Performance Institute - July 20, 2001

1. Performance Institute - July 20, 2001 Recruiting & Retaining Top IT Talent for Your Agency Dagne Fulcher, IT Workforce Improvement U.S. Department of the Treasury

2. IT Job Growth Has Been Strong 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)

3. The Market is HotFour Fastest Growing Jobs in the U.S. 1998 - 2008 (Bureau of Labor Statistics)

4. America Will Need 1.3 Million New Core IT Workers by 2006 New jobs 3,000 Net replacements Job } 1996 base year 2,500 Openings employment 1,134 Due to 2,000 Growth 1,500 and 244 (in thousands) Net 1,000 1,501 Replacements 1,257 500 0 1996 2006 (U.S. Department of Commerce)

5. 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

6. 80000 70000 4,660 60000 32,315 50000 New Jobs 40000 Net Replacements 66,660 Base Employment 30000 20000 34,345 10000 0 1997 2006 A Challenge to Federal IT Workforce Stability (U.S. Office of Personnel Management)

7. 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%

8. 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

9. Meeting the Federal IT Workforce Challenge • Federal CIO Council Established IT Workforce Committee • Federal IT Workforce Challenge Study Initiated

10. Meeting the Federal IT Workforce Challenge • Report Issued July 1999 • CIO Council website - www.cio.gov • Workforce Documents • Implementation Plan - September 2000 • Update - March 2001

11. The Workforce Challenge: The Federal CIO Council • PLOWING THE FIELD: • Info/outreach campaign to encourage IT careers • IT Career Academy/HS • Federal participation in skills alliances • Federal Cyber Service 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 HARVEST: An effective and efficient IT workforce supporting the working mission • 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 Enriching the IM/IT Value Chain

12. 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: Underway • Target Date: Summer 2001

13. 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: Final Standards Published • Target Date: June 2001

14. 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

15. 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

16. 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

17. 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

18. Focus on Career Development • 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 • IT Executive Exchange Program • Mentoring

19. 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