1. The Role of Federal CIO Leadership in IT Workforce Development and Current Directions in Implementation Janet L. Barnes, Co-Chair, Federal CIO Council IT Workforce Committee CIO, Office of Personnel Management Monica Fitzgerald and Lois Gruendl Members of Federal CIO Council’s IT Workforce Committee February 15, 2007 If you encounter information in this presentation that is not accessible, please go to the “notes”section of the slide. Intergovernmental Advisory Board

2. 2 Agenda  Federal Leadership for IT Workforce Planning  Human Capital Trends and Workforce Planning  Competency Development and Use  Programs and Implementation

3. 3 Federal Chief Information Officers Council IT Workforce Committee  Government’s key advocate for strategies to recruit, develop and maintain the federal IT workforce  Close collaboration with government-wide and individual agency representatives, and  Office of Management and Budget (OMB)  Office of Personnel Management (OPM)  General Services Administration (GSA)  Broad agenda encompasses the full employment life cycle: workforce planning, recruitment and retention, career development

4. 4 IT Workforce Management Authorities 40 U.S.C. Chapter 113 § 11315 (c) (3) [Clinger-Cohen Act] requires the 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.

5. 5 IT Workforce Management Authorities The E-Government Act of 2002, Section 209 responsibilities: Office of Personnel Management:  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 and training methods/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.  Issue policies to promote development of performance standards for training. Office of Management and Budget:  Ensure agencies collect & maintain standardized info on IT/IRM workforce. Individual Agencies:  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. Agency CIOs:  Ensure policies are implemented throughout agency.

6. 6 Human Capital Planning for the IT Workforce  Strategic goal of the CIO Council’s IT Workforce Committee: “The Federal Government has a cadre of highly capable IT professionals with mission critical competencies to meet agency goals.”  Objectives: Workforce Planning: Improve IT workforce assessment and reporting Training & Development: Ensure robust IT professional development programs are available Project Management: Strengthen/leverage IT PM management skills federal-wide Recruitment/Retention: Promote the development and implementation of competitive compensation, benefit and recruitment programs

7. 7 Human Capital Trends in IT  Facing significant retirements over the next several years  Agencies must attract top talent to meet mission needs and to close competency gaps  Emphasis on program and project management and blended (multi-sector) workforce  Pipeline of talent  Career patterns – new approach for bringing the next generation of employees into Federal Government

8. 8 IT Workforce Capability Assessment History  Captures: information on demographics, IT training needs, time spent on 19 specialized job activities, and proficiency in 69 IT related competencies, 55 skills, and 19 certification areas  Survey completed in Fall 2006; Agencies will analyze results and report significant workforce gaps/gap closure plans to OPM. IT Workforce Planning…

9. 9  Conducted September to November 2006  Next survey to be conducted in 2008  Key areas of focus: IT Project Management, IT Security/Information Assurance, Enterprise/Solutions Architecture 2006 IT Workforce Capability Assessment Survey In 2006, the “Typical” IT Worker most often… Was between 51 and 55 years of age Was a GS-12 (was a GS-13 in 2004) Had over 20 years of Federal Government Experience Had little to no private sector experience Was likely to retire in the next 11 to 20 years Held a Bachelor’s degree

10. 10 Clinger-Cohen Core Competencies  Competencies were first published in February 1997; subsequent updates in 1998, 2000, 2004 and 2006.  First learning objectives were published in August 1999; learning objectives have been updated with each subsequent update to the Competencies.  Updates for the 2006 Competencies were solicited from Federal CIO Council membership, the Information Resources Management College and CIO University Consortium, and representatives from the Industry Advisory Council.  Suggested content changes may originate based upon new legislation, federal-wide policy and reports, industry activity, etc. IT Workforce Planning…

11. 11 Managing Skill Sets 2006 Clinger-Cohen Core Competencies  DoD and GSA are lead agencies for biennial update; input is solicited from Federal Agencies, private industry and academia  The Competencies reflect the core management responsibilities and skills required to effectively develop, deploy and maintain IT initiatives  New 2006 competencies IT Portfolio Management Records Management Technology Management and Assessment Cross-boundary Process Collaboration Software Acquisition Management  Enhancements/Increased Emphasis Information Security/Assurance Privacy Earned Value Management Information Sharing  IRMC and CIO Consortium incorporate competencies into curricula 1.Policy and Organization 2.Leadership/Management 3.Process/Change Management 4.Information Resources Strategy & Planning 5.Performance Assessment: Models and Methods 6.IT Project Management 7.Capital Planning & Investment Control 8.Acquisition 9.E-Government 10.Information Security/Information Assurance 11.Enterprise Architecture 12.Technology Management & Assessment IT Workforce Planning…

12. 12 IT Workforce Development Roadmap  Developed as a career planning tool  Based on Series 2210 Core Competencies  Allows for managerial input  Provides training opportunities http://itroadmap.usalearning.gov Training & Development…

