Agency Spotlight–Office of Personnel Management Support Functions

May 16, 2017

support

Continuing our spotlight this month of the Office of Personnel Management is a look at their agency support functions.

OPM offers many different services for the various agencies of the government. They have many support functions within their agency to ensure they run as efficiently as possible.

Chief Financial Officer

This person is responsible for financial leadership of OPM, including responsibility for all OPM disbursements and accountability processes, as well as management and coordination of OPM planning, budgeting, and analysis.

Chief Information Officer

This person is committed to delivering innovative, cost-effective, and secure information management solutions that support OPM’s programs and initiatives. They also provide services to all OPM offices and provide information and services to the public and other agencies. They do this by:

  • Through Enterprise Human Resources Integration and maintain the integrity of electronic official personnel folder (eOPF), which protects information, rights, benefits, and entitlements of federal employees.
  • With Fedscope. This provides statistical information about the federal civilian workforce.
  • Responsible for OPM’s forms programs.
  • Manage interagency Human Resources line of Business Initiative. They aim to reduce unnecessary duplication of redundancy in HR systems and processes across the federal government.

Planning and Policy Analysis

This provides the Director with reports, information and other analysis assessing program trends and policy issues that affect OPM. Their scope spans the full range of HR issues such as workforce supply, pay, benefits, and diversity. An area of responsibility is the analysis of policy options, legislation changes and trends that affect OPM’s management of health and insurance benefits for federal employees.

Diversity and Inclusion and Equal Employment Opportunity

This keeps OPM in compliance with laws, regulations, policies, and guidance that prohibit discrimination in the federal workplace. EEO claims can range from race, religion, national origin, sex, age, disability, and genetic information. They are responsible for encouraging resolution and the processing of informal/formal EEO complaints.

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