# Presentation: 659150

## Improving the IT Workforce

- at the
- U.S. Department of the Treasury

## U.S. Department of the Treasury

- Employs 9,675 IT Employees -- 12.5 % of IT Workers Government-wide
- Will Spend $3 Billion This Year on IT
- $2.8 Billion in FY2001
- $3.24 Billion Planned for FY 2003

- IRM College

- May 17, 2002

**Notes:**
The U.S. Treasury Department is a huge organization with a major investment in information technology.  About 80% of its personnel work in the Internal Revenue Service.

## Clinger-Cohen Act of 1996

- Requires that the CIO:
- Assess IRM Knowledge and Skill Needed By Agency Personnel
- Evaluate Agency Executives and Managers
- Improve Performance by Recruitment and Development
- Report Progress Annually

- IRM College

- May 17, 2002

**Notes:**
As a result of this mandate, Treasury initiated a program of IT Workforce Development and has produced three annual reports to the Secretary.

The first two reports,
 “Responding to the Crisis in IT Skills
 “Building a Strategic Plan to Improve Information Technology Skills”
 have been released to the public.

-  The third “Improving Information Technology Skills:  Vision Becoming Reality” has been sent to the Secretary and will be released soon.

The first two reports are available at www.treas.gov/itwip

## U.S. Department of the Treasury

- Establish the Program
- Take the Pulse
- Set Goals
- Measure
- Improve

- IRM College

- May 17, 2002

**Notes:**
We’ve established a permanent program office for strategic human capital management.

## Establish the Program

- Lay out a Long Term Vision
- Gain the Support of the Treasury CIO Council -- Create a Subcommittee on IT Skills
- Listen to Needs

- IRM College

- May 17, 2002

**Notes:**
- IT Workforce Program Office was established close to four years ago to lay out a long term vision.

- Created a subcommittee which has been meeting monthly for four years with representatives from the CIO’s office from each bureau.

-  Collaborate on recruitment, retention, training and development issues.  We ask for input from the bureaus on their pressing issues.

## Take the Pulse

- Marketplace Review
- Discussions with CIO’s
- Statistical Analysis of Workforce

- IRM College

- May 17, 2002

**Notes:**
Researched various workforce studies and reports - ITAA, Department of Commerce and others.

Met with each bureau CIO individually to discuss workforce concerns, issues.

Conducted a statistical analysis of our workforce - demographics, accessions, separations.

## IT Job Growth Is Still Strong

** ****ITAA Study Shows Nationwide IT    Worker Demand Back on Upswing**
** ****Federal Sector IT Investment Expected to     account for 40% of all Capital Investments in FY 2004.**
**Staff Needed to Support Effort**

- IRM College

- May 17, 2002

## CIO Perspective

- Operational Work is Considered for Competitive Sourcing
- More Emphasis on Project Management
- More Emphasis on Contract Management
- Inadequate Investment in I/T Skills
- Executive Succession a Priority

- IRM College

- May 17, 2002

**Notes:**
- Moving away from the traditional operational jobs to oversight of contractors
- Purchasing COTS software, employing seat management, moving away from the “old DP shop” scenario.

- Workforce Goal - strong project and contract managers to manage services and solutions

- Expansion of the IRS contract with ESI, International to all of Treasury at a discount of 30-40% off standard rates.

- Realized our average investment in IT training was about 1.5%.

- Losing executives rapidly in the coming years.

## Treasury’s Workforce Picture

- Average Age of the Treasury IT Worker is 45.6
- 75% of IT Workforce is Over Age 40
- 34% of IT Workforce is Over Age 50
- 2% of IT Workforce is Under Age 30

- IRM College

- May 17, 2002

**Notes:**
- Our current workforce picture looks like this.
-  Effective succession planning requires:

	- employ individuals 
	-who possess the right skills
	- to carry on IT programs
	- appropriate distribution of workers at all levels
	-entry, intermediate, full-perform, senior expert, executive.

## Average Retirement Eligilibility

- For IT Job Series:
- September 2002	11.3%
- September 2004	17.4%
- September 2006	25.7%
- September 2008	33.5%

- IRM College

- May 17, 2002

**Notes:**
-This slide shows averages for all of Treasury

- Some bureaus will face well over 40% retirement eligibility in FY 2008

-  Our CIO HQ office statistic is 52%

## Set Goals

- Treasury CIO IT Workforce Improvement Strategic Plan
- Components:
- Provide Leadership
- Develop Workforce
- Provide a Desirable Workplace
- Attract New Talent

- IRM College

- May 17, 2002

**Notes:**
Treasury has developed an IT Workforce Improvement Plan with the following components.

.  

## Measure

- Performance Scorecard
- President’s Management Agenda
- Achieve Economies of Scale
- Share Resources

- IRM College

- May 17, 2002

**Notes:**
We have created an annual performance scorecard for IT workforce improvement.

We closely link our efforts to the President’s Management Agenda for strategic management of human capital.

Our focus is to employ an enterprise-wide approach to human capital management, leveraging technology and information to achieve economies of scale in the areas of recruitment, retention and development. 

## Improve -- Provide Leadership

- Active Participant in CIO Workforce and Human Capital for IT Committee
- Chair High School Outreach Team 					(HOT-IT)
- Chair IT Skills Enhancement Subcommittee
- Produce Annual Reports to Secretary

- IRM College

- May 17, 2002

**Notes:**
Treasury has been actively working with the Workforce Committee of the Federal CIO Council for the past several years.

- currently chair the High School Outreach Team
- worked on the CIO Core Competency Team
- recently provided significant support to the Virtual IT Job Fair effort
- chair Treasury-wide Subcommittee 
- produce annual reports to the Secretary

## Improve --Develop Workforce

- 3% Commitment of Salary Dollars for Training
- Treasury-wide E-Learning, Partner - E-Gov E-Training Initiative
- IRM College - Enrollment Increased    375% in 3 Years

- IRM College

- May 17, 2002

**Notes:**
- Progress made on 3% commitment
- Promote Treasury-wide e-Learning strategy
- Active working and contributing partner to Federal E-Gov E-training
- IRMC program more popular each year, calls for next year already

## Improve --Develop Workforce

- Treasury Executive Institute
- Information Management Forum Membership
- For HQ - Executive Potential Program and Management Potential Program

- IRM College

- May 17, 2002

**Notes:**
- Sponsored several TEI sessions - Security, capital planning, knowledge management

- Most recent - NAPA study

- IMF membership for past 3 years - allows exchange with private sector companies to learn about best practices. 

-12 EPP soon to be graduates - program of details, training, seminars, and briefings
- 4 MPP participants

## Improve -- Provide a Desirable Workplace

- NAPA Study Implementation
- Employee Benefits Package
- Best Practices

- IRM College

- May 17, 2002

**Notes:**
- Intend to use a bureau in Treasury as guinea pig 
- Will produce a compendium of best practices for the benefit of the bureaus
- Continue to monitor private industry, other agencies.

- Workforce Planning - DOL

## Improve - - Attract New Talent

- Virtual IT Job Fair
- Scholarships for Service
- Disabled Opportunity Program
- High School Outreach
- Career Fairs
- Job Shadow Days
- Summer Internships

- IRM College

- May 17, 2002

**Notes:**
- Virtual Job Fair Stats:
	- Web page hits - 1.8 million
	- # of Applicants - close to 19,000

## Strategic Human Capital Management

**From the President’s Management Agenda:**
- “Agencies must reshape their human capital strategies and organizations to attract and retain the right people, in the right places, at the right time; make high performance a way of life in the federal service; and deliver the high-quality services the American public deserves.”

- IRM College

- May 17, 2002