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North American Day 2006

Strategies for Recruiting Professionals Ira L. Hobbs CIO, U.S. Department of the Treasury Co-Chair, CIOC IT Workforce Committee. North American Day 2006. Federal Chief Information Officers Council IT Workforce Committee.

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North American Day 2006

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  1. Strategies for Recruiting Professionals Ira L. Hobbs CIO, U.S. Department of the Treasury Co-Chair, CIOC IT Workforce Committee North American Day 2006

  2. Federal Chief Information Officers CouncilIT Workforce Committee • Government’s key advocate for strategies to recruit, develop and maintain the federal IT workforce • Close collaboration with government-wide and individual agency representatives, and • Office of Management and Budget (OMB) • Office of Personnel Management (OPM) • General Services Administration (GSA) • Broad agenda encompasses the full employment life cycle: workforce planning, recruitment and retention, career development

  3. Strategic Focus on Recruiting • 26% of federal IT employees surveyed indicate they plan to retire in the next 6 years – 2004 IT Workforce Capability Assessment Survey • Agencies must attract top talent to meet mission needs and to close competency gaps • We must grow the next generation of the federal IT workforce

  4. Growing and Sustaining the IT Workforce • Preparing the Ground • Biennial update of Clinger-Cohen Core Competencies • Updating job classification/skills requirements • Seeding the Field • High School Outreach • Scholarship for Service • Nurturing Growth • CIO University • IT Exchange Program • IT Quarterly Forum • G2G EA/IA/ITPM Symposium • Harvest and Sustainment • Recruitment and retention flexibilities • Virtual hiring • Targeted recruitment

  5. 7. Capital Planning and Investment Assessment 8. Acquisition 9. E-Government/Electronic Business/Electronic Commerce 10. IT Security/Information Assurance 11. Enterprise Architecture 12. Technical Clinger-Cohen Core Competencies • Established in 1997; updated biennially • Core knowledge requirements identified for CIO staff • 2006 update ongoing (to be released Summer 2006) • Policy and Organizational • Leadership/Managerial • Process/Change Management • Information Resources Strategy and Planning • Performance Assessment: Models and Methods • Project/Program Management http://www.cio.gov/documents/2004_CCC_Learning_Objectives.doc

  6. Continuous Update of Job Categories and Requirements Ability to identify and target specialties in the dynamic IT field is critical to successful recruiting • IT Specialist series established in 2001 • IT Project Management titling established in 2003 • Review of federal-wide project/program management skills/competencies ongoing • Establishment of IT Architecture classification standards targeted for 2007

  7. High School Outreach Reach for talent begins early • CIO Council representatives visit High School Career Days • Agencies sponsor Groundhog Job Shadow Day- high school students visit federal agencies • Lisa Winkler Memorial Scholarship- Awarded to high performing students to pursue IT studies

  8. Scholarship for ServiceFilling Critical Cyber Security Positions • Bachelor’s and Graduate Degree scholarships to students enrolled in Information Assurance field at Centers of Academic Excellence • Tuition, books, fees, annual stipend 2002-2005 Graduates - 416 BS: 77; MS: 337; PhD: 2 2006 Graduates - 174 BS: 49; MS: 124; PhD: 1 2007 and later - 143 BS: 43; MS: 98; PhD: 2 • Summer internship • Federal service requirement equal to length of scholarship www.sfs.opm.gov

  9. CIO University Providing Continuous Learning is a Key Recruitment Tool George Mason University • Substantial growth since its inception six years ago LaSalle University • Virtual consortium of 6 prestigious universities • Curriculum based on Clinger-Cohen Core Competencies • Master’s Degree/Graduate Level Certificate Programs in IT Management Carnegie Mellon Syracuse University George Washington University University of Maryland University College • Over 600 graduates to date www.gsa.gov/ciouniversity

  10. IT Exchange Program (ITEP) Partnering with Industry • Established by E-Government Act of 2002 • Two basic features • Temporary detail of civilian federal IT Management (ITM) employees to private sector • Temporary detail of ITM private sector employees to Federal Government • Initial assignments are 3 months to 1 year in length • Authorized for GS-11/above & career senior executives • Allows industry and government to learn from each other • Enables Agencies to close skill gaps www.usajobs.gov/itep.asp

  11. Sponsored by GSA and IT Workforce Committee FREE forums featuring key government experts Focus on current hot topics Enterprise Architecture Emergency Preparedness and Response Employee and Contractor Identification Standards (HSPD 12) Federal IT Seminars G2G Government to Government IT Quarterly Forum • New seminar under development • Targeted to senior/mid-level employees • Focus: Hot federal IT topics important to achieving the President’s Management Agenda • Enterprise Architecture • IT Project Management • Cyber Security

  12. Recruitment and Retention FlexibilitiesIT Special Salary Rates • Established in 2001; used to address existing or likely significant gaps in recruiting or retaining well-qualified employees. • Targeted towards entry-level and developmental-level Federal IT workers with the latest skills. • At the time of inception, produced overall net increases of 7 percent to 33 percent for the IT workers. • Skill areas authorized: Computer Scientists, Computer Engineers and IT Specialists (10 specialty areas).

  13. Recruitment and Retention Flexibilities • Annual Leave Enhancement for newly appointed Federal workers (April 2005) – Earn vacation time faster • Enhanced Recruitment, Relocation and Retention Bonuses (May 2005) • Direct Hire Authority – Streamlined hiring process for critical skills personnel (June 2003 for IT security workforce) • Compensatory Time Off for Travel (January 2005)

  14. The Value of Virtual Hiring • In response to the slowing U.S. economy and failure of many “dot-coms”, in 2002, CIOC teamed with OPM to hold the first Virtual IT Job Fair. • The website recorded nearly 2.3 million hits during the two weeks that it was active. • The speed of the total hiring time was cut from 4-6 months to 4-6 weeks. • Some agencies were able to make “on the spot” offers within 15 days of closing the web site and first person was on board within 3 weeks – unique for federal hiring. • The overall skill caliber of the candidates was exceptionally high.

  15. Identifying the Critical Skill Needs Source: OMB FY07 IT Budget Report March 2006

  16. For more information… Ira L. Hobbs CIO, U.S. Department of the Treasury 202.622.1200 ira.hobbs@do.treas.gov

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