Strategic Goal 4
Strategic Goal 4
Provide innovative and data-driven solutions to enable agencies to meet their missions, increasing the percentage of users throughout Government who agree that OPM offered innovative solutions while providing services or guidance by 4 points.
Strategic Objective 4.1
Foster a culture of creativity and innovation within OPM. By FY 2026, increase the percentage of employees who agree that innovation is valued by 4 points.
FY 2024 Progress Update
OPM, in consultation with OMB, determined that performance toward this objective is making noteworthy progress.
- Held multiple interactive and live events to support innovative ideas and collaboration among employees, including an "Opportunity Framing Workshop."
- Launched an “Urgent Innovator” community, which provides a space for OPM employees to collaborate on individual, team, and enterprise challenges while developing their capacity to take leadership roles.
- Implemented and executed five cohorts (made up of 23 teams of 130 employees) of the Service Design for Teams course, an open enrollment course that provides participants with a foundation of service delivery and human-centered design, workshops real-life work projects, and enables participants to identify ways to improve customer experience in their services or programs.
- Offered coaching services to 15 teams made up of alumni of the Service Design for Team course and other high-priority OPM teams working on mission-critical initiatives to build upon the deliverables and tools created in the course, create an action plan for next steps, and equip teams to socialize applied learnings.
- Offered three workshops to 54 participants aimed at building the skills of OPM employees who applied to – but weren’t selected for – Service Design for Teams course, other alumni who did not participate in coaching, and other OPM employees engaged in the “Urgent Innovators” community.
| Table | Performance Measures | FY 2020 Result | FY 2021 Result | FY 2022 Result | FY 2023 Result | FY 2024 Result | FY 2024 Target | FY 2024 Target Met/Not Met | FY 2023 - FY 2024 Trend |
|---|---|---|---|---|---|---|---|---|---|
| 4.1.001 | OPM Innovation score | - | - | 67.22 | 71.37 | 72.10 | 70.22 | Met |
FY 2024 Analysis of Results:
OPM conducted the 2024 FEVS from May 20 through July 5, 2024. Approximately 1,500 OPM employees participated, for a response rate of 53.4 percent. FY 2024 results increased by nearly one point, compared to FY 2023, and OPM exceeded the FY 2024 target by nearly 2 points. OPM scored highest (76) on the Innovation Index items “Employees in my work unit incorporate new ideas into their work” and “Employees in my work unit consistently look for ways to improve how they do their work.” OPM scored lowest (65) on the Innovation Index item “My work unit commits resources to develop new ideas (e.g., budget, staff, time, expert support).”
| Table | Performance Measures | FY 2020 Result | FY 2021 Result | FY 2022 Result | FY 2023 Result | FY 2024 Result | FY 2024 Target | FY 2024 Target Met/Not Met | FY 2023 - FY 2024 Trend |
|---|---|---|---|---|---|---|---|---|---|
| 4.1.004 | Percent of OPM leaders trained in innovation techniques (Cumulative) | - | - | 6.67% | 21.66% | 15.94% | 10.43% | Met |
FY 2024 Analysis of Results:
OPM trained 88 of 552 OPM supervisors, managers, team leaders, and management officials in innovation techniques. The result decreased by nearly six percentage points, compared to FY 2023, and OPM exceeded its FY 2024 target by 5.51 percentage points.
Strategic Objective 4.2
Increase focus on Government-wide policy work by shifting more low-risk delegations of authorities to agencies.
FY 2024 Progress Update
- Granted four low-risk delegations and flexibilities to agencies: a Noncompetitive Appointment of Certain Military Spouses interim final rule, Government-wide Direct Hire Authority extensions, Direct Hire and Schedule A Hiring Authority for Artificial Intelligence, and updates to Pathways regulations.
- Submitted eight legislative delegation and flexibility proposals to the Congress for consideration.
- Issued proposed regulations to provide agencies authority to approve waivers of the normal payment limitations on recruitment and relocation incentives without OPM approval.
| Table | Performance Measures | FY 2020 Result | FY 2021 Result | FY 2022 Result | FY 2023 Result | FY 2024 Result | FY 2024 Target | FY 2024 Target Met/Not Met | FY 2023 - FY 2024 Trend |
|---|---|---|---|---|---|---|---|---|---|
| 4.2.001 | Percent of low-risk delegations with errors identified through OPM or agency led evaluations | - | - | - | - | - | Contextual | - | N/A |
Note: OPM revised the target for the measure “percent of low-risk delegations with errors identified through OPM or agency led evaluations” to “contextual” in June 2024, as the original target assumed the misuse of delegations.
