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5. Workforce — Equipping 

Employees, Building Capacity

Adaptive and agile workforce management

This effort is a continuation of our Transformation Tools found at: 

OPM.gov/Reshaping

Workforce

Equipping employees to use new technologies with the skills they need. 

Building capacity.

As work processes change and/or technology is adopted, an employee’s duties and tasks may change, and he or 

she may require new skills that can be gained through reskilling and/or upskilling.

The Career Transition Services Model shows the cycle of preparing workers for reskilling and redeploying to new 

career options along with the specific services and support efforts required to develop employees for new 

competencies and, if needed, new career possibilities. This cycle includes assessing an employee’s untapped 

potential to meet emerging needs/skills, offering training and development, redeploying workers and transitioning 

workers to maximize an agency’s ability to meet their mission needs with existing staff.

Skills Match Training & Development Transition Assistance Redeploy Workers

• Offer Aptitude and 

Competency 

Assessments

• Explore Job Market

• Provide Career

Coaching & Planning 

Support

• Offer Reskilling/

Upskilling Opportunities

• Provide Education/

Training

• Navigate Transition 

Resources

• Provide 

Coaching/Training 

for Job Skills and 

Performance 

• Provide Support for 

Transitioning and 

Remaining Employees

• Manage Priority 

Placement (RPL, CTAP, 

ICTAP)

• Provide Guidance on 

Job Search, Resume 

Development and 

Networking

Reskilling and Upskilling the Workforce

What is Reskilling?

Reskilling is training individuals who have shown they have the aptitude to learn in a completely new occupation.
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What is Upskilling?

Upskilling is training individuals in the same occupation but in a new way (i.e., if automation overtakes certain job 

duties, training that individual in new work).

How to Get Employees Needed New Skills:

Define Focus

Confirm goals, strategies, and policies. 

• Identify the occupations with skills gaps

• Identify the occupations requiring reskilling or upskilling

• Identify the approach to reskilling or upskilling and closing skills gaps

• Create an action plan

Implement

Implement reskilling or upskilling 

strategies and policies in the 

agency using an action plan with 

a measurable timeline.

Measure

Measure and monitor agency’s reskilling efforts using a timeline that shows progress against milestones; evaluate 

and revise for continuous improvement; and make adjustments as necessary to address issues or corrections to 

change reskilling approach.

Communicate 

Communication is key to success! Communicate clear goals, progress, and strategies; engage with agency 

departments to ensure continuous and ongoing improvement on reskilling the workforce; and develop a common 

change lanuguage to describe and discuss the program.

Example Reskilling and Upskilling Approaches

Approach Description

Blended Training Training that requires two or more methods of delivery, which must be completed 

in order to satisfy the educational requirements.

Career Path A progression of positions in one or more occupational series.

Coaching Partnering with individuals in a thought-provoking and creative process that 

inspires them to maximize their personal and professional potential.

Detail A temporary assignment of an employee to a different position for a specified 

period, with the employee returning to his or her regular duties at the end of the 

assignment. A detail assignment implies that there is a vacant position available for 

the candidate to occupy which requires a Standard Form 52 preparation and 

submittal through proper channels.

Define Focus Implement Measure Communicate
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Approach Description

Mentoring A process that focuses specifically on providing guidance, direction, and career 

advice. It is usually a formal or informal relationship between two people – a 

senior mentor (usually outside the protégé’s chain of supervision) and a junior 

protégé.

On the Job Training Formal methods/activities planned and structured to promote learning by doing, 

e.g., detail assignments/programs.

Rotational Assignment Developmental assignment away from an employee’s current position. During 

these assignments, individuals learn to adapt and successfully lead in a new 

position.

Shadowing Assignment Observing a Federal leader in daily activities for a defined period of time. By 

watching leaders in action, the program participant gains exposure to leadership 

duties, responsibilities and approaches, and observes how concepts learned are 

applied in real-world situations.

Federal Resources:

• Reskilling Toolkit

• Workforce Reshaping Operations Handbook

• Reductions in Force

• Reassignment

• Voluntary Early Retirement Authority

• Coaching

• Voluntary Separation Incentive Payments

• 5 CFR part 410 –Training

• Employee’s Guide to Career Transition

• Assessment Decision Guide