Under Construction
INTRODUCTION
The Army People Strategy, published in October 2019, institutes how the Army will maintain readiness as the world’s premier combat force by managing the talents of our most important asset—people. It provides a roadmap for how the Army will shift its efforts from distributing personnel to deliberately managing the talents of our Soldiers and Army Civilians to best support the Army mission. To do this, “the Total Army will acquire, develop, employ, and retain the diversity of Soldier and Civilian talent needed to achieve Total Army readiness…” by building cohesive teams that maximize “the talents of our people.” In 2020, the Army published the Military Implementation Plan and Civilian Implementation Plan (CIP) to achieve the vision of the Army People Strategy. Each implementation plan outlines specific objectives, outcomes, and actions in support of the strategy.
The CIP was co-signed by the Assistant Secretary of the Army (Manpower and Reserve Affairs) and Deputy Chief of Staff, G-1, cosigned the CIP on 14 May 2020. The plan optimizes the vital contributions of Army Civilians by modernizing talent management policies and practices and enhancing them with more agile, data-driven approaches. Specifically, the CIP enables the Army to build and sustain a Civilian Corps of the best talent to serve alongside Soldiers in defense of the nation through the following:
• Recognizing the value of Army Civilians in accomplishing the Army mission
• Ensuring mission requirements drive investment in civilian talent
• Setting the conditions to align workforce capabilities with changing mission requirements
• Empowering Army Civilians to be engaged, innovative, and integral members of the team
• Enhancing Army readiness
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- Established ACCMA— a new organization key to transforming how Army Civilians are managed
- Implemented consistent, repeatable workforce planning—informing prioritization of workforce programs and resources in support of Army readiness
- Consolidated 32 career programs into 11 career fields—creating more opportunities for professional growth and advancement
- Published the first Army engagement strategy—providing commands with enterprise focus areas
- Designated the Deputy Assistant Secretary of the Army (Civilian Personnel) as the proponent for Civilian Supervision—ensuring a consistent, enterprise approach for policies and programs related to supervisors
- Published a Headquarters, Department of the Army, memo encouraging telework, remote work, and flexible schedules—enabling retention of high-quality talent
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What’s new in CIP 2022?
Signed October 2022, CIP 2022 is an update of CIP 2020 and covers the next 3 Fiscal Years, FY23-FY25. CIP 2022 builds on the foundational work accomplished in CIP 2020 with new and evolving initiatives:
• Modifies Strategic Priority III to Evolve Enterprise Talent Management Services—Army Civilian Career Management Activity (ACCMA) will be recognized as the enterprise provider of talent management services—with career fields and commands working together to meet mission requirements
• Introduces a New Strategic Priority: Leverage People Analytics—emphasizing technology and data analytics to support talent management decisions
• Adds a New Cross-Cutting Objective: Leverage Technology and Data—focusing on the Army’s human resources information technology infrastructure and ensuring a single, authoritative source of data for talent management decisions
• Incorporates New Tasks and Modifies Existing Tasks from the 2020 CIP:
- Providing civilian recruiting through ACCMA
- Developing an outreach program to build awareness of civilian service among secondary school audiences
- Improving selection of individuals for hiring or advancement based on capability, performance, and potential
- Enhancing civilian leader development programs
- Modernizing senior executive talent development
- Providing career opportunity paths to Army Civilians
- Implementing the Cyber Excepted Service across the Army
- Supporting managers in creating a work environment consistent with Rehabilitation Act requirements
- Proposing stay and/or exit survey programs
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Civilian Implementation Plan 2022 Hip Pocket Guide
CIVILIAN IMPLEMENTATION PLAN (CIP) 2022
RESOURCES
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The APS-CIP Microsoft Teams site serves as a centralized hub for comprehensive information on the Army People Strategy and Civilian Implementation Plan, offering a convenient platform for Army personnel to access and download relevant materials.
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The Civilian Implementation Plan MilSuite site is as a dedicated online space for the dissemination of information pertaining to the Civilian Implementation Plan, facilitating easy access to materials and information for civilian personnel in support of strategic workforce initiatives.
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Army Civilian Career Management Activity Facebook
The Army Civilian Career Management (ACCMA) Facebook page is a resource for current and future Army Civilians where they can get updates, resources, and engaging content related to civilian career management within the Army.
INTRODUCTION
The Federal Employee Viewpoint Survey (FEVS) is an annual government-wide survey, administered by OPM, that measures employees’ perceptions of whether, and to what extent, conditions that characterize successful organizations are present in their agency.
