United StateS Office Of PerSOnnel ManageMent

Climate Action Plan 

OPM.GOV SEPTEMBER 2021
i 

Table of Contents

I. Introduction.............................................................................................. 1

II. Policy Statement ...................................................................................... 1

III. Approach ............................................................................................... 1

A. Strategy to Tackle the Climate Crisis ...................................................... 1

B. Designated Senior Climate Change Adaptation Official .............................. 2

IV. Agency’s Priority Adaptation Actions ........................................................... 2

A. Leveraging workforce flexibilities as a strategic asset to promote climate 

resilience and adaptation.......................................................................... 3

B. Increasing support for wildland firefighters and other occupations critical to 

Federal adaptation and resilience efforts ..................................................... 5

C. Attracting top talent to promote adaptation across agencies through the 

creation of the President’s Sustainability Executives Program......................... 8

D. Expanding availability of effective training to expand government’s 

awareness and competencies related to climate adaptation and resilience ..... 10

V. Specific Topic Areas ................................................................................ 12

A. Topic 1: Update Climate Vulnerability Assessments ................................ 12

B. Topic 2: Describe Agency Efforts to Enhance Climate Literacy in its 

Management Workforce ......................................................................... 14

C. Topic 3: Describe Agency Actions to Enhance Climate Resilience .............. 15

Appendix: OPM Policy Statement .................................................................. 17
OPM Climate Action Plan

1 

I. Introduction

On January 27, 2021, the White House issued Executive Order (EO) 14008, 

“Tackling the Climate Crisis at Home and Abroad.”1

1 United States, White House. “Tackling the Climate Crisis at Home and Abroad.” 86 Fed. 

Reg. 7619 (January 27, 2021).

 Section 211 of the EO 

requires each agency to submit an action plan which describes steps that the 

agency can take to “bolster adaptation and to increase resilience to the 

impacts of climate change.”

The U.S. Office of Personnel Management (OPM) leads and serves the 

Federal Government in enterprise human resources management by 

delivering policies and services to achieve a trusted, effective civilian 

workforce.

OPM shares the President’s concern that climate change poses an existential 

threat to the well-being of the nation and is committed to supporting the 

Federal workforce as it powers a government-wide response to this urgent 

challenge. 

II. Policy Statement

Appendix A includes OPM’s policy statement which reaffirms our commitment 

to integrating climate information within our mission, across all relevant 

programs, and through partnerships with our stakeholders. 

III. Approach

A. Strategy to Tackle the Climate Crisis

OPM is committed to leveraging its role as the government’s strategic 

workforce advisor to advance policies that will provide agencies with the 

tools they need to continue to deliver services to the American people in the 

face of disruptions caused by climate change. OPM will also help agencies 
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recruit, hire, retain, and train a workforce with the skills to advance the

Administration’s goals for adaptation and resilience work at the local, 

national, and international level. Within OPM itself, we will also take steps to 

promote the agency’s own internal resilience to deliver on our critical 

mission. 

Specifically, OPM will:

1. Establish a Climate and Action Plan Working Group;

2. Review and update existing policies and programs to integrate a 

recognition of the threat posed by climate change and promote 

adaptation, review, and confirm new policies are aligned with 

adaptation and resilience goals, within applicable laws; and

3. Look for opportunities to promote resilience within OPM’s programs

and policies.

B. Designated Senior Climate Change Adaptation Official

OPM’s Chief Management Officer will be the Senior Climate Change 

Adaptation Official responsible for carrying out the climate adaptation 

management activities of this Plan. 

IV. Agency’s Priority Adaptation Actions 

OPM has identified the following four (4) Priority Adaptation Actions: (1) 

Leveraging workforce flexibilities as a strategic asset to promote climate 

resilience and adaptation; (2) Increasing support for wildland firefighters and 

other occupations critical to Federal adaptation and resilience efforts; (3) 

Attracting top talent to promote adaptation across agencies through the 

creation of the President’s Sustainability Executives Program; and (4)

Expanding availability of effective training to expand government’s 

awareness and competencies related to climate adaptation and resilience. 

Each priority adaptation action is described below:
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A. Leveraging workforce flexibilities as a strategic asset to promote climate 

resilience and adaptation

Item Response

Action Description The COVID-19 pandemic transformed how Federal work is 

done. In 2019, 3% of Federal workers reported that they 

worked remotely full time. In the 2020 Federal Employee 

Viewpoint Survey, over 50% of employees reported 

teleworking full time.

This rapid increase in the use of telework and other 

workplace flexibilities allowed agencies to continue to 

deliver on their mission even when they were not onsite. 

As OPM helps agencies plan for how they will leverage 

workplace flexibilities as a strategic asset in the post reentry environment, there is an opportunity to assist 

agencies so that their operations can continue even 

during acute weather events or other future disruptions 

that prevent access to the worksite. Furthermore, 

increased telework furthers the goals of the EO by limiting 

Federal employees’ commute and reducing commutingbased carbon emissions.

Action Goal Enable agencies to have the tools and support to use 

telework, remote work, and other workplace flexibilities to 

strengthen their operations.

Agency Lead The Associate Director of Employee Services (ES) will lead 

this priority adaptation action.

Risk or Opportunity Agency leadership and supervisors need a clear 

understanding of existing flexibilities and significant 

support to capitalize on the lessons learned during the 

pandemic to continue the Federal government’s progress 

toward a more resilient workforce.

Scale Government-wide. 

Timeframe FY2022 and ongoing.
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Item Response

Implementation 

Methods

OPM will support agencies via:

1. Robust and iterative guidance on strategies to use 

telework as a strategic asset; 

2. Hands on technical assistance to agency leadership 

and tools for managers; and

3. An examination of HR regulations necessary to 

effectively use telework.

Performance We will measure government-wide statistics on telework 

and remote work.

Intergovernmental 

Coordination 

OPM will continue to work closely with agencies across the 

government via the Chief Human Capital Officers Council 

and the President’s Management Council. OPM will also 

continue to support Federal re-entry efforts via its role as 

a co-chair of the Safer Federal Workforce Task Force.

Resource 

Implications 

OPM is able to align existing resources to this initiative. 

Challenges / Further 

Considerations 

Agency leadership and supervisors need continued 

support to understand how to leverage these tools most 

effectively in areas such as performance management.

Highlights of 

Accomplishments to 

Date

OPM issued a comprehensive set of frequently asked 

questions for agencies on the use of telework.
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B. Increasing support for wildland firefighters and other occupations critical 

to Federal adaptation and resilience efforts

Item Response

Action Description The Federal government is struggling to recruit and retain 

staff in certain occupational series, including those critical

to Federal climate resilience efforts. One example is

Federal wildland firefighters who earn less than $15 per 

hour and suffer burnout from increasingly long and 

intense fire seasons.2

2 Sarah Kaplan, “Underpaid Firefighters, Overstretched Budgets: The U.S. Isn’t Prepared for 

Fires Fueled by Climate Change,” Washington Post (July 1, 2021) available at

https://www.washingtonpost.com/climate-environment/2021/07/01/underpaid-firefightersoverstretched-budgets-us-isnt-prepared-fires-fueled-by-climate-change/. 

 President Biden committed that no 

wildland firefighter would earn less than $15 per hour 

under his Administration. OPM will work to develop 

solutions to fulfill this commitment and to increase the 

government's ability to recruit and retain these critical 

occupations. It will also seek to identify other occupations 

critical to the Federal climate adaptation efforts and 

review compensation levels. 

Action Goal Promote recruitment and retention of positions that are 

critical to the Federal government’s adaptation response

by modernizing compensation for employees filling these 

positions. 

Agency Lead The Associate Director of Employee Services (ES) will lead 

this priority adaptation action.
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Item Response

Risk or Opportunity OPM provides leadership on Federal pay and develops 

policies to administer pay throughout the Federal 

government. Specifically, OPM is authorized to establish 

higher rates of basic pay for a group of General Schedule 

employees to address existing or likely significant 

handicaps in recruiting or retaining well-qualified 

employees.3

3 https://apps.opm.gov/SpecialRates/Index.aspx. 

Scale The work performed by wildland firefighters to reduce 

hazard fuel loads and restore degraded forest landscapes 

promotes climate resilience at the state and national 

level. OPM hopes to further expand its impact by

improving recruitment and retention of other occupations 

that are critical to the national response. 

Timeframe OPM initiated this work in FY2021 and will continue this 

work throughout FY2022.

Implementation 

Methods

• Support administration efforts to develop on long term 

solution to wildland firefighter pay.

