1. Intergovernmental Advisory Board
The Role of Federal CIO Leadership in IT Workforce Development and Current Directions in Implementation
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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

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

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. IT Workforce Management Authorities
40 U.S.C. Chapter 113 § (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. 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. 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. 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. IT Workforce Capability Assessment History
IT Workforce Planning…
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.
Changes to the survey process for reference:
Improve method through which Departments/Agencies are identified to participate in the survey
Define the relationships of competencies, skills and certifications to specialized job activities as part of survey design
Expanding communications and outreach via a formal marketing plan
Better enabling individual Departments/Agencies to work with raw survey data
Timing the survey earlier in the year to avoid the end of the Government fiscal year
Conducting a pilot test of the survey prior to administration

9. 2006 IT Workforce Capability Assessment Survey
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
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. Clinger-Cohen Core Competencies
IT Workforce Planning…
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.

11. Managing Skill Sets 2006 Clinger-Cohen Core Competencies
IT Workforce Planning…
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
Policy and Organization
Leadership/Management
Process/Change Management
Information Resources Strategy & Planning
Performance Assessment: Models and Methods
IT Project Management
Capital Planning & Investment Control
Acquisition
E-Government
Information Security/Information Assurance
Enterprise Architecture
Technology Management & Assessment

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

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

14. National Defense University Information Resources Management College
Training & Development…
National Defense University Information Resources Management College
IRMC prepares leaders to direct the information component of national power by leveraging information and information technology for strategic advantage.
Overview
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)
Academic Programs
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
The DoD CIO oversees development of education and training programs for the IT workforce to ensure that personnel with the requisite knowledge and skills are available to support the DoD Information Enterprise.
IRMC, under the auspices of the DoD CIO, is responsible for development of curricula and programs to meet current and emerging DoD skills requirements.
All IRMC certificate programs continually evolve as the needs of the Department and the IT workforce change. The curricula are dynamic vehicles which reflect the DoD CIO’s goals/initiatives, emerging Joint Staff requirements and new federal regulations and policies.
Through the National Defense University Electives Program, IRMC offers courses in information policy, technology, and management for students at the National War College and the Industrial College of the Armed Forces. IRMC also supports IT course requirements for the Defense Acquisition University.
IRMC engages in collaborative educational opportunities among our own national agencies and international partners to help create and exploit cooperative information sharing.
Additionally, IRMC works with coalition partners to develop future senior executive civilian and military leaders who are skilled, competent and confident in managing net-centric operations.
Students may attend classes either in residence or online, enabling delivery of education to DoD personnel stationed throughout the world.
Graduates of most IRMC programs may transfer up to 15 graduate level credit hours to 1 of 25 regionally accredited academic universities and colleges.
These partnerships enable DoD to enroll personnel in compressed, cost effective and cutting edge masters and doctoral programs in various IT/IA disciplines; 55 degree programs currently exist.

15. IT Exchange Program (ITEP)—Partnering with Industry
Training & Development…
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 -

16. Building and Maintaining
Recruitment and Retention…
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

17. Scholarship for Service (SFS)
Recruitment and Retention…
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%

18. Student Outreach Federal IT Job Shadow Day - February 1, 2007
Student Learning Objectives
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
Workplace Benefits
Partnership among AFFIRM, Junior Achievement and Federal CIO Council
26 Federal Agencies
27 local high schools
280 students
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
7 schools and 4 agencies have committed
*JA will film, produce and pay for a DVD of the event
*JA has submitted a proposal to host, arrange schedule and pay for a dinner for Shadow participants on January 31, 2007.
*November 3 is the target date for obtaining a commitment from high schools and agencies
*November 30 scheduled date for Agency Workplace Coordinators' Orientation

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?
…the IT Roadmap is a tool to identify and set career goals and create a development plan? Go to:
…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:
…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 Shouldn’t you? Check out more at
….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:
…the Scholarship for Service (AKA Cyber Corps) Program is designed to increase and strengthen the cadre of federal information assurance professionals? Learn more at
…there is an IT PM Training Provider’s directory available at:
…we assist agencies in IT workforce planning? Go to to learn more. (Click on “Documents” then “IT Workforce.”

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.)