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How many federal employees usa govPublic service and the federal government.
Other Federal Agencies. Cross-agency teams are advancing the PMA Workforce Priority across the identified Strategies and Goals, with cross-functional representatives from many agencies participating. These teams have been scoping the activities to support their goal statements, working to understand challenges, and exploring a broad range of solutions.
Milestones included in this update represent initial foundational work to implement this Workforce Priority. More than 4 million Americans—including more than 2. To be a Government for all Americans, we need to focus on those who keep our Government running and deliver services each day. Given the changing nature of work, new technology, and the evolving skills needed to meet the challenges of today and tomorrow, we must invest in our public servants who are the backbone of our Government.
Federal agencies must attract, hire, develop, and empower talented individuals who are well suited and well prepared to face the challenges the Government faces, both in the near and long term.
Agencies must also use what they have learned about the resilience and adaptability of the Federal workforce to make the Federal Government an ideal, modern, and forward-thinking employer. As Federal agencies continue to chart a path forward together on the future of Federal work, they will engage with public servants as well as stakeholders within and outside of Government to make every Federal job a good job and give our workforce what they need to succeed.
Agencies will efficiently and inclusively attract and hire quality candidates and reduce any systemic barriers by improving the hiring process for all applicants, hiring managers, and human resources HR specialists.
Agencies will build equitable pathways into the Federal Government for early career positions, particularly from underrepresented and underserved communities. This goal is focused on improving the Federal hiring process and experience for HR specialists, hiring managers, and applicants.
Agencies are exploring the applicant experience, from early career through senior level, including the perspective of applicants with critical skills and from underserved and underrepresented communities. Recruitment is another area being explored, particularly opportunities for strategic partnerships with organizations that represent, support, and engage underserved communities.
This goal is focused on early career hires and internships. Areas of exploration are support for students to access information about internship opportunities and how to apply, tools for hiring managers to consider interns eligible for conversion that they can hire quickly, and opportunities for networking and training opportunities for internship and early career programs.
Agencies are exchanging experiences and the business case for investing in interns and early career talent, including the value that internships and early career hiring can provide to candidates and agencies. Agencies are working to surface leading practices with paid internships and early career hires, including efforts to include and support underserved and underrepresented communities. Agencies will engage and empower all employees to create a more inclusive and equitable work environment.
Agencies will develop equitable, transparent, and transferrable career development pathways that promote career growth and agency mission delivery. Agencies will promote awareness of employee well-being and support initiatives that extend beyond the workplace. Agencies will use the full suite of available tools, including pay and benefits, to encourage public service and retain dedicated employees.
The goal is focused on supporting agencies in identifying Federal employee groups who are under-engaged based on the most recent FEVS results and developing targeted engagement strategies. One example is frontline or shift workers. Another area of focus is providing managers and leaders tools based on existing agency best practices on recognition and engagement to more quickly take action on employee feedback. Agencies are also aligning these efforts with implementation of Executive Orders on Protecting the Federal Workforce and on Worker Organizing and Empowerment.
Agencies are exploring opportunities to address challenges with career development and cultivate a Senior Executive Service SES that reflects the diversity of our country. Agencies are exchanging promising practices relating to career paths across Government. Agencies are also exploring ways to make the process of applying for the SES easier to navigate. Lessons learned from implementation of Executive Order on Strengthening the Senior Executive Service are informing this effort.
Like workers nationwide, Federal employees across agencies have historically — and more acutely during the COVID pandemic — dealt with a spectrum of challenges related to well-being. Some agencies have led the way in developing evidence-based support services and tools for employees and creating an inclusive, supportive culture. These efforts serve to both support Federal employees and help ensure agency mission delivery.
Agencies are identifying promising and scalable efforts across Government and exploring how to foster cultures within agencies that support mental health and well-being, as well as potential benchmarks or measures to monitor progress. Agencies are exploring opportunities to attract and retain mission-critical roles through pay and benefits while fostering greater pay equity.
The Federal Government will be better equipped to achieve agency missions and serve the American people by investing in its people, technology, and space. Agencies are working together to be prepared for the future by identifying new skills needed for mission needs, integrating technology, and modernizing and optimizing their workspaces.
Build out tools to support Government-wide and agency data-driven workforce decisions related to employee engagement, inclusion, and organizational performance.
Build a modernized Federal HR workforce able to provide credible, effective support to agencies. One focus area is to build the skills of the OPM workforce and attract skilled talent through strategic workforce planning that addresses critical skill and staffing needs. Additional workstreams address areas including resource management, IT infrastructure, cross-organizational culture and employee engagement.
This goal aims to improve the ability to make Government-wide and agency-based data-driven decisions through enhanced data quality, services and tools.
Agency leaders and staff often lack the integrated data and visualization tools to support more rapid and intuitive access to insights on critical workforce issues like hiring, barriers to DEIA, and employee engagement.
Several workstreams are underway to improve how agencies can access critical workforce data, including the development of dashboards focused on DEIA insights and other visualization tools. This goal supports the development of the Federal HR workforce in order to improve human resources performance and customer service across the Government.
