FY 2026-2030 Strategic Plan U.S. Office of Personnel Management Agency Strategic Plan for Fiscal Years 2026 through 2030, published March 2026. Submitter's Note: As per the requirement set forth in section 10 of the GPRA Modernization Act, this StratML rendition was compiled from the source by Claude.ai and has been lightly edited in the form at https://stratml.us/forms/Claude/Part1.html Office of Personnel Management OPM urn:uuid:a1b2c3d4-opm0-0001-0000-000000000001 The U.S. Office of Personnel Management (OPM) serves as the central human resources agency for the federal government, playing a strategic role in executing the President's vision for a streamlined, merit-based, and efficient civilian workforce. Scott Kupor Director As the leader in human capital management, we cultivate a world-class, modern, and efficient workforce. urn:uuid:a1b2c3d4-opm0-0001-0010-000000000010 To lead federal agencies in building merit-based, accountable, and modern workforce systems that attract and retain top talent to meet America's toughest challenges. urn:uuid:a1b2c3d4-opm0-0001-0020-000000000020 Motivation Start With Why ~ We are transparent, accountable, and curious. Teamwork Work as a Team ~ We collaborate and solve problems together. Service Customer First ~ We have a service-oriented mindset. Stewardship Responsible Stewardship ~ We are responsible stewards of Other People's Money. Risk Management Measured Risk ~ We embrace innovation with intention. Talent OPM will build a high-performing, merit-based federal workforce enabled by hiring faster, developing talent effectively, implementing fair and accountable performance systems, and expanding access to development opportunities. a6a23a3f-53ed-4912-ac87-4298012f8bff 1 Full title: "Goal 1: Attract and Retain Top Talent." OPM will partner with stakeholders to bring in and keep the best talent for the federal workforce by employing a merit-based hiring process, a total compensation package, and a performance management system that significantly rewards accountability, outstanding performance, financial stewardship, operational efficiency, and innovation. Performance measures: (1) Hiring Enablement and Modernization — the extent to which agencies adopt OPM's hiring tools, assessments, shared hiring solutions, and updated policies that promote faster, merit-based hiring. (2) Performance Accountability Enablement — the degree to which agencies implement OPM's performance frameworks, policies, and systems. (3) Talent Development Enablement — growth in access to OPM-supported development programs, tools, and resources. Hiring Improve recruitment and assessment processes to create a more efficient, merit-based system that strengthens hiring quality and increases the efficiency of hiring through the use of pooled hiring initiatives. e9660099-82b8-471a-98f2-0555d529345e 1.1 Full title: "1.1 Modernize Hiring." Objective owner and annual milestones will be detailed in OPM's Annual Performance Plan (APP) and Agency Priority Goals (APG). Accountability Increase accountability through rigorous performance and conduct management to build and sustain a results-oriented culture. f506d27c-8fdc-425d-bd95-ed43f5fed782 1.2 Full title: "1.2 Strengthen Accountability." Career Development Invest in career development opportunities for high potential employees and strengthen the workforce through continuous skills improvement efforts. 4a5d0326-f0cf-48f4-b280-d4af0bdc9042 1.3 Full title: "1.3 Develop Talent." Service Deliver faster, more reliable, and more customer-centered services through modernization of HR systems, streamlined operations, and improved financial stewardship. 835145c7-19a8-4cfc-be58-17351ccaa1e1 2 Full title: "Goal 2: Deliver High-Quality, Efficient Service." OPM will serve as a model of operational excellence and fiscal responsibility by putting customers first and maximizing the value of every taxpayer's dollar. Performance measures: (1) HRIT Modernization and Adoption — federal agencies increasingly adopt integrated HR technology platforms. (2) Operational Efficiency — measurable improvements in service delivery speed, productivity, and process efficiency. (3) Customer Experience — increased use of digital self-service tools and gains in customer satisfaction across OPM benefits, retirement, and HR programs. HR Systems Deliver a centrally managed government-wide technology platform that integrates end-to-end capabilities, driving efficiency in human capital management and enabling more effective workforce oversight. b114560f-2079-4137-8eef-569cee987c0e 2.1 Full title: "2.1 Modernize HR Systems." Service Delivery Modernize and integrate processes using technology and data-driven solutions to make available faster, more efficient, and customer-centric services that build trust and improve outcomes. b514db4b-e010-40a4-b861-296adf963318 2.2 Full title: "2.2 Innovate Service Delivery." Policy Development Develop and leverage smart technology and automated tools and processes to shorten the time from policy development to agency implementation of laws, regulations, Executive Orders, Memoranda, and OPM policy direction. 3f669ef9-8063-4b77-bb21-eee606a8ab14 2.3 Full title: "2.3 Accelerate Policy Implementation through Automation." Support Increase cross-functional collaboration, leverage shared platforms, improve resource alignment, and strengthen the delivery of services and operational efficiency across the OPM enterprise. a6d4bac9-456e-4a0d-9198-95bc6fb21b25 2.4 Full title: "2.4 Improve Support." OPM Structure Optimize OPM's structure through workforce planning and skill gap analysis to align workforce capabilities with operational needs, close skill gaps, and maximize efficiency. ea39b67d-c44b-476f-af66-faf2ac7cc63f 2.5 Full title: "2.5 Optimize Workforce Structure." Workforce OPM will foster an AI-ready workforce by integrating AI-enabled tools into core business functions, supporting innovation, and expanding access to training and policies that prepare employees for emerging technologies. 8102d2b8-19ed-4376-b830-ea0ad79d7dd6 3 Full title: "Goal 3: Lead America's AI-Ready Workforce." As AI reshapes the future of work, OPM will ensure that the federal government has the appropriate talent (via hiring, skills development, and retraining) to deploy and lead the adoption of AI technologies across all agencies. Performance measures: (1) AI Integration and Adoption — expanded use of AI-enabled tools and practices within OPM. (2) Workforce AI Capability — increased proficiency, confidence, and readiness of OPM and federal employees to use AI responsibly and effectively. (3) AI Talent Pipeline Strength — growth in the government's ability to attract, develop, and retain AI-critical skills, supported by OPM's hiring pathways, policy direction, and classification modernization. AI Invest in AI capabilities to enhance human capital management for better efficiency, integrity, and decision-making. 6c8c7e97-9d36-4b97-a0c8-6627552cda2f 3.1 Full title: "3.1 Integrate AI into Operations." Tools & Training Equip and train the OPM workforce with the tools to explore, innovate, and accelerate their use of AI to identify and implement solutions. 738b35e6-40c6-40fa-90bc-1b4c5ba14fc9 3.2 Full title: "3.2 Build Capacity." AI Skills Enable the government's ability to attract and retain talent in critical AI-skill areas. a81477c0-71b3-4ce9-969d-c849ac097f48 3.3 Full title: "3.3 Attract Critical Skills." Encompasses hiring pathways, policy direction, and classification modernization specific to AI-critical occupations government-wide. 2026-10-01 2030-09-30 2026-03-01 https://www.opm.gov/about-us/reports-publications/opm-fy-2026-2030-strategic-plan-1.pdf Owen Ambur Owen.Ambur@verizon.net