This webinar looks at the preferences of the security-cleared professional. The pros and cons of being a government contractor or government employee. The issue of insourcing and the motivations behind cleared government contractors career decisions.
Jeff Sneddon has attended every GRO-Biz conference. He is a wealth of knowledge when it comes to government contracting! Learn the basics on government contracting.
How Government jobs are differentiated from Private Sector jobsB. K. Vijay
Many of the graduates and post-graduates get really confused once they come out of the college, whether to apply for life style oriented private jobs or stable & comfortable government opportunities.
Jeff Sneddon has attended every GRO-Biz conference. He is a wealth of knowledge when it comes to government contracting! Learn the basics on government contracting.
How Government jobs are differentiated from Private Sector jobsB. K. Vijay
Many of the graduates and post-graduates get really confused once they come out of the college, whether to apply for life style oriented private jobs or stable & comfortable government opportunities.
Private Jobs are available on our website BeEducated.pk you can search for private jobs in different sectors in our website. Latest private jobs are also updated on our portal.
The 2009 Lehigh Valley Workforce Report was presented to the region\'s business community on January 27, 2009 by Kevin Flemming, President of Integrity Personnel, Inc.
Please reply to Donald and Gwedolyns discussions 1 and 2 belowvelmakostizy
Please reply to Donald and Gwedolyns discussions 1 and 2 below:
#1 Donald- Contigent Workers Discussion:
Our textbook states that,"contingent workers1 are those who do not have an implicit or explicit contract for ongoing employment. Persons who do not expect to continue in their jobs for such personal reasons as retirement or returning to school are not considered contingent workers, provided that they would have the option of continuing in the job were it not for these reasons"(Martocchio, J.J. (2017). When a company needs to cut costs on the labor force and increase efficiency they hire contingent workers, they are competitive and effective workers that help companies achieve their goals.
The way they are paid is different, part time can only work 35 hours a week with no benefits. Working part time can also receive a retirement program as long as they have worked 1,000 hours over a 12 month period and they have to be 21. Contingent workers usually dont last over a year, they are hired as the regular workers are on vacation and they are paid from the company that hired them.
Temporary workers also fill in the gaps, they are also extras when a business peaks and the company needs extra hands to makes quotas and companys goals. Martocchio, J.J. (2017) states that," independent contractors, freelancers and consultants establish working relationships with companies on their own rather than through temporary employment agencies or lease companies. Traditionally, independent contractors typically possess specialized skills that are in short supply in the labor market. It is estimated that 34 percent of the U.S. workforce qualify as freelancers". The impact that it has on an organizations compensation plan is that companys can terminate contingent workers easily, as a rule they understand that this is a limited deal and the compensation costs are lower than a regular workforce commands.
Martocchio, J.J. (2017). Strategic compensation: A human resource management approach (9th Edition). Hoboken, New Jersey: Pearson Education, Inc. ISBN 978-0-13-432054-0
#1 Gwendolyn Contigent Workers Discussion-
Workers who do not have an implicit or explicit contract for an on-going job are called contingent workers. Contingent workers fall under five groups of employees – part-time, temporary, on-call, leased employee arrangements, and independent contractors (Martocchio, (2011). Companies are always looking for ways to cut cost, increase efficiency, and perform competitively so they hire contingent workers. Contingent workers can be an effective tool for a company to achieve their goal. The way that contingent workers are paid varies. As a rule, part times workers can only work 35 hours a week and even though the companies that work contingent workers part time are their legal employers, they do not offer them benefits. People who work part-time can get retirement programs of they have worked 1,000 hours over a 12- ...
Bill Craib
Vice President of HCI's Center for Human Capital Excellence (CHCE)
With the flux in economies around the world, the style of talent used inside of organizations is a hot topic. Yet many organizations still see contract labor as a short-term solution rather than an integral part of their talent management strategy. In this original research & presentation from the Human Capital Institute, we'll address how factors like economic conditions, unemployment, and contingent program maturation influence why and how companies use contract talent.
Wage and Hour Law: Your Company’s Not Exempt From Litigation Human Capital Media
This webinar will demonstrate how the use of job analysis can help you limit your company’s risk of experiencing wage and hour issues and turn around those issues you may now face.
