# Presentation: 250560

## Performance Institute - November 30, 2001

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

**Recruiting Technical, IT and Scientific Staff to Public Service**

**Notes:**
We are facing an IT talent crisis in the federal government.  I am going to talk to you  today about the nature of this shortage and how we are dealing with this shortage at the Federal CIO Council level.
I will discuss the CIO Council’s recommendations and initiatives for workforce planning and management, recruitment and retention.  Then I will introduce Bob Coleman, the Associate Dean for IT at the Foreign Service Institute
 to talk about what a particular agency has done in the area of recruitment.

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

- (Bureau of Labor Statistics)

**Notes:**
The demand for these jobs will come close to doubling from 1998 to 2008.

## The Federal Sector is Increasingly Dependent on IT

- The investment in technology is expected to account for 40% of all capital investments in 2004
- Investment in E- Government is expected to rise steadily

**Notes:**
The Federal Government’s investment in technology continues  to rise.  Our investment is 45 billion dollars currently.

## Federal Workforce Picture -All Occupations

- 31% of employees in 24 major Departments working in 1998, will be eligible to retire in 2006
- SES government-wide eligibility rates will rise steadily from 30% in FY 1999 to 65% in FY 2005

**Notes:**
If we look across the federal job market for all types of jobs, just under a third of the workforce will be eligible to retire in 2006.

SES retirement rates will more than double from FY 1999 to FY 2005.

## Federal Workforce Picture -IT

- In FY 2006:
- 30% of Computer Specialists will be eligible to retire
- 38% of Telecom Specialists will be eligible to retire
- 53% of Program Managers will be eligible to retire

- (Civilian Personnel Data File)

**Notes:**
The IT workforce picture is telling, especially in the area of management.

## The Treasury Department Workforce Picture

- Average Age of the Treasury IT Worker is 45.6
- 73% of IT Workforce is over age 40
- 32% of IT Workforce is over age 50

**Notes:**
At Treasury, my agency, our workforce is aging.  

## Meeting the Federal IT Workforce Challenge

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

**Notes:**
I have painted a picture of the looming staffing shortage,so now I will tell you what the Federal CIO Council is doing about it.  About three years ago, the Federal CIO Council renamed the Education and Training Committee the IT Workforce Committee to consider recruitment and retention issues in addition to professional developments issues and initiatives.  And then the Committee initiated the Federal IT Workforce Challenge study to address this potential shortage of Federal IT workers.

## Meeting the Federal IT Workforce Challenge

- Report Issued July 1999
- CIO Council website - www.cio.gov
- Workforce Documents (under Govt-wide IT Issues)
- Implementation Plan - September 2000
- Updates - March 2001, September 2001

## 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***

**Notes:**
This very colorful, creative slide was created by Alex Bennet, the Deputy CIO at Navy.  It depicts the nature of the workforce challenge and how we are dealing with it.  The cycle begins with plowing the field, goes through the various growing cycles and ends with the harvest, which is a highly skilled IT workforce.

## Recommendations and Initiatives

- Workforce Planning and Management
- Recruitment and Retention
- Career Development

**Notes:**
The Workforce Challenge Report addresses three major areas. 

## Workforce Planning and Development

- New IT Parenthetical Job Titles* *
- New Classification Standard* *
- New Qualification Standards to Come* *
- New Special Rates
- IT Pay System Study conducted by NAPA*  *(Commissioned by Federal CIO Council/US Courts)*	*

**Notes:**
As you will see in the latest update from September of this year, much has been accomplished in workforce planning and development.

OPM established new IT specialty parenthetical titles that more accurately describe the IT occupation. 
OPM introduced the new GS-2210 classification standard in June of this year.  
New qualifications standards based on competencies are currently being reviewed.  
In January of this year, special pay rates were established for GS-334 Computer Specialists from grades 5-12 ranging from 7% - 33% depending on the grade level.  This affected about 33,000 employees.
The Federal CIO Council and the US Courts contracted with the National Academy for Public Administration to complete a study of federal IT compensation.

## NAPA’s Comparative IT Pay System Study

- Report issued September 2001 (www.napawash.org)
- Key recommendations include: market-based pay for performance system, increased investment in skill development and training
- Congressman Tom Davis has initiated legislation for an IT pay-for-performance system that is based in part on the NAPA study

**Notes:**
NAPA’s Report was released this past September at GSA’s IRMCO Conference.

## Recruitment and Retention

- Federal Career Intern Program
- Scholarship for Service
- High School Outreach
- IT Career Academy Partnership

**Notes:**
Much has been accomplished in the areas of recruitment and  retention. 

OPM established the Federal Career Intern Program, applicable to many occupations.   It has been created to provide meaningful job and training opportunities to attract exceptional recruits.

The Critical Infrastructure Assurance Office created the Scholarship for Service Program in conjunction with the National Science Foundation.  The program began this fall with 6 participating universities.  Undergraduate and graduate students are eligible for scholarships in  turn for a commitment to govt. service.

HOT-IT

NAF Academies

## Career Development

- IT Skills Roadmap
- STAR and CIO University
- CIO Mentoring Program
- Student Loan Repayment

## 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

**Notes:**
This has been a quick overview to let you know about recruitment and retention activities at the macro level- across government.  This slide will give you a recap of resources for you to access. 

Now we will see how an agency has put together an excellent program for recruitment and retention.