• Issue regulations creating special hiring authority for 

land management positions. 

• Evaluate other Federal occupations critical to 

combatting the climate crisis and assess whether other 

interventions (e.g., related to pay or occupational 

series) are warranted.

Performance Deliver on the President’s promise to raise wildland 

firefighter pay to no less than $15/hour. 

Intergovernmental 

Coordination 

OPM will work closely with the United States Department 

of Agriculture (USDA), the United States Department of 

Interior (DOI), and the Office of Management and Budget 

(OMB). 
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Item Response

Resource 

Implications 

OPM is able to align existing resources to support this 

initiative.

Challenges / Further 

Considerations 

A $15 minimum wage is just a first step. OPM will work 

with stakeholders on additional policy interventions to 

promote long term recruitment and retention efforts. 

Highlights of 

Accomplishments to 

Date

Broadly, OPM has begun an occupational assessment to 

consider policy interventions to assist agencies with 

recruiting and retaining the workforce needed to combat 

the climate crisis.

With respect to Federal firefighters, OPM assisted with the 

following: 

• Enabled permanent firefighters up to the GS-9 level to

earn a 10% pay award. 

• Enabled seasonal workers who commit to staying on 

for the season to earn a $1,000 spot bonus.

• Extended USDA’s direct hire authority for additional 

Federal firefighting personnel. 

• Supported DOI in converting 153 tribal positions into 

permanent jobs that can support wildfire response. 
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C. Attracting top talent to promote adaptation across agencies through the 

creation of the President’s Sustainability Executives Program

Item Response

Action Description This new prospective program, which is being codeveloped by OPM and the Council on Environmental 

Quality (CEQ), will bring innovative senior leaders from 

the private, non-profit, and academic sectors directly into 

Federal agencies to support agencies’ efforts to address 

challenges and help solve complex problems related to 

the climate crisis. 

OPM and CEQ will work with agencies to identify 

opportunities to significantly improve adaptation, 

resilience or sustainability programs. It will also identify

and recruit top private sector leaders interested in sharing 

their expertise for time limited engagements. OPM will 

leverage its unique understanding of the Federal hiring 

process to specifically help agencies determine the 

appropriate hiring authority to use to bring Executives 

onboard. 

Action Goal Bring in world-class talent into the Federal sector to 

answer President Biden’s call to think boldly and 

differently to meet this climate crisis. 

Agency Lead OPM Deputy Associate Director for Center for Leadership 

Development (CLD) and Deputy Associate Director for 

Talent Acquisition, Employee Services (ES) will serve as 

co-leads for this priority adaptation action.

Risk or Opportunity Federal agencies have opportunities to extend their 

impacts on their own adaptation and sustainability

programs as well as extending their impacts externally 

with their customers and stakeholders. To realize these 

opportunities, senior level innovators with the influence, 

creativity, and extended networks will be able to propose 

and design solutions that can increase adaptation, 

resilience, and sustainability in the communities, 

organizations, and agencies they work with.
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Item Response

Scale This program will start by recruiting a small number of 

executives, but each could have significant impact on 

agency operations. Executives will work on issues that 

have local, regional, national, and global impacts. Over 

time, OPM hopes to support placement of more 

executives across government. 

Timeframe OPM and CEQ anticipate launching this program in FY22. 

Implementation 

Methods

• Together with Federal agencies, OPM and CEQ will 

identify critical climate and adaptation challenges. 

• OPM will partner with CEQ to develop a Role Profile 

outlining the general areas of focus / activity during an 

appointment. OPM will also work with relevant agency 

CHCOs to add any unique agency descriptors to the 

role. 

• CEQ will lead in the identification and recruitment of 

senior talent from the private, non-profit, and 

academic sectors. 

• OPM will liaise with the agency CHCOs and provide 

optional appointing authorities that can be used. 

• OPM and CEQ will develop a module around the 

President’s mandate / agenda on the Climate, in 

addition to an introduction to the Federal world of 

work and critical things to know. 

• OPM to develop streamlined performance reporting 

template. 

Performance OPM and CEQ will refine criteria used to evaluate program 

performance. 

Intergovernmental 

Coordination 

OPM and CEQ will partner with agencies to identify

highest priority adaptation, resilience, and sustainability 

needs. 

