# Presentation: 899484

## Federal Technical Capability Panel Briefing

## NNSA was stood-up in 2000 as a semi-autonomous agency within the DOE

There had been little recruitment into the NNSA since 2000, and essentially no recruitment of fill entrance level positions.

Demographics of the NNSA Workforce:
Average Age is 49 years old
33% of the workforce is eligible for optional retirement in the next 5 years

**NNSA was stood-up in 2000 as a semi-autonomous agency within the DOE**
**There had been little recruitment into the NNSA since 2000, and essentially no recruitment of fill entrance level positions.**
**Demographics of the NNSA Workforce:**
**Average Age is 49 years old**
**33% of the workforce is eligible for optional retirement in the next 5 years**

## Background, cont.

**The program’s objective is to bring recent college graduates onto the federal rolls and to provide a developmental program to participants in order to prepare them for assuming critical responsibilities I the next 2 – 5 years.**
**30 new, recent college graduates each year**
**Dedicated staff to manage program (2 people)**
**This program is called the NNSA Future Leaders Program**

## The Future Leaders Program Design

**A two year program of training and development**
**Participants are organizationally assigned to NNSA HQ but are duty stationed at various work sites of NNSA across the country**
**Each participant will receive “core” training applicable to all as well as several leadership courses.**
**Each occupational group has a discipline-specific training program, e.g. General Engineer, Facility Representative, Business Specialist, Security Specialist, etc.**

## FLP Participant will serve on at least two different rotational assignments to gain work experience in other NNSA organizations.

Each HQ participant must work at least 60 days in a field site, and each field site participant must work 60 days at HQ

Training curriculum is very structured – technical participants are reassembled 2 times a year for formal training

_**The Future Leaders Program Design**__**, cont.**_

**FLP Participant will serve on at least two different rotational assignments to gain work experience in other NNSA organizations.**
**Each HQ participant must work at least 60 days in a field site, and each field site participant must work 60 days at HQ**
**Training curriculum is very structured – technical participants are reassembled 2 times a year for formal training**

## During the 2 year FLP program, costs of salary and benefits, travel and training, as well as the FTE are assumed by the NNSA HQ Office of Human Capital Management Programs.

**During the 2 year FLP program, costs of salary and benefits, travel and training, as well as the FTE are assumed by the NNSA HQ Office of Human Capital Management Programs.**

## Selectees in Technical positions (Engineers and Physical Scientists) were appointed to Excepted Service Positions, either EN or EK

Selectees into positions not covered by EN or EK excepted service authorities were appointed under the Federal Career Intern Program at GS-9 level.

_**Appointment Authorities**_

**Selectees in Technical positions (Engineers and Physical Scientists) were appointed to Excepted Service Positions, either EN or EK**
**Selectees into positions not covered by EN or EK excepted service authorities were appointed under the Federal Career Intern Program at GS-9 level.**

## $6,000 Recruitment Bonus

Student Loan Repayment

Not to exceed $10,000 per year for up to 3 years

Each recruitment incentive requires selectee to commit to a service agreement.

**$6,000 Recruitment Bonus**
**Student Loan Repayment**
**Not to exceed $10,000 per year for up to 3 years**
**Each recruitment incentive requires selectee to commit to a service agreement.**

## Needs Assessment

**8 Site Offices, the Service Center and 6 HQ Program Offices are asked to identify FLP needs annually.**
**From the list of identified needs, a class of about 30 positions is developed.**

## Recognized as outstanding academic institutions (US News and World Report)

Sources of diverse candidates                                 (Historically Black Colleges and Universities)
     (Hispanic Association of Colleges and Universities)

Universities are in close geographic proximity to positions being filled

**Recognized as outstanding academic institutions (US News and World Report)**
**Sources of diverse candidates****                                 ****(Historically Black Colleges and Universities)**
**     ****(Hispanic Association of Colleges and Universities)**
**Universities are in close geographic proximity to positions being filled**

## Each team recruiting on-campus is comprised of at least 3 recruiters

HR Team Lead
Selecting Official Representative(s)
Diversity Representative

Teams may be quite large with multiple Selecting Official Representatives

One set of interview questions and scoring criteria are used for all interviewees

**Each team recruiting on-campus is comprised of at least 3 recruiters**
**HR Team Lead**
**Selecting Official Representative(s)**
**Diversity Representative**
**Teams may be quite large with multiple Selecting Official Representatives**
**One set of interview questions and scoring criteria are used for all interviewees**

## Conversion of FLP Participants

**Prior to completion of two year program, FLP Manager, in consultation with the home office supervisor, determine if the FLP participant should be retained.**
**Upon Retention, participant will be converted from the FLP and reassigned to rolls of the home office.  At that point, home office will pick up the cost of salary and benefits, travel and training, and FTE.**

