On the hiring side, among recommendations are leveraging resources such as stem.usajobs.gov. Image: iQoncept/Shutterstock.com
A report by a study commission convened by the White House on building up the nationwide workforce of those with skills in the STEM fields stresses the growing importance of those skills in the federal workforce and makes suggestions for improving recruitment and retention.
The report makes the familiar observation that “Among the greatest challenges toward ensuring a robust federal STEM workforce is the competition for qualified talent with the private sector. In general, industry can offer higher salaries and additional incentives (e.g., signing bonuses). Additionally, the federal STEM workforce is facing a surge in retirements with insufficient replacements, a challenge exacerbated by a broad lack of awareness of the government as a career option, particularly among early career professionals.”
On the hiring side, it recommends steps such as: using flexible hiring authorities, flexible hiring authorities; evaluating and updating STEM job descriptions, education requirements, and promotion criteria; and leveraging resources such as stem.usajobs.gov. The report also recommends that agencies make “recruitment efforts to be directed toward underrepresented communities, in alignment with federal Merit Systems Principles” and make sure that “hiring processes and retention measures of STEM workers are accessible, transparent, fair, and effective.”
On the retention side, it emphasizes “training opportunities build STEM knowledge while also engaging learners and trainees in technical and professional experiences that prepare them to become versatile STEM professionals. Federal agencies can continue to support traineeships, including those that promote innovation, interdisciplinary and transdisciplinary learning, and engagement with a wide range of STEM career pathways.”
It adds that “To be a competitive employer for skilled STEM talent, the federal government needs to ensure that workers have the opportunity to manage their well-being (e.g., by offering telework flexibilities) and also develop a sense of individual purpose in contributing to the mission of the agency.”
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