ICF worked with the U.S. Army to conduct one of the largest organizational assessments the U.S. Army has ever undertaken.
ICF evaluated the newest operational versions of the test (Form S) used in the Air Force Officer Qualifying Test (AFOQT) since 1953 as a component in the selection of new officers.
ICF developed and validated assessments for Special Agent Merit Promotion Process to ensure that a DHS agency can effectively address its mission.
ICF conducted four separate research studies to identify ways in which the U.S. Army's Multi-source (360) Assessment and Feedback (MSAF) program could be most efficiently executed while maintaining its effectiveness.
ICF designed and conducted an equating study on the 473 Postal Exam, which used to select thousands of employees and was converted from paper-and-pencil to an Internet platform.
ICF International collaborated with the Army Research Institute and the Center for Army Leadership to validate the Core Leader Competency framework that guides training, leader development, self development, and education.
ICF conducted a comprehensive evaluation to identify the current and future workload and workforce requirements to meet the mission of the U.S. Marshals Service Asset Forfeiture Program (AFP), which has changed substantially over the past 24 years.
ICF was contracted by the National Cooperative Highway Research Program (NCHRP) to develop a guide to implementing effective strategies for attracting and retaining a capable transportation workforce for public sector agencies.
For USDA Veterinary Services (VS), ICF was responsible for merging the division’s Animal Emergency Response Organizations (AERO) concept with the U.S. Department of Homeland Security’s Incident Command System (ICS), which is used across agencies to define personnel roles in an emergency.
The U.S. Bureau of the Census contracted with ICF International to conduct job analyses to determine how 25 field operations jobs, held by more than 500,000 workers, have changed.
ICF was engaged by the Office of Fraud Detection and National Security (FDNS) to conduct an analysis of the current workload and structure to assist in making decisions regarding staffing levels for field operations spanning more than 70 offices across the U.S. The ultimate objective was to develop a staffing model to enable FDNS management to forecast staffing needs based on varying workload.
ICF was engaged by U.S. Customs and Border Protection (CBP) to conduct a series of focus groups to follow up on the results of the 2006 Federal Human Capital Study (FHCS) and to solicit further input from a national sample of supervisory and non-supervisory employees. The FHCS measures federal employees' perceptions and provides agencies with information on the extent to which they are successfully managing human capital in accomplishing their missions.