Agency Priority Goals (APGs) reflect the top performance improvement priorities of agency leadership and the Administration. APGs reflect measurable results that leadership wants to accomplish over a two-year period, advancing progress toward longer-term strategic goals and objectives in the agency’s Strategic Plan. The Federal Government uses a three-pronged approach to manage APGs: 1) public goal-setting; 2) data-driven performance review meetings with agency leadership no less than quarterly; and 3) quarterly public updates on Performance.gov. For additional information on OPM’s APGs, please refer to Performance.gov.

For the FY 2024-2025 period, OPM developed four APGs.

Agency Priority Goal 1

Position the Federal Government as the employer of choice for military and veteran spouses and early career talent. By September 30, 2025, strengthen agencies’ ability to develop, promote, and retain this skilled and diverse pool of talent, capitalizing on existing and new workplace flexibilities to increase the Employee Engagement Index score for military and veteran spouses by 2 points and for early career employees by 4 points, as compared to an FY 2023 baseline.

Related Strategic Objective: 1.3

FY 2024 Progress Update

• OPM is on-track to meet its two-year goal to increase the Employee Engagement Index Score for military and veteran spouses; OPM has exceeded its FY 2024 target of 71.5 with an FY 2024 score of 72.7, up 2.2 points from FY 2023.
• OPM fell 0.8 points short of its FY 2024 Employee Engagement Index score target for early career talent, with a score of 77.4.
• OPM issued a final rule to refresh the Pathways Program regulations, created an intern conversion database to provide opportunities for interns and recent graduates to be placed in other agencies when their host agency is unable to offer permanent placement, and held 10 Intern Experience Program events to engage interns Government-wide.
• OPM also developed a Government-wide Military and Veteran Spouse, Military Caregiver, and Survivor Hiring and Retention Strategic Plan, and updated guidance and resources on military spouse employment.

Agency Priority Goal 2

Streamline the hiring experience for applicants to Federal jobs, agency hiring managers, and agency HR professionals through the use of pooled/shared hiring actions. By September 30, 2025, lead or facilitate 28 pooled/shared hiring actions for agencies to fill critical vacancies resulting in 700 agency hires.

Related Strategic Objectives: 1.3

FY 2024 Progress Update

• OPM launched 18 pooled/shared hiring actions for agencies to fill critical vacancies in FY 2024, exceeding the FY 2024 target by four actions.
• The agency did not meet its FY 2024 target of 350 agency hires made through pooled/shared hiring actions but did increase the number of agency hires made through pooled/shared hiring actions by 18 percent compared to FY 2023, with 96 hires in FY 2024.
• OPM and OMB issued a joint memorandum to agencies on improving the Federal hiring experience and conducted 17 briefings to agencies and other stakeholder groups on the practices outlined in the memo.
• OPM also led more than 150 engagements in FY 2024 to help identify and break down barriers and dispel misconceptions in the requirements for sharing certs.

Agency Priority Goal 3

Enable critical human capital decision-making for Federal agencies and employees by developing an enterprise human capital analytics platform and delivering high-quality workforce planning data analytics products Government-wide. By September 30, 2025, increase the percentage of Chief Human Capital Officers (CHCO) who agree that OPM provides agencies with high-quality workforce data and information for decision-making by 25 percentage points, as compared to an FY 2023 baseline, and improve employee satisfaction in their ability to access their own data on benefits and personnel actions by 25 percentage points, as compared to an FY 2024 baseline.

Related Strategic Objectives: 4.3

FY 2024 Progress Update

• At 55.56 percent, OPM did not meet its target of 65 percent of CHCOs who agree that OPM provides agencies with high quality workforce data and information for decision making.
• OPM surveyed Federal employees and found that 67.7 percent indicated that they are satisfied with their ability to access their own data on benefits and personnel actions. This value will serve as a baseline to measure future progress.
• In FY 2024, OPM completed the development of an enterprise human capital analytics platform environment and established a pilot with the General Services Administration to improve interoperability of Federal HR data.
• OPM is on-track to migrate OPM personnel files to the modernized electronic Official Personnel Folder, which will begin a phased migration of external agencies in February 2025.

Agency Priority Goal 4

Strengthen the health insurance enrollment experience by establishing a state-of-the-art Postal Service Health Benefits System for Postal Service employees, annuitants, and their eligible family members. By September 30, 2025, develop a new, centralized enrollment system including a Decision Support Tool and perform an evaluation to assess implementation of the centralized enrollment system and Decision Support Tool.

FY 2024 Progress Update

• OPM ended the fiscal year on-track to develop and deploy the Postal Service Health Benefits (PSHB) Program.
• The agency developed the PSHB system and supporting applications in time for the successful launch of the inaugural Open Season.
• OPM also developed a study design and data collection tools for an implementation evaluation.
• OPM developed and deployed a state-of-the-art Decision Support Tool to help program beneficiaries navigate their options.
• Further, OPM implemented key system modifications in Retirement Services’ mainframe applications that modified the interface with PSHBP centralized enrollment and conducted end-to-end validation of those changes.

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