National Image, Inc. will hold their 34th annual National Conference training May 17- 19, 2006 in Phoenix, Arizona. The training is targeted to Federal employees, who wish to advance their careers in Federal service. The theme for this year is "Education Commitment, and Leadership Making a Difference in our Nation." The training qualifies as training in compliance with 5 U.S.C. Chapter 41. The training is open to all employees and covers such topics as leadership competencies, resume writing and career enhancement.
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Each year in May employees all over the Nation celebrate Employee Health and Fitness Month, an event that cascades from National Physical Fitness and Sports Month. This year, in President Bush's Proclamation for National Physical Fitness and Sports Month, he urged children, teens, and all Americans to make time every day for exercise and to encourage family, friends, and neighbors to live healthier lives by participating in physical fitness activities.
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In January 2006, the Office of Personnel Management (OPM) initiated a survey of Federal Human Resources (HR) experts to collect data necessary to confirm the competencies of the CHCO Council Human Resources Management (HRM) Competency Model for recruitment and selection (attached). During the Proud-To-Be III cycle, agencies are using the competencies to establish targets and develop strategies for closing competency gaps in the HR Specialist workforce.
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With this memorandum, I am implementing a 90-day deadline for submission of cases to the Qualifications Review Board (QRB). The current draft OPM Executive Resources Desk Guide encourages agencies to submit QRB cases (Criterion A and C) within 9 months after the SES vacancy announcement closes. In reality, OPM has traditionally accepted cases that are up to a year old and returned those over a year to be readvertised. The human capital management environment we are building today does not support these prolonged timeframes.
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An important partnership was formed between the Federal Government and private, non-profit organizations in 1984 when the U.S. Congress established the country's organ and tissue donor program. Since then, thousands of people have been given another chance at life. Still today, years after the program's inception, there is a critical need to increase the supply of donated organs and to carry on an effective equity of organ allocation.
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The Office of Personnel Management (OPM) is committed to improving the quality and availability of applicant assessment tools. To this end, we are pleased to issue newly streamlined and enhanced versions of 16 Administrative Careers With America (ACWA) assessments, with plans to issue several more in the near future. In 1994, OPM issued over 100 ACWA assessments for use with entry-level white collar occupations. The assessments consist of competency-based questions designed to make distinctions among qualified applicants based on their relevant personal, educational, and work experiences.
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The Fifth Annual Asian Pacific American Federal Career Advancement Summit is a one day training event co-hosted by the Department of Labor and the Office of Personnel Management, at the Washington Hyatt Regency on Capitol Hill on Wednesday May 3, 2006. The training qualifies as training in compliance with 5 U.S.C. Chapter 41. The training is open to all employees and will cover career advancement topics such as behavioral interviewing, online training, career management, and leadership competencies.
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The League of United Latin American Citizens (LULAC) will hold their Federal Training Institute June 27 and 28, 2006 in Milwaukee, Wisconsin. The training conference is targeted to Federal employees, who wish to advance their careers in Federal service. The theme for this year is "A Journey to Leadership Development." The training qualifies as training in compliance with 5 U.S.C. Chapter 41.
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Blacks In Government (BIG) will hold their twenty-eighth Annual National Training Conference August 21 through 25, 2006 in New York, New York. The training conference is targeted to Federal employees, who wish to build their careers in Federal service. The theme for this year is "Building Unity Through Excellence, Growth, and Challenge." The training is targeted to Federal civilian employees and qualifies as training in compliance with 5 U.S.C. Chapter 41.
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The Federal Asian Pacific American Council (FAPAC) will hold their National Leadership Training Conference and Exhibits and Twenty-first Annual Congressional Seminar May 9 through 11, 2006 in Honolulu, Hawaii. The training conference is targeted to Federal employees, who wish to advance their careers in Federal service. The theme for this year is "Celebrating Decades of Pride, Partnership, and Progress." The training qualifies as training in compliance with 5 U.S.C. Chapter 41.
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Federally Employed Women (FEW) will hold their thirty-seventh Annual National Program July 18 through 20, 2006 in Atlanta, Georgia. The training conference is targeted to Federal civilian employees and military service members who wish to advance their careers in Federal service. The theme for this year is "New Connections - New Directions." The training qualifies as training in compliance with 5 U.S.C. Chapter 41.
