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Recent News
Washington, DC — Announces OPM’s final 5 CFR part 250 rule, effective November 30, 2026, and instructs agencies to: 1. Replace Human Capital Operating Plans, Human Capital Reviews, and HRStat with Annual Staffing Plans, Annual Staffing Reviews, and Quarterly Staffing Plan Performance Reviews; 2. Maintain a Strategic Hiring Committee to oversee hiring and ensure hiring aligns with mission needs and the Annual Staffing Plan; 3. At each Annual Staffing Review, have the agency head certify in writing that the CHCO has the access and authority needed for visibility, oversight, and control of the agency's human capital; and 4. Administer their own Annual Employee Survey (AES) using 10 prescribed questions in place of the Federal Employee Viewpoint Survey (FEVS).
Washington, DC — Memo explains what agencies must submit to OPM and the Office of Management and Budget (OMB) after administering their Annual Employee Survey (AES), where to submit it, and the applicable deadlines.
Washington, DC — Memorandum titled, "Issuance of Final Rule on Managing Senior Professional Performance," includes the following implementation guidance: • Questions and Answers on 5 CFR part 430, subpart E Final Rule; • Policy Template: Senior Professional Performance Management; and • Federal Performance Appraisal Systems: Regulatory Comparison Matrix.
Washington, DC — Memo informs agencies that OPM will use special rates to give law enforcement personnel already covered by the existing law enforcement special salary rate a 3.8% raise on January 10, 2027. And that OPM will also extend that special salary rate to additional law enforcement positions. Because newly covered employees will receive both the existing special rate and the 3.8% increase, their raise will be about 6.7%.
Washington, DC — Memorandum informs agencies that federal law protects employees who report misconduct or take part in performance, conduct, suitability, and Equal Employment Opportunity (EEO) processes, that a complaint filed in response to an official's action runs against the agency rather than the official personally, and that agencies must protect those employees from retaliation and take specific steps to do so.