# Presentation: 250562

## FedWeb2001

- Dagne Fulcher, IT Workforce Improvement
- U.S. Department of the Treasury

**Charting Your Career Course**

## 1987-1997

_**1987-1997**_

_**177%**__** Employment Growth**_** for Systems Analysts, Computer Engineers and Computer Scientist Jobs**
**VS.**
_**12%**__** Employment Growth**_** for All Jobs!**
- (U.S. Department of Commerce)

- IT Job Growth Has Been Strong

## The Market is HotFour Fastest Growing Jobs in the U.S.                                                1998 - 2008

- (Bureau of Labor Statistics)

## }

**1,501**

**1,257**

**244**

**1,134**

**0**

**500**

**1,000**

**1,500**

**2,000**

**2,500**

**3,000**

**1996**

**2006**

- (in thousands)

**New jobs**

**Net replacements**

**1996 base year**

**employment**

**Job**

**Openings**

**Due to**

**Growth **

**and **

**Net **

**Replacements**

- America Will Need 1.3 Million
- New Core IT Workers by 2006

- (U.S. Department of Commerce)

## The Skill Set is Changing

- Fewer Unique Custom Applications
- More HW/SW Platform Consistency
- Allegiance to Technical Specialty vs. Employer
- Equals =
- Greater Opportunity for Movement

## A Challenge to Federal IT Workforce Stability

- (U.S. Office of Personnel Management)

**Notes:**
The Federal situation differs significantly from the national picture.  We have a very experienced workforce which is nearing retirement age in large numbers.  Whereas the bulk of growth in IT jobs nationally is in response to a growing industry, there is a substantial (almost 50%) replacement need for IT workers in the Federal government.  

Treasury mirrors this national picture with some bureaus having even a more skewed workforce.  The stability of our current workforce (6-9% attrition) coupled with overall Federal employment cutbacks has masked the impact of increased difficulty in recruiting and retaining IT professionals.

The new job estimate is probably low, so the challenge to find and retain a highly competent workforce may be greater than this chart portrays.

## The Treasury Department Workforce Picture 1999

- Average IT Employee is 44+
- 22% of IT Staff and 45% of Top Mgmt. Eligible for Retirement within 5 years
- External Hires Down                        from 2 in 3 to 1 in 8
- Turnover Rate = 6 to 9%

## The Treasury Department Workforce Picture 2000

- Average Age Increased from 44+ to 45+
- IT Workforce Grew 5 Times Faster than the Overall Treasury Workforce (10/98-12/99)
- 70% of IT Workforce Growth from Employees Over 50
- 77% of Hires from within the             Federal Workforce

## Meeting the Federal IT Workforce Challenge

- Federal CIO Council Established IT Workforce Committee
- Federal IT Workforce Challenge Study Initiated

## Meeting the Federal IT Workforce Challenge

- Report Issued July 1999
- http://cio.gov/files/itchalle.pdf
- Implementation Plan - September 2000
- http://cio.gov/docs/Plan_Implement_Final_9-2.htm

## Enriching the IM/IT Value Chain

- The Workforce Challenge: The Federal CIO Council

_**HARVEST:**_
- An effective and efficient IT workforce supporting the working mission

_**SUSTAINING GROWTH:**_
- OPM/CIO partnering...specific pay/occupational standards

_**FERTILIZING THE FIELD:**_
- CIO University/STAR
- Upgrade of  IT skills/Best Practices
- Knowledge Management
- Government Industry Exchange

- _SEEDING  THE FIELD:_
- Limited critical need hire authority
- Recruitment from non-traditional labor pool
- Scholarship/intern program to promising IT students
- Pay  and Occupational restructuring

- _FARMING:_
- Establish continuing workforce planning

_**PLOWING THE FIELD:**_
- Info/outreach campaign to encourage IT careers
- IT Career Academy/HS
- Federal participation in skills alliances
- Federal Cyber Service

***Enriching the IM/IT Value Chain***

## Modernizing the Structure of Federal IT Jobs

*Description:*  Create IT job categories that better correspond to private sector jobs by having clearer announcements, competency based recruiting, better measures of hot skills areas, and getting managers involved in recruitment.
*Approach:  *Pilot Study* **	*
*Status:  *Study Underway
*Target Date:  *Spring 2001

