U.S. Office of Personnel Management - Ensuring the Federal Government has an effective civilian workforce

Agency Practices

This section presents a summary of the following agency practices:

• General Services Administration FCIP
• Social Security Administration FCIP
• Missile Defense Agency FCIP
• Missile Defense Agency Fellowship Program
• Air Force Summer Faculty Fellowship Program
• Albert Einstein Distinguished Educator Fellowship Program
• David L. Boren Undergraduate Studies for Scholars Abroad Program
• USDA/1890 National Scholars Program

General Services Administration (GSA) FCIP. The General Services Administration in Kansas City, MO, has been using FCIP since 2002 to fill positions at the GS-5, 7, and 9 levels in numerous services. Upon hire, each intern completes an Individual Development Plan and works with a panel to ensure that the agency meets his or her specific needs. According to a Division Director, "Due to the interest in the FCIP, through the various universities, we were able to recruit exceptional people that have gotten totally engaged with our business within a very short time."

Select this link to learn more about GSA's use of FCIP.

Social Security Administration (SSA) FCIP. The FCIP has been a good match for the SSA in its recruitment of Claims Representatives. Applicants are identified through other external recruitment initiatives such as job fairs, community outreach activities, or paid advertising. SSA keeps an active presence on campuses and in communities. SSA has found that liberal arts graduates do very well at most entry-level positions. Through the use of the FCIP and the other hiring authorities available from OPM, SSA has hired 11,000 new employees in the last 3 fiscal years. Based on its experience, SSA offers the following suggestions:

• Use all OPM hiring flexibilities. We strongly recommend use of the full spectrum of OPM's hiring flexibilities. These flexibilities ensure that agencies can hire the talented candidates identified to meet specific workforce needs in an efficient manner without undue delay. Our success in building a large and diverse workforce—one that has the bilingual skills and cultural background to meet the needs of the people we serve around the Nation—is due to our balanced and targeted use of the hiring authorities available.
• Keep in touch with college career personnel throughout the year. Our traditional hiring activity tends to occur during late winter and spring. To ensure that we have a high-quality pool of applicants and to maintain strong on-campus relationships, we do extensive recruitment year round. Even when no jobs are available, we educate college staff and students about who we are and how to file on the Web site. We tell students, "If there isn't an opening now, please check back."

Select this link to learn more about SSA's use of FCIP.

Missile Defense Agency (MDA) FCIP. MDA was faced with a lack of entry-level people in its workforce; the vast majority of its employees were at the GS-14 and GS-15 levels. In addition, a large number of experienced employees were expected to retire. The director decided that MDA needed to recruit new hires and tap the "best and brightest" available. MDA used the FCIP to attract young, bright talent from America's campuses. High-demand occupations such as engineers and accountants were targeted.

MDA targeted schools that would produce the best candidates. In addition, it used a variety of sources to expose possible candidates to MDA, such as career fairs, National Association of Colleges and Employees (NACE), and Call to Serve. Call to Serve is a national initiative designed to educate a new generation about the importance of a strong civil service, help re-establish links between Federal agencies and campuses, and provide students with information about the opportunities that Federal employment provides. The first year of the MDA program has been quite successful. Twelve interns were selected, and management support for the program is very high. MDA is in the process of recruiting an additional 12 interns.

MDA suggests focusing on finding the right fit by making sure the job details are clear, conducting thorough interviews, and assessing behavioral as well as technical competencies.

Select this link to learn more about MDA's use of the FCIP.

Missile Defense Agency (MDA) Fellowship Program. MDA participated in a fellowship program sponsored by the American Association for the Advancement of Science (AAAS). AAAS completed an initial screening of all the candidates, and MDA selected from the final round of candidates. MDA's first recruit, who was assigned to an engineering position, had an outstanding scientific educational record and accepted a fellowship from MDA in lieu of becoming a professor at Duke University.

MDA management's response to the Fellow has been extremely positive. MDA was also pleased with the thorough screening process conducted by AAAS and is encouraged by the possibility of a long-term hire.

Select this link to learn more about MDA's use of the AAAS Fellowship.

Air Force Summer Faculty Fellowship Program. The Air Force offers U.S. college, university, and technical institute faculty members an opportunity to perform mentor-based research in areas of interest to the Air Force in Air Force research facilities. These facilities include nine Technical Directorates of the Air Force Research Laboratory and several research centers at the U.S. Air Force Academy and the Air Force Institute of Technology.

Select this link to learn more about the Air Force Summer Faculty Program.

Albert Einstein Distinguished Educator Fellowship Program. Administered by the Department of Energy, this program is designed for elementary and secondary school mathematics and science teachers. Selected teachers spend up to 1 year in a congressional office or a Federal agency. The Fellows provide their educational expertise, years of experience, and personal insights to these offices.

Select this link to learn more about the Albert Einstein Distinguished Educator Fellowship Program.

David L. Boren Undergraduate Studies for Scholars Abroad Program. This scholarship program, which falls under the National Security Education Program (NSEP), seeks to help college students develop expertise in areas of the world designated as critical to national security, through language study and cultural immersion. Summer, semester, and yearlong academic study abroad programs are available. All recipients of NSEP awards are required to serve with a Department of Defense agency or office involved in national security affairs for a period of time equivalent to the length of the program funded by the award.

Select this link to learn more about the David L. Boren Undergraduate Studies for Scholars Abroad Program.

USDA/1890 National Scholars Program. Each year the U.S. Department of Agriculture (USDA) provides full 4-year scholarships to any of the 18 Historically Black 1890 Institutions as part of the scholarship program. The program is open to students completing their senior year of high school who score a minimum of 1,000 on the Scholastic Aptitude Test or a minimum of 21 on the American College Testing examination. Candidates must also have a grade point average of 3.0 or better. Scholars must major in agriculture-related fields, food or natural sciences, or other applied disciplines such as computer science, preveterinary medicine, or biological sciences.

Select this link to learn more about the USDA/1890 National Scholars Program.

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