OPM’s Management Strategy
Our management strategy is to create an environment that fosters the delivery of services to our customers and employees through effective communication and management of human capital, technology, financial resources, and business processes.
In this strategy, OPM outlines a way to improve its own performance in support of Governmentwide human resources management practices and to shoulder new responsibilities to improve human capital investments. OPM must incorporate the most up-to-date business management practices and increase the capacity of its own workforce to assure that it meets its new and expanded responsibilities.
"The sentiment of this President and this Director towards veterans’ preference was already articulated by President Franklin Roosevelt in a letter endorsing veterans’ preference when the bill establishing the preference was transmitted to the House of Representatives: ‘I believe that the Federal Government, functioning in its capacity as an employer, should take the lead in assuring those who are in the armed forces that, when they return, special consideration will be given to them in their efforts to obtain employment. It is absolutely impossible to take millions of our young men out of their normal pursuits for the purpose of fighting to preserve the nation, and then expect them to resume their normal activities without having any consideration shown to them.’ "That sentiment endures to this day and now extends to young women as well."
Director James in testimony before the U.S. Senate, March 18, 2002
The key measure of OPM’s management strategy will be how effective OPM’s activities are in achieving its goals. Since OPM is undertaking new and expanded roles, our work to develop new outcome measures is critical in demonstrating our effectiveness. As we develop these new measures, OPM will use internal measures of success for those strategies that affect internal operations such as the strategies to improve communication and improve its workforce. We will survey employees to determine the impact of management policies that support them and make improvements based on the results. We will use the Executive Branch Scorecard to measure our success in implementing the President’s Management Agenda. Examples of such indicators are: