|
Throughout the developed world, key pressures driving
the reshaping of the governmental workforce include:
- loss of intellectual capital
- increased role of all government agencies in homeland
security
- trends towards outsourcing and privatization
- changing missions and business objectives
- increased demands for more customer service and
accountability
- transition to e-Government
Innovative strategies for managing agencies' workforces
are needed to ensure that governments continue to serve
the needs of their people.
|
|
Our Approach
ICF International helps federal agencies improve their performance
by linking our operations-level knowledge of government organizations
with innovative workforce interventions, tools, and technologies.
Our approach to workforce planning is based on our four-part
organizational ASPIRE® model.
 Our
model recognizes the integral relationship of each organization's
unique mission, culture, business processes, and capital infrastructure
in implementing effective and sustainable workforce planning
and management strategies. By customizing our solutions to
each organization's unique attributes, our workforce strategies
and tools are compatible with the organization's operating
environment and confirm to each organization's mission and
strategic objectives.
Our Services
ICF International provides the full range of workforce planning
and management services needed to address succession planning,
changing public sector business models, the need for new competencies,
the transition to e-Government, and behavioral issues that
arise in times of uncertainty and transition.
Workforce Planning
ICF International's workforce planning approach considers all
workforce alternatives, from succession planning to hiring
new employees or outsourcing nonessential functions. Our strategic
planning services help managers set effective goals and allocate
their human capital and other resources to meet their goals.
Workforce Motivation
To identify approaches to changing worker behavior, ICF International's
knowledge worker assessment program analyzes the type of work
performed, management and leadership competencies, leadership
style, stakeholder attitudes, and existing human resources
policies to develop appropriate intervention strategies.
Competency Modeling and Assessments
ICF International helps organizations improve their effectiveness
by developing competency models that link workforce competencies
with the strategic long term vision, mission, and goals of
the organization. We use these organization-specific competency
models to help organizations develop recruiting strategies,
design training programs, and implement interventions to motivate
the workforce.
Change Management Strategies
ICF International helps organizations manage the effects of
significant changes on their workforce. Our organizational
sustainability assessments and other organizational development
services guide organizations through the potentially troublesome
realignments of personnel resources and responsibilities that
come with changes in organizational focus and design. Learn
more about our Change
Management services.
 |
SELECTED PROJECTS |
|
|
|
|
DETAILS OF SELECTED PROJECTS |
|
Personnel
Recruitment and Planning for Radiological Emergency
Preparedness, U.S. Federal Emergency Management
Agency (FEMA)
In four months, the U.S. Federal Emergency Management
Agency (FEMA) had to hire and qualify 130 new personnel
to replace veteran program evaluators who were leaving
the workforce. ICF International developed a comprehensive
recruiting plan to hire and retain 130 evaluators
that included personnel job categories and descriptions;
required education, skills, and abilities; recruiting
materials; and an evaluation process to assess candidates.
Workforce Transition and Change
Management Services, former U.S. Immigration and
Naturalization Service (INS)
To help the former U.S. Immigration and Naturalization
Service (INS) address employee concerns through
the restructuring process, ICF International is analyzing
the challenges, lessons learned, and best practices
associated with change management and restructuring
in other federal agencies. Through INS focus groups,
we are identifying employees' key needs and concerns
as they undergo the transition. We also are developing
management aids and other outreach materials for
employees.
|
Job Competency Analyses for
Research Employees, U.S. Internal Revenue Service
(IRS)
In response to a reorganization, the U.S.
Internal Revenue Service (IRS) asked ICF International
to evaluate whether or not the capabilities of
research employees aligned with current and future
job requirements. ICF International identified gaps
in competency and performance and used the findings
to create a competency-based learning plan (CBLP)
process to support the organization's professional
development needs. Each CBLP aligns the competencies
for a job category with the gaps identified, suggests
courses to close the gaps, and provides options
for training. The CBLP process allows managers
to develop flexible, targeted training plans for
each employee, and to have the necessary information
to make strategic decisions about learning needs.
The CBLP process is being incorporated into the
IRS Individual Development Plan (IDP) process.
Assessment of Human Resources
Capabilities and Skills for Contract and Privatization
Office, U.S. Department of Energy (DOE)
To assess the U.S. Department of Energy (DOE)
Human Resources capabilities and needs, ICF International
benchmarked the private and public sector on workforce
management, development, and succession planning.
The assessment defined core work processes requirements,
evaluated staff skills and organization, described
roles and responsibilities of staff involved in
best business practices, and identified and inventoried
best practices. We reviewed competency models,
career development systems, succession and workforce
planning, training, human resources planning and
management, development, recruitment and staffing,
retention, and rewards and recognition.
|
|
|
