The Office of Personnel Management has a workforce of 3,710 employees and hired 520 employees in the third quarter of Fiscal Year 2011. Like other agencies, the Office of Personnel Management is streamlining and improving the end-to-end hiring process to create a better experience for applicants, managers, and human resources specialists. The agency is also working to create appropriate training opportunities, promote work-life balance tools, provide appropriate benefits, and recognize excellent performance for its workforce. This website shows the different initiatives underway and progress being made in pursuit of the government-wide human resources agenda.
To guide agencies in creating better working environments for their employees, the government administers an annual survey that asks all employees a wide variety of questions on their work experience. This survey, the Employee Viewpoint Survey, is organized around four areas: Leadership and Knowledge Management, Results-Oriented Performance Culture, Talent Management, and Job Satisfaction. There are 8-14 questions that address each of these areas, and the answers to those individual 8-14 questions are combined to produce a single composite score of how satisfied an employee is in that area. This chart presents the percentage of employees in the agency and government-wide that reported they had high levels of personal job satisfaction on recent surveys. This area is composed of questions focusing on personal involvement in the workplace and opportunities, recognition of good performance, training, and overall job and pay satisfaction.
This chart presents the percentage of employees in the agency and across government that reported on recent Employee Viewpoint Surveys that they were highly satisfied with Talent Management. This area focuses on whether employees perceive that the agency has high-quality people with the appropriate competencies in mission-critical activities, and that the agency has sufficient programs to attract, hire, develop, promote, and retain quality talent.
The government also analyzes data on how long employees remain at an agency. While some turnover is inevitable and can create a healthy dynamic in an organization, a low or sudden drop in the retention rate, especially for new hires, may also be a product of an agency not having effective workforce plans, staffing processes, on-boarding programs, or workplace policies. The chart shows the percentage of all permanent, non-student, full-time employees hired two years ago that are still with the agency. In addition, the chart shows retention rates for the most commonly-filled positions across the Federal government.