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INFORMATION TECHNOLOGY (IT) STUDY OVERVIEW

INFORMATION TECHNOLOGY (IT) STUDY OVERVIEW. Presented to 14th Annual FISSEA Conference March 15, 2001 by Workforce Compensation and Performance Service Office of Personnel Management. Coverage ( THE IT WORK FORCE). GS-334 Computer Specialist GS-391 Telecommunications

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INFORMATION TECHNOLOGY (IT) STUDY OVERVIEW

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  1. INFORMATION TECHNOLOGY (IT)STUDYOVERVIEW Presented to14th Annual FISSEA ConferenceMarch 15, 2001 by Workforce Compensation and Performance ServiceOffice of Personnel Management

  2. Coverage(THE IT WORK FORCE) • GS-334 Computer Specialist • GS-391 Telecommunications • GS-854 Computer Engineer • GS-1550 Computer Scientist • IT jobs in other series, e.g., GS- 301, 343, 855, etc.

  3. Objectives • Strengthen Ability to Recruit and Retain Skilled IT Workforce • Modernize HR Tools • Evaluate/Adopt Best Practices • Provide Greater Flexibility

  4. Scope • Total IT Worker Life Cycle • Recruitment and Selection • Compensation • Training and Development • Motivation

  5. Why IT? • Largest Occupation • 70,000…and growing • GS-334 Computer Specialist - 57,000 • GS-391 Telecommunications - 7,000 • GS-854 Computer Engineer - 2,300 • GS-1550 Computer Science - 2,000 • Positions in Other Series Requiring Paramount Knowledge of IT - ????

  6. Issues • Supply < Demand • 2000 Need = 850K • 2005 Need = 1.5 mil • Declining Supply

  7. Federal Workforce Issues • Increasing Demand • Aging Workforce • Pay • A-76 • New Workforce Dynamics

  8. IT Workforce - Distribution by Age

  9. IT STUDY DELIVERABLES

  10. New Competency-Based Job Profile for IT Occupations • New Approach • Recruitment • Assessment • Selection • Quality not Quantity • Optimal not Minimal

  11. New IT Job Family Classification Standard • Update criteria • Define IT specialties • Make it easier to maintain

  12. Other Initiatives • Special Pay Rates • New Incentives • Cyberservice • Student Loan Repayment

  13. New GS-2200A IT Job Family Classification Standard

  14. Development Process • Research • Factfinding • Focus Groups • 30 Groups - HQ and Field • 25 Agencies • Over 300 SME’s

  15. Draft Standard • Issued for Comment 07/20/00 • 34 Agency Responses • Generally Favorable • Quick Review 03/02/01

  16. Final Standard • Spring 2001 • Implementation • Agencies Set Schedule • Timely Manner

  17. IT Standard • Series Coverage • Specialty Definitions • Occupational Information • Factor Level Descriptions • Illustrations • Appendix H

  18. Impact • New Series • GS-2210 Information Technology Management • New Titles • e.g., IT Specialist (Security) • Update PD’s (as necessary) • Grade Changes??

  19. Keeping “IT” Current • Regular reviews • Identify changes • Determine revisions • Stakeholder review • Issue updates

  20. Information Technology Special Rates • Approved on Nov. 3, 2000. • Provide pay increases for GS-334, 854, and 1550 employees at grades GS-5, 7, 9, 11, and 12 worldwide (more than 33,000 employees). • Effective January 2001.

  21. Agency Reports • Primarily covered GS-334, 854, and 1550. • Staffing problems are more severe at lower, entry-level grades. • Few employees hired at lower, entry-level grades. • Use of other pay and nonpay flexibilities has not helped. • Entry-level salaries are a problem.

  22. CPDF Data • Aging IT workforce with few employees at lower, entry-level grades. • Average quit rates are generally higher for GS-334, 854, and 1550 than the overall Governmentwide average in FY98-00. • Average quit rates for GS-334, 854, and 550 are higher at lower grades than at higher grades for FY98-00.

  23. Average Annual Quit Rates by Grade(CPDF FY1998-2000. FY00 rates are estimates based on the data from first half of the year.)

  24. Non-Federal Pay Rates Survey data show that pay gaps at lower, entry-level grades are greater than the gaps at higher, full-performance and managerial levels across IT occupations.

  25. Average IT Pay Gaps(1999/2000 ECS Report on Information Technology Personnel Compensation, Watson Wyatt)

  26. IT Special Rates • Designed to address significant problems in recruiting entry- and development-level employees. • Provides overall net pay increases ranging from about 7 to 33 percent (smaller increases for employees already paid a special rate). • Larger net increases at lower grade levels.

  27. Additional Steps • Agencies may submit requests or additional information for special rates targeted to specific occupational series, specialties, geographic areas, and/or higher grade levels, as needed. • Encourage use of other pay and nonpay flexibilities (e.g., 3Rs) to help address targeted recruitment and retention problems.

  28. Recruitment Bonuses • Lump-sum bonus for a newly appointed employee or former employee with a 90-day break-in-service. • Used for positions that would otherwise be difficult to fill. • Up to 25 percent of basic pay. • Employees must fulfill a service agreement of at least 6 months.

  29. Relocation Bonuses • Lump-sum bonus for current employees who must relocate to accept a position in a different commuting area. • Position must be otherwise difficult to fill. • Up to 25 percent of basic pay. • Employee must fulfill a service agreement (of any length). • Employee must establish a residence in the new commuting area prior to payment.

  30. Retention Allowances Continuing payments (i.e., biweekly) of up to 25 percent to an employee-- • with unusually high or unique qualifications OR • when the agency has a special need for the employee’s services that makes it essential to retain the employee, IF • the employee would be likely to leave the Federal service in the absence of an allowance.

  31. Group Retention Allowances • Allows agencies to authorize retention allowances for a group or category of employees. Up to 10 percent of basic pay or up to 25 percent with OPM approval. • Same criteria as individual retention allowances except--Agencies do not have to determine whether each individual employee in the group is likely to leave. • Must be a high risk that a significant number of employees in the group would be likely to leave the Federal service in the absence of an allowance. • Example—State Department IT employees.

  32. Proposed 3Rs Regulations • Published on January 19, 2001. • Proposed extension of 3Rs authority to prevailing rate (wage) employees. • Proposed authority to pay retention allowances to employees likely to leave for other Federal employment under certain limited circumstances. • Comments due by March 20, 2001.

  33. Student Loan Repayments • Final regulations published on January 11, 2001. • Allows agencies to repay student loans for General Schedule employees in professional, administrative, and technical positions. • Repayments capped at $6,000 per year, maximum of $40,000 per employee. • OPM may broaden coverage.

  34. Questions or Comments Rich D’Adamo 202-606-8005 or rldadamo@opm.gov Jeanne Jacobson 202-606-2858 jdjacobs@opm.gov

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