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OPM.gov / About / FY 2025 Congressional Budget Justification / Agency Priority Goals
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FY 2024-2025 Agency Priority Goals

Agency Priority Goals (APGs) reflect the top performance improvement priorities of agency leadership and the Administration. APGs reflect measurable results that leadership plans 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 www.Performance.gov. For additional information on APGs, please refer to www.Performance.gov.

For FY 2024-2025, OPM developed four APGs.

  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 early career employees by 4 points, as compared to a FY 2023 baseline.

    Related Strategic Objective: 1.3 - Build the skills of the Federal workforce through hiring and training. By FY 2026, increase the government-wide percentage of respondents who agree that their work unit has the job-relevant knowledge and skills necessary to accomplish organizational goals by 4 points.

  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 Objective: 1.3 - Build the skills of the Federal workforce through hiring and training. By FY 2026, increase the government-wide percentage of respondents who agree that their work unit has the job-relevant knowledge and skills necessary to accomplish organizational goals by 4 points.

  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 (CHCOs) who agree that OPM provides agencies with high-quality workforce data and information for decision-making by 25 percentage points, as compared to a 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 a FY 2024 baseline.

    Related 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.

  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.

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