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 APGs, please refer to Performance.gov.

For the FY 2022-2023 period, OPM developed six APGs.

Agency Priority Goal 1

Drive a data-driven and leading practices approach to recruitment, assessment, and hiring strategies that strengthens and supports diversity, equity, inclusion, and accessibility across the Federal Government. By September 30, 2023, increase the percent of hiring managers who report they have reviewed applicant flow data trends for their previous recruitment efforts by 5 points.

Related Strategic Objective: 1.1

FY 2023 Progress Update

OPM did not meet its two-year goal to increase the percent of hiring managers who report they have reviewed applicant flow data trends for their previous recruitment efforts by five points, with results decreasing 1.5 percentage points to 41.6 percent from FY 2022 to FY 2023.

In FY 2023, OPM developed guidance and resources for stakeholder groups to review on Applicant Flow Data structure, access, and use by agencies’ hiring managers. OPM plans to coordinate with the Chief Human Capital Officers Council to release this guidance in FY 2024.

Agency Priority Goal 2

Capitalize on new workplace flexibilities to recruit and retain talent. By September 30, 2023, increase the Government-wide number of on-board military spouses by 5 percent, employees with disabilities/targeted disabilities by 5 percent, and early career employees (to include interns, post-secondary, and recent graduates) by 10 percent, as compared to a September 2021 baseline, using existing and new workplace incentives and flexibilities put in place during the COVID-19 pandemic.

Related Strategic Objectives: 1.2 and 1.3

FY 2023 Progress Update

OPM did not meet its two-year goal to increase the Government-wide number of on-board military spouses by five percent, employees with disabilities/targeted disabilities by five percent, and early career employees by ten percent, as compared to a September 2021 baseline. By the close of this APG cycle, the number of military spouses hired and on-boarded Government-wide under non-competitive appointment of certain military spouse authorities increased 3.22 percent to 10,838, the number of employees with disabilities/targeted disabilities decreased 9.61 percent to 49,815, and the number of early career employees (defined as Federal employees onboard via Pathways Intern, Pathways PMF, and Pathways Recent Graduate programs) increased 4.36 percent to 9,412.

In FY 2023, OPM developed paid internship guidance for agencies and issued a proposed rule to modernize the Pathways Program regulations to assist with utilization and implementation of early career programs. In addition to this new guidance and proposed policy, OPM conducted outreach sessions with affinity organizations at a variety of colleges and universities, including minority-serving institutions, community colleges, and tribal colleges. To increase hiring among military spouses, OPM also conducted eight webinars to train agency hiring managers and HR professionals on the use of expanded hiring authorities. To increase knowledge and interest among constituent groups, OPM developed, updated, and shared training materials regarding hiring individuals with disabilities.

Agency Priority Goal 3

APG 3: Improve data collection, use, and sharing to help agencies successfully implement DEIA-focused programs, practices, and policies that support improved equitable services through a more engaged workforce. By September 30, 2023, create easy to use, insight-focused DEIA dashboards used by 75 percent of target agencies, and score an average 4/5 on a customer survey that tests decision-support effectiveness.

Related Strategic Objectives: 1.1 and 4.3

FY 2023 Progress Update

OPM partially achieved its goal to create an easy-to-use, insight-focused DEIA dashboard. In FY 2023, OPM developed and rolled out the DEIA dashboard to 100 percent of CFO Act agencies through OPM’s enterprise role-based data portal, exceeding the target of 75 percent. However, OPM achieved an average customer rating on decision-support effectiveness of 3.6 out of 5 points, below the target of 4 out of 5 points.

With the DEIA dashboard, users can access demographic data that help agencies successfully implement DEIA-focused programs, practices, and policies that support equitable services through a more engaged workforce. The agency also established Human Capital Data Champions at each agency to disseminate and integrate this and other OPM dashboards into management decision-making.

Agency Priority Goal 4

Support critical and urgent recruitment and hiring throughout the Federal Government. By September 30, 2023, help Infrastructure Investment and Jobs Act (IIJA) agencies fill 75 percent of surge hiring positions identified in the first quarter of FY 2022.

Related Strategic Objective: 1.1

FY 2023 Progress Update

OPM exceeded its goal, helping Bipartisan Infrastructure Law agencies fill 100 percent of surge hiring positions to support this once-in-a-generation investment in America’s infrastructure and competitiveness.

In FY 2023, OPM served as a strategic workforce partner for seven Federal agencies and supported surge hiring for key positions, including wildland firefighters, engineers, scientists, project managers, IT and HR specialists, and construction managers. The agency also established integrated tiger teams to provide support in numerous areas, including technical HR assistance, diversity outreach, data analytics, training, and communications. In addition to the Bipartisan Infrastructure Law, these teams supported agencies in implementing the Creating Helpful Incentives to Produce Semiconductors for America (CHIPS) and Science Act, Inflation Reduction Act, and Sergeant First Class Heath Robinson Honoring our Promise to Address Comprehensive Toxics Act. OPM launched new USAJOBS portals offering one-stop shopping for Federal positions to connect candidates to open Bipartisan Infrastructure and science, technology, engineering, and math positions. OPM also issued numerous hiring flexibilities, such as Schedule A and B excepted service hiring authorities, direct hire authorities, and dual compensation waivers and delegations.

Agency Priority Goal 5

Close gender and racial pay gaps in the Federal Government. By September 30, 2023, issue regulations that will address the use of salary history in the hiring and pay-setting processes for Federal employees.

Related Strategic Objectives: 1.1 and 1.2

FY 2023 Progress Update

OPM did not issue final regulations by September 30, 2023, but has published a Notice of Proposed Rulemaking related to the use of salary history in the hiring and pay-setting processes for Federal employees. OPM intends to publish final regulations in January 2024. To further support pay equity efforts, OPM developed draft guidance for agencies on conducting pay equity reviews and developed a draft memo to request reports from agencies with major pay systems outside of Title V of the U.S. code on any changes they implemented to advance pay equity.

Agency Priority Goal 6

Improve customer experience by making it easier for Federal employees, annuitants, and other eligible persons to make a more informed health insurance plan selection. By September 30, 2023, complete user-centered design and develop a minimum viable product for a new, state-of-the-art Decision Support Tool that will give eligible individuals the necessary information to compare plan benefits, provider networks, prescription costs, and other health information important to them and their families.

Related Strategic Objectives: 1.1 and 3.4

FY 2023 Progress Update

OPM is delayed in achieving its goal to develop a minimum viable product for a Federal Employees Health Benefits (FEHB) Program Decision Support Tool due to the agency’s necessary pivot to Postal Service Health Benefits implementation. The agency made significant progress in developing a Decision Support Tool for the Postal Service Health Benefits Program that will allow OPM to provide increased capabilities to a portion of the FEHB Program population. OPM conducted user-centered design focus groups and focus groups with subject matter experts to inform the design and functionality of a Decision Support Tool. The new tool will provide users with the ability to view detailed cost information estimates, provider information, and pharmacy cost information. In FY 2024, OPM plans to develop a working prototype of the Decision Support Tool and test these expanded capabilities with the new Postal Service Health Benefits System. OPM aims to eventually offer this updated tool to the entire FEHB Program population.