Case Studies

The Challenge

As is the case with most federal agencies, the existing workforce is aging and there is an expectation of significant retirements or other voluntary separations in the next several years.  A “pipeline” of new talent is needed to ensure that mission programs can be carried out without interruption. Maintaining a credible workforce to ensure continuity of operations is an imperative. Agencies must develop employees and leaders of the future.

The Solution

The Department of Energy’s Office of Environmental Management was faced with a significant number of voluntary separations, either from retirement (regular and early) or the result of a buyout.   It was recognized that there needed to be a pipeline of new, competent and qualified staff that could continue the work of the Federal workforce and build a leadership cadre for the future.  A determination was made that a combination of normal recruiting along with an intern program would suit the needs of the agency for the development of the workforce of the future.  Normal recruiting efforts would fill the immediate needs but the intern program could supply the future workforce.  The intern program that was developed addressed the challenge as follows:

• Headquarters and field elements identified specific needs based on a critical skills analysis.
• Specific positions were identified to be populated with interns.
• Recruitment efforts were primarily at colleges and universities through the use of job fairs, some of which were set-up specifically for the Office of Environmental Management.
• Use of advance in-hires and advancement/promotions to higher grade levels in shorter than normal time frames.
• Use of college loan re-payment policy and procedures.
• Use of a higher than normal minimum acceptance level (grade point average).
• Use of allowable incentives such as recruitment and retention bonuses.

CTAC’s Role

CTAC’s subject matter experts were employed to:

• Develop the intern program.
• Assist in the development of specific Department of Energy Office of Environmental Management training efforts.
• Assist in conducting job fairs and other recruitment strategies.
• Develop specific position descriptions, training and professional development programs, performance plans, and other personnel related activities.
• Collecting data and assisting in scheduling/conducting interviews.
• Assisting in on-boarding successful candidates.