UXPA 2021: The basics of taking on government contracts and doing UX work for...UXPA International
Presented by Cory Lebson and Carla Briceno. Maybe you’re doing business development for a company that’s interested in US Federal or state government contracting. Or maybe you’re a micro-business or freelancer wanting to take on subcontracts from a prime. Or maybe you’re an individual who wants to be employed by an agency that is doing government work. Know that there is a place for you and a lot of government UX work that needs to get done! We’ll explore what it means to be a government contractor as well as how you find that contract work. We’ll look specifically at where UX efforts are found, often within larger contracts, and where the UX advocates are within the Federal space. We’ll also talk about what it’s like to be a company doing UX work for the government, what it’s like as an individual contributor and key differences between doing government UX work vs. non-government commercial work.
memo/Example 3220 memos.docMemo 1
Date:
5/3/2011
To:
VP of Human Resources
Cc:
Directors and Account Managers
From:
Fred Flintstone, HR Director
RE:
Telecommuting: An Untapped Resource
Globalization is in full swing and luckily our company is growing, both financially and geographically. Historically, our pool of candidates has been limited to the narrow field available in the immediate vicinity of our main office. To keep up with changing times we need to explore options to that will allow us to enjoy a larger pool of qualified candidates, as well as attracting and keeping those candidates. Enhancing our technology and opening our standard policies to telecommuting could give us the edge we need to stay ahead of our competitors.
Relevant Issues
Telecommuting is not a new concept. The government explored telecommuting options to conserve gas as early as the 1970s and the private sector began taking advantage of it as soon as home computers and the internet made it possible. Today, telecommuting is common place in many industries.
The newest generation of candidates and soon to be graduates have already adapted to a constant bombardment of steaming media, multitasking and all the newest technology. The brightest minds work well independently and desire the nontraditional workplace. Telecommuting opportunities will give them more flexible schedules, the ability to work on the go and the ability to work in whatever kind of environment they find most comfortable and productive. The downside to permitting our employees to work from home, or wherever, is we will lose a certain amount of control. We will have to screen candidates very carefully and develop other ways to track their productivity to assure they aren’t taking advantage of the situation.
There are multiple ways we could achieve telecommuting capabilities and before we move forward, we’ll have to investigate which option or combination of options will give us the best results at the least cost. In the long run, converting more of our staff to telecommuters will likely save us money on top of everything else.
Changing Perspective
We know our business is already successful. With that in mind, it’s hard to picture making dramatic changes to our business model and breaking from tradition. Part of the reason we’ve been successful this long is because of our ability to find solutions in unconventional ways. We shouldn’t be shutting our door to some of the best candidates because they don’t happen to live here. Allowing employees to work from home will open the pool of candidates nationally, and potentially worldwide, without us having to pay relocation costs.
We must also look at the changing generations and encourage the best results from our new hires and current employees. We already know that people learn best under varying conditions. This is true of the best work environments as well. While working standard 8 to 5 hours in the controlled environment of a trad ...
Some days it feels like a roller coaster. Even a crystal ball would do little good because things change so fast. With the
power of the internet, we can get the changing pulse of the economy – from around the world and in our backyards – within seconds of something happening; all adding to the sense of what next? I’m like everyone else: seeing, reading and hearing all the economic news and thinking, “What can I do to help?”
7 hiring practices not to do in 2019 to shareMaxim Kind
A quick overview of the economy, labor markets, and key practices to avoid within 2019 economic space. They key to understand the market dynamics is to incorporate the macro view of the economy into your decision making.
#FIRMday Manchester 25th Sept 2019 - TribePad: Contract v Perm – How to consi...Emma Mirrington
Join Tom Beale, Recruitment Advisor at Medical Protection Society to discuss: • Internal utilisation and perception of contractors (specialist projects, BAU resource management, contingent seasonal working) • Contractor availability considering the external factors influencing contractor market (Gig Economy, Flexibility, Portfolio careers, IR35, Recruitment Agencies/ Direct Hire recruitment teams) • Permanent retention and development to stretch staff and the attitude towards contractors having the ‘rock star salary’ and ‘all the exciting jobs’
Independent Contractors vs. Employees: Classification and CorrectionDeirdreJ6972
Employees, independent contractors....what's the difference? From the perspective of the government, everything. This is basic course on employee classification and correction.