Resource 

Implications 

Agencies will be expected to cover the costs of the 

Executive’s pay and benefits as well as contribute to the 

program costs.
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Item Response

Challenges / Further 

Considerations 

A key consideration is enabling Sustainability Executives 

to have the position and reporting relationship to drive 

change in agency programs and stakeholder relationships.

Highlights of 

Accomplishments to 

Date

OPM has a strong track record of bringing early, midcareer, and senior level talent to close gaps in agency 

capabilities and performance.

D. Expanding availability of effective training to expand government’s 

awareness and competencies related to climate adaptation and resilience

Item Response

Action Description OPM’s Center for Leadership Development (CLD) will 

assess its current program and identify opportunities to 

expand its climate adaptation content through its 

leadership, management, and professional development 

curricula. Presently, delivery mechanisms include open 

enrollment programs (both in-person and virtual) as well 

as custom programs provided to agency partners. CLD 

will also work with agencies that have existing 

sustainability, adaptation, and resilience learning content 

(e.g., Department of Energy (DOE), Environmental 

Protection Agency (EPA), Federal Emergency Management 

Agency (FEMA), and others) to integrate their courses into 

OPM offerings and offer them through agency learning 

management systems. OPM will work with the Chief 

Learning Officers Council to identify other means of 

distribution, engagement, and continual learning to create 

awareness and adoption in the Federal workforce.

Action Goal Increase availability of effective climate adaptation 

resilience training for Federal employees.

Agency Lead The OPM Deputy Associate Director for Center for 

Leadership Development (CLD) will serve as the Agency 

Lead for this Priority Adaptation Action.
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Item Response

Risk or Opportunity Opportunity to accelerate adoption of adaptation and 

resilience through Federal employees deploying these 

skills and behaviors to the benefit of their agency 

programs. 

Scale Government-wide. 

Timeframe OPM anticipates initiating this work in FY 2022, with full 

implementation in FY 2024. 

Implementation 

Methods

• Embed climate adaptation and resilience skills and 

behaviors in existing OPM learning and development 

programs.

• Identify climate adaptation learning content from 

across the government and academic / non-profit 

organizations. 

• Curate, revise, and deploy content for the Federal 

workforce through OPM distribution, other agency 

learning management systems, and interagency 

councils. 

• Convene special events with adaptation leaders to 

build awareness and adoption. 

Performance OPM will measure success by the degree of skill and 

learning transfer through the learning assessments that 

are part of the training programs. 

Intergovernmental 

Coordination 

OPM will work with the Chief Learning Officers Council as 

well as agencies with existing expertise in training around 

climate adaptation resilience (e.g., DOE, EPA, FEMA). 

Resource 

Implications 

OPM will recoup the costs of training delivery from 

agencies. 

Challenges / Further 

Considerations 

N/A at this time.

Highlights of 

Accomplishments to 

Date

N/A at this time.
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V. Specific Topic Areas

Per the Interim Instructions for Preparing Draft Climate Action Plans Under 

Executive Order 14008 (CEQ 2021) requirements, OPM’s plan includes 

information on the current status and desired end state on three (3) topic 

areas. 

A. Topic 1: Update Climate Vulnerability Assessments

OPM conducted a climate vulnerability assessment in its 2014 Climate 

Change Adaptation Plan that identified the following two vulnerabilities: (1) 

managing its three delegated leased buildings; and (2) preparing for

weather-related events affecting the Federal government’s operating status 

and promoting the health and safety of employees. Given the internal 

nature of the first vulnerability which OPM’s Facilities, Security, and 

Emergency Management (FSEM) team has and continues to address, this 

section will focus on the government-wide nature of preparing for weatherrelated events affecting the Federal government’s operating status and 

promoting the health and safety of employees.

Desired End State: OPM incorporated the latest climate information 

referenced in the Fourth National Climate Assessment and continues to 

make progress against vulnerabilities that impact management functions 

and/or decision points for managing procurement, real property, and 

programs that are most susceptible to climate change. 

Current State: Because OPM last conducted a vulnerability assessment in 

2014, OPM’s climate adaptation team will conduct a new assessment as part 

of the implementation of EO 14008. This assessment will focus on how OPM 

can better prepare for weather-related crises affecting the government’s 

operating status and promote the health and safety of employees.
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Vulnerability: Preparing for weather-related crises affecting the 

government’s operating status and promoting the health and safety 

of employees.