FY 2024 Analysis of Results:
Results for this measure are not expected until FY 2025.
| Table | Performance Measures | FY 2020 Result | FY 2021 Result | FY 2022 Result | FY 2023 Result | FY 2024 Result | FY 2024 Target | FY 2024 Target Met/Not Met | FY 2023 - FY 2024 Trend |
|---|---|---|---|---|---|---|---|---|---|
| 4.2.003 | Percent of CHCOs who agree that OPM provides appropriate delegations to agencies | - | - | 48.48% | 46.88% | 52.78% | 49.00% | Met |
FY 2024 Analysis of Results:
In FY 2024, 19 of 36 Chief Human Capital Officers (CHCOs) and Deputy Chief Human Capital Officers who responded to the CHCO Council Annual Survey indicated that OPM provides appropriate delegations to agencies. The result increased by nearly six percentage points, compared to FY 2023, and OPM exceeded its FY 2024 target by nearly four percentage points. OPM conducted the survey from October 31 to November 15, 2023. With 36 respondents, the response rate was 73 percent.
| Table | Performance Measures | FY 2020 Result | FY 2021 Result | FY 2022 Result | FY 2023 Result | FY 2024 Result | FY 2024 Target | FY 2024 Target Met/Not Met | FY 2023 - FY 2024 Trend |
|---|---|---|---|---|---|---|---|---|---|
| 4.2.004 | Percent of low-risk delegations granted to agencies (Cumulative) | - | 10.00% | 10.00% | 20.00% | 40.00% | 30.00% | Met |
FY 2024 Analysis of Results:
In FY 2024, OPM granted four additional low-risk delegations to agencies and, as of the end of FY 2024, has granted six of the 15 designated low-risk delegations since FY 2021.
Strategic Objective 4.3
Expand the quality and use of OPM’s Federal human capital data. By FY 2026, increase the percentage of CHCO survey respondents who agree that OPM provides agencies with high quality workforce data and information to be used in decision-making by 20 percentage points.
FY 2024 Progress Update
- Expanded access to the FEVS agency dashboard to all FEVS participating agencies for a total of 80 agencies.
- Expanded access to the Attrition and DEIA dashboards beyond the 24 CFO Act agencies to additional Enterprise Human Resource Integration (EHRI) participating agencies, which expanded access to a total of 45 agencies.
- Enhanced the FEVS public dashboard, FEVS agency dashboard, and DEIA dashboard with new data, additional content, and improved design features based on user feedback.
- Released a public Time-to-Hire dashboard on the OPM Data Portal.
- Began collecting and analyzing new remote work and telework related standard data elements in EHRI.
- Created a payroll data improvement implementation roadmap and began executing payroll data quality improvements to address and close the five priority GAO recommendations from GAO 17-127 (Federal Human Resources Data: OPM Should Improve the Availability and Reliability of Payroll Data to Support Accountability and Workforce Analytics).
- Introduced an EHRI Data Quality Indicator Report to CHCOs and developed a data quality dashboard for the Shared Service Providers and agencies to better understand and improve their EHRI data submission timeliness, accuracy, and speed of data resolutions.
- Developed a Common Data Model, with a non-Personally Identifiable Information employee identifier - the Unique Universal ID - which links EHRI and electronic Official Personnel Folder data and will be extendable to other datasets as they are moved into the platform and the identifier is applied to each dataset.
- Achieved an initial release of an enterprise human capital analytics platform with data engineering, data science, data governance and analysis capabilities and with data migration in progress.
| Table | Performance Measures | FY 2020 Result | FY 2021 Result | FY 2022 Result | FY 2023 Result | FY 2024 Result | FY 2024 Target | FY 2024 Target Met/Not Met | FY 2023 - FY 2024 Trend |
|---|---|---|---|---|---|---|---|---|---|
| 4.3.001 | Percent of CHCOs who agree that OPM provides agencies with high quality workforce data and information for decision-making | - | - | 54.55% | 56.67% | 55.56% | 65.00% | Not Met |
FY 2024 Analysis of Results:
In FY 2024, 20 of 36 Chief Human Capital Officers (CHCOs) and Deputy CHCOs who responded to the CHCO Council Annual Survey indicated that OPM provides agencies with high quality workforce data and information for decision-making. The result decreased by more than one percentage point, compared to FY 2023, and OPM fell short of its FY 2024 target by more than nine percentage points. OPM conducted the survey from October 31 to November 15, 2023. With 36 respondents, the response rate was 73 percent. To improve this result in FY 2025, OPM will complete development of the enterprise human capital analytics platform and expand the delivery of high-quality workforce planning data analytics products.