Private Jobs are available on our website BeEducated.pk you can search for private jobs in different sectors in our website. Latest private jobs are also updated on our portal.
The 2009 Lehigh Valley Workforce Report was presented to the region\'s business community on January 27, 2009 by Kevin Flemming, President of Integrity Personnel, Inc.
Please reply to Donald and Gwedolyns discussions 1 and 2 belowvelmakostizy
Please reply to Donald and Gwedolyns discussions 1 and 2 below:
#1 Donald- Contigent Workers Discussion:
Our textbook states that,"contingent workers1 are those who do not have an implicit or explicit contract for ongoing employment. Persons who do not expect to continue in their jobs for such personal reasons as retirement or returning to school are not considered contingent workers, provided that they would have the option of continuing in the job were it not for these reasons"(Martocchio, J.J. (2017). When a company needs to cut costs on the labor force and increase efficiency they hire contingent workers, they are competitive and effective workers that help companies achieve their goals.
The way they are paid is different, part time can only work 35 hours a week with no benefits. Working part time can also receive a retirement program as long as they have worked 1,000 hours over a 12 month period and they have to be 21. Contingent workers usually dont last over a year, they are hired as the regular workers are on vacation and they are paid from the company that hired them.
Temporary workers also fill in the gaps, they are also extras when a business peaks and the company needs extra hands to makes quotas and companys goals. Martocchio, J.J. (2017) states that," independent contractors, freelancers and consultants establish working relationships with companies on their own rather than through temporary employment agencies or lease companies. Traditionally, independent contractors typically possess specialized skills that are in short supply in the labor market. It is estimated that 34 percent of the U.S. workforce qualify as freelancers". The impact that it has on an organizations compensation plan is that companys can terminate contingent workers easily, as a rule they understand that this is a limited deal and the compensation costs are lower than a regular workforce commands.
Martocchio, J.J. (2017). Strategic compensation: A human resource management approach (9th Edition). Hoboken, New Jersey: Pearson Education, Inc. ISBN 978-0-13-432054-0
#1 Gwendolyn Contigent Workers Discussion-
Workers who do not have an implicit or explicit contract for an on-going job are called contingent workers. Contingent workers fall under five groups of employees – part-time, temporary, on-call, leased employee arrangements, and independent contractors (Martocchio, (2011). Companies are always looking for ways to cut cost, increase efficiency, and perform competitively so they hire contingent workers. Contingent workers can be an effective tool for a company to achieve their goal. The way that contingent workers are paid varies. As a rule, part times workers can only work 35 hours a week and even though the companies that work contingent workers part time are their legal employers, they do not offer them benefits. People who work part-time can get retirement programs of they have worked 1,000 hours over a 12- ...
Bill Craib
Vice President of HCI's Center for Human Capital Excellence (CHCE)
With the flux in economies around the world, the style of talent used inside of organizations is a hot topic. Yet many organizations still see contract labor as a short-term solution rather than an integral part of their talent management strategy. In this original research & presentation from the Human Capital Institute, we'll address how factors like economic conditions, unemployment, and contingent program maturation influence why and how companies use contract talent.
Wage and Hour Law: Your Company’s Not Exempt From Litigation Human Capital Media
This webinar will demonstrate how the use of job analysis can help you limit your company’s risk of experiencing wage and hour issues and turn around those issues you may now face.
