INFOGRAPH: Understanding the Federal Pathways Program
1
The Office of Personnel Management (OPM) is proposing regulations to implement the Pathways Programs established by E.O. 13562, signed December 27, 2010, to provide clear paths to Federal internships and potential careers in Government for students and recent graduates. As directed by the President, the Pathways Programs consist of: Internship Program Recent Grad Program Presidential Management Fellows Prospects: Students (high school, vocational / technical, undergraduate, and graduate level). Previous: Consolidate provisions of the Stu- dent Educational Employment Program (SEEP) into a new student internship program. Program: Expose students to the work of Government through Federal intern- ship and attract the interest of students enrolled in a wide variety of educational institutions. Partici- pants get paid to work in agencies and explore Federal careers while still going to school. Prospects: Advanced Degree Candidates (graduated within past 2 years). Previous: For more than three decades the Presidential Management Fellows (PMF) Program has been the Federal Government’s premier leadership development program. Program: Work in a 2-year developmental program. Expanded the eligibility window, made it more "student friendly" and aligned it with aca- demic calendars. Prospects: Graduates (must apply within 2 years of educational program completion - exceptions for veterans who have up to 6 years). Previous: This one is brand new. Program: Place qualified grads in a 2-year career development program. Transparency Limited Scope Fairness to Veterans OPM Oversight Agency Investment Helps prospects discover internships through USAJOBS.gov. Provides agencies a supplemental authority to use as part of an overall workforce planning strategy with oversight from OPM that could include caps on competitive service conversion. Honors veterans’ preference when selecting from among qualified applicants, and creates more flexibility for veterans than non-veterans. Requires agencies to enter into a memoran- dum of understanding (MOU) with OPM before using any of the Pathways Programs as well as annual reporting on usage. Gets beyond excepted service hiring, encour- ages agencies to create cohorts with common training and developmental experi- ences, and requires meaningful participant assessments. 1 2 3 4 5 Pathways: A Brief History 5 Core Pathways Principles Convened an interagency team consisting of Federal employees from six organizations – State, Education, Housing and Urban Development (HUD), Internal Revenue Service (IRS), OPM, and the Central Intelligence Agency (CIA). Worked for 90 days to examine the current Federal recruiting and hiring process of students & recent grads. Hosted a “Roundtable Discussion on Federal Recruitment and Hiring at Colleges and Universities” (hereafter “OPM Roundtable”) to explore barriers to hiring students and recent graduates Included representatives from nine different academic and good government organi- zations Convened a public hearing to consider issues connected to hiring students and recent graduates and issued a Federal Register notice inviting the public to submit comments on three issues: Aug 2009 Oct 2009 Jun 2010 whether normal, competitive hiring is an effective avenue for bringing recent college graduates into the Federal workforce and, if so, why; if not, whether this presents a problem for the Federal Government that is sufficiently significant to warrant action or changes to policy; and if action or changes in policy are warranted, what changes should be effected and who should effect them Heard testimony from three panels of experts: agency Chief Human Capital Officers representatives from Federal employee unions and veterans’ service organizations representatives from good gov’t and academic groups. Posted the hearing transcript and issued a Federal Register notice inviting the public to make any additional comments. Gathered and reviewed relevant literature on topics such as entry-level hiring, recruiting and hiring students and recent graduates, and the Federal Career Intern Program (FCIP). Received information from OPM’s qualifications and assessment experts regarding the process for overhauling the currently predominant training- and experience-based approach to qualifi- cations and assessments. Posted materials that OPM considered as part of its review and available for comment at www.opm.gov/open. Additional Assessments There are barriers to hiring students and recent graduates that can only be addressed through effective excepted service internship programs. Government needs to recruit and appoint more expeditiously, negating a significant disadvantage in competing with the private sector for high-potential candi- dates emerging from educational institutions. Current and former interns will become our best recruiting sources, whicih translatesinto a benefit to the country and the taxpayers. Internship programs are essential to addressing these issues by exposing students and recent gradu- ates to jobs in the Federal civil service at the beginning of their careers. There’s a “strong match” which government offers and students want, but students are’t considering government as a viable option and/or lack the experience to compete for available positions. Submit Your Comments by October 4, 2011! Web: http://1.usa.gov/pathwaysregs Email: [email protected] Subject Line: “RIN 3206-AM34, Excepted Service, Career and Career-Conditional Employment; and Pathways Programs” Fax: (202) 606-4430 Mail: Angela Bailey, Associate Director for Employee Services, U.S. Office of Personnel Management, Room 6566, 1900 E Street NW, Washington, DC 20415-9700. For More Information Gale Perryman, 202-606-1143, Fax: 202-606-4430 by TTY: 202-418-2532, or email: [email protected]. Give agencies “a low-risk means to assess potential employees on the job.” through an extended “on-the- job tryout,” which is a relatively high indicator of future success on the job. Agencies may convert Pathways participants who successfully complete their program and academic requirements to any competitive service position for which the individual is qualified (but they aren’t required to do so). Even if an agency does not convert an individual, it increases the likelihood that the person will consider applying for a Federal position at some point in the future. 1 2 3 Sources: Official Pathways Page: http://www.opm.gov/hiringreform/pathways/ Pathways Regulations Page: http://www.gpo.gov/fdsys/pkg/FR-2011-08-05/pdf/2011-19623.pdf www.govloop.com GSA OPM EPA State NASA SSA HUD FBI USAF HHS } } Conclusions Promotion: tHE NEW Pathways Program Understanding Presents:
Transcript of INFOGRAPH: Understanding the Federal Pathways Program
The Office of Personnel Management (OPM) is proposing regulations to
implement the Pathways Programs established by E.O. 13562, signed
December 27, 2010, to provide clear paths to Federal internships and
potential careers in Government for students and recent graduates. As
directed by the President, the Pathways Programs consist of:
Internship Program
Recent GradProgram
PresidentialManagement
FellowsProspects:Students (high school, vocational / technical, undergraduate, and graduate level).
