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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As you know, in July 2004, the Office of Personnel Management (OPM) and the Office of Management and Budget (OMB) jointly issued regulations setting forth the criteria for obtaining certification of performance appraisal systems for members of the Senior Executive Service (SES) and employees in senior-level (SL) and scientific or professional (ST) positions.
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The Consolidated Appropriations Act, 2005 (Public Law 108-447, December 8, 2004), contains two provisions that affect the determination of pay adjustments for certain prevailing rate (wage) employees in FY 2005.
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Over the last few months, the Chief Human Capital Officers Council has held several discussions regarding special rate adjustments for information technology (IT) employees. We considered various options regarding how IT special rates might be adjusted in January 2005 and made plans to attempt to collect the data necessary for me to make a decision among those options.
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I invite you and your technical staffs to attend a forum on Thursday, December 9, 2004, from 9:00 a.m. to 11:00 a.m. to discuss the final regulations on Senior Executive Service (SES) pay and performance awards and aggregate limitation on pay that were issued by the Office of Personnel Management on December 6, 2004. The forum will be held in the Campbell Auditorium at the Office of Personnel Management (OPM).
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I am pleased to inform you that we will begin accepting applications for the Senior Executive Service (SES) Federal Candidate Development Program (Fed CDP) on November 15, 2004.
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In our continuing responsibilities to assist agencies in fully implementing the new performance-based pay system for the Senior Executive Service (SES), I invite you and your technical staffs to attend a forum where my staff will present an overview of the SES certification and pay administration regulations. We anticipate the regulations will be issued in the Federal Register in the very near future. The forum will be held in the Campbell auditorium at the Office of Personnel Management (OPM) on Wednesday, July 28, 2004, from 8:30 a.m.
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The Office of Personnel Management (OPM) is hosting two events to share information on implementing effective telework programs within the Federal Government.
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As I pointed out in my “Ten Things You Can Do to Improve Federal Hiring” memorandum of February 10, 2004, the keys to improving the quality and speed of the hiring process are to use existing flexibilities as and when they are appropriate and to fully engage your human resources (HR) staff. Agency managers and HR practitioners must be completely familiar with these flexibilities and with successful strategies for using them.
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The League of United Latin American Citizens (LULAC) will hold its Federal Training Institute (FTI) in conjunction with its Annual Convention and Exposition in San Antonio, Texas during the week of July 6-11, 2004. The convention theme for this year is: "Celebrating our Legacy: Defining our Future." This year's convention will commemorate the 75th anniversary of LULAC. LULAC is the largest and oldest Hispanic organization in our nation. Created in 1929 in Corpus Christi, Texas, LULAC has become one of the most respected Hispanic organizations.
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