1 / 34

INFORMATION TECHNOLOGY (IT) STUDY OVERVIEW

INFORMATION TECHNOLOGY (IT) STUDY OVERVIEW. Presented to 14th Annual FISSEA Conference March 15, 2001 by Workforce Compensation and Performance Service Office of Personnel Management. Coverage ( THE IT WORK FORCE). GS-334 Computer Specialist GS-391 Telecommunications

kheiser
Télécharger la présentation

INFORMATION TECHNOLOGY (IT) STUDY OVERVIEW

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. INFORMATION TECHNOLOGY (IT)STUDYOVERVIEW Presented to14th Annual FISSEA ConferenceMarch 15, 2001 by Workforce Compensation and Performance ServiceOffice of Personnel Management

  2. Coverage(THE IT WORK FORCE) • GS-334 Computer Specialist • GS-391 Telecommunications • GS-854 Computer Engineer • GS-1550 Computer Scientist • IT jobs in other series, e.g., GS- 301, 343, 855, etc.

  3. Objectives • Strengthen Ability to Recruit and Retain Skilled IT Workforce • Modernize HR Tools • Evaluate/Adopt Best Practices • Provide Greater Flexibility

  4. Scope • Total IT Worker Life Cycle • Recruitment and Selection • Compensation • Training and Development • Motivation

  5. Why IT? • Largest Occupation • 70,000…and growing • GS-334 Computer Specialist - 57,000 • GS-391 Telecommunications - 7,000 • GS-854 Computer Engineer - 2,300 • GS-1550 Computer Science - 2,000 • Positions in Other Series Requiring Paramount Knowledge of IT - ????

  6. Issues • Supply < Demand • 2000 Need = 850K • 2005 Need = 1.5 mil • Declining Supply

  7. Federal Workforce Issues • Increasing Demand • Aging Workforce • Pay • A-76 • New Workforce Dynamics

  8. IT Workforce - Distribution by Age

  9. IT STUDY DELIVERABLES

  10. New Competency-Based Job Profile for IT Occupations • New Approach • Recruitment • Assessment • Selection • Quality not Quantity • Optimal not Minimal

  11. New IT Job Family Classification Standard • Update criteria • Define IT specialties • Make it easier to maintain

  12. Other Initiatives • Special Pay Rates • New Incentives • Cyberservice • Student Loan Repayment

  13. New GS-2200A IT Job Family Classification Standard

  14. Development Process • Research • Factfinding • Focus Groups • 30 Groups - HQ and Field • 25 Agencies • Over 300 SME’s

  15. Draft Standard • Issued for Comment 07/20/00 • 34 Agency Responses • Generally Favorable • Quick Review 03/02/01

  16. Final Standard • Spring 2001 • Implementation • Agencies Set Schedule • Timely Manner

  17. IT Standard • Series Coverage • Specialty Definitions • Occupational Information • Factor Level Descriptions • Illustrations • Appendix H

  18. Impact • New Series • GS-2210 Information Technology Management • New Titles • e.g., IT Specialist (Security) • Update PD’s (as necessary) • Grade Changes??

  19. Keeping “IT” Current • Regular reviews • Identify changes • Determine revisions • Stakeholder review • Issue updates

  20. Information Technology Special Rates • Approved on Nov. 3, 2000. • Provide pay increases for GS-334, 854, and 1550 employees at grades GS-5, 7, 9, 11, and 12 worldwide (more than 33,000 employees). • Effective January 2001.

  21. Agency Reports • Primarily covered GS-334, 854, and 1550. • Staffing problems are more severe at lower, entry-level grades. • Few employees hired at lower, entry-level grades. • Use of other pay and nonpay flexibilities has not helped. • Entry-level salaries are a problem.

  22. CPDF Data • Aging IT workforce with few employees at lower, entry-level grades. • Average quit rates are generally higher for GS-334, 854, and 1550 than the overall Governmentwide average in FY98-00. • Average quit rates for GS-334, 854, and 550 are higher at lower grades than at higher grades for FY98-00.

  23. Average Annual Quit Rates by Grade(CPDF FY1998-2000. FY00 rates are estimates based on the data from first half of the year.)

  24. Non-Federal Pay Rates Survey data show that pay gaps at lower, entry-level grades are greater than the gaps at higher, full-performance and managerial levels across IT occupations.

  25. Average IT Pay Gaps(1999/2000 ECS Report on Information Technology Personnel Compensation, Watson Wyatt)

  26. IT Special Rates • Designed to address significant problems in recruiting entry- and development-level employees. • Provides overall net pay increases ranging from about 7 to 33 percent (smaller increases for employees already paid a special rate). • Larger net increases at lower grade levels.

  27. Additional Steps • Agencies may submit requests or additional information for special rates targeted to specific occupational series, specialties, geographic areas, and/or higher grade levels, as needed. • Encourage use of other pay and nonpay flexibilities (e.g., 3Rs) to help address targeted recruitment and retention problems.

  28. Recruitment Bonuses • Lump-sum bonus for a newly appointed employee or former employee with a 90-day break-in-service. • Used for positions that would otherwise be difficult to fill. • Up to 25 percent of basic pay. • Employees must fulfill a service agreement of at least 6 months.

  29. Relocation Bonuses • Lump-sum bonus for current employees who must relocate to accept a position in a different commuting area. • Position must be otherwise difficult to fill. • Up to 25 percent of basic pay. • Employee must fulfill a service agreement (of any length). • Employee must establish a residence in the new commuting area prior to payment.

  30. Retention Allowances Continuing payments (i.e., biweekly) of up to 25 percent to an employee-- • with unusually high or unique qualifications OR • when the agency has a special need for the employee’s services that makes it essential to retain the employee, IF • the employee would be likely to leave the Federal service in the absence of an allowance.

  31. Group Retention Allowances • Allows agencies to authorize retention allowances for a group or category of employees. Up to 10 percent of basic pay or up to 25 percent with OPM approval. • Same criteria as individual retention allowances except--Agencies do not have to determine whether each individual employee in the group is likely to leave. • Must be a high risk that a significant number of employees in the group would be likely to leave the Federal service in the absence of an allowance. • Example—State Department IT employees.

  32. Proposed 3Rs Regulations • Published on January 19, 2001. • Proposed extension of 3Rs authority to prevailing rate (wage) employees. • Proposed authority to pay retention allowances to employees likely to leave for other Federal employment under certain limited circumstances. • Comments due by March 20, 2001.

  33. Student Loan Repayments • Final regulations published on January 11, 2001. • Allows agencies to repay student loans for General Schedule employees in professional, administrative, and technical positions. • Repayments capped at $6,000 per year, maximum of $40,000 per employee. • OPM may broaden coverage.

  34. Questions or Comments Rich D’Adamo 202-606-8005 or rldadamo@opm.gov Jeanne Jacobson 202-606-2858 jdjacobs@opm.gov

More Related