UXPA 2021: The basics of taking on government contracts and doing UX work for...UXPA International
Presented by Cory Lebson and Carla Briceno. Maybe you’re doing business development for a company that’s interested in US Federal or state government contracting. Or maybe you’re a micro-business or freelancer wanting to take on subcontracts from a prime. Or maybe you’re an individual who wants to be employed by an agency that is doing government work. Know that there is a place for you and a lot of government UX work that needs to get done! We’ll explore what it means to be a government contractor as well as how you find that contract work. We’ll look specifically at where UX efforts are found, often within larger contracts, and where the UX advocates are within the Federal space. We’ll also talk about what it’s like to be a company doing UX work for the government, what it’s like as an individual contributor and key differences between doing government UX work vs. non-government commercial work.
memo/Example 3220 memos.docMemo 1
Date:
5/3/2011
To:
VP of Human Resources
Cc:
Directors and Account Managers
From:
Fred Flintstone, HR Director
RE:
Telecommuting: An Untapped Resource
Globalization is in full swing and luckily our company is growing, both financially and geographically. Historically, our pool of candidates has been limited to the narrow field available in the immediate vicinity of our main office. To keep up with changing times we need to explore options to that will allow us to enjoy a larger pool of qualified candidates, as well as attracting and keeping those candidates. Enhancing our technology and opening our standard policies to telecommuting could give us the edge we need to stay ahead of our competitors.
Relevant Issues
Telecommuting is not a new concept. The government explored telecommuting options to conserve gas as early as the 1970s and the private sector began taking advantage of it as soon as home computers and the internet made it possible. Today, telecommuting is common place in many industries.
The newest generation of candidates and soon to be graduates have already adapted to a constant bombardment of steaming media, multitasking and all the newest technology. The brightest minds work well independently and desire the nontraditional workplace. Telecommuting opportunities will give them more flexible schedules, the ability to work on the go and the ability to work in whatever kind of environment they find most comfortable and productive. The downside to permitting our employees to work from home, or wherever, is we will lose a certain amount of control. We will have to screen candidates very carefully and develop other ways to track their productivity to assure they aren’t taking advantage of the situation.
There are multiple ways we could achieve telecommuting capabilities and before we move forward, we’ll have to investigate which option or combination of options will give us the best results at the least cost. In the long run, converting more of our staff to telecommuters will likely save us money on top of everything else.
Changing Perspective
We know our business is already successful. With that in mind, it’s hard to picture making dramatic changes to our business model and breaking from tradition. Part of the reason we’ve been successful this long is because of our ability to find solutions in unconventional ways. We shouldn’t be shutting our door to some of the best candidates because they don’t happen to live here. Allowing employees to work from home will open the pool of candidates nationally, and potentially worldwide, without us having to pay relocation costs.
We must also look at the changing generations and encourage the best results from our new hires and current employees. We already know that people learn best under varying conditions. This is true of the best work environments as well. While working standard 8 to 5 hours in the controlled environment of a trad ...
Some days it feels like a roller coaster. Even a crystal ball would do little good because things change so fast. With the
power of the internet, we can get the changing pulse of the economy – from around the world and in our backyards – within seconds of something happening; all adding to the sense of what next? I’m like everyone else: seeing, reading and hearing all the economic news and thinking, “What can I do to help?”
7 hiring practices not to do in 2019 to shareMaxim Kind
A quick overview of the economy, labor markets, and key practices to avoid within 2019 economic space. They key to understand the market dynamics is to incorporate the macro view of the economy into your decision making.
#FIRMday Manchester 25th Sept 2019 - TribePad: Contract v Perm – How to consi...Emma Mirrington
Join Tom Beale, Recruitment Advisor at Medical Protection Society to discuss: • Internal utilisation and perception of contractors (specialist projects, BAU resource management, contingent seasonal working) • Contractor availability considering the external factors influencing contractor market (Gig Economy, Flexibility, Portfolio careers, IR35, Recruitment Agencies/ Direct Hire recruitment teams) • Permanent retention and development to stretch staff and the attitude towards contractors having the ‘rock star salary’ and ‘all the exciting jobs’
Independent Contractors vs. Employees: Classification and CorrectionDeirdreJ6972
Employees, independent contractors....what's the difference? From the perspective of the government, everything. This is basic course on employee classification and correction.
A comprehensive guide to your post-military career search. Information on what to do when, resume and interview tips, networking and transition advice, and more. Search for cleared jobs at www.clearancejobs.com.