To support the performance of Federal agencies, the HR workforce needs technical, consultative, and analytical skills to implement talent management strategies that improve mission outcomes.
This work includes efforts to look at the HR workforce from both an agency perspective to identify successful workforce management practices and an enterprise perspective to leverage shared resources and approaches. Results from the Federal Employee Viewpoint Survey—a Government-wide survey of Federal employees—suggest the conditions that contribute to engagement improved across the board.
The Federal workforce at all levels responded to the crisis by showing their resilience and motivation to ensure that public services continued to be provided to the American people. Federal employees were more likely to agree in , compared to prior years, that their leadership was effective, there was meaning in their work, and they had the opportunity to learn and grow on the job.
The Government-wide score for employee engagement increased from 68 in to 72 in out of , for example. The President's Management Agenda seeks to maintain momentum and achieve even higher levels of engagement across the Federal workforce. Some agencies scored above the Government-wide score, suggesting opportunities for agencies to learn from one another. One result: comparatively low representation of young people across the Federal Government.
Cumulative data for state and local government can be accessed here. Federal Government Employees taken from the bureau of Labor Statistics' Current Employment Statistics, and reflect an annual average which is available here. Select 'not seasonally adjusted data' for March each year are used to align figures with local and state government data. Share of people who think Brexit was the right or wrong decision Skip to main content Try our corporate solution for free!
Popular Statistics Topics Markets. In , around This is much higher than the number of federal government civilian employees, which stood at about 2. Loading statistic Show source. Download for free You need to log in to download this statistic Register for free Already a member?
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- Number of governmental employees in the U.S. | Statista
Look at the data on educational progress and challenges. From health insurance to prescription drug prices, the cost of healthcare has been a political issue for decades. Find data on a range of immigration issues, including information on asylum seekers, DACA, visas, plus border security.
Trade is an important part of the American economy and a key driver of many industries. Data shines a spotlight on racial inequities in American life. US public companies are required to file an annual K report with a summary of finances, key metrics, risk factors, and more. This report uses the K format to cover these same topics for the US government. As of the dates shown below, there were The functions of our Government employing the most people and the respective percentage of Government employees were:.
State and Local. All government employees part-time and full-time. Establish Justice and Ensure Domestic Tranquility. Police protection. Fire protection. Judicial and legal. Provide for the Common Defense. National defense and international relations 1.
Active duty military 2. Promote the General Welfare. Air transportation. Water transport and terminals. Space research and technology. Public welfare. Housing and community development.
Social insurance administration state and local 3. Solid waste management. Water supply. Electric power. How many federal employees usa gov supply.
Postal service. State liquor stores. Parks and Recreation. Social Insurance Administration federal 3. Natural Resources. General Government and Other. Financial administration. Other government administration. All other and unallocable. Additional years of data and more detail may be found on our website. Talented employees are critical to the success of our Government, and the market for talented employees is competitive.
The Government Accountability Office has found that mission-critical skills посетить страницу within the federal workforce pose a high risk to how many federal employees usa gov nation. Regardless of whether the shortfalls are in such government-wide occupations as cybersecurity and acquisitions, or in agency-specific occupations such as nurses at the Veterans Health Administration VHAskills gaps impede the federal government from cost-effectively serving the public and achieving results.
Agencies can have skills gaps for different reasons: they may have an insufficient number of people or their people may not have the appropriate skills how many federal employees usa gov abilities to accomplish mission-critical work.
Moreover, current budget and long-term fiscal pressures, the changing nature of federal work, and a potential wave of employee retirements that could produce gaps in leadership and institutional knowledge, threaten to aggravate the problems created by existing skills gaps. Keep up with the latest data and most popular content. Issues Data Reports. State of the Earth Climate. Education Look at the data on educational progress and challenges. Healthcare From health insurance to prescription drug prices, the cost of healthcare has been a political issue for decades.
Immigration Find data on a range of immigration issues, including information on asylum seekers, DACA, visas, plus border security. Race in America Data shines a spotlight on racial inequities in American life.
Environment and Energy. Inflation Inflation. Articles Economy How can corporations avoid paying taxes? Environment How frequent are heat waves in the US? View More. View All. A letter to our readers What is a K? PART I. About this Report. Government operations. Other related entities.
Major government programs. Research and development. Marketing, sales, and distribution. Reporting segments. Available information. Item 1A. Risk Factors. Item 2. Item 3. Legal Proceedings. Item 6. Selected Financial Data. Item 7. Expenditures by function. Expenditures by segment. Key metrics by segment. Financial condition.
Application of critical accounting policies. Item 7A. Quantitative and Qualitative Disclosures about How many federal employees usa gov Risk. Item 8. Financial Statements and Supplementary Data Notes to financial statements. Item 9A. How many federal employees usa gov and Procedures. Item Executive Officers and Governance. Executive Officer Compensation. Download the K PDF. Download Individual Sections. Share the k. Share On. A letter to our readers. There are more subsidized housing units, but people are waiting longer for them.
More Americans are living alone and unmarried. The senior population is growing faster than the how many federal employees usa gov population.
The US is increasingly a nation of immigrants. Small roads and key посмотреть больше infrastructure are in poor condition.
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