OPM Goals"On September 12th, 2001, countless public servants participated in what I call "a million acts of quiet defiance." They rejected unscheduled leave and kept our government open and delivering essential services for the American people." Kay Coles James , Director of OPM Goal 1Objective 1Agencies use OPM policy and guidance to develop and maintain the capacity of their workforce to continue to meet and improve their strategic performance targets. The ability to create an effective Government depends on its ability to develop and attract quality employees and to motivate them to perform at high levels. Investment in human capital is the right thing to do if agencies are to achieve their missions. As part of the President’s Management Agenda, the Office of Personnel Management is leading the Federal Government’s Strategic Management of Human Capital initiative. In this role, OPM is committed to being the President’s strategic advisor on human capital issues, to develop tools and provide support to agencies so they will succeed in their human capital transformation efforts and assisting in making the Federal Government a high-performing workplace. Strategies
Performance Indicators/MeasuresMost surveys conducted by OPM have principally focused either upon HR personnel in Federal agencies or the general workforce. We survey the Senior Executive Service, Human Resources Directors, Human Resources Specialists, and the general workforce. Examples of the results of data OPM will continue to collect include:
Building on previous studies and expertise, OPM will address the impact of policies affecting recruitment, performance, retention and satisfaction with them. For example, we will use data from the annual Governmentwide Survey (GWS), surveys of managers, inventories of alternative personnel systems and other initiatives that strive to ensure policies leading to a quality and highly motivated workforce aligned with agencies missions throughout the Federal Government. OPM will create a longitudinal program evaluation of human capital policies and merit system compliance. We will develop an empirical, multivariate model that will provide a basis for assessing the efficacy of human capital efforts. The model will specifically consider, with appropriate controls, the underlying explanatory dimensions of alternative policies as they contribute to a quality workforce. The key components of the effort will be directed toward recruitment, performance and retention-related policies, their impact, and managers’ satisfaction with them. (See section on evaluation for a more detailed description.)
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