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Building the Next Generation of the IT Workforce

Information Technology Study. Building the Next Generation of the IT Workforce. Office of Personnel Management Washington, DC. Human Resource Management Applications. Compensation. Selection. Training & Development. Succession Planning. Competencies. Career Planning. Organizational

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Building the Next Generation of the IT Workforce

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  1. Information Technology Study Building the Next Generation of the IT Workforce Office of Personnel Management Washington, DC

  2. Human Resource Management Applications Compensation Selection Training & Development Succession Planning Competencies Career Planning Organizational Alignment Performance Appraisal Classification

  3. State Federal Local Private Sector Competency-Based HR Innovations Common Language Professional Journals

  4. Literature Review (IT: Draft Profile) Task - Competency Linkage HR Manager Survey (IT: May, 2000) Benchmark Development (IT: April, 2000) MOSAIC Approach Multipurpose Occupational Systems Analysis Inventory -- Closed-Ended

  5. Defining Today’s Jobs Old Method New Method • Knowledge, skills, abilities • Jobs are defined as bundles • of tasks • Employees perform strictly • definable tasks • Competencies • Jobs are defined • by competencies • Jobs are flexible

  6. Example: Writing Recognizes or uses correct English grammar, punctuation, and spelling; communicates information in a succinct and organized manner; produces written information, which may include technical material, that is appropriate for the intended audience. Develops surveys. Records information. Writes or edits scripts. Explains nontechnical information in writing. Contacts others in writing to obtain information. Writes news articles, speeches, or press releases. Explains technical or other complex information in writing.

  7. Example: Information Systems/Network Security • Knowledge of methods for developing, evaluating, coordinating, and disseminating security tools and procedures; ensuring, protecting, and restoring the security of information systems and network services and capabilities; identifying and eliminating information system vulnerabilities to inadvertent disclosure, modification, destruction, or denial of service.

  8. COMPREHENSIVE WORKFORCECOVERAGE Information Technology Science & Engineering Trades & Labor Professional & Administrative Clerical& Technical Managerial

  9. IT Occupational Study: The IT Job Profile Compensation Selection Training & Development Succession Planning Competencies Career Planning Organizational Alignment Performance Appraisal Classification

  10. What is the Job Profile? • www.opm.gov; classification; what’s new • Up-to-Date Classification Criteria • Job Related Qualifications • Targeted Recruitment • Valid Assessment

  11. Why IT? • High-Impact Occupation • 70,000+ …and growing • GS-334 Computer Specialist - 53,500 • GS-391 Telecommunications - 6,000 • GS-854 Computer Engineer - 2,300 • GS-1550 Computer Science - 3,000 • Positions in Other Series Requiring Paramount Knowledge of IT - ???? Phase I Phase II

  12. Crisis New Jobs - 5,000 + Attrition - 7,000 Retirement - 25,000 37,000 + Jobs To Fill By 2006 Supply < Demand

  13. Objectives • Strengthen Federal Government’s Ability to Recruit and Retain a Skilled IT Work Force • Modernize HR Tools • Apply New Approaches • Reflect Best Practices • Provide Greater Flexibility

  14. Features • Integrated • Streamlined • New Methods • Partnership with IT Community

  15. IT Study Deliverables • Competency-Based Job Profile • Pilot - March 2000 • New Parenthetical Specialty Titles • Interim/Pilot - March 2000 • IT Job Family Standards • Draft - April 2000

  16. New (Parenthetical) Specialty Titles for GS-334/391 • 11 Core Specialties • Reflect Current Practices in Government and Industry • Facilitate Use of Pay Flexibilities • Monitor Workforce Trends • Match Jobs/Job Seekers • Easier to Update/Maintain

  17. Proposed Specialty Titles • Software Engineering, Applications • Software Engineering, Systems Software • Systems Administration • Systems Analysis • Web Development • General • Communication and Network Services • Customer Support • Data Management • Information Systems Security • Policy, Planning, and Management

  18. Time Served Occupation-specific Minimal requirements Limited assessment options Limits career mobility Paper-based, hard to use Whole person competency-based approach Optimal profile More assessment options Encourages career mobility Computer based, Internet access Qualification Standards Oldvs.New

  19. Pay!!! • Using the job profile, applicants can be brought in at higher grade levels, if they possess the competencies required at those higher grade levels. • Accelerated promotions based on an individual’s ability to acquire new competencies needed at the next higher level through training agreements.

  20. Pay!!! • Specialty titles will facilitate agencies’ use of pay flexibilities • Establishment of special rates schedules to high-demand IT employees • Retention allowances • Larger recruitment and relocation bonuses

  21. The IT Job Profile: Information Systems Security Compensation Selection Training & Development Succession Planning Competencies Career Planning Organizational Alignment Performance Appraisal Classification

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