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With more than 20 years of organizational and work-life consulting experience, and more than 2,000 employees in 21 office locations in the U.S., Brazil, Canada, India, Russia, and England, ICF International has the capacity to offer global services in work-life strategy development to organizations of all sizes and complexities.
With the acquisition of Fried & Sher, Inc., a work-life consulting firm, in 2000, we gained wide-ranging work-life expertise. Our experts around the globe, including experienced researchers and hands-on practitioners, have deep program and industry knowledge to provide end-to-end services and value to clients.
Organizations around the world are facing many of the same issues today:
- the aging workforce
- four generations working side-by-side for the first time in history
- globalization
- an astonishing pace of technological advancement
The retiring older workers cannot all be replaced by the younger generations; there are not enough of them. This is leading to a tremendous war for talent, and the workforce is empowered like never before to choose where to work and to jump jobs at will. Business as usual won’t work.
These times call for innovative programs and policies that will attract, engage, and retain the workforce, as well as the development of a workplace culture that is supportive of all valued employees.
Talent Recruitment, Engagement, and Retention
As predicted in the Hudson Institute’s landmark study, Workforce 2020, rapid technological change, globalization, the demand for skills and education, an aging workforce, and greater ethnic diversification in the labor market have forever changed the employment landscape. Finding the right employees and keeping them is central to any human capital strategy. ICF International’s innovative approaches will help you become an "employer of choice." We can design and implement a range of work-life policies, programs, and performance measures to ensure that employees continue to grow on the job, remain motivated and satisfied, and stay long enough to ensure organizational continuity and stability.
Diversity
Today’s definition of diversity extends well beyond the traditional view that once focused primarily on gender and race. Today’s definition reflects the broader perspective, which includes personality and work style factors characteristic of a variety of generations, as well as the visible dimensions such as race, age, ethnicity or gender. The challenge is to develop an inclusive work-life culture so that the all segments of the workforce can be supported, and everyone’s effectiveness can be maximized. ICF can provide manager and employee training that promotes this culture.
Intergenerational Workforce
Many employers are noticing a lot of tension between employees of different generations. By learning the new rules for orchestrating the special contributions and limitations of the different segments of the new multi-generational workforce, your workforce talent can become your greatest asset. Through the savvy use of flexible work arrangements, innovative learning and mentoring opportunities, and creative programs of corporate social responsibility and work-life balance, you will be in a winning position to retain valuable employees and beat the coming competition for talent.
Technology and Globalization
Technology and globalization have fostered the 24/7 workplace, which can lead to employee burnout. Companies need to utilize all types of workplace flexibility, as well as promote cross- cultural understanding, in order to succeed in business and retain employees. We can help you develop flexible policies and programs, and can provide training that is right on target. Telework is an important flexible initiative.
Our Services
ICF International provides the capabilities and capacity of a global human services company, as well as the customized, attentive approach of a small business. Our experts include experienced researchers and hands-on practitioners. We work with clients around the world to help them meet their goals by developing strategies and practices which support the recruitment, engagement, and retention of valuable employees.
Our organizational and work-life services include:
- Needs Assessments—ICF provides established, dedicated research teams with decades of experience who conduct surveys, focus groups, interviews, benchmarking, and program audits.
- Strategic Planning—Our experts work with clients to develop strategic action plans that are aligned with business objectives and that address issues related to workload and overwork, workplace flexibility, and the aging workforce.
- Policy Development and Program Design—Our staff understands how to work under the legislation of numerous countries and develop policies and programs that meet organizational and legal requirements.
- Strategic Communications—Our staff works with clients to design culturally appropriate communications that help increase awareness and utilization of work-life initiatives by employees around the world.
- Manager Training—Our team designs and conducts training, recognizing that front-line supervisors and managers need the right tools to successfully implement initiatives.
- Corporate Social Responsibility (CSR)—Our professionals understand CSR, a valuable component of a global company’s planning, both for its return on investment and its synergy with corporate missions.
- RFP Process Management—Our experts facilitate the complete process of selecting work-life vendors using a careful and comprehensive approach.
