# Presentation: 134414

## Federal IT Workforce Management

- Linking the CIO and Human Capital Communities

**CHCO**

**CIO**

## Purpose of This Resource Package

- This resource package is designed to provide contextual information (in one document) to the CIO and Human Capital communities on IT Workforce Planning and on IT Training Guidance.  It is an attempt to provide background and hopefully “pull the pieces together.”
- 	Contents:
- History/Important Dates
- Goals of the PMA, E Gov Act, Clinger-Cohen Act
- OMB Data Calls – E Gov Act
- Responsibilities/Required Actions Charts
- Resource Guide
*Prepared by the IT Training Working Group composed of Federal CIO Council Workforce Committee members and OPM members.......contact:  ITWorkforce@opm.gov*

## Recent Federal IT Workforce Policies and Initiatives

**SEP 03   **Initial IT Workforce Survey** **(Clinger-Cohen Assessment Survey (CCAS)) conducted
**DEC 03   **First E-Gov Act Reports** **submitted by Agencies
**JAN 04   **2004 Clinger-Cohen Core Competencies** **update approved by Federal CIO Council
**JUN 04   **IT Project Manager (ITPM) Validation Process released by Federal CIO Council
**JUL 04   **IT PM Validation Progress Reported by Agencies to OMB
**JUL 04**   OPM Report on the Establishment of a Government-wide IT Training Program released
**SEP 04**   IT PM Validation Update included in quarterly Proud to Be
**SEP 04**   2nd IT Workforce Survey (formerly CCAS) completed
**DEC 04**   E-Gov Act Reports submitted by Agencies
**JAN 05**   OPM Memo on IT Training Program Guidance identifies intent to track agency IT training results
**APR 05**   OMB Memo on Human Capital Planning for the IT Workforce requires joint CHCO/CIO effort to
-                  close important IT skill gaps
**APR 05**   IT Workforce Survey Capability Planning and Analysis Tool released

## Important Agency Dates

| 2005 |  |
| --- | --- |
| 28 April  | Rollout of IT Workforce Survey Assessment Tool |
| May | Proud to Be 3 Human Capital Initiative Owner Goals released |
| May | Federal Human Capital Survey results released |
| May/June | IT Workforce Survey Assessment Tool Training;  Session One:  Demand Modeling); Session Two:  Gap Analysis |
| June | Agency Proud-to-Be 3 goals due to OMB; OMB reviews and comments |
| July  | Proud-to-Be 3 (PTB3) published |
| 30 August | Required report to Clay Johnson |
| 30 September | Quarterly PTB3 update |
| November | OPM E-Gov Report input due to OMB   |
| 31 December | Quarterly PTB3 update |
| 2006 |  |
| 31 March | Quarterly PTB3 update |
| August/September  | Next IT Workforce Survey administered |

## Federal Human Capital Strategy

**PMA Goals**
**Implement comprehensive Human Capital Plan**
**Analyze/optimize existing organizational structures**
**Develop succession strategies**
**Link performance appraisal plans and awards programs  agency mission/goals/outcomes**
**Reduce under representation, particularly in mission-critical and leadership ranks**
**Significantly reduce skill gaps in mission critical occupations and competencies**
**Make significant progress and continue to improve in meeting aggressive hiring timeline goals**
**Use outcome measures to make human capital decisions, demonstrate results, make key program and budget decisions, and drive continuous improvement in the agency**

**E-Gov Act **
**Analyze, on an ongoing basis, IT/IRM Federal personnel needs**
**Identify where current IRM/IT training does not satisfy personnel needs**
**Oversee development of curricula, training methods and training priorities corresponding to IRM/IT needs**
**Assess training of Federal employees in IT disciplines to ensure Federal IRM needs are met**
**Establish and operate IT training programs that have curricula covering broad range of required agency disciplines**
**Ensure IT training is developed and applied according to rigorous standards**
**Ensure training maximizes efficiency, using self-paced courses, online course, OJT and remote instructors when possible**
**Issue policies to promote development of performance standards for training**
**Ensure policies are implemented throughout agency **
**Ensure agencies collect and maintain standardized information on IT/IRM workforce**
** **

**LEAD AGENCY:  **O= OPM; A= Agency; C= Agency CIO; $=OMB

## Clinger-Cohen Act

- The CCA requires an agency CIO to:
- Annually assess the requirements for agency personnel regarding knowledge and skill in Information Resources Management.
- Assess the extent to which positions and personnel at the executive level and at the management level below meet those requirements.
- Develop strategies and specific plans for hiring, training, and professional development (to rectify any deficiency).
- Report to the head of the agency on the progress made in improving information resources management capability.