| Table | Performance Measures | FY 2020 Result | FY 2021 Result | FY 2022 Result | FY 2023 Result | FY 2024 Result | FY 2024 Target | FY 2024 Target Met/Not Met | FY 2023 - FY 2024 Trend |
|---|---|---|---|---|---|---|---|---|---|
| 4.3.002 | Average quarterly number of users of OPM's publicly available human capital dashboards | - | - | - | 4,441.00 | 10,991.25 | 139.43 | Met |
FY 2024 Analysis of Results:
The average quarterly number of users of OPM’s publicly available human capital dashboards increased by more than 147 percent in FY 2024, compared to FY 2023, and OPM exceeded its FY 2024 target by nearly 11,000 users. OPM released new products, including the Time-to-Hire dashboard, and data, such as the FEVS results, which may have driven this increase.
| Table | Performance Measures | FY 2020 Result | FY 2021 Result | FY 2022 Result | FY 2023 Result | FY 2024 Result | FY 2024 Target | FY 2024 Target Met/Not Met | FY 2023 - FY 2024 Trend |
|---|---|---|---|---|---|---|---|---|---|
| 4.3.003 | Average quarterly number of authenticated users of OPM's human capital dashboards | - | - | 67.67 | 140.25 | 236.75 | 74.44 | Met |
Note: The reported result for FY 2022 is the quarterly average for quarters one, three, and four. Data is not available for the second quarter of FY 2022.
FY 2024 Analysis of Results:
The average quarterly number of authenticated users of OPM’s human capital dashboards increased by nearly 69 percent in FY 2024, compared to FY 2023, and OPM exceeded its FY 2024 target by 162 users. In FY 2024, OPM launched new products, provided new data (for example, 2023 FEVS results), enabled greater access for small agencies, and provided an improved access management tool for agencies to authorize users.
Strategic Objective 4.4
Improve OPM’s ability to provide strategic human capital management leadership to agencies through expansion of innovation, pilots, and identification of best practices across Government. By FY 2026, provide Federal agencies with 25 best practices.
FY 2024 Progress Update
- Issued a Workforce of the Future Playbook, which featured more than fifty leading practices such as cross-Government hiring tools, DEIA talent sourcing, the GSA Mission Support Dashboard, the Recruitment Community of Practice, and Artificial Intelligence use case research.
- Hosted a series of Workforce of the Future webinars, allowing agency leaders and HR practitioners to hear directly from subject matter experts responsible for creating and implementing leading practices at their agencies.
- Released a report detailing leading practices and outcomes from the Human Capital Reviews.
- Developed a legislative proposal to expand demonstration project authority, which would amend OPM’s current statutory authority to conduct and evaluate demonstration projects enterprise wide, increasing agencies’ ability to conduct pilot programs by expanding the scope of activities that could be considered.
- Launched and expanded HR Quality Service Management Offices Marketplace, which serves as a one-stop shop for Federal agencies, CHCOs, human resources, acquisition, and budget professionals to access services and information from across the Federal Government and with plans to expand to the private sector; with information on Federal HR systems standards and a playbook that provides examples of how Federal agencies successfully tackled human capital management challenges.
- Launched OPM’s Designing an Assessment Strategy and Use of Hiring Assessments: A SME-Based Approach training courses.
- Created job aides to guide HR specialists across Government through the process of transferring and onboarding employees from one agency to another. Developed a Leading Practices Portal, allowing OPM employees to submit human capital practices and resources for review through a dashboard.
- Established a Center for Innovation in Federal Talent, which collaborates with agencies on pilot programs, demonstration projects, and innovation sprints.
- Developed human capital workflow standards and shared with practitioners, helping to grow the community of practice for automating workflows through emerging technologies.
| Table | Performance Measures | FY 2020 Result | FY 2021 Result | FY 2022 Result | FY 2023 Result | FY 2024 Result | FY 2024 Target | FY 2024 Target Met/Not Met | FY 2023 - FY 2024 Trend |
|---|---|---|---|---|---|---|---|---|---|
| 4.4.001 | Number of leading practices shared with Federal agencies | - | - | 9 | 25 | 60 | 5 | Met |
FY 2024 Analysis of Results:
In FY 2024, OPM shared 60 leading practices with agencies, including the Workforce of the Future Playbook. OPM increased the number of practices by 35, compared to FY 2023, and exceeded its FY 2024 target by 55.
Strategic Objective 4.5
Revamp OPM’s policy-making approach to be proactive, timely, systematic, and inclusive. By FY 2026, increase the percent of CHCOs who agree that OPM’s policy approach is responsive to agency needs by 8 percentage points.