- Performance Measurement and Management—Our staff helps our clients design measures that will enhance program outcomes.
- Workforce Development—Using innovative assessment tools, our experts conduct gap analyses, design jobs, and make workforce projections to address current and future staffing needs at each level of the organization.
- Child Care and Elder Care Program Development—Our team works with clients to structure, implement, and evaluate their child care and other dependent care policies and programs.
- Change Management—ICF helps clients determine the most effective strategies for change; works with leadership to guide the change process; and informs, listens to, and motivates employees around a change initiative.
- Program Evaluation—Our team’s expertise in research and evaluation ensures the use of sound metrics and a well-designed process in gauging the effectiveness of a new or existing program and in identifying ways of overcoming obstacles to success.
- Employee Support—Our team develops and implements resource centers which provide electronic information on various topics such as parenting, child care, elder care, health, and wellness. Workshops and support groups are also provided on a variety of topics.
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SELECTED PROJECTS |
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Marriott International
ICF conducted a feasibility study and developed a business plan for the development of a public/private partnership for child care in downtown Washington, D.C. As a result of the study, Marriott decided to proceed, and we developed the partnership, which was comprised of corporations, foundations, the federal government, and the Government of the District of Columbia. A model child development program was established to serve lower-income working families.
Bayer Corporation
ICF conducted a series of focus groups in Pittsburgh, Pennsylvania. Based on the information gathered at the focus groups, we designed a child care survey, which was distributed to approximately 2,000 employees. Executive interviews were also conducted, and a market study was completed. A comprehensive final report with recommendations and an action plan was presented to the CEO and senior management.
Sonoco Products Company
ICF investigated employees’ understanding of existing family-friendly benefits, as well as their child care and elder care needs, and their concerns about participating in their children’s school lives. Market studies of the area were completed, as well as the analysis of a written survey. Recommendations and an action plan were produced.
Mobil Corporation
ICF held a number of focus groups throughout the United States. Based on the information gathered at the focus groups, we designed a dependent care survey, which was distributed to approximately 16,000 employees. Market studies of work-life needs in various localities were also completed. The data was analyzed, and a comprehensive report with recommendations was presented to senior management.
Colonial Williamsburg
ICF conducted focus groups and a work-life survey, which was distributed to more than 3,000 employees. An action plan was included in a comprehensive final report, which recommended the development of an on-site child care center. We subsequently developed the center.
U.S. Department of Defense
ICF has provided expert human capital management services to the Department of Defense (DoD) and other federal agencies for more than 20 years. For one DoD client, ICF is conducting multiple half-day training sessions for managers and employees to provide them with the essential skills needed during times of significant change. Procedural, cultural, and emotional issues are addressed. Focused on developing leaders and achieving DoD transformation goals, ICF works shoulder to shoulder with DoD staff to improve performance, recruitment, and retention.
U.S. Department of Transportation
Since the late 1980s, we have managed the Department of Transportation (DOT) Work-Life Program, which helps employees manage their personal and professional lives in an effort to increase work productivity. The Work-Life Program has three goals. The first is to serve as a consultant to management regarding workforce planning activities related to the Department's Strategic Goals and Human Capital Plan. The second is to advise and respond to issues from DOT employees and management, on matters such as child care, parenting, elder care, and telework. The third is to provide oversight of child development centers. In 2005, DOT was recognized by WorkLife Today as a best practice among federal agencies in work-life programs.
U.S. House of Representatives
ICF recently conducted a hiring, work-life benefits, and compensation study for the U.S. House of Representatives. The purpose of this study was to evaluate compensation, retention, and recruitment practices across each of the Representatives’ offices through the administration of a Web-based survey. Relationships between policies and practices and key outcome measures, such as turnover, were also analyzed and presented in order that offices may modify their practices to ensure they remain competitive in their recruitment and retention efforts.
National Capital Area Alzheimer's Association
ICF is working with the National Capital Area Alzheimer’s Association to develop and implement a new telework program. As part of this effort, ICF is conducting focus groups with employees and managers, working with Alzheimer’s to create a communication strategy, and conducting training with managers and participants on the telework program. |
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