## OMB E Gov Act Data Calls

**November 2004:**
- (Question # 3 from Budget Data Request 05-08)
- A summary (a text document of up to two pages in length) of your agency's progress to implement your information technology human resource strategy as described in Section 209 of the Act.  The summary must:
- Identify any specialized job activities necessary to perform the agency mission that have changed since last year's report;
- Explain how your IT training plan integrates into the overall agency training plan; _and_
- Discuss how you have used the results of  OPM’s Training Report
- 	(_[www.opm.gov/hrd/lead/pubs/ittpreport_07-04/ittpreportJuly2004.pdf](http://www.opm.gov/hrd/lead/pubs/ittpreport_07-04/ittpreportJuly2004.pdf)__) _
- 	to successfully implement training programs to fulfill gaps in your IT workforce.

## OMB E Gov Act Data Calls

**November 2003:**
**Attachment A – General Compliance.  **The following table identifies activities and products assigned to all agencies.  Each agency must provide a brief answer for each question.  Agencies should only report on their agency specific E-government initiatives, not on the 24 E-Government Quicksilver Initiatives.
- 	6.  Human Capital. Sec. 209.  Answer questions a, b, c, d, and e.
- a.        OPM outlines workforce planning by the following five steps
-             (see _[http://](http://www.opm.gov/workforceplanning/wfpmodel.htm)__[www.opm.gov/workforceplanning/wfpmodel.htm](http://www.opm.gov/workforceplanning/wfpmodel.htm)_).  Please use these steps to describe your agency’s IT workforce planning efforts to date. Indicate which steps you’ve completed and where you are currently focused.
- 	Step 1:  Set strategic direction
- 	Step 2:  Analyze workforce, identify skills gaps and conduct workforce analysis
- 	Step 3:  Develop action plan
- 	Step 4:  Implement action plan
- 	Step 5:  Monitor, evaluate and revise
- b.        From the lists available under “What’s New” at _[http://](http://www.cio.gov/)__[www.cio.gov](http://www.cio.gov/)_, identify the job categories and specialty areas, skills, and competencies that are most critical to your agency's Strategic Plan, Enterprise Architecture, and IT Investment Portfolio (Exhibits 53 and 300s).

## OMB E Gov Act Data Calls

**November 2003 (cont.):**
- c.  	Based on coordination with your Agency's Human Capital Planning Officials, what job categories and specialty areas, skills, and competency gaps has your Agency identified in the IT Workforce area that require a plan of action to close?  (Consult the following sources:  CCA IT Workforce Assessment results, CIO Council Project Management Survey Results, HR Department, FEDSCOPE (_[http://](http://www.opm.gov/feddata/)__[www.opm.gov/feddata](http://www.opm.gov/feddata/)__[/](http://www.opm.gov/feddata/)_), etc)
- What strategies have you identified to help close the competency gaps? Such strategies may include:
- 	 _**Learning/development activities**_**:**  (GOLEARN (_[http://](http://www.golearn.gov/)__[www.golearn.gov](http://www.golearn.gov/)_), STAR and formal training such as CIO University (http://www.gsa.gov); Scholarship for Service (_[www.sfs.opm.gov](http://www.sfs.opm.gov/)_) Project Management Institute and/or equivalency, developmental assignments to industry or other government agencies
- 	  _**Retention strategies**_**:  **Financial and non financial (time off) awards, etc.
- 	  _**Competitive Sourcing Strategies**_
- e.       What measures of success are critical to your IT Workforce Planning effort?

## OPM/OMB/CIOC E-Gov Act Responsibilities

**Analyze Federal IT Workforce Skill and Competency Needs**

**Identify Gaps in Federal      IT Training**

**Oversee Development of Curricula Training Methods and Address Gaps**

**Assess Training of Federal IT Employees**

**Evaluate Agency E-Gov (Sec 209) Compliance**

**Conduct IT Workforce Capability Assessment (ITWCA)**

**Review IT workforce capability assessment data**
**Identify important IT job activities**
**Review IT Roadmap data**
**Review/Update Clinger-Cohen Core Competencies**

**Update IT Roadmap with new training sources**

**Proud To Be 3**
**ITWCA data **
**IT Roadmap data**

**OPM input to OMB’s Annual E-Gov Status Report**

**OPM Report on the Establishment of a Government-wide IT Training**** ****Program****.  Framework establishes IT Roadmap as cornerstone of Federal IT Workforce Development.**

**Assist agencies in developing IT training programs**
**Assist agencies with developing performance standards for IT training**
**Assist agencies in closing skill gaps**

