Performance Institute - July 20, 2001

Dagne Fulcher, IT Workforce Improvement

U.S. Department of the Treasury

Recruiting & Retaining Top IT Talent for Your

Agency

1987-19971987-1997

177% Employment Growth for Systems Analysts, Computer Engineers and Computer Scientist Jobs

VS.VS.

12% Employment Growth for All Jobs!

(U.S. Department of Commerce)

IT Job Growth Has Been Strong

The Market is HotFour Fastest Growing Jobs in the U.S. 1998 - 2008

0

200,000

400,000

600,000

800,000

1,000,000

1,200,000

ComputerEngineer

ComputerSupport

SystemsAnalyst

Data BaseAdmin

(Bureau of Labor Statistics)

1,5011,257

244

1,134

0

500

1,000

1,500

2,000

2,500

3,000

1996 2006

(in t

housa

nds)

New jobs

Net replacements

1996 base yearemployment

}Job

OpeningsDue toGrowth

and Net

Replacements

America Will Need 1.3 Million New Core IT Workers by 2006

(U.S. Department of Commerce)

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

A Challenge to Federal IT Workforce Stability

0

10000

20000

30000

40000

50000

60000

70000

80000

66,660

34,345

32,315

4,660

1997 2006

New JobsNet ReplacementsBase Employment

(U.S. Office of Personnel Management)

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%

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

Meeting the Federal IT Workforce Challenge

Federal CIO Council Established IT Workforce Committee

Federal IT Workforce Challenge Study Initiated

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

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

standardsFERTILIZING 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 ChainEnriching the IM/IT Value Chain

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

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

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

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

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

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

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

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