Top career transition and job search tips for any cleared job seeker. Get key advice on interviews, resume writing and networking for defense industry and clearance careers. This comprehensive guide provides critical, easy-to-read insight into starting or revamping your job search or building your career network. Get other news, tips and advice at www.clearancejobs.com/cleared-news.
ClearanceJobs: Reaching Veterans, Wounded Warriors and Targeted DisabilitiesClearanceJobs
ClearanceJobs is committed to connecting Federal agencies with targeted candidates. Our resume database includes veterans, wounded warriors and targeted disability groups. In fact, veterans represent 75 percent of the candidates in our database, and their resumes are searchable by military branch and rank. Our Advanced Keyword Search engine and Cleared Network Groups are invaluable tools that help you find and hire diverse candidates.
BRAC 2005 - 2011 (Base Realignment and Closure)ClearanceJobs
BRAC 2005 is the largest base realignment and closure in DoD history. Over 100,00 military personnel will be relocated. Installations like Fort Meade, Aberdeen Proving Ground, Fort Belvoir, Fort Bliss, Fort Carson, and other installations in Maryland and Virginia.
Security Clearance Terms like SF86, TS/SCI, SF85, Public Trust, Polygraph, JPAS, HSPD-12, eQIP, Classified, DSS, Active Clearance, Current Clearance, Interim, and HSPD-12.
FSO Training: Preparing for Business GrowthClearanceJobs
Facility Security Officers must support NISPOM requirements over a growing enterprise. Classified information must be protected through adding security personnel and/or expanding facilitates.
Exploring Career Paths in Cybersecurity for Technical CommunicatorsBen Woelk, CISSP, CPTC
Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
2. Your Host Get Help
Evan Lesser ClearanceJobs.com
Founder and Managing Director Customer Support
ClearanceJobs.com support@clearancejobs.com
Next Webinars
Webinar Length The Cleared Network 101:
First Steps into Social Recruiting of
30 minutes for webinar Cleared Professionals
10 minutes for Q&A (optional) September 22nd, 2:00pm EST
Create Your Own Webinar
Your group, your date, your
time, your subject matter
3. Motivations of cleared gov contractors
How many considering switch to gov employee
Problems in being a gov contractor
Motivations of cleared gov employees
Best / worst gov agencies to work for
How many considering switch to gov contractor
Insourcing role
Survey responses
Conclusion
4. Which type of employment do you prefer, working as a
government employee or a government contractor?
Prefer being a Prefer being a
59% government 41% government
contractor employee
5. What are the main reasons you prefer to be employed
as a government contractor?
#1 Higher salary and compensation
#2 Prefer contractor benefits
#3 More flexibility
#4 Better upward career mobility
#5 More challenging work
6. What are the main reasons you prefer to be employed
as a government contractor?
#1 Higher salary and compensation
Salary and compensation
Gov • Based on performance
Contractor • No salary cap
• No salary freeze
• Avg cleared compensation in 2011 ($98,221)
Gov • Based on tenure
Employee • Caps set by pay scales
• Current salary freeze
• Avg cleared compensation in 2011 ($83,577)
7. What are the main reasons you prefer to be employed
as a government contractor?
#2 Prefer contractor benefits
Differences in benefits
Gov • Usually no caps on overtime
Contractor • Many employers pay for education / degrees
• Personal days off
Gov • Cap on overtime
Employee • Most agencies will not pay for education / degrees
• No personal days off
8. What are the main reasons you prefer to be employed
as a government contractor?
#3 More flexibility
Differences in workplace flexibility
Gov • Can utilize creative thinking
Contractor • Faster, easier to obtain new tools for work
Gov • Structured, mandated way of doing things
Employee • Long time to obtain new tools for work
9. Time-to-hire is a strong selling point for being a
government contractor
Avg length of time it
105 took to hire a new gov
Days employee in last year
OPM suggested goal
45 for agencies to hire a
Days new gov employee
Note: Insourced candidates appear to
be on a “fast track” when getting hired
10. Working on cutting-edge technology is a strong selling
point for being a government contractor
11. Reported problems with being a federal contractor are
less tangible in nature
“I’m treated like a
second class citizen.” “If there are any
nights, weekends, or
over time needed,
they hit up their
“I do the same job as a contractors first.” “The government
civil servant, but I’m employees leave early at
held to a higher holidays while the
standard.” contractors are required
to stay – even though we
“I’ve got a clearance, but
do the same job.”
