Federal IT Workforce Management

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Federal IT Workforce Management
CHCO
CIO

• Linking the CIO and Human Capital Communities

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Purpose of This Resource Package

• This resource package is designed to provide
  contextual information (in one document) to the
  CIO and Human Capital communities on IT Workforce
  Planning and on IT Training Guidance. It is an
  attempt to provide background and hopefully pull
  the pieces together.
• Contents
• History/Important Dates
• Goals of the PMA, E Gov Act, Clinger-Cohen Act
• OMB Data Calls E Gov Act
• Responsibilities/Required Actions Charts
• Resource Guide
• Prepared by the IT Training Working Group
  composed of Federal CIO Council Workforce
  Committee members and OPM members.contact
  ITWorkforce_at_opm.gov

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Recent Federal IT Workforce Policies and
Initiatives

• SEP 03 Initial IT Workforce Survey
  (Clinger-Cohen Assessment Survey (CCAS))
  conducted
• DEC 03 First E-Gov Act Reports submitted by
  Agencies
• JAN 04 2004 Clinger-Cohen Core Competencies
  update approved by Federal CIO Council
• JUN 04 IT Project Manager (ITPM) Validation
  Process released by Federal CIO Council
• JUL 04 IT PM Validation Progress Reported by
  Agencies to OMB
• JUL 04 OPM Report on the Establishment of a
  Government-wide IT Training Program released
• SEP 04 IT PM Validation Update included in
  quarterly Proud to Be
• SEP 04 2nd IT Workforce Survey (formerly CCAS)
  completed
• DEC 04 E-Gov Act Reports submitted by Agencies
• JAN 05 OPM Memo on IT Training Program Guidance
  identifies intent to track agency IT training
  results

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Important Agency Dates
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Federal Human Capital Strategy

• E-Gov Act
• Analyze, on an ongoing basis, IT/IRM Federal
  personnel needs
• Identify where current IRM/IT training does not
  satisfy personnel needs
• Oversee development of curricula, training
  methods and training priorities corresponding to
  IRM/IT needs
• Assess training of Federal employees in IT
  disciplines to ensure Federal IRM needs are met
• Establish and operate IT training programs that
  have curricula covering broad range of required
  agency disciplines
• Ensure IT training is developed and applied
  according to rigorous standards
• Ensure training maximizes efficiency, using
  self-paced courses, online course, OJT and remote
  instructors when possible
• Issue policies to promote development of
  performance standards for training

• PMA Goals
• Implement comprehensive Human Capital Plan
• Analyze/optimize existing organizational
  structures
• Develop succession strategies
• Link performance appraisal plans and awards
  programs agency mission/goals/outcomes
• Reduce under representation, particularly in
  mission-critical and leadership ranks
• Significantly reduce skill gaps in mission
  critical occupations and competencies
• Make significant progress and continue to improve
  in meeting aggressive hiring timeline goals
• Use outcome measures to make human capital
  decisions, demonstrate results, make key program
  and budget decisions, and drive continuous
  improvement in the agency

LEAD AGENCY O OPM A Agency C Agency CIO
OMB
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Clinger-Cohen Act

• The CCA requires an agency CIO to
• Annually assess the requirements for agency
  personnel regarding knowledge and skill in
  Information Resources Management.
• Assess the extent to which positions and
  personnel at the executive level and at the
  management level below meet those requirements.
• Develop strategies and specific plans for hiring,
  training, and professional development (to
  rectify any deficiency).
• Report to the head of the agency on the progress
  made in improving information resources
  management capability.

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OMB E Gov Act Data Calls

• November 2004
• (Question 3 from Budget Data Request 05-08)
• A summary (a text document of up to two pages in
  length) of your agency's progress to implement
  your information technology human resource
  strategy as described in Section 209 of the Act.
  The summary must
• Identify any specialized job activities necessary
  to perform the agency mission that have changed
  since last year's report
• Explain how your IT training plan integrates into
  the overall agency training plan and
• Discuss how you have used the results of OPMs
  Training Report
• (www.opm.gov/hrd/lead/pubs/ittpreport_07-04/ittpr
  eportJuly2004.pdf)
• to successfully implement training programs to
  fulfill gaps in your IT workforce.

