Army Team C4ISR Hiring Update

1
Army Team C4ISR Hiring Update
for The Chesapeake Science and Security Corridor
(CSSC)

• Presented By
• Mark Fuhring, Deputy G-1
• CECOM Life Cycle Management Command
• 8 October 2009

2
Fiscal Year 2009 Hiring Summary

• Have hired about 360 at APG
• About 67 external, 33 internal
• About 50 entry level or students, 50 full
  performance
• Anticipate hiring an additional 200-240 by end of
  December

3
Key Points

• Significant hiring in all of our major
  occupations engineers, computer scientists,
  logistics management specialists, contract
  specialists, financial analysts, etc.
• Most external hiring has been entry level interns
  and students
• Among intern hires, about 50 are from Maryland
  and Delaware schools
• Most internal hiring has been full performance
  and supervisory positions
• Many Army Team C4ISR and APG employees seeking
  promotion

4
A Brief Summary of the External Hiring Process

• Typically requires some form of public
  announcement, all US citizens can apply
• Some form of candidate evaluation must take place
  to identify best qualified candidates
• Veterans receive additional credit towards best
  qualified determination, and have some
  preference in hiring
• There are usually specific rules regarding
  selection of candidates, e.g., rule of three.
• Bottom line We often cannot select candidates
  that we have recruited at job fairs

5
A Brief Summary of the External Hiring Process

• Two primary areas where rules are significantly
  different Federal Career Intern Program and
  Expedited Hiring Authority
• Federal Career Intern Program (FCIP)
• Announcements can be limited to certain schools
• Candidates for many jobs must take the online
  Administrative Careers with America exam
• Expedited Hiring Authority (EHA)
• Recently instituted
• Applies only to full performance Acquisition,
  Logistics and Technology Workforce positions
  about 80 of our full performance positions
• Candidates must meet Highly Qualifying Criteria
  
• Candidates can be selected much faster and easier
  than our traditional hiring process allows
• With EHA, we can much more effectively hire the
  candidates we recruit at job fairs

6
Feedback from our Hiring Managers

• No problems with external candidates at the entry
  level
• The best full performance candidates are our own
  employees, candidates from other Department of
  Defense or Federal activities, former military
  personnel, and government contractors
• We are having trouble finding full performance
  candidates with the right skills in a number of
  specialized areas, e.g., logistics management,
  contract administration, computer and electronics
  engineering, computer science

7
The Future

• Were still developing our FY10 hiring plans, but
  anticipate hiring about an additional 400-500 at
  APG
• We will begin moving into our permanent
  facilities in August of 2010
• Fort Monmouth and Fort Belvoir employees received
  their Transfer of Function notices on 7 October
• Anticipate most hiring will occur after September
  2011, when our moves are complete and Fort
  Monmouth closes
• Project about 1,600 vacancies after September
  2011