Item Response

Climate Threat and 

Expected Impact

Weather-related crises affect the Federal 

government’s operating status, the health and safety 

of employees, and the ability for Federal employees 

to execute their responsibilities to help agencies 

deliver on their missions. 

Recommended Adaption 

Action and Barriers to 

Implementation 

Based on the vulnerability identified in 2014, OPM 

will examine its policies and procedures to identify 

ways OPM can, within existing laws, enhance 

response to extreme weather events. OPM will begin 

with a review of the following responsibilities:

1. The OPM Director makes decisions on the 

operating status of the Federal government during 

emergencies and inclement weather-related 

events that impact the Federal Government’s 

operation status in the national Capital region.

2. OPM provides guidance to Federal agencies on 

how to appropriately use leave and flexibilities 

such as weather and safety leave — to support 

impacted employees who cannot safely come to 

the worksite. 

3. Following natural disasters and a formal 

Declaration of Emergency, OPM can — with OMB 

concurrence — approve Emergency Leave 

Transfer Programs for Federal employees.

Estimated 

Implementation Timeline 

and How to Measure 

Progress and Success

OPM will review these procedures starting in FY 2022.
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Item Response

Resource Considerations 

for Managing Risks

OPM will continue to collaborate and consult with 

officials in affected regions as well as the National 

Weather Services (NWS) to address how to respond 

to severe weather, emergency situations, and other 

disruptive events. For example, in the National 

Capital Region (NCR), OPM would collaborate and 

consult with the Metropolitan Washington Council of 

Governments (MWCOG) as well as the Metropolitan 

Area Transportation Operation Centers (MATOC) in 

the DC, MD, and VA areas. Decisions regarding 

emergencies and weather-related events outside of 

the national Capital region are made by the 

appropriate regional bodies, including the Federal 

Executive Boards and other Federal agencies.

Disclosure in Financial 

Reporting and Integration 

into Enterprise Risk 

Management Processes

OPM is evaluating the financial impact of this 

vulnerability. As appropriate, it will include impacts 

within disclosure reports and enterprise risk 

management processes.

B. Topic 2: Describe Agency Efforts to Enhance Climate Literacy in its 

Management Workforce

Climate literacy is essential to helping employees and stakeholders 

understand how they can support adaptation and resilience efforts. OPM 

seeks to refine and expand climate adaptation training content available to 

Federal workers.

Desired End State Current Status

OPM offered expanded climate 

adaptation content through its 

leadership, management, and 

professional development criteria. 

This content is available to OPM 

leaders. 

OPM is at the beginning stages of an effort 

to identify best in class climate adaptation 

training content to be made available 

through The Center on Leadership 

Development (CLD). 
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Desired End State Current Status

OPM developed an awareness 

campaign to enhance the climate 

ambition and integrate climate 

considerations across OPM 

programs. 

OPM will collaborate with other stakeholder 

agency workgroups to develop best 

practices which incorporate policies from EO 

14008. Information garnered from these 

best practices will be disseminated 

throughout the OPM workforce. 

C. Topic 3: Describe Agency Actions to Enhance Climate Resilience

a) Describe Agency Actions for Climate-ready Sites and Facilities

Desired End State Current Status

OPM continued to improve operational 

efficiencies at the three (3) OPM leased 

facilities at its: (1) Theodore Roosevelt 

Federal Building (TRB) in Washington, 

DC; (2) Data Center facility in Macon, 

Georgia; and (3) Federal Executive 

Institute (FEI) training facility in 

Charlottesville, Virginia.

The U.S. General Services 

Administration (GSA) has given OPM 

Delegation of Authority to operate and 

maintain the three (3) facilities. These 

facilities account for 75% of OPM’s 

energy and water consumption. OPM 

has endeavored to reduce its carbon 

footprint despite challenging 

circumstances due to the age of the 

buildings. Even as the TRB—a historic 

building erected in the 1950’s—faced 

the second highest number of cooling 

degree days in 2019, OPM 

simultaneously experienced a 25.4%

decrease in energy intensity as a result 

of efficiency improvements such as 

infrastructure improvements, onsite 

generation of renewable energy, 

purchasing of green power, and 

renewable energy credits (RECs). OPM 

will continue to build upon these 

improvements to improve operational 

efficiencies at its leased facilities.
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b) Describe Agency Actions to Ensure a Climate-ready Supply of 

Products and Services

Desired End State Current Status

Vendors awarded contracts 

have reduced their 

emissions. 

