Preparing an IT Workforce for the Future Bev Motich, NAVSISA Kelly Lewis, TechQuest Pennsylvania

1. Preparing an IT Workforce for the Future Bev Motich, NAVSISA Kelly Lewis, TechQuest Pennsylvania June 16, 2008

2. Session Outline • Panel Introductions • Today’s Employment Landscape • Recruiting Strategy • NAVSUP Programs • Technology Council Initiatives • Workforce Training • e-Learning • TechQuest Internship Program • Testimonial

3. Today’s Employment Landscape • Unemployment rate is still low • Demand for employees is high • Challenges facing employers • Shrinking supply of talent • “Brain drain” • Retirement • Solutions • Student Career Experience Program • Workforce Training • e-Learning • TechQuest Internship Program

4. Recruiting Strategy • Establish Enterprise Approach • Maximize skills, experience, and culture of an integrated workforce • Recruit Locally…Place Globally • Create a “Recruiting Culture”…everyone is a recruiter • Workforce Planning… • Mission … “ Combat Capability Through Logistics” • Competency Alignment with the Mission • Gap Analysis • Implementing the Plan • Build enterprise-focused cadre of recruiters • Provide training and tools • Strategic Communications Plan…creating a brand and a message • Annual Recruiters Conference and monthly forums

5. NAVSUP Student Career Experience Program • Starts as college student (GS-3 or 4) • Non-competitive conversion to permanent position upon graduation (GS- 5 or 7 target GS-11) • Excepted appointment • Very easy to recruit and hire (no formal applications or certificate of candidates from HRSC) • Potentially high retention of locally hired college graduates

6. SCEP Specifics • Recruit directly from local colleges & universities • Students must complete a minimum of 640 work hours in program – part time, flexible schedules • May convert to career-conditional appointment within 120 days after completion of degree requirements • No obligation to convert (due to performance, funding, ceiling, etc.) • Infusing Navy with rich new source of talent • Building skillsets for the post-ERP era

7. SCEP Strengths • Introduce new skills and innovative approaches • Accommodate varying ages, schedules, lifestyles • Traditional students • Continuing education • Changing careers • Retention of trained young people

8. SCEP Challenges • Security restrictions • NMCI workstation deployment/CAC cards • Difficult to provide meaningful internship on a part time basis • Loss of investment if intern leaves

9. SCEP Lessons Learned • Gen X and Millennials want work/home balance • Flexible schedules very appealing • Bonding increases likelihood of staying • Develop YGL networking group, activities, SCEP Conference • Tuition reimbursement is a selling point • Benefit has been extended to undergraduates working 32 hours/week

10. TechQuestPA Workforce Training Overview • Free to join • Funded in part by grants from PA Dept of Labor and Industry • Over 250 partner organizations • Collaborate with industry consortiums • Customized to meet member needs • Training for all levels of workforce • Entry-level to Executive IT strategy

11. TechQuestPA Workforce Training Results • 2007 Success • 1850 training sessions • Over $900,000 in training delivered • Greater than a 2.5x leverage on Grant Funds • Goals for 2008 • Over $1.2 million in training • Continue increasing Sustainability • Close cooperation with training organizations • Increased use of e-Learning

12. TechQuestPA e-Learning Overview • Found on TechQuestPA.com • Find free courses on-line • Curriculum-based training • Complete learning management system • Built on leading edge technology platform • Superior cost efficiency

13. TechQuestPA e-Learning Results • Success in 2007 • Over $5,000 of low cost, curriculum-based trainings delivered • Complete TechQuest Essentials curriculum • 12 months for $49 • Industry partners received additional 30% off • Goals for 2008 • $55,000 of cost effective e-Learning in 2008 • e-Learning system for Boys & Girls Club of PA

14. TechQuest Internship Program Overview • Full-service model • We attract and maintain 1,000+ students in our web-based system • Leverage student database to find best-qualified students • Coordinate interviews between company and students • All employer issues shifted to TechQuest. • Advantages • One-stop shop (entire process can be done on-line) • https://vms.peopleclick.com • Broad venue to find and secure qualified candidates • Access to talent across the region, the state, and even across the entire country • Access to students with every type of career background • No payroll burden (taxes, insurance, unemployment) - Lowest cost in the Industry.

15. TechQuest Internship Program Results • Success • 90 interns placed at 23 companies, paying students more than $400,000 • 34 in 2008 • 22 interns currently on assignment • Improved transition rate from internship to full-time employment • Many interns are now working full-time with companies • Assignments across the entire employment spectrum • Marketing to Electronics to IT to Engineering to Biotechnology • Filling positions across the state • 2008 Goals • Pay students over $500,000 in 2008 • Double placements to date • Get 25 more companies using the TechQuest Internship system • Provide training, tools and outreach to our 1,000+ students on the bench

16. TechQuest On-Line Demonstration

17. Joining TechQuest PA • Contact Kelly Lewis • President and CEO • Technology Council of Central Pennsylvania • Phone: 717-635-2114 • Email: klewis@tccp.org Get Connected at: www.techquestpa.com

18. Connecting with NAVSISA • Bev Motich • Director • NAVSISA Administrative Support Division • 717.605.2434 • beverly.motich@navy.mil

19. Open Panel Discussion