FY 2024 Progress Update
- Released a clearance process improvement memo detailing changes to improve OPM’s internal clearance process
- Launched a project to build a web portal for regulatory training and resources
- Drafted and obtained OPM leadership approval of a new version of OPM’s Reservations and Delegations of Program Authority, a major step in streamlining internal clearance processes.
| Table | Performance Measures | FY 2020 Result | FY 2021 Result | FY 2022 Result | FY 2023 Result | FY 2024 Result | FY 2024 Target | FY 2024 Target Met/Not Met | FY 2023 - FY 2024 Trend |
|---|---|---|---|---|---|---|---|---|---|
| 4.5.001 | Percent of priority policy guidance issued by the deadline | - | - | 38.46% | 0.00% | 25.00% | 48.46% | Not Met |
FY 2024 Analysis of Results:
In FY 2024, OPM issued two of eight priority policy guidance documents by the deadline. The results increased by 25 percentage points from FY 2023, but OPM fell short of its FY 2024 target by more than 23 percentage points. To improve timeliness, OPM implemented a new document approval system and standard operating procedures.
| Table | Performance Measures | FY 2020 Result | FY 2021 Result | FY 2022 Result | FY 2023 Result | FY 2024 Result | FY 2024 Target | FY 2024 Target Met/Not Met | FY 2023 - FY 2024 Trend |
|---|---|---|---|---|---|---|---|---|---|
| 4.5.002 | Percent of CHCOs who agree that OPM's policy approach is responsive to agency needs | - | - | 54.55% | 67.74% | 63.89% | 69.00% | Not Met |
FY 2024 Analysis of Results:
In FY 2024, 23 of 36 Chief Human Capital Officers (CHCOs) and Deputy CHCOs who responded to the CHCO Council Annual Survey indicated that OPM’s policy approach is responsive to agency needs. The result decreased by nearly four percentage points from FY 2023, and OPM fell short of its FY 2024 target by more than five percentage points. OPM conducted the survey from October 31 to November 15, 2023. With 36 respondents, the response rate was 73 percent. To improve this result in FY 2025, OPM will increase transparency around the agency’s policymaking processes by sharing information with agencies, including estimated timelines or issuance dates, process maps of the policymaking cycle, and points of contact for specific types of policy. The agency will share forthcoming policy guidance and collect feedback from agencies through CHCO Council meetings, working groups, and special sessions.
Evidence Building: Paid Parental Leave
OPM conducted a study of the Federal paid parental leave (PPL) benefit, which provides up to 12 weeks of paid leave for qualifying employees for qualifying events (birth of a child, an adoption placement, or a foster care placement). The study assessed how many Federal employees initially used the benefit, how many weeks of the leave employees used, and what factors employees cited for taking less than the allowed amount of PPL. OPM found that in Calendar Year 2022, an estimated 68,986 total employees used PPL. Most employees (96.9 percent) used the benefit for the birth of a child. Additionally, while results from the 2022 FEVS show that most of respondents who used PPL indicated that they had or planned on using the full 12 weeks of the benefit, payroll data from 2021 to 2022 show only 22 percent of employees used the full benefit. Male employees, employees in older age groups, and employees on the Federal Wage System and at lower GS levels took less leave relative to the overall population of Federal employees who used PPL. For additional details, please refer to the full report on OPM’s website.
Strategic Objective 4.6
Streamline Federal human capital regulations and guidance to reduce administrative burden and promote innovation while upholding merit system principles. By FY 2026, improve CHCO agreement that human capital policy changes resulted in less administrative burden to agencies by 8 percentage points.
FY 2024 Progress Update
- OPM, in consultation with OMB, highlighted this objective as a focus area for improvement.
- Issued a consolidated data call memo to provide agencies advance notice of upcoming data calls and streamline the OPM annual data call process.
- Developed a plan for coordinated engagement with the Chief Human Capital Officers by leveraging common communication vehicles, media, and technology for education and knowledge sharing.
| Table | Performance Measures | FY 2020 Result | FY 2021 Result | FY 2022 Result | FY 2023 Result | FY 2024 Result | FY 2024 Target | FY 2024 Target Met/Not Met | FY 2023 - FY 2024 Trend |
|---|---|---|---|---|---|---|---|---|---|
| 4.6.001 | Percent of CHCOs who agree that the human capital management system changes resulted in less administrative burden to agencies | - | - | - | 24.15% | 34.62% | 29.00% | Met |
FY 2024 Analysis of Results:
In FY 2024, nine of 26 Chief Human Capital Officers (CHCOs) and Deputy CHCOs who responded to the CHCO Council Annual Survey agreed that human capital management system changes resulted in less burden to agencies. The result increased by nearly 10.5 percentage points from FY 2023, and OPM exceeded its FY 2024 target by 5.62 percentage points. OPM conducted the survey from October 31 to November 15, 2023. With 36 respondents, the response rate was 73 percent.