The Office of Procurement Operations (OPO) 

informs vendors to reduce their impacts on 

emissions on awarded contracts to conform to EO 

14008 and is reviewing and updating OPM 

acquisition policies accordingly. 

OPM helped promote climate 

adaption-focused 

acquisitions through 

category management 

initiatives. 

To promote climate adaptation-focused criteria 

through category management initiatives, OPM 

will: (1) identify core areas of expenditures; (2) 

develop heightened levels of expertise; (3) 

leverage shared best practices; and (4) provide 

acquisition, supply, and demand management 

solutions. OPM will do its part to help the Federal 

government eliminate redundancies, increase 

efficiencies, and deliver more value and savings 

from the government’s acquisition programs.

OPM fully complied with the 

Office of Federal 

Procurement Policy (OFPP)’s 

efforts in updating policies 

and practices Federal 

agencies use to acquire the 

goods and services needed 

to carry out EO 14008.

To support OFPP’s efforts, OPM will: (1) review its 

sustainable procurement policy and confirm that it

is in accordance with Federal Acquisition 

Regulations (FAR) clauses; (2) have its Sustainable 

Program Manager update the Sustainable 

Acquisition Policy as well as procurement policy; 

and (3) increase the acquisition of sustainable 

products using metrics identified in the 2020 

Sustainability Report and Implementation Plan.4

4 OPM, “Office of Personnel Management 2020 Sustainability Plan.”
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Appendix: OPM Policy Statement

The U.S. Office of Personnel Management (OPM) leads and serves the 

Federal Government in enterprise human resources management by 

delivering policies and services to achieve a trusted, effective civilian 

workforce. OPM shares the President’s concern that climate change poses 

an existential threat to the well-being of the nation and is committed to 

supporting the Federal workforce as it powers a Government-wide response 

to this urgent challenge.

OPM is committed to integrating an awareness of climate threads into our 

daily work across all relevant programs and through partnerships with our 

stakeholders. Our Climate Action Plan is an agency-wide plan to integrate 

climate change adaptation planning and actions into OPM’s programs, 

policies, and operations that is consistent with the requirements of Executive 

Order (EO) 14008, “Tackling the Climate Crisis at Home and Abroad.”

To address the climate crisis and promote resilience and adaptation, OPM 

will:

• Integrate climate information to address and promote climate change 

adaption and climate resilience across our mission, programs, and 

operations.

• Develop, implement, and evaluate climate-ready policies and programs 

which address climate change challenges and further Governmentwide climate change adaptation, climate literacy, and climate resilience 

goals. 

• Establish and maintain strong partnerships with other agencies in 

addition to local, regional, state, and other Federal entities to develop 

policies and programs that promote / enhance climate adaptability and 

resilience, mitigate climate-related risk to Federal workers and 

property, and address climate change-related effects.
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• Review acquisition policies so that climate adaptation and resilience 

are reflected in its policies and applicable contracts.

• Advocate for necessary resources in our annual budget formulation 

process in areas where budget adjustments are necessary to carry out 

the actions identified under this Policy.

To build momentum, OPM’s Climate Action Plan specifies four priority actions 

that will serve as our areas of initial focus. These actions build on OPM’s core 

mission as the government’s strategic human capital leader to make sure 

agency partners have the support they need to deliver on their ambitious 

adaptation missions. 

OPM has identified its Chief Management Officer as its designated official

responsible for executing its Climate Action Plan. The Chief Management 

Officer will assemble a Climate Action Plan Working Group which will not only 

conduct an annual review of the Climate Action Plan, but it will also review 

our prior Climate Change Adaptation Plan and vulnerability assessments. 

Through these assessments, the team will evaluate OPM’s progress against 

its programs and previously identified vulnerabilities and make updates as 

appropriate.

Through these efforts, I am confident OPM can make significant strides in 

improving its own internal climate resilience, while also serving as a vital 

resource to support Government-wide adaptation and resilience efforts. We 

look forward to executing this important work. 

Sincerely, 

Kiran A. Ahuja

Director
U.S. Office of Personnel Management

Office of the Director

1900 E Street, NW, Washington, DC 20415

OPM.GOV

OD/CAP-03431-9-21