The FEVS results provide valuable insights for Army leaders into the strengths and challenges within their workplaces. These results help ensure Army is creating and supporting conditions for an effective Civilian workforce. The FEVS is one of the best ways to provide feedback to Army leaders on how organizations are doing.
Confidentiality
- Access to completed surveys will be limited to OPM staff and contractors who are involved in collecting or preparing the information for analysis and agencies such as GAO that have specific authority to obtain agency records.
- In any public release of survey results, no data will be disclosed that could be used to identify specific individuals.
- Your agency will only receive summary reports for the whole population and for certain subgroups. Your agency will not receive data by subgroups that could be used to identify a specific individual or a person's specific response to a survey question.
2024 FEVS SURVEY
The 2024 FEVS will be a full census. Employees must update their work email in the HR portal (MyBiz) to ensure receiving the survey. OPM is planning to administer the survey in early/mid-May.
Who is eligible to take the 2024 FEVS?
All federal employee onboarded by November 30, 2023, will receive an email invitation from the U.S. Office of Personnel Management (OPM) containing a unique link to participate in the survey. Political appointees, contractors/non-federal employees, and any employee who joined after November 30, 2023, are not eligible.
2023 FEVS: SUMMARY OF NOTABLE RESULTS
The Department of the Army's participation rate in the 2023 Federal Employee Viewpoint Survey (FEVS) stood at 27.6%, marking a 0.6 percentage point decrease from the 2022 rate of 28.2%. Notably, we exceeded the Department of Defense average by 4 points (23.7%) and surpassed all other service branches, including the Marine Corps, Navy, and Air Force.
OPM reported significant increases in the Employee Engagement Index (EEI), Global Satisfaction Index, and Diversity, Equity, Inclusion, and Accessibility (DEIA) Index from the 2023 FEVS. The Army's Employee Engagement Index reported a 73.3% positive response rate, a 2.7 percentage point increase from 2022's rate of 70.6%.We have returned to a positive trajectory in both the overall EEI and all three sub-indices, with the leader's lead sub-indice showing the highest increase of 4 percentage points. The Army’s overall EEI was higher than that of the DoD wide average and the Government wide average.
We encourage HR leaders to leverage FEVS data to create action plans for their organization. More information can be found on the Microsoft Teams (Army FEVS Info) site.
2022 FEVS: Summary of Notable Results
The Army’s 2022 Federal Employee Viewpoint Survey (FEVS) results were broadly promising, with a modest uptick in employee engagement index (EEI) marking a return to our yearslong trend of improvement after a hiccup in the 2021 survey. No survey items fell into OPM’s “challenges” category—i.e., no question featured a negative response rate of higher than 35%—and two of the three major components of the EEI showed year-over-year improvement.
A summary of notable items in the 2022 FEVS results revealed that Army Civilians have a high level of confidence in their mission and that the Army has made important strides in areas that it has historically struggled—both promising signs as we work to improve the Army Civilian experience. Significant work remains, particularly in performance recognition, which should be a focus area for HR leaders as they develop action plans for 2023 and beyond.
A summary of notable items in the 2022 FEVS results revealed that Army Civilians have a high level of confidence in their mission and that the Army has made important strides in areas that it has historically struggled—both promising signs as we work to improve the Army Civilian experience. Significant work remains, particularly in performance recognition, which should be a focus area for HR leaders as they develop action plans for 2023 and beyond.
CONTACT INFORMATION:
OPM has a FEVS Helpdesk to respond to all employee inquiries about the FEVS. All questions and inquiries about the survey, such as eligibility, confidentiality, and locating the survey invitations, should be directed to the helpdesk.
To reach the helpdesk, Army Civilians should email EVAR@OPM.GOV, and USACE should email EVAC@OPM.GOV.
FAQs
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Non-political, non-contractor, non-Title X Army Civilians on board with the Army as of November 30, 2023, are eligible to complete the survey. All Army Civilians who meet the eligibility requirements will receive an invitation to complete the FEVS. Your work email address must be updated and current in the HR portal (MyBiz).
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The survey can be completed online and takes an average of 20 minutes to complete.
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Army Civilians should email armyfevshelp@army.mil with questions about eligibility.
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The survey results provide valuable insights to Army leaders on the strengths of the Civilian workforce, as well as gauging areas for improvement. OPM does not provide individual response data to any Army or Department of Defense official.
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The timeline of reports being released varies on OPM's annual rollout schedule.
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For more information on FEVS, refer to the OPM website or contact your local FEVS representative.
2023 FEVS COMMUNICATIONS CAMPAIGN
2023 FEVS Communications Campaign
