|AFFORDABLE CARE ACT (ACA)|
|HR LINKS AND FORMS|
|LWOP / RTD|
|MIL DEPOSIT /SERVICE COMP DATE|
|MYBIZ / *Employee Manager Portal*|
|**NEW EMPLOYEE INFO**|
|FERS-FRAE *effective 1 Jan 2014*|
|SAME SEX PARTNER/MARRIAGE BENEFITS|
|TRAINING & DEVELOPMENT|
|WITHIN GRADE INCREASE (WG/GS)|
|RECRUITMENT/ PLACEMENT (STAFFING)|
The Official Personnel Folder (OPF) is a file containing records that cover a civilian federal employee's employment history. The Office of Personnel Management (OPM) and the agency human resources (HR) offices use these documents to make decisions about employees' rights, benefits and entitlements throughout their careers.
The eOPF is an electronic version of the paper OPF, providing Web-enabled access for federal employees and HR staff to view eOPF documents. Agencies also may provide eOPF access to special investigators, helping to speed the investigation process and save agency resources.
The content of all eOPFs are organized and stored in accordance with the Guide to Personnel Recordkeeping (GPR) and other pertinent legal and/or regulatory guidance. These various references are documented in the Office of Personnel Management Master Forms List. The eOPF provides a standard electronic solution to replace the paper storage of the OPF.
The eOPF is stored electronically in a secure central repository, with role-based security for access to the records. The eOPF incorporates an audit trail for all user activity. Agency HR and payroll systems provide an automated interface with eOPF, and agencies use the automated business processes to support HR review and approval efforts without paper. The eOPF includes the ability for simultaneous viewing of documents from different locations allowing an employee and HR specialist to access the records at the same time. The eOPF allows HR resources to focus on strategic value added services rather than the daily filing activities required for paper documents.
Paper records are subject to damage or destruction by fire or water. The eOPF electronic records are regularly backed up, and the eOPF provides disaster recovery to assure continuity of operations in any situation.
Government requirements for data security are incorporated globally to address such issues as data access controls/permissions, PKI encryption of Web-enabled interfaces, and data delivery over the web.
eOPF Implementation Process is divided into five phases: Pre-Assessment, Assessment, Application Deployment, Conversion, and Production Support. At any given time, there are multiple agencies performing tasks within each phase of eOPF thus providing agencies with the opportunity to collaborate with, and learn from similar experiences of their agency peers. Innovative technology solutions, leadership and the development of best practices have guided the eOPF program.
How can I access my eOPF? You may access the portal at https://eopf.nbc.gov/opm/
What goes in my eOPF? Your Official Personnel Folder contains records the Government needs to make accurate employment decisions throughout your Federal career.These documents:
Who can look at the records in my Official Personnel Folder? You. Anyone you designate. HR Specialists have read-write access to employees’ eOPF within their service area. Employees are able to view their own eOPF documents, but cannot modify the documents. eOPF system includes an audit trail that records when and why an individual has reviewed an eOPF
I'm taking discontinued service retirement but my SF50 doesn't show retirement as the personnel action. Is my SF50 wrong? No. There isn't any official Discontinued Service Retirement action. These actions are processed as separations. The circumstances of the separation are what make you eligible for Discontinued Service Retirement. For more information on Discontinued Service Retirement, refer to Chapter 44 of the CSRS and FERS Handbook.
I noticed that a document in my eOPF is incorrect. What do I do? While every effort has been made to ensure that the information in your eOPF is correct, errors can occur. Any errors or omissions regarding content should be immediately reported to your agency's human resource servicing office for proper identification and resolution.