I’m not allowed to have a
phone or email address like
the gov employees have.”
12. Are you presently considering switching from being a
government contractor to a government employee?
6%
54% 40% Yes
No
Maybe
Note: 30% of gov contractors
“extremely concerned” about contract
loss due to funding - 2011 ClearanceJobs Salary Survey
13. What are the main reasons you prefer employment as a
government employee?
#1 Better job security
#2 Better /easier upward career mobility
#3 Better benefits
#4 Sense of pride in government service
#5 More challenging work
14. What are the main reasons you prefer employment as a
government employee?
#2 Better /easier upward career mobility
Differences in career mobility
Gov • Has three bosses (contractor boss, gov boss,
Contractor subcontractor boss)
• No guarantee of upward mobility
Gov • Gov boss only
Employee • Structured promotional ladder
15. Best Large Agencies
1 Nuclear Regulatory Commission Survey of 32 large federal agencies
2 Government Accountability Office Administered by the Partnership
for Public Service in 2010
3 FDIC
Factors include
4 Smithsonian Institution
- Employee satisfaction
5 NASA - Skills vs. mission match
6 Social Security Administration - Compensation
- Work/life balance
7 Department of State
- Leadership effectiveness
8 General Services Administration
9 Department of Justice
10 Intelligence Community
16. Intelligence Agencies Department of the Air Force
- Ranks 10th out of 31 - Ranks 18th out of 31
- Down 2.6% from 2009 - Up 1.9% from 2009
Department of the Navy Department of Homeland Security
- Ranks 15th out of 31 - Ranks 28th out of 31
- Up 3.1% from 2009 - Up 4.3% from 2009
Department of the Army
- Ranks 16th out of 31
- Up 1.7% from 2009
All Department of Defense To Consider: Agencies that require clearance
not ranked at the top. Why?
- Ranks 17th out of 31
- Up 2.8% from 2009
17. Are you presently considering switching from being a
government employee to a government contractor?
29% 27%
Yes
No
44%
Maybe
18. Former defense Secretary
Robert Gates in 2009
Gov plans to bring contractor jobs called for the elimination
of 33,000 service-support
“in-house” picking up steam contractors by 2015.
- Reports from HR about losing staff to
insourcing (“poaching”)
- Pentagon added 17,000 new employees,
claims $900m in savings via insourcing in
2010
- Not all insourced jobs are “inherently
governmental”
• CBP replacing 1,200 IT contractors through 2012
- Are your employees potential targets?
19. “For IT people, job
“I’d like to be a gov
security is equal being “I used to be a federal employee to get the
either a contractor or employee. Now as a benefits. But as a
employee, so I prefer contractor, I really don’t contractor, I can get
contractor.” like the job uncertainty.” promoted anytime if a
position opens up and
I work hard enough.”
“Government contractors are more disposable,
and are treated as such. If you want to fully focus
on your work, being a gov employee allows you
to leave worries about security behind and Gov employees stagnate from
better focus on the job at hand.” complacency, whereas contractors
must remain informed of cutting edge
technology to remain highly valued.”
“Military retirement benefits
can be taken away. I want to
plan my own retirement.”
20. 1. Tough economy = workers looking for job security
2. Contractors not adverse to changing to be gov employees
3. Insourcing will likely increase despite dubious cost savings
4. Understanding the following can help you attract and retain
cleared workers
- Career motivations of gov contractors and gov employees
- Pros and cons of employment as gov contractor and gov employee
• Salary, wages, and compensation
• Promotions and wage increases
• Benefits
• Time-to-hire
• Workplace technology
• Job satisfaction
21. Incorporate positive “selling points”
of being a contractor in hiring
messages
- Play to top motivating factors
Identify employees at risk to be
insourced or leave to gov
- Educate them about differences being gov
employee versus gov contractor
- Inform them what happens in event of
contract loss / funding loss