13. 13 CIO University  Substantial growth since its inception six years ago George Mason University LaSalle University Carnegie Mellon Syracuse University George Washington University University of Maryland University College  Virtual consortium of 6 prestigious universities Curriculum based on Clinger-Cohen Core Competencies Master’s Degree/Graduate Level Certificate Programs in IT Management  770 graduates to date  58% Private Industry, 42% Federal Government www.gsa.gov/ciouniversity Training & Development…

14. 14 National Defense University Information Resources Management College  Chief Information Officer Certificate  Information Assurance Certificates  Enterprise Architecture Certificate  IT Project Management Certificate  Organizational Transformation Certificate  Senior Joint Professional Military Education (for National War College and Industrial College of the Armed Forces students)  Primary DoD source for IRM education  Topical programs reflecting latest policy, best practices, and legal requirements to manage IT and implement net-centricity within DoD  Tailored CIO development programs for coalition partners  Diverse student body--Defense, Federal, International and Private Industry  Resident and Distributed Learning  Graduate hours toward selected Masters’ and Doctoral degree programs at partner universities IRMC prepares leaders to direct the information component of national power by leveraging information and information technology for strategic advantage. Academic ProgramsOverview Training & Development…

15. 15 IT Exchange Program (ITEP)—Partnering with Industry  Established by E-Government Act of 2002  Two basic features Temporary detail of civilian Federal IT Management (ITM) employees to private sector Temporary detail of ITM private sector employees to Federal Government  Initial assignments are 3 months to 1 year in length  Authorized for GS-11/above & career senior executives  Allows industry and government to learn from each other  Enables Agencies to close skill gaps DOD’s ITEP site - http://www.defenselink.mil/nii/itep Training & Development …

16. 16 The Next Generation Building and Maintaining the Pipeline Promoting Government Service National Science Foundation Grants Scholarship Programs Private Industry Involvement Internships/Fellowships Private/Public Partnerships Awareness Programs Competitive Salaries Recruitment and Retention…

17. 17 Scholarship for Service (SFS)  Since inception – 2002, over 450 students have received federal jobs  Anticipate placing over 300 graduates in the next couple of years  Employment placement for SFS graduates has steadily increased over recent years  From March - August 2006, the SFS placement rate was 96.8% Recruitment and Retention…

18. 18 Student Outreach Federal IT Job Shadow Day - February 1, 2007  Partnership among AFFIRM, Junior Achievement and Federal CIO Council  26 Federal Agencies  27 local high schools  280 students  Introduction to IT careers  Understand the education and skills needed for IT career success  Relevance of schoolwork  Teamwork on the job  Connection between learning and earning Student Learning Objectives  Showcase place of work and increase community visibility  Inform students about IT careers  Prepare the future IT workforce  Enable employees to volunteer in a community activity Workplace Benefits

19. 19 The CIO Council’s IT Workforce Committee--Ensuring a Qualified Workforce to Meet Agency Goals (A handy guide to our activities!) DID YOU KNOW THAT…  …every quarter the IT Workforce Committee and GSA host FREE quarterly IT forums and also sponsors an annual Federal IT Summit? www.cio.gov/itqfwww.cio.gov/itqf  …the IT Roadmap is a tool to identify and set career goals and create a development plan? Go to: http://itroadmap.usalearning.gov/ http://itroadmap.usalearning.gov/  …the IT Exchange Program allows people from the federal information technology (IT) workforce and people from the private sector IT workforce to participate in an exchange program? Learn more at: http://www.usajobs.gov/itep.asp http://www.usajobs.gov/itep.asp  …CIO University (co-sponsored by the committee and GSA) has agreements with 6 prestigious universities that they will teach to federally recognized Clinger-Cohen competencies? Over 770 people have graduated since 2000. Shouldn’t you? Check out more at www.gsa.gov/ciouniversitywww.gsa.gov/ciouniversity  ….the Clinger-Cohen Core Competencies which serve as a baseline to assist government agencies in determining which competencies IT professionals should have to perform effectively are updated by GSA, DoD and IT Workforce Committee every two years? Learn more at: http://www.cio.gov/documents/2006ClngChnCorCmpLrnObj.doc  …the Scholarship for Service (AKA Cyber Corps) Program is designed to increase and strengthen the cadre of federal information assurance professionals? Learn more at http://www.sfs.opm.govhttp://www.sfs.opm.gov  …there is an IT PM Training Provider’s directory available at: www.cio.gov/itprojectmanagement?www.cio.gov/itprojectmanagement  …we assist agencies in IT workforce planning? Go to www.cio.gov to learn more. (Click on “Documents” then “IT Workforce.”www.cio.gov

20. 20 Questions? Contact: Monica Fitzgerald Program Manager for IT Workforce Director, CIO University Office of Technology Strategy, Office of Governmentwide Policy General Services Administration (Ph.) 202.219.0723 monica.fitzgerald@gsa.gov