THE WAR FOR TALENT
the Military Spouse Non-Competi- tive Appointment Authority, making it easier for government agencies to offer non-competitive appoint- ments to active-duty spouses, as well as certain groups of veteran spouses. OPM’s associate director of employee services, Rob Shriver, said in a September blog post that this initiative is well-timed for maxi- mum impact. “Employers across sectors and around the world rely heavily on telework and remote work as a result of the pandemic, and the federal government is no exception,” he said. “This creates a unique opportunity for military spouses—while military families often have to move frequently, they can access their work remotely and remain in their federal jobs.”
TALENT, TODAY AND TOMORROW
Secretary of the Army Christine Wormuth visited Fort Bragg, N.C., on July 19, where she met with Soldiers from the 82nd Airborne Division. Wormuth said the Army must change the way it recruits and retains its military and civilian workforce members, in order to win the war for talent. (Photo by Spc. Jacob Ward, 49th Public Affairs Detachment)
and retention across the federal workforce. OPM’s new director, Kiran Ahuja, has said that the federal government lost talent in recent years, and she is focused on rebuilding. “What I consider incred- ibly important from my role is that every single day when I wake up, I am thinking about the morale of this workforce, and I am putting that front and center,” she said. Part of the equation must be enhanced telework and remote work flexibil- ity, Ahuja said.
OPM’s latest guidance and policy changes bear that out.
In June,
OPM finalized a new rule on promo- tion and internal placement to allow agencies to rehire former employ- ees at a higher paygrade than when they left the government service— something that was previously very difficult. In July, Ahuja released a memo with thorough guidance on telework and remote work, including the often-sticky question of local- ity pay for employees who do not reside in the immediate area of the agency or office by which they are employed.
In October, it temporarily removed all geographic restrictions from
In November, OPM also released its comprehensive 2021 Guide to Tele- work and Remote Work in the Federal Government, which replaces the agency’s 2011 guide and includes advice for agencies making the shift to telework, remote work and hybrid variations. “We have a real opportunity in this moment of sort- ing ourselves through the pandemic in so many different ways to really show up as a model employer for the federal government,” she said. “Being the largest employer in this country, we have an opportunity to really set the tone.”
The agency offers a number of tools and resources on its website for government leaders seeking to prepare for the future of work. Learn more about the OPM “Workforce Reshaping” initiative at https://
go.usa.gov/xebJV.
—ELLEN SUMMEY
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Army AL&T Magazine Winter 2022
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