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OPM Personality Assessment for Leaders
The OPM Personality Assessment for Leaders (OPM-PAL) is a developmental assessment designed to assess the personality traits of Federal leaders. The assessment is based on a solid foundation of research concerning the relationship between general personality traits and effective leadership. It specifies how personality traits relate to the OPM Executive Core Qualifications (ECQs) and is applicable to all levels of leadership in the Federal Government, including team leads, supervisors, managers, and executives. The OPM-PAL provides participants with developmental feedback about their personality on five major traits (referred to as the “Big Five” personality factors): Openness, Conscientiousness, Extraversion, Agreeableness, and Emotional Stability.
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Outcome Measurement System - OMS
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The Outcome Measurement System (OMS) is Job Corps' primary tool for performance accountability, composed of various specific report cards that cover specific areas of operation. The OMS report cards measure and account for performance across Job Corps' outreach and admission, center operation, and career transition services areas. The performance measures are primarily derived from the program’s authorizing legislation, the Workforce Innovation and Opportunity Act (WIOA), and U.S. Department of Labor (DOL) priorities, with goals and weights assigned.
OPA Complaint Tracker
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Office of Professional Accountability Complaint Tracker Status. Making the work of the OPA transparent promotes the confidence of both the public and the employees of the department. OPA provides data status of complaints filed and issues of community concern.
Presidents Management Agenda (PMA) data
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Annual data call FEVS EEI and hiring targets. Agencies are responsible for: (1) Increase agency OPM Federal Employee Viewpoint Survey (OPM FEVS) Employee Engagement Index (EEI) scores by narrowing agency-identified gaps in EEI by employee group or organizational unit by 20 percent. (2) Increase the percentage of hiring manager satisfaction with the hiring process. (3) Increase the percentage of agencies meeting projected mission-critical occupation (MCO) hiring and staffing targets. And (4) Promote DEIA strategies and practices across all human capital activities.
인사혁신처 역량평가 결과 통계
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고위공무원단 및 과장급 후보자 역량평가 응시자 결과 통계 자료이며 분기별 횟수, 피평가자 합계, 미통과율 등을 제공합니다.
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