Goal 2.3
Agencies will promote awareness of employee well-being and support initiatives that extend beyond the workplace.
Like workers nationwide, Federal employees across agencies have historically – and more acutely during the COVID-19 pandemic – dealt with a spectrum of challenges related to well-being. Some agencies have led the way in developing evidence-based support services and tools for employees and creating an inclusive, supportive culture. These efforts serve to both support Federal employees and help ensure agency mission delivery. Agencies are identifying promising and scalable efforts across Government and exploring how to foster cultures within agencies that support mental health and well-being, as well as potential benchmarks or measures to monitor progress.
| Milestone | Status | Timing | Owner |
|---|---|---|---|
| Launch a cross-agency working group to identify well-being and mental health best practices, resources, and strategies for agency adoption
PMA / Workforce / Strategy 2 / Milestone
MilestoneLaunch a cross-agency working group to identify well-being and mental health best practices, resources, and strategies for agency adoption |
|
FY23 Q2 | Interagency Steering Committee |
| Lead an Employee Assistance Program (EAP) revitalization effort that includes evaluating current programs, identifying best practices, developing and enhancing training, and proposing changes modeled after successful efforts and promising practices at agencies
PMA / Workforce / Strategy 2 / Milestone
MilestoneLead an Employee Assistance Program (EAP) revitalization effort that includes evaluating current programs, identifying best practices, developing and enhancing training, and proposing changes modeled after successful efforts and promising practices at agencies |
|
FY23 Q2 | OPM |
Goal 2.4
Agencies will use the full suite of available tools, including pay and benefits, to encourage public service and retain dedicated employees.
Agencies are exploring opportunities to attract and retain mission-critical roles through pay and benefits while fostering greater pay equity.
| Milestone | Status | Timing | Owner |
|---|---|---|---|
| Issue proposed regulation on use of prior salary history in accordance with Executive Order 14035: Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce
Notes
PMA / Workforce / Strategy 2 / Milestone
MilestoneIssue proposed regulation on use of prior salary history in accordance with Executive Order 14035: Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce Notes
|
|
FY23 Q2 | OPM |
| OPM works collaboratively with Federal agencies to address recruitment and retention challenges with judicious application of pay flexibilities such as improved special salary rates for entry level information technology positions
PMA / Workforce / Strategy 2 / Milestone
MilestoneOPM works collaboratively with Federal agencies to address recruitment and retention challenges with judicious application of pay flexibilities such as improved special salary rates for entry level information technology positions |
|
FY23 Q2 | OPM & Agencies |
Leaders
Roland Edwards
TitleChief Human Capital Officer
AgencyDepartment of Homeland Security
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
Nancy A. Speight
TitleDeputy Assistant Secretary of Defense for Civilian Personnel Policy
AgencyDepartment of Defense
Goals
Goal 2.1
Agencies will engage and empower all employees to create a more inclusive and equitable work environment.
Goal 2.2
Agencies will develop equitable, transparent, and transferrable career development pathways that promote career growth and agency mission delivery.
Goal 2.3
Agencies will promote awareness of employee well-being and support initiatives that extend beyond the workplace.
Goal 2.4
Agencies will use the full suite of available tools, including pay and benefits, to encourage public service and retain dedicated employees.
Success Metrics
Goal 2.1: Agencies will engage and empower all employees to create a more inclusive and equitable work environment. Success metrics for Goal 2.1 include:
Increase the percentage of Senior Executive Service (SES)/Leadership employees with DEIA outcomes in their individual performance goals.
Increase the percentage of agencies that implement Federal sector worker empowerment strategies, which remove barriers and obstacles to worker organizing in the Federal workplace and advance positive and productive labor-management relations.
Goal 2.2: Agencies will develop equitable, transparent, and transferrable career development pathways that promote career growth and agency mission delivery. Success metrics for Goal 2.2 include:
Increase opportunities for skill development and flexible pathways as measured by an increase in the percentage of employees who agree to the OPM FEVS question: “I am given a real opportunity to improve my skills in my organization.”
All agencies will conduct barrier analyses on both the senior leadership pipeline and employee retention rate with respect to institutional/structural, attitudinal, and physical barriers, and act on findings of those analyses, to the extent they have not done so already, as provided in the Equal Employment Opportunity Commission’s (EEOC) Management Directive 715.
Goal 2.3: Agencies will promote awareness of employee well-being and support initiatives that extend beyond the workplace. Success metrics for Goal 2.3 include:
Increase the percentage of employees who are aware of available mental well-being support and services.
Goal 2.4: Agencies will use the full suite of available tools, including pay and benefits, to encourage public service and retain dedicated employees. Success metrics for Goal 2.4 include:
Increase the utilization of administrative retention incentives and pay flexibilities for top agency mission-critical occupations.
Create greater pay equity by reducing inquiries into past salary history when setting pay.