Mary P' Van Mullekom

1
Integrated IT Workforce Strategic Development
and Implementation Plan

• Mary P. Van Mullekom
• Senior Advisor to the Assistant Secretary for IT
  
• February 25, 2002

2
Overview

• Where are we?
• Where are we going?
• How will we get there?
• Challenges
• Opportunities
• Summary

3
One-VA To Be EAPhysical Infrastructure
4
The Most CriticalQuestion?

• What Do We Need to Do to Meet the IT Workforce
  Requirements for 2005?
• IT Workforce to Acquire, Manage, and Oversee
  systems
• IT Workforce to Develop Systems
• IT Workforce to Operate Systems

5
Who Will Decide?

• Answer We will!
• The IT Workforce!

6
Project Management OversightMilestone 0 Review
Criteria

• What problem are you solving?
• Mapping to VAPG?
• Projects architecture?
• Milestone 0 Zachman cells?
• Technical approach?
• Organization?
• Project manager assigned?
• Workload distribution?
• Government?
• Industry?

• Acquisition strategy?
• Schedule?
• ROM life cycle cost?
• Critical Success Factors?
• Major Risks?
• What is required for your project?
• Reports, studies analyses
• Meetings reviews
• Etc.

Basic questions to warrant project initiation
7
Project Management OversightMilestone I Review
by ITB

• Project description?
• Concept of operations?
• Project requirements?
• Projects architecture?
• Milestone I Zachman cells?
• Updated technical approach?
• Organization?
• Personnel assigned?
• Detailed schedule defined?
• Acquisition plan?

• Fielding strategy?
• Operational support strategy?
• Training, documentation, etc.
• Detailed life cycle cost?
• 300B Budget exhibit?
• Return on Investment (ROI)?
• Analysis of Alternatives?
• Cost Benefit Analysis (CBA)?
• Risk management plan?

Basic questions to warrant proceeding with
prototype
8
Simply Put

• Is our Workforce Postured to meet tomorrows
  workload Requirements?

9

• What is happening to the workforce lately?

Is it aging? Do skills match
jobs? Is it being refreshed?
10
Pending Retirements Raise Hurdles for Disaster
Agencies

• Unless Congress, the Administration and
  agencies take decisive action now to address the
  projected staffing shortages,
• We will have a government thats incapable of
• performing the missions we need to perform
• Federal Times, Nov 12, 2001

11
Pending Retirements Raise Hurdles for the IT
Community

• Unless WE / VA take decisive action now to
  address the IT requirements for 2005,
• We could have an IT community thats
  incapable of performing the missions we need to
  perform within VA in 2005!

12
VA Personnel By Age(9/30/2001)
WORKFORCE SUCCESSION
13
IT Workforce by Age (01/02/02)
As of 1/2/02
14
IT Workforce - Years of Service (01/02/02)  
As of 1/2/02
15
IT Workforce(01/02/02)
340? 391? 800? (etc.,
etc., etc.)
(4283)
As of 1/2/02
16
More Challenges

• In addition to the aging workforce
• Do we have the Right Mix of skills?
• Do we have the right grade levels?
• Do we have the right number of people?
• Should we perform a certain function or contract
  for the service?

17
Opportunity to

• Assess our workforce,
• Determine the future To Be Workforce,
• Develop an Implementation plan in parallel
  with the One VA Enterprise Architecture!

18
How we will get there

• Created a workgroup to address IT requirements
  for the One-VA Enterprise Architecture
• Kick-off meeting 01/17/02
• Workgroup is aggressively pursuing solutions
• Develop a Strategy and an implementation plan
• All stakeholders are represented in the group

19
IT Workforce - Scope

• Develop an approach for the model.
• Breakdown the current As-Is Workforce Model
• Collect and Analyze Data
• Determine Future State To-Be Model
• Determine the Delta between As-is To-Be
• Build the Model
• Develop Detailed implementation Plan for FY2003

20
IT Workforce-Scope(cont.)

• Develop Detailed implementation Plan for FY2004
  and FY2005
• Develop a Workforce Sustainment Plan
• Recruiting? Attrition?
• Training? Individual development Plans?
• Performance Incentives/Rewards?
• Periodic re-assessment and re-adjustment of
  required skills

21
IT Workforce Model
VACO
VHA
VBA
NCA
Other Field
Telecom.
22
IT Workforce Model
Tools Incentive
-
driven retirements, focused recruiting, and
cross/retraining
23
IT Workforce Strategic Implementation PlanTasks
24
What about Metrics?

• How do we know whether we are meeting our goals?
• How do we know whether we need to adjust our
  course?
• How do we measure our effectiveness?

25
Measurement 101 Progress, Performance and
Analysis Metrics
26
How Do we ensure Success?

• We need to implement appropriately defined and
  sized progress and performance metrics in our IT
  workforce
• Analysis Indicators -Understanding Data
• Progress Indicators Planned vs. Actual
• Success Indicators How close are we to the
  goal?
• Performance metrics need to be directly tied to
  Departmental business objectives as they relate
  to IT workforce

27
How Do We EnsureProgress?

• Implement, Measure
• How effective is our Workforce?
• Do we need to change anything?
• Periodic re-assessment and re-adjustment of
  required skills?
• Re-Assess and Self-Correct!!!

28
Summary

• We Discussed
• Vision Strategy
• Scope Methodology
• Challenges Opportunities
• Bottom Line
• Its all About People!
• Service to Our Veterans!

29
Change is a Dragon!

• The Chinese have a saying that change is a
• dragon. There are ways to respond to that
  dragon.
• You can ignore him and hope he goes away, but no
• matter how many times you tell yourself that he
  is
• not there or how much you wish he would leave,
  the
• dragon of change remains.
• General Charles C. Krulak, USMC
• Marine Corps Gazette, January 1996

30
Change is a Dragon!

• If you continue to ignore him, he will eat you!
• You can try to control the dragon of change, try
  to
• force him onto a path of your own choosing. Push
• him and pull him. But the dragon is powerful and
• will not go where you want him to go. He will
• ultimately knock you down and eat you. If you
  ride
• the dragon of change, you can avoid his lethal
• powers. You can survive you can even prosper
• General Charles C. Krulak, USMC
• Marine Corps Gazette, January 1996

31
Our Challenge

• Accept change constantly anticipate and
• adapt to it, and always take advantage of
• the opportunities it brings.
• This is the strategy we must embrace.
• General Charles C. Krulak, USMC
• Marine Corps Gazette, January 1996

32
Integrated IT Workforce Strategic Development
and Implementation Plan

• Mary P. Van Mullekom
• Senior Advisor to the Assistant Secretary for IT
• February 25, 2002