OPM GoalsGoal 1Objective 4Increase the effectiveness and efficiency of the Federal hiring process and make Federal employment attractive to high-quality applicants of diverse backgrounds. There is an immediate opportunity to improve recruitment and retention of Federal employees. OPM will work with Federal agencies to improve the attractiveness of public service, in part by communicating the Government’s exciting mission and career opportunities. Our focus on attracting and selecting highly-qualified applicants leads to a better fit to the job which, in turn, supports retention. The current workforce is aging; many employees are retirement eligible, and new employees are difficult to attract and retain. There is a general perception that our hiring process takes too long and may not provide well-qualified candidates.
We plan to assist Federal agencies in their recruitment efforts through e-Government initiatives and technology-based methods such as Recruitment One-Stop (an initiative to improve the process of locating and applying for Federal jobs); to position the Federal Government as the first stop for job seekers; to improve the quality level of new hires, and to decrease the amount of time it takes to source candidates. In another effort to streamline recruitment and hiring, we will conduct "Virtual" Job Fairs. OPM will provide initial recruitment and competency assessment strategies that focus on Government hiring for critical occupations, such as those for the proposed new Department of Homeland Security. We will simplify the application process by making it easier for individuals to understand how to apply for Federal jobs. Additionally, we will develop strategies that will enhance employment opportunities for veterans, minorities, women and persons with disabilities. Strategies
Performance Indicators/MeasuresThe measure of success for a hiring system is its ability to place the right people into the right jobs in a timely manner. We know we have done this when the workforce is able to meet agency strategic goals. To establish this link between hiring and agency mission accomplishments, OPM uses data from its Central Personnel Data File on hiring and retention. Examples of hard data on hiring are:
"...we must confront the tough problems, not avoid them and leave them for others. This is never easy, but it’s what conscience demands and what leadership requires. We must keep the long view, and remind ourselves that we’re here to serve the public’s long-term interests." President George W. Bush, SES speech, October 15, 2001
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