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This Hiring Authorities section covers various topics dealing with Federal employment. Topics covered in this section will describe the competitive hiring process; hiring authorities available to agencies to hire veterans, students, interns; and information for current and former Federal employees such as reinstatement, transfer. Each topic includes references to the various applicable laws, regulations, and guidance.
To begin, the Federal Government consists of three types of services, the Competitive Service, the Excepted Service, and the Senior Executive Service. The competitive service consists of all civil service positions in the executive branch of the Federal Government with some exceptions. The exceptions are defined in section 2102 of title 5, United States Code (5 U.S.C. 2102).
In the competitive service, individuals must go through a competitive hiring process (i.e., competitive examining) before being appointed which is open to all applicants. This process may consist of a written test, an evaluation of the individual's education and experience, and/or an evaluation of other attributes necessary for successful performance in the position to be filled.
Appointments in the Excepted Service are civil service appointments within the Federal Government that do not confer competitive status. There are a number of ways to be appointed into the excepted service such as appointed under an authority defined by the U.S. Office of Personnel Management (OPM) as excepted (e.g., Veterans Recruitment Appointment) or being appointed to a position defined by OPM as excepted (e.g., Attorneys). More information can be found about excepted service in 5 U.S.C. 2103 and parts 213 and 302 of title 5 of the Code of Federal Regulations.
The Senior Executive Service (SES) is comprised of the men and women charged with leading the continuing transformation of government. These leaders possess well-honed executive skills and share a broad perspective of government and a public service commitment which is grounded in the Constitution. The keystone of the Civil Service Reform Act of 1978, the SES was designed to be a corps of executives selected for their leadership qualifications.
Employment Policy is primarily for Human Resources Practitioners who seek information about all aspects of the Federal recruiting and staffing process. Job applicants and employees who have personal questions about hiring procedures or eligibility for specific occupations should contact the Human Resources Office at the agency where you are seeking employment.
Agencies may use a variety of appointing authorities to hire job applicants. This section describes the types of appointments available, including special appointments for targeting veterans.
This section describes methods and techniques which can help identify the best qualified candidates for your jobs.
This section contains regulatory guidance for hiring job applicants under the competitive examining and hiring process.
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This section contains the laws and regulatory guidance that serve as the foundation for the competitive hiring process and procedures.
The End to End Hiring Roadmap describes how to integrate and streamline the five components of Federal hiring-workforce planning, recruitment, hiring process, security and suitability and orientation-and establishes Governmentwide measures for the effectiveness of Federal hiring.
Agencies should rely on the Roadmap to transform competitive hiring for external applicants into a strategic relationship between hiring managers and human capital officials to attract, hire and retain top talent.
This section describes opportunities to work in the private sector, international organizations, or state and local governments on a short-term basis through formal exchange programs.
Go to the Classification and Qualification website for information that is used to determine the pay plan, series, title, and grade; general guidance and regulations, including the qualification standards for white collar and blue collar (labor and trades occupations).
Index for the Delegated Examining Operations Handbook; refer to Chapter 2, Section A for a review of hiring flexibilities.
Laws and regulatory information about medical standards, physical requirements, medical programs, and consideration of applicants with disabilities (including disabled veterans).
This section contains recently issued regulations and policy memoranda.
This section contains copies of the annual Federal Equal Opportunity Recruitment Program (FEORP)and the Hispanic Employment in the Federal Government reports from the year 2000 to the present.
This section provides information to assist agencies with major reorganizations, downsizing, and transitioning of the work force.
This section describes various programs that facilitate the recruitment of students and other targeted populations.
This VetGuide conveniently summarizes in one place the many laws and regulations that affect the employment of veterans in the Federal Government
This section provides laws and regulatory guidance concerning medical eligibility, programs, disabled veterans and their connection to Federal qualification requirements.
Applicants and employees must meet fitness and ability requirements for Federal employment. These individuals cannot be disqualified arbitrarily on the basis of medical standards, physical requirements, fitness tests, or other criteria that do not relate specifically to job performance. In addition, agencies are required to provide reasonable accommodation to persons with disabilities who demonstrate that they can perform the work of the position to be filled. The following references will be helpful to people that want to know more about the subject.
Legal authorities for issues of concern to Federal employees, and people interested in working for the Federal Government.
- 5 U.S.C. Â§552a.(f) applies to establishing Agency rules for disclosure of medical records.
TITLE 29 The Rehabilitation Act of 1973, as amendedTITLE 39 Postal Service
Regulatory authorities for addressing medical issues of concern to Federal employees, labor unions, compliance monitors, applicants for Federal jobs, preference eligibles and others.