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OMB E Gov Act Data Calls

• November 2003
• Attachment A General Compliance. The following
  table identifies activities and products assigned
  to all agencies. Each agency must provide a
  brief answer for each question. Agencies should
  only report on their agency specific E-government
  initiatives, not on the 24 E-Government
  Quicksilver Initiatives.
• 6. Human Capital. Sec. 209. Answer questions
  a, b, c, d, and e.
• a. OPM outlines workforce planning by the
  following five steps
• (see http//www.opm.gov/workforceplann
  ing/wfpmodel.htm). Please use these steps to
  describe your agencys IT workforce planning
  efforts to date. Indicate which steps youve
  completed and where you are currently focused.
• Step 1 Set strategic direction
• Step 2 Analyze workforce, identify skills gaps
  and conduct workforce analysis
• Step 3 Develop action plan
• Step 4 Implement action plan
• Step 5 Monitor, evaluate and revise
• b. From the lists available under Whats
  New at http//www.cio.gov, identify the job
  categories and specialty areas, skills, and
  competencies that are most critical to your
  agency's Strategic Plan, Enterprise Architecture,
  and IT Investment Portfolio (Exhibits 53 and
  300s).

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OMB E Gov Act Data Calls

• November 2003 (cont.)
• c. Based on coordination with your Agency's
  Human Capital Planning Officials, what job
  categories and specialty areas, skills, and
  competency gaps has your Agency identified in the
  IT Workforce area that require a plan of action
  to close? (Consult the following sources CCA
  IT Workforce Assessment results, CIO Council
  Project Management Survey Results, HR Department,
  FEDSCOPE (http//www.opm.gov/feddata/), etc)
• What strategies have you identified to help close
  the competency gaps? Such strategies may include
• ?? Learning/development activities (GOLEARN
  (http//www.golearn.gov), STAR and formal
  training such as CIO University
  (http//www.gsa.gov) Scholarship for Service
  (www.sfs.opm.gov) Project Management Institute
  and/or equivalency, developmental assignments to
  industry or other government agencies
• ?? Retention strategies Financial and non
  financial (time off) awards, etc.
• ?? Competitive Sourcing Strategies
• e. What measures of success are critical to
  your IT Workforce Planning effort?

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OPM/OMB/CIOC E-Gov Act Responsibilities

• Review IT workforce capability assessment data
• Identify important IT job activities
• Review IT Roadmap data
• Review/Update Clinger-Cohen Core Competencies

• Assist agencies in developing IT training
  programs
• Assist agencies with developing performance
  standards for IT training
• Assist agencies in closing skill gaps

Oversee Development of Curricula Training Methods
and Address Gaps
Identify Gaps in Federal IT Training
Update IT Roadmap with new training sources
OPM Federal CIO Council OMB
Conduct IT Workforce Capability Assessment (ITWCA)
Analyze Federal IT Workforce Skill and Competency
Needs
Evaluate Agency E-Gov (Sec 209) Compliance
Assess Training of Federal IT Employees

• Proud To Be 3
• ITWCA data
• IT Roadmap data

S T A R T
OPM Report on the Establishment of a
Government-wide IT Training Program. Framework
establishes IT Roadmap as cornerstone of Federal
IT Workforce Development.
OPM input to OMBs Annual E-Gov Status Report
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Federal Agency Required Actions

• IT Roadmap (identify training and developmental
  assignments)
• IT Exchange Program
• Recruitment Retention Tools
• Competitive sourcing

• Conduct gap analysis
• Determine milestones for Proud to Be 3 (PTB3)

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Use training or other options to address gaps
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Identify agency IT skill and competency gaps
Establish or revise IT training program

• Participate in Annual IT Workforce Capability
  Assessment
• Utilize IT Workforce Development Roadmap

AGENCY CIO CHCO
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5
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Analyze IT workforce skill and competency needs
Assess effectiveness of strategy to close gaps
Report on agency progress

• IT Training Performance Standards
• ITWCA Data
• IT Roadmap Data
• Other Agency processes/tools
• Evaluation of PTB3 milestones and goals

S T A R T

• Determine agency important IT job activities
• Review identify critical IT competencies
• Use workforce employee assessment tools or
  other Agency processes

Input to OMBs Annual E-Gov Status Report
Quarterly Report on PTB3
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Resource Guide for Required Actions
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