**OPM**
**Federal CIO Council**
**OMB**

**S**
**T**
**A**
**R**
**T**

## Federal Agency Required Actions

**Analyze IT workforce skill and competency needs**

**Identify agency IT skill and competency gaps**

**Use training or other options to address gaps**

**Assess effectiveness of strategy to close gaps**

**Report on**
**agency progress**

**AGENCY CIO & CHCO**

**Participate in Annual IT Workforce Capability Assessment**
**Utilize IT Workforce Development Roadmap**

**Determine agency important IT job activities**
**Review & identify critical IT competencies**
** ****Use workforce & employee assessment tools or other Agency processes**

**IT Roadmap (identify training and developmental assignments)**
**IT Exchange Program**
**Recruitment & Retention Tools **
**Competitive sourcing**

**IT Training Performance  Standards**
**ITWCA Data**
**IT Roadmap Data**
**Other Agency processes/tools**
**Evaluation of PTB3 milestones and goals**

**Input to OMB’s Annual E-Gov Status Report**

**Establish or revise IT training program**

**Conduct gap analysis**
**Determine milestones for Proud to Be 3 (PTB3)**

**Federal Agency Required Actions**

**S**
**T**
**A**
**R**
**T**

**Quarterly Report  on PTB3**

***1***

***2***

***3***

***4***

***5***

***6***

##    Resource Guide for Required Actions

| STEP |  | DESCRIPTION | Resources to Help Identify Possible Metrics/Evidence/Strategies |
| --- | --- | --- | --- |
| 1 | Analyze IT workforce skill and competency needs | Determine agency’s important IT job activities. | 1.  Overall Guidance www.opm.gov/Strategic_Management_of_Human_Capital/index.asp
2.  2004 Clinger-Cohen Core Competencies (www.cio.gov)
3.  OPM Report on Establishment of a Government-wide IT Training
Program (www.opm.gov/hrd/lead/pubs/ittpreport_07-04/ittpreportJuly2004.pdf) |
| 2 | Identify agency IT skill gap and competency gaps | Skill gaps (current and future) that can and will be closed through training or other methods | 1. IT Workforce Capability Assessment Gap Analysis Data

2. IT Workforce Development Roadmap at www.golearn.gov  (online self-report competency assessment tool; data available at organizational level, not individual level)

3.  Other Agency processes or tools. |
| 3.a. | Establish/revise IT
training program | Program specifically tailored to agency’s IT/IRM workforce; integrated into overall agency training plan.  Should address current and future IT training needs | 1.  E Gov Act, Section 209 Requirements

2.  OPM Report on the Establishment of a Government-wide IT Training Program

3.  OPM  Memo on IT Training Program Guidance
 |
| 3.b. | Establish IT training performance standards | Attainment of the desired skill   or proficiency level.  | 4. OPM Guide to Strategically Planning Training and Measuring Results at http://www.opm.gov/hrd/lead/Pubs/spguide.pdf

5.  GAO-04-791- June 2004 – INFORMATION TECHNOLOGY - Training Can Be Enhanced by Greater Use of Leading Practices.

6.   GAO-04-546G – March 2004 – HUMAN CAPITAL – A Guide for Assessing Strategic Training and Development Efforts in the Federal Government |
|  |  |  |  |

| STEP |  | DESCRIPTION | Resources to Help Identify Possible Metrics/Evidence/Strategies |
| --- | --- | --- | --- |
| 4. | Use training or other options to address gaps | Current or projected skill gaps in the workforce may be closed by training the current force, recruiting new talent, offering retention incentives to prevent anticipated losses, using other workforce flexibility tools or through the use of competitive sourcing.   | 1.  IT Workforce Development Roadmap at www.golearn.gov  to identify training sources.

2.  Federal Hiring Flexibilities Resource Center  
http://www.opm.gov/Strategic_Management_of_Human_Capital/fhfrc/default.asp

3.  Scholarship for Service http://www.sfs.opm.gov/

4.  Retention Incentives
http://www.opm.gov/oca/PAY/HTML/RETALLFS.asp

5.  IT Exchange Program (details are pending OMB review)
 |
| 5. | Assess effectiveness of strategy to close gaps | Comparison between desired training results (standards) and actual results

Evaluation of recruitment and retention incentives or other options to close gaps. | 1.  Kaufman’s Five Level Evaluation Model referenced in
 GAO 03-893G

2.  OPM Guide to Strategically Planning Training and Measuring Results at: http://www.opm.gov/hrd/lead/Pubs/spguide.pdf

3.   OPM Human Capital Officers

 |
| 6. | Report on agency progress | OPM and OMB and the President’s Management Council have established various reporting mechanisms, including both structured and ad hoc reports. | 1.  Agency CIOs and CHCOs should establish close working relationships to ensure that IT workforce requirements are featured in the agency’s total workforce strategy.

2.  Agency CIOs and CHCOs should work with OPM Human Capital Officers to ensure the Human Capital Scorecard and Proud-to-Be 3 reports reflect current and planned IT workforce initiatives. |