## Class of 2005

## Results – Class of 2005

**Total of 129 candidates were interviewed**
**29 selections made**
**25 technical positions filled (of which 10 were Facility Representatives)**
**4 business positions filled**

## Demographic Information Class of 2005

**African American**
**Hispanic**
**Asian**
**Native American**
**White**

**2**
**6**
**3**
**1**
**8**

**1**
**3**
**2**
**0**
**3**

**10%**
**31%**
**17%**
**4%**
**38%**

_**Male**_

_**Female**_

_**%**_

**20**

**9**

**69%**

**31%**

**28%****72%****62%**

**White Males****Minority or Women****Minority**

## Demographic Information Class of 2005, continued

**HQ**
**SC**
**KCSO**
**SRSO**
**YSO**
**PSO**
**SSO**
**LASO**
**NASO**
**LSO**
**Total**

**7**
**3**
**1**
**3**
**2**
**2**
**2**
**4**
**3**
**2**
**29**

_**Organization**_

_**# Of FLPers Entered**_

**7**
**2**
**1**
**3**
**2**
**1**
**1**
**4**
**3**
**2**
**26**

_**# Of FLPers Graduating**_

## Information on 29 Participants in the FLP Class of 2005

**21 % of participants have a master’s degree**
**Ages of FLP Participants range from 21 - 38**
**Average age is 25 years old**
**Average GPA of FLP Participants is 3.1**
**20 of 29 participants requested student loan repayment**
**39 offers were made in order to select 29 participants (26% declination rate)**

## Class of 2006

## Results – Class of 2006

**Recruited at 11 campuses**
**Total of 134 candidates were interviewed**
**30 selections were made**
**19 technical positions filled ****(of which 1 was Health Physicist, 1 was a Nuclear Physicist and one was an FR)**
**9 business positions filled**
**2 Security positions filled**

## Demographic Information of Class of 2006

**African American**
**Hispanic**
**Asian**
**Native American**
**White**

**4**
**2**
**0**
**0**
**9**

**6**
**4**
**2**
**0**
**3**

**33%**
**20%**
**1%**
**0%**
**46%**

_**Male**_

_**Female**_

_**%**_

**15**

**15**

**50%**

**50%**

**30%****70%****54%**

**White Males****Minority or Women****Minority**

## Demographic Information of Class of 2006, continued

**SC**
**SRSO**
**YSO**
**PSO**
**SSO**
**NASO**
**LASO**
**LSO**
**Total**

**13**
**3**
**2**
**2**
**3**
**1**
**2**
**2**
**2**
**30**

_**Organization**_

_**# Of FLPers Entered**_

_**Demographic Information of Class of 2006, **__**continued**_

## Information on 30 Participants in the FLP Class of 2006

**55 % of participants have a master’s degree**
**Ages of FLP Participants range from 21 - 42**
**Average age is 25.5 years old**
**Average GPA of FLP Participants is 3.4**
**23 of 30 participants requested student loan repayment**
**41 offers were made in order to select 30 participants (27% declination rate)**

## Class of 2007

## Results – Class of 2007

**Recruited at 12 campuses**
**Total of 128 candidates were interviewed**
**24 selections have been made**
**10 technical positions filled**
**11 business positions filled**
**3 Security positions filled**

## Demographic Information Class of 2007

**African American**
**Hispanic**
**Asian**
**Native American**
**White**

**1**
**4**
**2**
**1**
**5**

**3**
**3**
**1**
**0**
**4**

**17%**
**29%**
**12.5%**
**4%**
**37.5%**

_**Male**_

_**Female**_

_**%**_

**12**

**7**

**54%**

**46%**

**21%****79%****62.5%**

**White Males****Minority or Women****Minority**

## Demographic Information of Class of 2007, continued

**SC**
**SRSO**
**PSO**
**NSO**
**LSO**
**Pittsburgh**
**Naval Reactors**
**Total**

**10**
**7**
**1**
**1**
**2**
**2**
**1**
**24**

_**Organization**_

_**# Of FLPers Entered**_

_**Demographic Information of Class of 2007, **__**continued**_

**(Includes OST)**

## Information on 24 Participants in the FLP Class of 2007

**54 % of selections have a master’s degree**
**Ages of FLP Participants range from 22 - 48**
**Average age is 27.7 years old**
**Average GPA of FLP Participants is 3.43**
**40 offers were made in order to select 24 participants (40% declination rate)**

## Why FLPers Said They Accepted This Job

**Unique**
**Nuclear Security**
**Patriotism**
**Job Security**
**Student Loan Repayment**
**Travel opportunities**
**Alternate work schedules / Hours of Work**
**Benefit Package**
**Rotations during two year program**
**Recruitment Bonus**

_**Why FLPers Said They Accepted This Job**_