1. Army Team C4ISR Hiring Update Presented By: Mark Fuhring, Deputy G-1 CECOM Life Cycle Management Command 8 October 2009 for The Chesapeake Science and Security Corridor (CSSC)

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 We’re 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