Previous:Consolidate provisions of the Stu-dent Educational Employment Program (SEEP) into a new student internship program.
Program: Expose students to the work of Government through Federal intern-ship and attract the interest of students enrolled in a wide variety of educational institutions. Partici-pants get paid to work in agencies and explore Federal careers while still going to school.
Prospects:Advanced Degree Candidates (graduated within past 2 years).
Previous: For more than three decades the Presidential Management Fellows (PMF) Program has been the Federal Government’s premier leadership development program.
Program:Work in a 2-year developmental program. Expanded the eligibility window, made it more "student friendly" and aligned it with aca-demic calendars.
Prospects:Graduates (must apply within 2 years of educational program completion - exceptions for veterans who have up to 6 years).
Previous: This one is brand new.
Program: Place qualified grads in a 2-year career development program.
Transparency LimitedScope
Fairness to Veterans
OPM Oversight
Agency Investment
Helps prospects discover internships through USAJOBS.gov.
Provides agencies a supplemental authority to use as part of an overall workforce planning strategy with oversight from OPM that could include caps on competitive service conversion.
Honors veterans’ preference when selecting from among qualified applicants, and creates more flexibility for veterans than non-veterans.
Requires agencies to enter into a memoran-dum of understanding (MOU) with OPM before using any of the Pathways Programs as well as annual reporting on usage.
Gets beyond excepted service hiring, encour-ages agencies to create cohorts with common training and developmental experi-ences, and requires meaningful participant assessments.
1 2 3 4 5
Pathways: A Brief History
5 Core Pathways Principles
Convened an interagency team consisting of Federal employees from six organizations – State, Education, Housing and Urban Development (HUD), Internal Revenue Service (IRS), OPM, and the Central Intelligence Agency (CIA).
Worked for 90 days to examine the current Federal recruiting and hiring process of students & recent grads.
Hosted a “Roundtable Discussion on Federal Recruitment and Hiring at Colleges and Universities” (hereafter “OPM Roundtable”) to explore barriers to hiring students and recent graduates
Included representatives from nine different academic and good government organi-zations
Convened a public hearing to consider issues connected to hiring students and recent graduates and issued a Federal Register notice inviting the public to submit comments on three issues:
Aug2009
Oct2009
Jun2010
whether normal, competitive hiring is an effective avenue for bringing recent college graduates into the Federal workforce and, if so, why;if not, whether this presents a problem for the Federal Government that is sufficiently significant to warrant action or changes to policy; andif action or changes in policy are warranted, what changes should be effected and who should effect them
Heard testimony from three panels of experts: agency Chief Human Capital Officers representatives from Federal employee unions and veterans’ service organizations representatives from good gov’t and academic groups. Posted the hearing transcript and issued a Federal Register notice inviting the public to make any additional comments.
Gathered and reviewed relevant literature on topics such as entry-level hiring, recruiting and hiring students and recent graduates, and the Federal Career Intern Program (FCIP).
Received information from OPM’s qualifications and assessment experts regarding the process for overhauling the currently predominant training- and experience-based approach to qualifi-cations and assessments.
Posted materials that OPM considered as part of its review and available for comment at www.opm.gov/open.
Additional Assessments
There are barriers to hiring students and recent graduates that can only be addressed through effective excepted service internship programs.
Government needs to recruit and appoint more expeditiously, negating a significant disadvantage in competing with the private sector for high-potential candi-
dates emerging from educational institutions.
Current and former interns will become our best recruiting sources, whicih translatesinto a benefit to the country and the taxpayers.
Internship programs are essential to addressing these issues by exposing students and recent gradu-ates to jobs in the Federal civil service at the beginning of their careers.
There’s a “strong match” which government offers and students want, but students are’t considering
government as a viable option and/or lack the experience to compete for available positions.
Submit Your Comments by October 4, 2011! Web: http://1.usa.gov/pathwaysregs
Email: [email protected] Subject Line: “RIN 3206-AM34, Excepted Service, Career and Career-Conditional Employment; and
Pathways Programs” Fax: (202) 606-4430
Mail: Angela Bailey, Associate Director for Employee Services, U.S. Office of Personnel Management,
Room 6566, 1900 E Street NW, Washington, DC 20415-9700.
For More InformationGale Perryman, 202-606-1143, Fax: 202-606-4430 by TTY: 202-418-2532, or email:
Give agencies “a low-risk means to assess potential employees on the job.” through an extended “on-the- job tryout,” which is a relatively high indicator of future success on the job.
Agencies may convert Pathways participants who successfully complete their program and academic requirements to any competitive service position for which the individual is qualified (but they aren’t required to do so). Even if an agency does not convert an individual, it increases the likelihood that the person will consider applying for a Federal position at some point in the future.
123
Sources:
Official Pathways Page:
http://www.opm.gov/hiringreform/pathways/Pathways Regulations Page: http://www.gpo.gov/fdsys/pkg/FR-2011-08-05/pdf/2011-19623.pdf www.govloop.com
GSA
OPMEPA
State
NASASSA
HUD
FBI
USAFHHS
}
}
Conclusions
Promotion:
tHE
NEW
Pathways Program
Understanding
Presents:
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