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Original Broadcast 2/23/25
The Office of Personnel Management (OPM) is driving rapid changes in workforce policy, creating a challenging environment for federal managers. In the latest episode of Fed Gov Today with Francis Rose, former OPM Director Jeff Pon and Jenny Mattingley, Vice President for Government Affairs at the Partnership for Public Service, explore how agencies are adapting to the surge of directives—and what it means for the federal workforce today.
The Challenge of Rapid Policy Shifts
With nearly a dozen new policy memos issued in a single month, agencies are experiencing unprecedented change in workforce management. Pon and Mattingley emphasize the need for resilience among managers and HR professionals as they navigate this evolving landscape.
OPM’s push for modernization and efficiency has introduced both opportunities and uncertainty. Federal managers—not just HR professionals—must stay engaged and informed to support their teams effectively.
“We’ve been talking to managers about how to stay resilient because there’s a lot of change happening,” Mattingley explains. “Some of these policy shifts are conflicting, making it difficult for employees to know where to turn for guidance.”
Pon adds that the speed of implementation is outpacing traditional government norms. “The administration is operating at Silicon Valley speed,” he says. “Many senior HR professionals retired in recent years, and now we have a new wave of leaders handling a barrage of personnel actions.”
This fast-moving environment is creating a "new normal" where adaptability is key—but resilience alone isn’t enough. Strategic workforce planning is essential to ensure long-term stability within the federal workforce.
The Digital Transformation of Federal HR
A major component of OPM’s policy shift is the push toward digital personnel management. Historically, federal HR operations relied on paper-based processes, with archives stretching across massive storage facilities like Boyers, Pennsylvania.
Pon notes that while digitization efforts have been ongoing for years, significant challenges remain.
“We still have three football fields’ worth of personnel files in the mountain,” he says. “That backlog represents decades of outdated practices that must be addressed.”
Mattingley agrees that digital transformation is essential but complex. “Government doesn’t pivot on a dime,” she says. “While private-sector models can inspire efficiency, federal agencies must also comply with longstanding regulations and congressional oversight.”
Balancing Reform with Stability
As OPM accelerates modernization efforts, agencies must ensure reforms enhance—not disrupt—workforce effectiveness. One key concern is the potential elimination of administrative personnel, who play a crucial role in HR functions.
“Don’t get rid of the admin people,” Pon warns. “They’re the ones who handle layoffs, compensation, and hiring. Cutting those roles could create even more bottlenecks in the system.”
Mattingley emphasizes the need for strategic workforce planning. “It’s not just about moving fast; it’s about thinking strategically,” she says. “Agencies must ask themselves: What does government need to do, and how do we fund and staff that correctly?”
Key Takeaways:
✅ Resilience is Critical – Federal managers must guide their teams through rapid policy changes while ensuring stability.
✅ Digital Transformation is Ongoing – Modernizing HR processes requires balancing efficiency with compliance.
✅ Strategic Workforce Planning is Essential – Reforms should prioritize long-term workforce stability over short-term efficiency gains.
As OPM continues to roll out new policies, agencies must navigate these shifts carefully to ensure modernization efforts strengthen the federal workforce rather than disrupt it.