## Status: Modernizing the Structure of Federal IT Jobs (cont’d)

*Description:*  Create job classification standards that reward technical proficiency by allowing more non-supervisors to rise in rank, and reward technical talent
*Approach:  *OPM Survey of Agencies
*Status:  *Draft Standards Published
*Target Date:  *Spring 2001

## Pay Federal IT Workers Competitive Rates

*Description:*  **OPM Special Rate****	****	****	**** Study** – Works within current general    schedule structure to research establishing special rate schedules for categories of IT workers.
*Approach:  *Survey of All Federal Agencies*	*
*Status:  *Implemented
*Date:  *January 14, 2001* *

## Pay Federal IT Workers Competitive Rates (cont’d)

*Description:*  **Comparative IT Pay System Study** – National Academy of Public Administration (NAPA) will be making recommendations on how the government can best compete for IT talent.
*Approach:  *Non-Partisan Independent Study*                            *
*Status:  *Contract Awarded - Work Underway
*Target Date:  *Summer 2001

## Improve Workforce Planning

*Description:*  Anticipate workforce talent 		   drain and provide tools and techniques for workforce planning
- Goal: Provide Model and System for Government-wide use by September 30, 2002
*Approach:  *Development of Workforce Tools for Agencies
*Status:  *SAS Developing Tools for OPM
*Target Date:  *Sept 2002

## Improve Recruitment Strategies

*Description:*  Encourage use of existing hiring flexibilities, such as:
- Recruitment and retention bonuses:
- Broaden recruitment efforts to all qualified candidates
- Encourage student intern and co-op programs -- partnership with the National Academy Foundation
- Promote the CIAO Cyber Service Initiative
*Approach:  *Council Publicity and Encouragement
*Status:  *Ongoing

## Focus on Career Development

*Description:*  Support implementation of Executive Order 13111 to upgrade the IT skills of the current workforce, by:
- Promoting upgrading skills through increase use of training technology (E.O. 13111)
- Promoting “Road Maps” which motivates employees by describing the road to advancement
- Supporting STAR and CIO University efforts
*Approach:  *Formal Training and Information Sharing
*Status:  *STAR and CIO U Underway -- Agencies Sharing Information of Development Strategies

## Develop a “Road Map”

*Description:* The “road map” project will               allow Federal workers to plot a course               toward proficiency in the Clinger-Cohen Core Competencies
*Timeline:*
- Spring 2001- Draft initial road map components
- Summer 2001- Develop final Road map components
*Project Status:* Evaluation of current approaches by agencies

## IT Executive                                                                    Exchange

*Objective:*  Establish an Executive                 Order to authorize agencies to                 exchange their best and brightest IT       executives for developmental              assignments in the private sector and vice versa
*Target audience:*  Current and future IT execs at the SES/ GS-15 levels
*Status:*  Proposed regulations in draft

## Chief Information Officers University (CIO U)

- Description:  Virtual university for executive development in the Federal CIO Core Competencies
- Goal:  Successful Federal IT leadership and mission delivery
- Target audience:  SES & Senior IT employees (including CIOs), executives, and managers aspiring to CIO positions

## CIO U Inaugural Graduation

- Vice President Gore signed the CIO U Certificates for graduation held July 12, 2000
- 18 graduates so far
*URL:*  http://ciouniversity.cio.gov

## Gsa’s STAR Program

- GSA and the Federal IT Workforce Committee initiated the STAR Program - Strategic and Tactical Advocates for Results
- Resident Seminar Program for GS-14’s & 15’s, field 13’s or comparable military rank
*URL:*  http://star.gsa.gov

## Resources:

- GSA:CIO University, STAR Program, 1000 X 2000 Program:  www.gsa.gov
- National Defense University’s IRM College: www.ndu.edu/irmc
- Council for Excellence in Government: New E-Gov Fellows Program: www.excelgov.org
- OPM’s USA JOBS: www.usajobs.opm.gov
- FirstGov - Learning and Jobs: www.firstgov.gov
- Department of Commerce website:  www.go4IT.gov