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In response to Congressional interest as expressed in the Conference Reports (House Report 108-792 and Senate Report 109-109), the Office of Personnel Management (OPM), with assistance from the Government Accountability Office (GAO) and the General Services Administration (GSA), will conduct a governmentwide survey, Federal Dependent Care Survey: A Work/Life Initiative.
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The U.S. Office of Personnel Management (OPM) is pleased to issue the Category Rating Fact Sheet to provide additional information on using category rating. The attached fact sheet is in a question and answer format, and includes such topics as defining quality categories, using an assessment(s) that generates a numerical score to place candidates into quality categories, and applying veterans' preference.
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Nutrition is one of the four pillars of the Office of Personnel Management's (OPM) HealthierFeds initiative and is widely accepted to have significant impact on health and wellbeing. Full-time Federal employees are likely to spend almost half of their waking hours at work. As a result, many are making choices about much of the food they eat based on what is easily available at or near the workplace. Research by the Centers for Disease Control and Prevention (CDC) shows that thirty percent of U.S. adults age twenty and older, are obese.
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To comply with a statutory requirement that the Office of Personnel Management (OPM) report to Congress on the operation of the physicians' comparability allowance (PCA) program, we request that you provide OPM with a report on your recent experience under this program by May 1, 2006.
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The American Heart Association estimates that in 2005, direct and indirect costs of cardiovascular disease totaled a staggering $393.5 billion. The Federal Government is involved in many aspects of addressing this burden - in research, public health education, and other activities that serve the American public. As the nation's largest employer, we have a responsibility to reach out to employees and their families through the workplace. We are well positioned to facilitate positive change in employee health and wellbeing and reduce the costs heart disease imposes on our country.
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The Office of Personnel Management (OPM) is releasing the Draft Research Grade Evaluation Guide (RGEG). Please respond to the attached Request for Comments by March 17, 2006.
Using the lead agency test approach, we are requesting the following agencies take the lead in reviewing and testing the draft RGEG:
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In an effort to foster open communication among agencies and the Office of Personnel Management (OPM), we are establishing two interagency forums. One will focus on issues related to Staffing and Recruitment and the other will address Classification. The forums will begin within the next couple of months and be conducted on a quarterly basis. They are designed to address common concerns, provide updates for on-going and future initiatives, and openly address critical policy challenges.
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The African American Federal Executives Association (AAFEA) will hold their second Annual Leadership Development Conference on April 11 and 12, 2006 in Williamsburg, Virginia. AAFEA focuses on developing Federal executives for Senior Executive Service careers. The training conference is targeted to executives, who wish to build their careers in Federal service. The theme for this year is "Pride in Public Service." This conference is a two day training event targeted to Federal civilian employees that qualifies as training in compliance with 5 U.S.C. Chapter 41.
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The Office of Personnel Management (OPM) is releasing the Draft Executive Core Qualifications (ECQs). Please provide your comments in response to the attached request by February 28, 2006. We encourage all agencies to review the draft qualifications and provide feedback to us.
To ensure the ECQs address the changing nature of Federal leadership, OPM reviewed numerous competency models, obtained information on the future of leadership from public and private sector leading thinkers and academicians, and interviewed the exemplary senior executives you identified.
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This is to follow up on our ongoing discussions regarding establishing results-oriented performance cultures in agencies. I want to be clear that agency SES appraisal systems will not be certified for calendar year 2006 if the performance plans do not hold executives accountable for achieving measurable business outcomes. By aligning employee performance plans with organizational goals and holding employees accountable, agencies are well on the way to establishing a results-oriented performance culture. We must now place an even greater emphasis on achieving results.
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Effective immediately, the Office of Personnel Management (OPM) is requiring agencies to apply new or updated classification standards and/or classification guides to covered positions within 12 months of the date of issuance. Previously, we have requested agencies implement new standards and guidance in a "timely" manner. However, some agencies have significantly delayed implementing updated classification standards and guidance resulting in obsolete occupational information being reported to the Central Personnel Data File (CPDF).
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The Office of Personnel Management (OPM) recently provided you with the CHCO Council Human Resources (HR) Competency Model, to be used for developmental purposes during the Proud-to-Be III cycle. We are now moving forward with a survey of Federal HR experts to collect the data necessary to use the competencies in recruiting and selecting highly qualified HR professionals. OPM is committed to making the confirmed HR competency model available to agencies as soon as possible to assist them with their human capital efforts.
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