Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

US Federal Workforce: A Pulse Check on Today’s Human Capital Challenges

5,212 views

Published on

The purpose of the survey was to gain insights into the human capital challenges federal agencies are facing, specifically in the areas of attracting and retaining younger workers, drivers of employee engagement, and the effective use of human capital data and analytics.

Published in: Technology
  • Be the first to comment

US Federal Workforce: A Pulse Check on Today’s Human Capital Challenges

  1. 1. Copyright © 2016 Accenture. All rights reserved. US Federal Workforce: A Pulse Check on Today’s Human Capital Challenges
  2. 2. Copyright © 2016 Accenture. All rights reserved.Copyright © 2015 Accenture. All rights reserved. 2Copyright © 2016 Accenture. All rights reserved. • What are their top challenges? • Is their agency prepared to address these challenges? • Are they measuring the right things, the right way? In 2015, Accenture Federal Services surveyed more than 200 defense and civilian agency executives to get their views on attracting, recruiting and retaining talent—and planning for the next generation of leaders:
  3. 3. Copyright © 2016 Accenture. All rights reserved. 3 Federal executives cite four main challenges in achieving their workforce vision: Defense agencies rated retaining top talent as the #1 challenge Civilian agencies rated driving employee engagement as the #1 challenge Retaining Talent Driving Employee Engagement Attracting New Talent Building Leadership Talent
  4. 4. Copyright © 2016 Accenture. All rights reserved. Feds rank their top five challenges in attracting and retaining talent… 4 1. Lack of career development 2. Attractive competing offers from other organizations 3. Lengthy hiring timeline 4. Lack of mobility within the organization 5. Lack of career paths Copyright © 2016 Accenture. All rights reserved.
  5. 5. Copyright © 2016 Accenture. All rights reserved. C-suite: … but perceptions vary between C-suite executives and HR leaders: 5 HR: 1. Lack of career paths 2. Lack of career development 3. Attractive competing offers 4. Lengthy timeline 5. Lack of mobility 1. Attractive competing offers 2. Lack of career development 3. Lengthy timeline 4. Lack of mobility 5. Lack of career paths Civilian agencies cite lack of mobility Defense agencies cite lack of career development opportunities
  6. 6. Copyright © 2016 Accenture. All rights reserved. 6 Civilian agencies cite streamlined application process and defined skill sets and competencies Federal executives ranked top changes needed to improve recruitment and promotion of talent: 2. Defined skill sets and competencies across the organization 3. Defined employee learning opportunities 4. Defined career paths across the organization 5. Articulated employee value proposition Defense agencies cite defined employee learning opportunities and clearer employee value proposition 1. Streamlined application process
  7. 7. Copyright © 2016 Accenture. All rights reserved. Federal executives recognize there are challenges to overcome. 7 How prepared are federal agencies to address these challenges and secure the next generation of leaders? Copyright © 2016 Accenture. All rights reserved.
  8. 8. Copyright © 2016 Accenture. All rights reserved. are optimistic that their agency will be able to develop the next generation of leaders over the next three years. This optimism implies that agencies have processes in place: • To overcome the top challenges identified in attracting and/or retaining talent • For faster recruitment and promotion of talent However, over 60% of executives feel at least some improvement is needed across a wide range of areas for their agency to identify and develop the next generation of leaders. 8 Nine out of 10 federal executives Copyright © 2016 Accenture. All rights reserved.
  9. 9. Copyright © 2016 Accenture. All rights reserved. view the retirement of 1/3 of current federal employees in the next three years as a positive development. • This positive impact is attributed primarily to the ability to attract and promote new talent. • This widespread optimism suggests that these executives have greater confidence in their ability to handle issues, which are a cause of concern for their less optimistic counterparts: • 50% Lack of succession planning • 26% Lack of knowledge management • 24% Loss of mission-critical skills 9 Nearly 70% of federal executives
  10. 10. Copyright © 2016 Accenture. All rights reserved. BUT only 12% of recent college graduates indicated federal government as their top industry choice. On the upside, 74% expect to be with their first job for at least three years and almost 1/3 expect to be with an employer for more than five years. 10 are optimistic about retaining the next generation of millennials. Nine out of 10 federal executives Create a streamlined, transparent hiring process Establish a flexible work environment Increase use of social media Accenture 2015 College Graduate Employment Survey Federal executives identified top three steps that their agencies should take to attract and retain millennials:
  11. 11. Copyright © 2016 Accenture. All rights reserved.Copyright © 2016 Accenture. All rights reserved. >50 federal executives indicate that employee engagement has a major impact on their organizations’ productivity. Federal executives ranked developing a positive culture and creating opportunities as the top two ways to address employee engagement. Better opportunitiesPositive culture Important steps to improve employee engagement: 11
  12. 12. Copyright © 2016 Accenture. All rights reserved. 60+% indicate at least some improvement is needed in these areas. agree SIGNIFICANT improvement is needed in: 12 20% of federal executives significant improvement needed at least some improvement needed 20% 60% Hiring Attracting and recruiting new talent Onboarding new employees Forecasting hiring needs 1‒5 years into the future
  13. 13. Copyright © 2016 Accenture. All rights reserved.Copyright © 2016 Accenture. All rights reserved. 13 80+% of federal executives feel data is important to understanding their key workforce and talent challenges: Employee metrics (94%) Organization (93%) Employee movement (93%) Role information (89%) Employee demographics (81%) But more than 50% of federal executives feel at least some improvement is needed in their ability to forecast: • Attrition in the next six months to one year • Retirement in the next one to five years • Hiring to fill resource gaps due to attrition and retirement • Skill sets required in the next five years
  14. 14. Copyright © 2016 Accenture. All rights reserved. Are federal agencies prepared today for tomorrow’s federal workforce? Is YOUR agency ready? 14 A prevailing sense of optimism exists. BUT federal executives agree there is room for improvement. Align your agency’s optimism against reality. Evaluate your organization objectively and prioritize accordingly. What is the biggest impact that you can make to secure the next generation of leaders? It’s time to rethink approaches and apply new ones. Today. Copyright © 2016 Accenture. All rights reserved.
  15. 15. Copyright © 2016 Accenture. All rights reserved. Contact 15 For more information: Jeanne Ward Managing Director jeanne.r.ward@accenturefederal.com David DiSanto Senior Manager david.a.disanto@accenturefederal.com http://www.accenture.com/federal Copyright © 2016 Accenture. All rights reserved.
  16. 16. Copyright © 2016 Accenture. All rights reserved. Survey Methodology 16 In July 2015, Accenture Federal Services conducted an online survey of US federal agency human capital executives and other C-suite-level officers. The purpose of the survey was to gain insight into the human capital challenges federal agencies are facing, specifically in the areas of attracting and retaining younger workers, drivers of employee engagement, and the effective use of human capital data and analytics. Results are based on an online survey of 219 US federal executives from more than 50 defense and civilian agencies. Copyright © 2015 Accenture. All rights reserved. Agency Type Defense 73 33% Civilian 146 67% Total 219 100% Job Title HR 140 64% C Suite 79 36% Total 219 100%

×